HR Benchmarking List of Questions
MeasureHR – Question List
Contents Demographics (Mandatory Module) ......................................................................................... 3 Headcount: General (Mandatory Module) ............................................................................... 3 Headcount: HR (Mandatory Module) ....................................................................................... 4 Revenue (Mandatory Module) ................................................................................................... 6 HR Operating Budget (Mandatory Module) ............................................................................ 7 Turnover/Attrition/Retention – All Employees ...................................................................... 8 Turnover/Attrition/Retention – HR ....................................................................................... 10 Promotion and Transfer ............................................................................................................ 12 Training and Development ....................................................................................................... 13 Recruitment: General ................................................................................................................ 14 Recruitment: Full-time Employees ......................................................................................... 17 Recruitment: Part-time Employees ......................................................................................... 18 Recruitment: Contract Employees .......................................................................................... 18 Labor Costs: General ................................................................................................................. 19 Labor Costs: Salaries ................................................................................................................. 20 Labor Costs: Wages .................................................................................................................... 21 Labor Costs: Bonuses ................................................................................................................ 22 Labor Costs: Benefits ................................................................................................................. 23 Labor Costs: Absenteeism ......................................................................................................... 25 Labor Costs: Short-term Disability .......................................................................................... 25
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Demographics (Mandatory Module) Back to top The data collected from the following questions will be used to help create your peer group for benchmarking purposes. By completing the following questions you will obtain the most accurate data for benchmarking yourself against. aDM1: What is your enterprise’s primary industry? aDM2: If the above list did not provide enough detail, please describe, in your own words, your enterprise’s primary industry. aDM3: What best describes your enterprise? For what budget year-end will you answer all budget related questions? Indicate the month & year-end for the budget year. Your most current budgeted year will make the report most useful. aDM4: Year aDM5: Month
Headcount: General (Mandatory Module) Back to top The data collected from the following questions will be used to help create your peer group for benchmarking purposes. By completing the following questions you will obtain the most accurate peer group for benchmarking yourself against. The data collected from the following questions also forms the core of the calculated metrics you will obtain with your benchmark report. aMM1: Please provide estimates for your organization's overall headcount Number of full-time employees Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include managers and executives.
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Number of part-time employees Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include managers and executives. Number of contract workers Contract worker: A temporary non-employee who performs paid work for an organization. Include managers and executives. Number of full-time managers Manager: A non-executive in charge of a sub-set of the organization who has one or more direct reports. Number of executives Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Number of unionized full-time staff Include all full-time staff who are part of a union Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include managers and executives. Number of unionized part-time staff Include all part-time staff who are part of a union Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include managers and executives.
Headcount: HR (Mandatory Module) Back to top HR Employees aMM2: Please provide estimates for your HR headcount Number of full-time HR employees
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Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all HR staff that work full-time. Number of part-time HR employees Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include all HR staff that work part-time. Number of contract HR workers Contract worker: A temporary non-employee who performs paid work for an organization. Include all HR staff that are on contract. HR Roles aMM3: If an employee works in several HR roles, please include them in the role listed below that best represents their position in the organization. Number of HR employees who are executives Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Include all full-time executives, part-time executives and executives who are on contract. Number of HR employees who are managers Manager: A non-executive in charge of a sub-set of the organization who has one or more direct reports. Include all full-time managers, part-time managers and managers who are on contract. Number of HR employees who are HR generalists Include all full-time, part-time and contract employees who are HR generalists. Number of HR employees who are recruiters Include all full-time, part-time and contract employees who are recruiters. Number of HR employees who are trainers Include all full-time, part-time and contract employees who are trainers. Number of HR employees who are employee relations specialists
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Include all full-time, part-time and contract employees who are employee relations specialists. Number of HR employees who are payroll/benefits administrators Include all full-time, part-time and contract employees who are payroll/benefits administrators. Number of HR employees who are compensation specialists Include all full-time, part-time and contract employees who are compensation specialists. Number of HR employees who are organizational development/design specialists Include all full-time, part-time and contract employees who are organizational development/design specialists. Number of HR employees who are other HR specialists Include all full-time, part-time and contract employees who are classified as other HR specialists that were not listed above.
Revenue (Mandatory Module) Back to top aMM4: Please provide estimates for your organization's revenue Total gross revenue for last fiscal year (in $US) Revenue: The total amount of money received by a company for goods sold or service provided. Revenue for educational institutions: Total budget minus flow-through dollars such as student awards, etc. Revenue for banks and financial institutions: Use income generated from fees and interest. Revenue for insurance firms: Use income generated from premiums and other sources. Revenue for government and non-profits: use total budget minus dollars that “pass through.”
