HRA-NCA Compensation Survey Launch

HRA-NCA Compensation Survey Launch September 11, 2014 The National Rural Electric Cooperative Association Arlington, VA 1

Event Sponsor 2

Agenda Welcome and Introductory Remarks The Washington Region Market & Survey Overview Overall Trends in Compensation Trends in Government Contracting Compensation Custom Queries and Data Cuts Questions and Wrap Up 3

Deron Lehman, President, HRA-NCA Welcome 4

Welcome HRA-NCA as an organization for you and your career Benefits of membership in HRA-NCA Upcoming Chapter Events: September 15 th : Compensation Survey Webinar September 17 th : Career Management Program October 1 st : Job Seekers Group Meeting October 7 th : HRA-NCA Annual Compensation & Benefits Summit HRA-NCA s new website 5

A New Look! Copyright 2014 HRA-NCA 6

Easier Access Copyright 2014 HRA-NCA 7

Pamela Smith, Director of Surveys National Association of Home Builders The Washington Region Market and Survey Overview 8

Snapshot of the Washington Region The economy is. Large Resilient Diverse Finance & Information 7.6% Other 16.6% Professional & Business 23.0% The workforce is. Educated Diverse Occupationally concentrated Highly compensated Retail 8.6% Federal Government 12.8% Its institutions are. Entrepreneurial Innovative Diverse Leisure & Hospitality 8.9% State & Local Government 10.3% Education & Health 12.3% Source: Greater Washington 2013 Regional Report, Greater Washington Board of Trade 9

DELETE How many Fortune 500 company headquarters are in Greater Washington? No. 13 Fannie Mae, Washington, DC No. 32 Freddie Mac, McLean, VA No. 59 Lockheed Martin Corporation, Bethesda, MD No. 99 General Dynamics Corporation, Falls Church, VA No. 122 Northrup Grumman Corporation, Falls Church, VA No. 124 Capital One Financial Corporation, McLean, VA No. 174 The AES Corporation, Arlington, VA No. 185 Computer Sciences Corporation, Falls Church, VA No. 219 Marriott International Inc., Bethesda, MD No. 289 Hilton Worldwide Holdings Inc., McLean, VA No. 443 Booz Allen Hamilton Holding Corporation, McLean, VA No. 460 Discovery Communications Inc., Silver Spring, MD No. 477 Host Hotels & Resorts Inc., Bethesda, MD No. 481 Gannett Co. Inc., McLean, VA No. 495 NII Holdings Inc., Reston, VA Source: Fortune 500 2014, Fortune 10

318 participants o 71% repeat participants Participants 2014 o 97 government contractors Provided data on 86,133 Incumbents Participants had an average of 1,135 employees and median of 195 employees Across 558 jobs High participation levels and consistently high repeat participation results in a robust and reliable data source for assessing market competitiveness 11

Industry Profiles of Participants By Respondents Government Healthcare 3% 4% Education 6% Financial Services 5% By Incumbents Healthcare 12% Professional Services 21% Non-Profit 20% Professional Services 20% Government 9% Education 14% Technology & Science 14% All Others 9% Association 18% Technology & Science 21% All Others 8% Non-Profit 8% Association 4% Financial Services 4% 12

Who Are Our Survey Participants? Participant Attribute Government Contractors For-Profit/ Non-GCs Associations/ Non-Profits Number of Participants 97 120 101 Predominant Industry Classifications Technology (35%) & Professional Services (37%) Professional Services (23%), All others (17%), Education(13%), Financial Services (13%) Slightly more Associations (53%) than NFPs (47%) Largest Job Site Fairfax County District District Typical Revenue Size Employee Size Exempt Population (median) Multiple Sites Throughout Region Increased Staff Levels Last Year Less than $250M (61%) 1,655 avg 298 med Less than $25M(26%) $25M to $100M (24%) 2,073 avg 340 med Less than $100M (86%) 168 avg 100 med 95% 85% 95% 68% 49% 16% 41% 39% 52% Turnover Levels 16% 13% 12% 13

