Surveys

Current Public Surveys

San Antonio Area Wage and Benefit Survey

Werling Associates, Inc. is proud to announce the publication of the 2023 San Antonio Area Wage and Benefit Survey.  This survey is part of a continuing effort to provide human resource-related consulting services and support to the San Antonio business community.  Please contact us if you need additional information on the survey or visit the webpage, by clicking the link above, to view a brochure outlining highlights from the survey, a sample page from the survey, and a list of jobs reporting this year.  To purchase the survey, click “Buy Now”.

This survey is part of a continuing effort to provide human resource-related consulting services and support to the San Antonio business community. Please contact us if you need additional information on the survey or visit the webpage, by clicking the link above, to view a brochure outlining highlights from the survey, a sample page from the survey, and a list of jobs reporting this year.

SPONSORSHIP

Werling Associates, Inc. would like to thank all participants for making this survey possible. In addition, we would like to thank the survey sponsors: the San Antonio Compensation Association, San Antonio Human Resource Management Association, and the San Antonio Manufacturers Association.

TIMING OF SURVEY
January 6th – Questionnaires available
February 15th – Participation deadline
Mid-April – Final report published

REPORT
The survey report provides the job number, job title, job description, experience, minimum education or certification, and exempt or nonexempt status. Data includes the number of organizations reporting data and the total number of employees for each job. Wage information reported for hourly base pay and hourly total compensation includes: average pay, 10th percentile, 25th percentile, median, 75th percentile, and 90th percentile. In accordance with Department of Justice wage survey guidelines for safe harbor, results are provided where at least five organizations reported wage data. All individual participants’ data is kept confidential.

METHOD OF DATA COLLECTION AND ANALYSIS
The survey data was gathered by e-mailing questionnaires. Participants were asked to report data where at least 80% of the duties described are performed by the incumbent(s).

DATA INTERPRETATION
As with any survey, the information contained in the report must be interpreted with caution. Even with proper job matches, the reported wages reflect differentials based on a broad range of seniority and experience, job responsibility, organizational size, geographical differences and differences in pay policies. Users should take these differences into consideration when establishing pay rates.

Texas Society for Healthcare Human Resources Administration and Education (TSHHRAE) Wage and Benefit Survey

PURCHASE THE 2023 SURVEY

Werling Associates, Inc. is proud to announce the publication of the 2023 Texas Society for Healthcare Human Resources Administration and Education (TSHHRAE) Wage and Benefit Survey.  This survey is part of a continuing effort to provide human resource-related consulting services and support to the Texas Healthcare community.  Please take a moment to review this page outlining highlights from the survey and contact us if you need additional information.  To purchase the survey, click “Buy Now”.

TIMING OF SURVEY

Wage data is reported as of February 1, 2023

Survey published on June 1, 2023

REPORT

The survey provides comprehensive information on 406 positions in the healthcare field.  The report includes data from 56 organizations, encompassing 277 locations, and reporting data on 149,709 incumbents in the healthcare field.

The job number, job title, job description, and minimum education and/or certification for the positions is provided.  Data includes the number of organizations reporting data and the total number of employees for each job.  Wage information reported for base pay and total compensation includes:  average pay, 10th percentile, 25th percentile, median, 75th percentile, and 90th percentile.  In accordance with the Department of Justice wage survey guidelines for safe harbor, results are provided where at least five organizations reported wage data.  All individual participant’s data is kept confidential.

METHOD OF DATA COLLECTION
Surveys were sent to hospitals and other healthcare organizations throughout Texas.  Participants were asked to report data where at least 80% of the duties described are performed by the incumbent(s).

PURCHASE THE 2023 SURVEY

Werling Associates, Inc. is proud to announce the publication of the 2023 San Antonio Not-for-Profit Wage and Benefit Survey.  This survey is part of a continuing effort to provide human resource-related consulting services and support to the not-for-profit agencies of San Antonio.  Please take a moment to review the brochure outlining highlights from the survey.  Please contact us if you need additional information.  To purchase the survey, click “Buy Now”.

 

TIMING OF SURVEY

 

Wage data is reported as of March 1, 2023.

Survey published on July 1, 2023.

 

REPORT

 

The survey report provides the job number, job title, job description, experience, minimum education or certification, and exempt or nonexempt status.  Data includes the number of organizations reporting data and the total number of employees for each job.  Wage information reported for hourly base pay and hourly total cash compensation includes:  average pay, 10th percentile, 25th percentile, median, 75th percentile, and 90th percentile.  In accordance with Department of Justice wage survey guidelines for safe harbor, results are provided where at least five organizations reported wage data.  All individual participants’ data is kept confidential.

 

METHOD OF DATA COLLECTION AND ANALYSIS

 

The survey data was gathered by mailing and e-mailing questionnaires.  Participants were asked to report data where at least 80% of the duties described are performed by the incumbent(s).

 

DATA INTERPRETATION

 

As with any survey, the information contained in the report must be interpreted with caution.  Even with proper job matches, the reported wages reflect differentials based on a broad range of seniority and experience, job responsibility, organizational size, geographical differences and differences in pay policies.  Users should take these differences into consideration when establishing pay rates.  Organizations should be especially careful given the current labor market conditions.