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% Estimated percent revenue growth in current fiscal year Revenue: The total amount of money received by a company for goods sold or service provided. Revenue for educational institutions: Total budget minus flow-through dollars such as student awards, etc. Revenue for banks and financial institutions: Use income generated from fees and interest. Revenue for insurance firms: Use income generated from premiums and other sources. Revenue for government and non-profits: use total budget minus dollars that “pass through.” Projection if not at the end of the current fiscal year Use only numeric values. If your revenue has decreased 8% then use -8. If your revenue has increased 10% then use 10.
HR Operating Budget (Mandatory Module) Back to top aMM5: Do you have an allocated HR operating budget defined by your organization? Yes No I don’t know aMM6: If yes, please provide estimates for your HR operating budget Total HR department operating budget for last fiscal year (in $US) Operating budget: Operational expenses (OPEX) as defined by your organization. Include all costs related to your operational expenses (i.e. Include salaries, internal/external costs, and any other costs associated with your day-to-day operations.)
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Estimated HR department operating budget for current fiscal year (in $US) Operating budget: Operational expenses (OPEX) as defined by your organization. Include all costs related to your operational expenses (i.e. Include salaries, internal/external costs, and any other costs associated with your day-to-day operations.)
Turnover/Attrition/Retention – All Employees Back to top aOM1: Please provide estimates for the following turnover, attrition and retention questions for the entire organization Last Fiscal Year % Turnover rate for full-time employees Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all managers and executives who work full-time. % Turnover rate for part-time employees Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include all managers and executives who work part-time.
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% Turnover rate for contract workers Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives who work on a contract basis. % Turnover rate for executives Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. % Turnover rate for managers Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Manager: A non-executive in charge of a sub-set of the organization who has one or more direct reports. aOM2: Resignation, Termination and Exit Interviews for Last Fiscal Year Total number of voluntary full-time employee resignations Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Voluntary turnover: Departure of an employee from the organization due to their own resignation or retirement. Total number of voluntary full-time employee resignations who were within their probation period Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Voluntary turnover: Departure of an employee from the organization due to their own resignation or retirement.
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Total number of involuntary full-time employee terminations Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Involuntary turnover: Departure of an employee from the organization due to layoff, termination or permanent disability making them unable to work. Total number of involuntary full-time employee terminations who were within their probation period Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Involuntary turnover: Departure of an employee from the organization due to layoff, termination or permanent disability making them unable to work. Number of exit interviews conducted Exit interview: A final formal meeting between an employer and departing employee.
Turnover/Attrition/Retention – HR Back to top Please provide estimates for the following turnover, attrition and retention questions for your HR department aOM3: Last Fiscal Year % Turnover rate for full-time HR employees Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all managers and executives who work full-time.
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% Turnover rate for part-time HR employees Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include all managers and executives who work part-time. % Turnover rate for contract HR workers Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives who work on a contract basis. aOM4: Resignation, Termination and Exit Interviews for Last Fiscal Year Total number of voluntary full-time HR employee resignations Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Voluntary turnover: Departure of an employee from the organization due to their own resignation or retirement. Total number of voluntary full-time HR employee resignations who were within their probation period Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Voluntary turnover: Departure of an employee from the organization due to their own resignation or retirement. Total number of involuntary full-time HR employee terminations Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Involuntary turnover: Departure of an employee from the organization due to layoff, termination or permanent disability making them unable to work.
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Total number of involuntary full-time HR employee terminations who were within their probation period Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Involuntary turnover: Departure of an employee from the organization due to layoff, termination or permanent disability making them unable to work.
Promotion and Transfer Back to top aOM5: Please provide estimates for the following promotion and transfer questions Last Fiscal Year Number of employees receiving promotions Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay. Include all full-time employees Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all part-time employees Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Number of redeployed or transferred employees within the organization Transfer: The reassignment of an employee to other departments, locations or functions, which typically does not include increased authority, level of responsibility, status or pay. Do not include people who received promotions Include all full-time employees Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all part-time employees Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week.