Suzanne Goulden, Compensation Committee Member American Society of Clinical Oncology Compensation Practices 14

What Do Participants Compensation Programs Look Like? Compensation Program Element Salary Budgets % of Staff Receiving an Increase in 2013 (median) Lowest Granted (median) Highest Granted (median) Number of Performance Ratings (prevalence) Government Contractors Aligned to Local and National Market For-Profit/ Non-GCs Aligned to Local and National Market Associations/ Non-Profits Aligned to Local and National Market 88% 95% 95% 1.0% 7.0% 1.0% 5.5% 1.3% 5.0% 5 (61%) 5 (57%) 5 (70%) Top Performers (median) Middle Performers (median) Low Performers (median) 20% 63% 4% 20% 65% 5% 20% 68% 5% 2013 Promotions % of Staff Promoted (median) 53% Budgeted Median 0.5% 51% Budgeted Median 1.4% 47% Budgeted Median 1.0% 5.0% 5.0% 6.0% Promotion % (median) 6.0% 8.8% 8.0% 15

What Do Participants Compensation Programs Look Like? (cont.) Compensation Program Element Government Contractors For-Profit/ Non-GCs Associations/ Non-Profits Prevalence of Non-Cash Awards 10% received 13% received 6% received Prevalence of Variable Pay 64% received 71% received 60% received Most Common Type of Variable Pay Discretionary (28%) Non-Discretionary, based on Ind. Performance (20%) Discretionary (26%) Shift Work Prevalence 29% 57% 7% On-Call Pay Prevalence 9% 35% 4% Referral Bonuses Eligibility Prevalence & Range Signing Bonuses Granted Prevalence and Median Amount Retention/Completion Bonus Program Prevalence Severance Pay Prevalence 64% $600 - $1,500 42% $4,344 or 8.3% 53% $500 - $1,000 31% $5,335 or 13.8% 47% $500 26% $6,237 or 3.3% 34% 21% 18% Job Elimination (44%) All Involuntary (43%) Job Elimination (52%) All Involuntary (37%) Job Elimination (27%) All Involuntary (59%) 16

Pete Delate, Compensation Committee Member Metropolitan Washington Airports Authority Salary Budgets 17

4.5% Planned and Actual Salary Budgets for 2014 4.0% 3.5% 3.0% 2.5% 2.0% 4.0% 4.0% 4.0% 4.0% 4.0% 4.0% 3.3% 3.5% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% 3.0% Median Planned Salary Budget Median Actual Salary Budget Curious about 2015 planned budgets? Participate in the Salary Planning Survey! 18

Median Salary Growth vs. Salary Budget 3.5% 3.0% Median 2014 Salary Budget: 3.0% 2.5% 2.0% 1.5% 1.0% 0.5% 0.0% 1.7% All Participants Salary Growth 2013-2014 1.3% Repeat Participants Salary Growth 2013-2014 19

Eileen Taylor, Compensation Committee Member Hyrebuzz, LLC Salary Changes 20

Salary Changes by Job Family Job Family # Jobs Average Inc/Job 2014 % Change in Median Salary 2013 % Change in Median Salary Warehousing & Manufacturing 5 153 5.6 4.9 Non-Profit 11 89 3.7 3.5 Human Resources 15 88 3.6 1.9 Trades, Crafts, & Labor 5 115 3.5 1.0 Media & Communications 14 86 3.4 1.0 Executive 14 35 3.3 2.3 Building & Facilities Maintenance 10 188 2.7 3.2 Information Technology 53 148 2.0 2.3 Biomedical & Lab Service 6 92 1.9 1.4 Accounting/Finance 31 144 1.8 2.1 Office Administration 15 379 1.8 2.7 Management Services & Research 16 172 1.7 2.6 Program/Project Management 14 196 1.7 1.6 Banking 5 69 0.9 4.2 Training 5 78 0.5 3 Engineering & Field Services 18 163 0.3 2.3 Customer Service & Product Support 5 67-1.6 7.4 Health Care 15 441-1.7 1.4 Marketing & Sales 7 61-2.0-3.3 Legal 10 138-2.1 2.6 Includes repeat participants only 21