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Training and Development Back to top aOM6: Do you have an allocated training and development budget defined by your organization? Yes No I don’t know If yes, please provide estimates for the following training and development budgets aOM7: Training and Development Budget Total training and development budget last fiscal year (in $US) Training and Development Budget: Include all costs related to your training and development expenses (i.e. Include salaries, host development, materials, internal/external costs, and any other costs associated with your day-to-day training and development. Estimated total training and development budget current fiscal year (in $US) Training and Development Budget: Include all costs related to your training and development expenses (i.e. Include salaries, host development, materials, internal/external costs, and any other costs associated with your day-to-day training and development.
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aOM8: Average Training Days Please provide estimates for the number of training days at your organization Average number of training days per employee last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives who work full-time, part-time or work on a contract basis. Average number of training days per employee current fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives who work full-time, part-time or work on a contract basis.
Recruitment: General Back to top aOM9: Do you have an allocated recruitment budget defined by your organization? Yes No I don’t know If yes, please provide estimates for your recruitment budget for the entire organization
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aOM10: Recruitment Budget Total recruiting budget last fiscal year (in $US) Recruiting Budget: Include all costs related to your recruiting expenses (i.e. Include salaries, materials, internal/external costs, and any other costs associated with your day-to-day recruiting. Estimated total recruiting budget current fiscal year (in $US) Recruiting Budget: Include all costs related to your recruiting expenses (i.e. Include salaries, materials, internal/external costs, and any other costs associated with your day-to-day recruiting. aOM11: Time to Fill Positions Average time to fill vacant positions last fiscal year (in weeks) Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions. Average time to fill vacant positions current fiscal year (in weeks) Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions.
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aOM12: Please provide estimates for the following recruitment questions for the entire organization Total number of position vacancies last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions. Total number of applications received last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions. Total number of employment offers made last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions.
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Total number of employment offers accepted last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions.
Recruitment: Full-time Employees Back to top aOM13: Please provide estimates for the following recruitment questions for fulltime employees Last Fiscal Year Number of full-time new hires Full-time hires: For the purposes of this survey, a full time hire works 32 or more hours per week. Include all managers and executives who were hired. Number of individual additional full-time positions created Full-time position: For the purposes of this survey, a full time position is 32 or more hours worked per week. Include all managers and executive positions. Number of individual full-time positions eliminated Full-time position: For the purposes of this survey, a full time position is 32 or more hours worked per week. Include all managers and executive positions.
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Recruitment: Part-time Employees Back to top aOM14: Please provide estimates for the following recruitment questions for parttime employees Last Fiscal Year Number of part-time new hires Part-time hires: For the purposes of this survey, part time hires work less than 32 hours per week.Include all managers and executives who were hired. Number of individual additional part-time positions created Part-time position: For the purposes of this survey, part time a position is less than 32 hours worked per week. Include all managers and executive positions. Number of individual part-time positions eliminated Part-time position: For the purposes of this survey, part time a position is less than 32 hours worked per week. Include all managers and executive positions.
Recruitment: Contract Employees Back to top aOM15: Please provide estimates for the following recruitment questions for contract workers Last Fiscal Year Number of contract new hires Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives.
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Number of individual additional contract positions created Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives. Number of individual contract positions eliminated Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives.
Labor Costs: General Back to top aOM16: Please provide estimates for the following labor cost questions for your organization Last Fiscal Year Total organizational labor spend (in $US) Labor spend: Total expenditure by an organization to employ workers on salaries, wages, bonuses, benefits, training, and severance, including related taxes. Compensation: Total of monetary and non-monetary pay and benefits received by a worker for labor performed. Total spend for salaries and wages (in $US) Include all employees who receive a salary or get paid by the hour Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum. Wage: Hourly amount of money paid to an employee in return for work performed. Total compensation spend for contract employees (in $US) Contract worker: A temporary non-employee who performs paid work for an organization. Compensation: Total of monetary and non-monetary pay and benefits received by a worker for labor performed.
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Total workers' compensation spend (in $US) Compensation: Total of monetary and non-monetary pay and benefits received by a worker for labor performed. Include all full-time and part-time employees Include all managers and executives Do not include contract workers Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: There is no hard rule for what constitutes part-time work. For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Manager: A non-executive in charge of a sub-set of the organization who has one or more direct reports. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Total spend on outsourcing HR functions (in $US) Outsourcing: Contracting out a business function to an external provider. For HR, these functions could include payroll administration, recruiting, etc.
Labor Costs: Salaries Back to top aOM17: Please provide estimates for the following labor costs questions regarding salaries Last Fiscal Year Total salaries paid (in $US) Include only employees who receive an annual salary. Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum.
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Average annual salary for full-time employees (in $US) Include only employees who receive an annual salary. Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. % Average salary increase in salary for employees receiving a promotion Include only employees who receive an annual salary. Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum. Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay. % Average salary increase in salary for employees not receiving a promotion Include only employees who receive an annual salary. Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum. Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay.
Labor Costs: Wages Back to top aOM18: Please provide estimates for the following labor cost questions regarding wages Last Fiscal Year Total hourly wages paid for workers paid by the hour (in $US) Include only employees who are paid by the hour. Wage: Hourly amount of money paid to an employee in return for work performed.
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Average hourly wage for workers paid by the hour (in $US) Include only employees who are paid by the hour. Wage: Hourly amount of money paid to an employee in return for work performed. % Average hourly wage increase for employees receiving a promotion Include only employees who are paid by the hour. Wage: Hourly amount of money paid to an employee in return for work performed. Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay. % Average hourly wage increase for employees not receiving a promotion Include only employees who are paid by the hour. Wage: Hourly amount of money paid to an employee in return for work performed. Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay.
Labor Costs: Bonuses Back to top aOM19: Please provide estimates for the following labor cost questions regarding bonuses Last Fiscal Year Average annual bonus for eligible executives (in $US) Bonus: Money or equivalent given to an employee over and above what is usually given as a salary or wage. Include commissions that are received for services rendered or products sold. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization.
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Average annual bonus for eligible non-executives (in $US) Bonus: Money or equivalent given to an employee over and above what is usually given as a salary or wage. Include commissions that are received for services rendered or products sold. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Total bonus spend for executives (in $US) Bonus: Money or equivalent given to an employee over and above what is usually given as a salary or wage. Include commissions that are received for services rendered or products sold. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Total bonus spend for non-executives (in $US) Bonus: Money or equivalent given to an employee over and above what is usually given as a salary or wage. Include commissions that are received for services rendered or products sold. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization.
Labor Costs: Benefits Back to top aOM20: Please provide estimates for the following labor cost question regarding benefits Last Fiscal Year Total benefits spend (in $US) Benefits: An entitlement that enhances an employee’s well-being. Include health plan, retirement and employee assistance benefits.
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aOM21: What is the percent of benefit cost contributed by employer for the following benefits? Retirement Benefits This includes things such as 401k, retirement savings plan, or any type of pension plan. Dental Coverage This includes any preventative dental services, such as cleaning. Do not include any major restorative procedures, such as orthodontics. Health Coverage This includes medical expenses, optical expenses and any medical prescriptions prescribed by a doctor. Insurance This includes life insurance policies, accidental death and dismemberment coverage and any dependent life insurance. Education This includes things such as educational vouchers or anything else that relates to educational services paid by your company. Wellness This includes things that are related to the employees health and well-being. Include things such as gym membership fees and healthy eating plans Work/life balance This includes flextime (a flexible working schedule other than the typical 9am to 5pm) and childcare services and fees
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Labor Costs: Absenteeism Back to top aOM22: Please provide estimates for the following labor cost question regarding absenteeism Last Fiscal Year Total number of unscheduled days off for full-time employees Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Unscheduled days off: A regularly scheduled workday where the employee does not report for work due to illness or other personal reason (disclosed or undisclosed). aOM23: How much has your absenteeism changed from your last fiscal year? Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Unscheduled days off: A regularly scheduled workday where the employee does not report for work due to illness or other personal reason (disclosed or undisclosed).
Labor Costs: Short-term Disability Back to top aOM24: Please provide estimates for the following labor cost questions regarding short-term disability Last Fiscal Year Total number of days taken for short-term disability The total number of short-term disability days taken for the entire organization. Short-term disability: Leave of absence due to illness or disability not exceeding 6 months.
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aOM25: How much has the amount of short-term disability taken changed from your last fiscal year? The total number of short-term disability days taken for the entire organization. Short-term disability: Leave of absence due to illness or disability not exceeding 6 months.