Salary Changes by Job Level Job Level # Jobs Average Inc/Job 2014% Change in Median Salary 2013% Change in Median Salary Executive 14 35 3.3 2.3 Vice President 6 19 3.8 0.4 Director 25 55 3.3 4.7 Manager 51 52 3.4 2.0 Supervisor 20 25 3.5 3.5 Professional 5 15 101 1.7 1.8 Professional 4 22 176 3.5 3.4 Professional 3 67 136-0.2 3.0 Professional 2 77 135 1.0 1.5 Professional 1 61 71 0.6 0.4 Staff 3 41 101 0.5 2.3 Staff 2 51 109 1.1 3.6 Staff 1 55 84 2.0 2.4 Includes repeat participants only 22

Salary Changes by Industry Industry # Jobs Average Inc/Job 2014% Change in Median Salary 2013% Change in Median Salary Association 218 12 4.3% 1.8% Hospitality, Transportation, Services 49 13 4.2% 1.5% Government 248 27 3.9% 1.8% Publishing and Broadcasting 61 5 3.6% 1.8% Professional Services 315 38 3.2% 2.1% Technology and Science 295 26 3.0% -0.9% Telcom, ISP and Network Services 47 8 2.4% 5.0% Financial Services 200 12 1.9% 5.1% Education 264 29 0.2% 2.2% Non Profit 259 21-1.0% 2.9% Health Care 124 76-1.7% 0.8% Includes repeat participants only 23

Challie Clemons, Compensation Committee Member Short Term Incentives 24

Short Term Incentive By Level Job Level % Incumbents Receiving Average Target % of Base Actual % of Base Awarded Executive 19% 26.2 29.3 Vice President 22% 9.9 17.6 Director 20% 12.7 11.2 Manager 21% 8.8 9.2 Supervisor 16% 7.5 7.3 Professional 5 10% 10.7 8.0 Professional 4 14% 7.6 7.7 Professional 3 11% 5.5 6.5 Professional 2 8% 4.6 6.1 Professional 1 11% 4.1 4.4 Staff 3 12% 4.5 6.9 Staff 2 10% 4.3 5.6 Staff 1 5% 4.2 4.9 25

Short Term Incentive By Industry Industry % Incumbents Receiving Average Target % of Base Actual % of Base Awarded Financial Services 56% 13.6 13.3 Hospitality, Transportation, Services 14% 12.5 18.1 Technology and Science 11% 12.2 7.4 Other 3% 9.3 13.4 Manufacturing and Construction 47% 8.2 8.6 Professional Services 22% 7.2 6.7 Government 0% 5.6 -- Association 13% 5.5 5.7 Publishing and Broadcasting 22% 5.2 17.5 Non Profit 10% 2.8 4.4 Education 0% 0.0 -- Health Care 3% 0.0 0.5 Telecom, ISP and Network Services 0% -- -- 26

Pamela Smith, Director of Surveys National Association of Home Builders Where are we headed? 27

Where Are We Headed? Changes in compensation philosophy to address rewards to due flat salary budgets. Increased Wage and Hour audits due to FLSA revisions. Revision to classification of Independent Contractors. Impact of minimum wage increase due to the Fair Minimum Wage Act. Impact of ACA as it relates to the employer mandate 28

Alan Chvotkin Executive Vice President & Counsel Professional Services Council Renie Fellers, Compensation Committee Member A-T Solutions, Inc. 2014 Trends in Government Contracting Compensation 29

Overview Definition: 50% or more of firm s revenue derived from government contracts 97 organizations reported 458 jobs reported 37,786 employee salaries reported Aggregated trends; year-over-year comparison 30