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Contents Demographics (Mandatory Module) ......................................................................................... 3 Headcount: General (Mandatory Module) ............................................................................... 3 Headcount: HR (Mandatory Module) ....................................................................................... 4 Revenue (Mandatory Module) ................................................................................................... 6 HR Operating Budget (Mandatory Module) ............................................................................ 7 Turnover/Attrition/Retention – All Employees ...................................................................... 8 Turnover/Attrition/Retention – HR ....................................................................................... 10 Promotion and Transfer ............................................................................................................ 12 Training and Development ....................................................................................................... 13 Recruitment: General ................................................................................................................ 14 Recruitment: Full-time Employees ......................................................................................... 17 Recruitment: Part-time Employees ......................................................................................... 18 Recruitment: Contract Employees .......................................................................................... 18 Labor Costs: General ................................................................................................................. 19 Labor Costs: Salaries ................................................................................................................. 20 Labor Costs: Wages .................................................................................................................... 21 Labor Costs: Bonuses ................................................................................................................ 22 Labor Costs: Benefits ................................................................................................................. 23 Labor Costs: Absenteeism ......................................................................................................... 25 Labor Costs: Short-term Disability .......................................................................................... 25
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Demographics (Mandatory Module) Back to top The data collected from the following questions will be used to help create your peer group for benchmarking purposes. By completing the following questions you will obtain the most accurate data for benchmarking yourself against. aDM1: What is your enterprise’s primary industry? aDM2: If the above list did not provide enough detail, please describe, in your own words, your enterprise’s primary industry. aDM3: What best describes your enterprise? For what budget year-end will you answer all budget related questions? Indicate the month & year-end for the budget year. Your most current budgeted year will make the report most useful. aDM4: Year aDM5: Month
Headcount: General (Mandatory Module) Back to top The data collected from the following questions will be used to help create your peer group for benchmarking purposes. By completing the following questions you will obtain the most accurate peer group for benchmarking yourself against. The data collected from the following questions also forms the core of the calculated metrics you will obtain with your benchmark report. aMM1: Please provide estimates for your organization's overall headcount Number of full-time employees Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include managers and executives.
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Number of part-time employees Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include managers and executives. Number of contract workers Contract worker: A temporary non-employee who performs paid work for an organization. Include managers and executives. Number of full-time managers Manager: A non-executive in charge of a sub-set of the organization who has one or more direct reports. Number of executives Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Number of unionized full-time staff Include all full-time staff who are part of a union Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include managers and executives. Number of unionized part-time staff Include all part-time staff who are part of a union Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include managers and executives.
Headcount: HR (Mandatory Module) Back to top HR Employees aMM2: Please provide estimates for your HR headcount Number of full-time HR employees
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Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all HR staff that work full-time. Number of part-time HR employees Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include all HR staff that work part-time. Number of contract HR workers Contract worker: A temporary non-employee who performs paid work for an organization. Include all HR staff that are on contract. HR Roles aMM3: If an employee works in several HR roles, please include them in the role listed below that best represents their position in the organization. Number of HR employees who are executives Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Include all full-time executives, part-time executives and executives who are on contract. Number of HR employees who are managers Manager: A non-executive in charge of a sub-set of the organization who has one or more direct reports. Include all full-time managers, part-time managers and managers who are on contract. Number of HR employees who are HR generalists Include all full-time, part-time and contract employees who are HR generalists. Number of HR employees who are recruiters Include all full-time, part-time and contract employees who are recruiters. Number of HR employees who are trainers Include all full-time, part-time and contract employees who are trainers. Number of HR employees who are employee relations specialists
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Include all full-time, part-time and contract employees who are employee relations specialists. Number of HR employees who are payroll/benefits administrators Include all full-time, part-time and contract employees who are payroll/benefits administrators. Number of HR employees who are compensation specialists Include all full-time, part-time and contract employees who are compensation specialists. Number of HR employees who are organizational development/design specialists Include all full-time, part-time and contract employees who are organizational development/design specialists. Number of HR employees who are other HR specialists Include all full-time, part-time and contract employees who are classified as other HR specialists that were not listed above.
Revenue (Mandatory Module) Back to top aMM4: Please provide estimates for your organization's revenue Total gross revenue for last fiscal year (in $US) Revenue: The total amount of money received by a company for goods sold or service provided. Revenue for educational institutions: Total budget minus flow-through dollars such as student awards, etc. Revenue for banks and financial institutions: Use income generated from fees and interest. Revenue for insurance firms: Use income generated from premiums and other sources. Revenue for government and non-profits: use total budget minus dollars that “pass through.”
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% Estimated percent revenue growth in current fiscal year Revenue: The total amount of money received by a company for goods sold or service provided. Revenue for educational institutions: Total budget minus flow-through dollars such as student awards, etc. Revenue for banks and financial institutions: Use income generated from fees and interest. Revenue for insurance firms: Use income generated from premiums and other sources. Revenue for government and non-profits: use total budget minus dollars that “pass through.” Projection if not at the end of the current fiscal year Use only numeric values. If your revenue has decreased 8% then use -8. If your revenue has increased 10% then use 10.
HR Operating Budget (Mandatory Module) Back to top aMM5: Do you have an allocated HR operating budget defined by your organization? Yes No I don’t know aMM6: If yes, please provide estimates for your HR operating budget Total HR department operating budget for last fiscal year (in $US) Operating budget: Operational expenses (OPEX) as defined by your organization. Include all costs related to your operational expenses (i.e. Include salaries, internal/external costs, and any other costs associated with your day-to-day operations.)
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Estimated HR department operating budget for current fiscal year (in $US) Operating budget: Operational expenses (OPEX) as defined by your organization. Include all costs related to your operational expenses (i.e. Include salaries, internal/external costs, and any other costs associated with your day-to-day operations.)
Turnover/Attrition/Retention – All Employees Back to top aOM1: Please provide estimates for the following turnover, attrition and retention questions for the entire organization Last Fiscal Year % Turnover rate for full-time employees Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all managers and executives who work full-time. % Turnover rate for part-time employees Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include all managers and executives who work part-time.
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% Turnover rate for contract workers Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives who work on a contract basis. % Turnover rate for executives Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. % Turnover rate for managers Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Manager: A non-executive in charge of a sub-set of the organization who has one or more direct reports. aOM2: Resignation, Termination and Exit Interviews for Last Fiscal Year Total number of voluntary full-time employee resignations Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Voluntary turnover: Departure of an employee from the organization due to their own resignation or retirement. Total number of voluntary full-time employee resignations who were within their probation period Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Voluntary turnover: Departure of an employee from the organization due to their own resignation or retirement.
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Total number of involuntary full-time employee terminations Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Involuntary turnover: Departure of an employee from the organization due to layoff, termination or permanent disability making them unable to work. Total number of involuntary full-time employee terminations who were within their probation period Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Involuntary turnover: Departure of an employee from the organization due to layoff, termination or permanent disability making them unable to work. Number of exit interviews conducted Exit interview: A final formal meeting between an employer and departing employee.
Turnover/Attrition/Retention – HR Back to top Please provide estimates for the following turnover, attrition and retention questions for your HR department aOM3: Last Fiscal Year % Turnover rate for full-time HR employees Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all managers and executives who work full-time.
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% Turnover rate for part-time HR employees Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Include all managers and executives who work part-time. % Turnover rate for contract HR workers Turnover rate: The number of separations during a month, including both voluntary and involuntary terminations (excluding layoffs). The turnover rate is calculated by taking the number of separations during a month divided by the average number of employees on the payroll multiplied by 100. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives who work on a contract basis. aOM4: Resignation, Termination and Exit Interviews for Last Fiscal Year Total number of voluntary full-time HR employee resignations Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Voluntary turnover: Departure of an employee from the organization due to their own resignation or retirement. Total number of voluntary full-time HR employee resignations who were within their probation period Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Voluntary turnover: Departure of an employee from the organization due to their own resignation or retirement. Total number of involuntary full-time HR employee terminations Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Involuntary turnover: Departure of an employee from the organization due to layoff, termination or permanent disability making them unable to work.
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Total number of involuntary full-time HR employee terminations who were within their probation period Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Involuntary turnover: Departure of an employee from the organization due to layoff, termination or permanent disability making them unable to work.
Promotion and Transfer Back to top aOM5: Please provide estimates for the following promotion and transfer questions Last Fiscal Year Number of employees receiving promotions Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay. Include all full-time employees Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all part-time employees Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Number of redeployed or transferred employees within the organization Transfer: The reassignment of an employee to other departments, locations or functions, which typically does not include increased authority, level of responsibility, status or pay. Do not include people who received promotions Include all full-time employees Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Include all part-time employees Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week.
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Training and Development Back to top aOM6: Do you have an allocated training and development budget defined by your organization? Yes No I don’t know If yes, please provide estimates for the following training and development budgets aOM7: Training and Development Budget Total training and development budget last fiscal year (in $US) Training and Development Budget: Include all costs related to your training and development expenses (i.e. Include salaries, host development, materials, internal/external costs, and any other costs associated with your day-to-day training and development. Estimated total training and development budget current fiscal year (in $US) Training and Development Budget: Include all costs related to your training and development expenses (i.e. Include salaries, host development, materials, internal/external costs, and any other costs associated with your day-to-day training and development.