Government Contractor Trends 156 jobs declined in pay, 219 went up (+/- more than 0.5%) 10.3% overall pay differential for government contractor employees ABOVE federal employees (vs. 8.5% in prior survey) 9.7% if we exclude Executive pay (vs. 7.8% in prior survey) Government Contractor Executive pay levels on average 68% higher than federal employee counterparts (vs. 41% last year) Federal and contractor policies affecting contractor compensation 31

Emerging Government Contracting Compensation Trends Continued Federal austerity; increased competition for fewer opportunities Gov t continuing focus on contractor compensation policies, awards and skills/pay match Gov't awards on lowest-price technically acceptable (LPTA) drives race to bottom Gov't "dumbing down" required contract skills Affordable Care Act implementation contributing to challenge (for cost reimbursement and SCA-covered contracts) 32

Government Contractor Trends 4.0% 3.0% 2.0% 1.0% 0.0% 2013-2014 Changes in Median Pay by Job 1.7% 1.6% 2.0% Median Actual Salary Budget, All Orgs and GCs: 3% -1.0% All Survey Organizations Federal Government Government Contractors 33

Sample Jobs Median Comparison Job Title Fed Govt. Median HRA 2014 HRA 2014 GC Chief Technology Officer $131.0 $187.6 $187.6 Software Developer III $69.4 $101.9 $102.1 HR Generalist III $109.8 $88.8 $88.3 Social Worker (MSW/LCSW) II $83.2 $60.5 $61.9 Accountant II $52.1 $61.8 $61.8 Budget Analyst II $52.1 $67.3 $60.4 34

Security Clearance Policies Surveyed at the organizational level 45% provide additional compensation to cleared personnel (vs. 52%) 5% - 15% average differential in base pay reported through all clearance levels (Secret through TS/Poly), in Policies and Practices section. (vs. 5% - 12%) 2013/2014 Gov't was timely processing security clearance requests, much larger pool of existing cleared personnel 35

Survey Trends Security Clearance Clearance Level Jobs Compared Average Premiums Incumbent Weighted Premium Secret 78 5.8% 5.5% Top Secret 79 12.8% 11.2% Top Secret SAP 29 14.9% 14.7% 36

Top Jobs Top Secret Clearance Job 2014 Premium Contracts Administrator III 34% Systems Analyst IV 28% Corporate Security Administrator II 25% System Administrator I 19% Human Resources Manager 12% Technical Writer/Editor II 6% Software Developer III 5% Network Security Administrator II 4% 37

Top Jobs Top Secret/SAP Clearance Job 2014 Premium Corporate Security Administrator II 42% Field Service Engineer IV 20% Project Manager III (Technical Scientific) 16% Systems/Electronic Engineer V 11% System Administrator III 8% Administrative Assistant III 8% Information Systems Manager 7% Systems/Electronic Engineer IV 7% Systems/Electronic Engineering Director -3% 38

Angelo Kostopoulos Compensation Survey Administrator CEO, Akron, Inc. Online Query and Data Customization 39

Questions & Wrap-Up [Remember, Participate in 2015 Salary Budget Survey!] 40

Compensation Survey Committee Volunteer Members Survey Administration Team Pamela Smith, Director of Surveys and Committee Chair National Association of Home Builders Alan Chvotkin Professional Services Council Pete Delate MWAA Renie Fellers, CCP, GRP, PHR A-T Solutions, Inc. Suzanne Goulden, PHR, CCP American Society of Clinical Oncology Mike Kostrzewa, Ph.D. Independent Consultant Anna Liu, CCP Navy Federal Credit Union Karen Uhlir, SPHR, CCP Independent Consultant Challie Clemons SPHR, CCP, MBA Eileen M. Taylor, SPHR Hyrebuzz, LLC Angelo Kostopoulos Matt DePaso Bryan Williams Rhonda Stroman Questions for any of the committee members or the Akron team can be submitted by e-mail to survey@akroninc.net Or, you may call Akron at (202) 745-0400 41