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aOM8: Average Training Days Please provide estimates for the number of training days at your organization Average number of training days per employee last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives who work full-time, part-time or work on a contract basis. Average number of training days per employee current fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives who work full-time, part-time or work on a contract basis.
Recruitment: General Back to top aOM9: Do you have an allocated recruitment budget defined by your organization? Yes No I don’t know If yes, please provide estimates for your recruitment budget for the entire organization
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aOM10: Recruitment Budget Total recruiting budget last fiscal year (in $US) Recruiting Budget: Include all costs related to your recruiting expenses (i.e. Include salaries, materials, internal/external costs, and any other costs associated with your day-to-day recruiting. Estimated total recruiting budget current fiscal year (in $US) Recruiting Budget: Include all costs related to your recruiting expenses (i.e. Include salaries, materials, internal/external costs, and any other costs associated with your day-to-day recruiting. aOM11: Time to Fill Positions Average time to fill vacant positions last fiscal year (in weeks) Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions. Average time to fill vacant positions current fiscal year (in weeks) Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions.
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aOM12: Please provide estimates for the following recruitment questions for the entire organization Total number of position vacancies last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions. Total number of applications received last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions. Total number of employment offers made last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions.
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Total number of employment offers accepted last fiscal year Include all full-time, part-time and contract employees. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executive positions.
Recruitment: Full-time Employees Back to top aOM13: Please provide estimates for the following recruitment questions for fulltime employees Last Fiscal Year Number of full-time new hires Full-time hires: For the purposes of this survey, a full time hire works 32 or more hours per week. Include all managers and executives who were hired. Number of individual additional full-time positions created Full-time position: For the purposes of this survey, a full time position is 32 or more hours worked per week. Include all managers and executive positions. Number of individual full-time positions eliminated Full-time position: For the purposes of this survey, a full time position is 32 or more hours worked per week. Include all managers and executive positions.
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Recruitment: Part-time Employees Back to top aOM14: Please provide estimates for the following recruitment questions for parttime employees Last Fiscal Year Number of part-time new hires Part-time hires: For the purposes of this survey, part time hires work less than 32 hours per week.Include all managers and executives who were hired. Number of individual additional part-time positions created Part-time position: For the purposes of this survey, part time a position is less than 32 hours worked per week. Include all managers and executive positions. Number of individual part-time positions eliminated Part-time position: For the purposes of this survey, part time a position is less than 32 hours worked per week. Include all managers and executive positions.
Recruitment: Contract Employees Back to top aOM15: Please provide estimates for the following recruitment questions for contract workers Last Fiscal Year Number of contract new hires Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives.
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Number of individual additional contract positions created Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives. Number of individual contract positions eliminated Contract worker: A temporary non-employee who performs paid work for an organization. Include all managers and executives.
Labor Costs: General Back to top aOM16: Please provide estimates for the following labor cost questions for your organization Last Fiscal Year Total organizational labor spend (in $US) Labor spend: Total expenditure by an organization to employ workers on salaries, wages, bonuses, benefits, training, and severance, including related taxes. Compensation: Total of monetary and non-monetary pay and benefits received by a worker for labor performed. Total spend for salaries and wages (in $US) Include all employees who receive a salary or get paid by the hour Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum. Wage: Hourly amount of money paid to an employee in return for work performed. Total compensation spend for contract employees (in $US) Contract worker: A temporary non-employee who performs paid work for an organization. Compensation: Total of monetary and non-monetary pay and benefits received by a worker for labor performed.
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Total workers' compensation spend (in $US) Compensation: Total of monetary and non-monetary pay and benefits received by a worker for labor performed. Include all full-time and part-time employees Include all managers and executives Do not include contract workers Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Part-time employee: There is no hard rule for what constitutes part-time work. For the purposes of this survey, part time is less than 32 hours worked per week. Contract worker: A temporary non-employee who performs paid work for an organization. Manager: A non-executive in charge of a sub-set of the organization who has one or more direct reports. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Total spend on outsourcing HR functions (in $US) Outsourcing: Contracting out a business function to an external provider. For HR, these functions could include payroll administration, recruiting, etc.
Labor Costs: Salaries Back to top aOM17: Please provide estimates for the following labor costs questions regarding salaries Last Fiscal Year Total salaries paid (in $US) Include only employees who receive an annual salary. Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum.
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Average annual salary for full-time employees (in $US) Include only employees who receive an annual salary. Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum. Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. % Average salary increase in salary for employees receiving a promotion Include only employees who receive an annual salary. Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum. Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay. % Average salary increase in salary for employees not receiving a promotion Include only employees who receive an annual salary. Salary: A fixed, regular amount of money paid to an employee in return for work performed, often expressed in an annual sum. Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay.
Labor Costs: Wages Back to top aOM18: Please provide estimates for the following labor cost questions regarding wages Last Fiscal Year Total hourly wages paid for workers paid by the hour (in $US) Include only employees who are paid by the hour. Wage: Hourly amount of money paid to an employee in return for work performed.
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Average hourly wage for workers paid by the hour (in $US) Include only employees who are paid by the hour. Wage: Hourly amount of money paid to an employee in return for work performed. % Average hourly wage increase for employees receiving a promotion Include only employees who are paid by the hour. Wage: Hourly amount of money paid to an employee in return for work performed. Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay. % Average hourly wage increase for employees not receiving a promotion Include only employees who are paid by the hour. Wage: Hourly amount of money paid to an employee in return for work performed. Promotion: Career advancement within an organization, which includes increased authority, level of responsibility, status and pay.
Labor Costs: Bonuses Back to top aOM19: Please provide estimates for the following labor cost questions regarding bonuses Last Fiscal Year Average annual bonus for eligible executives (in $US) Bonus: Money or equivalent given to an employee over and above what is usually given as a salary or wage. Include commissions that are received for services rendered or products sold. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization.
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Average annual bonus for eligible non-executives (in $US) Bonus: Money or equivalent given to an employee over and above what is usually given as a salary or wage. Include commissions that are received for services rendered or products sold. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Total bonus spend for executives (in $US) Bonus: Money or equivalent given to an employee over and above what is usually given as a salary or wage. Include commissions that are received for services rendered or products sold. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization. Total bonus spend for non-executives (in $US) Bonus: Money or equivalent given to an employee over and above what is usually given as a salary or wage. Include commissions that are received for services rendered or products sold. Executive: Chief officer who has high levels of administrative authority and responsibility to manage the affairs of an organization.
Labor Costs: Benefits Back to top aOM20: Please provide estimates for the following labor cost question regarding benefits Last Fiscal Year Total benefits spend (in $US) Benefits: An entitlement that enhances an employee’s well-being. Include health plan, retirement and employee assistance benefits.
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aOM21: What is the percent of benefit cost contributed by employer for the following benefits? Retirement Benefits This includes things such as 401k, retirement savings plan, or any type of pension plan. Dental Coverage This includes any preventative dental services, such as cleaning. Do not include any major restorative procedures, such as orthodontics. Health Coverage This includes medical expenses, optical expenses and any medical prescriptions prescribed by a doctor. Insurance This includes life insurance policies, accidental death and dismemberment coverage and any dependent life insurance. Education This includes things such as educational vouchers or anything else that relates to educational services paid by your company. Wellness This includes things that are related to the employees health and well-being. Include things such as gym membership fees and healthy eating plans Work/life balance This includes flextime (a flexible working schedule other than the typical 9am to 5pm) and childcare services and fees
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Labor Costs: Absenteeism Back to top aOM22: Please provide estimates for the following labor cost question regarding absenteeism Last Fiscal Year Total number of unscheduled days off for full-time employees Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Unscheduled days off: A regularly scheduled workday where the employee does not report for work due to illness or other personal reason (disclosed or undisclosed). aOM23: How much has your absenteeism changed from your last fiscal year? Full-time employee: For the purposes of this survey, full time is 32 or more hours worked per week. Unscheduled days off: A regularly scheduled workday where the employee does not report for work due to illness or other personal reason (disclosed or undisclosed).
Labor Costs: Short-term Disability Back to top aOM24: Please provide estimates for the following labor cost questions regarding short-term disability Last Fiscal Year Total number of days taken for short-term disability The total number of short-term disability days taken for the entire organization. Short-term disability: Leave of absence due to illness or disability not exceeding 6 months.
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aOM25: How much has the amount of short-term disability taken changed from your last fiscal year? The total number of short-term disability days taken for the entire organization. Short-term disability: Leave of absence due to illness or disability not exceeding 6 months.
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