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Compensation Resources, Inc. Releases Its 2012/2013 Annual Salary Budget Planning Survey

Date: August 28 2012

Compensation Resources, Inc. (CRI) has released the results of its 2012/2013 Annual Salary Budget Planning Survey.  The purpose of this study was to obtain compensation data used for trending and planning purposes at companies of all sizes, locations, and industries.  This survey reports data in regards to but not limited to average merit/salary increases, salary structure movement, short-term and long-term incentive plans, and total compensation package mix.
Data was compiled from survey questions that were developed by CRI and distributed to companies in over 16 industry classifications, including Manufacturing, Retail/Wholesale, Finance/Insurance and Professional Services.  The survey sampled data from a total of 240 organizations.
CRI’s own compensation studies have shown that since 2007, merit increase budgets have declined for various employee groups.  Beginning in 2011 merit increase budgets, however, started to show signs of improvement.  2012 and projected 2013 merit increase budgets remain unchanged.  The differentiation in merit budgets from executive to hourly is almost insignificant, whereas in the past there has been a greater distinction in those individual budget lines.
Results, along with general industry sentiments, show that companies are beginning to refocus on compensation and setting aside monies to reward employees who perform effectively.
From 2008 - 2010, data shows that the majority of organizations have adjusted their short-term incentives.  However, most organizations have decreased the annual target.  Since 2010, there has been a steady increase in organizations that are increasing the annual target with 2012 being the most improved year by far.

If you would like to learn more about the survey, you can visit the surveys web page at or contact Andrew Sellers, Data Services Manager, at or (877) 934-0505 ext. 115.
About Compensation Resources, Inc. (CRI):  CRI provides compensation and human resource consulting services to mid- and small-cap public companies, private, family-owned, and closely-held firms, as well as not-for-profit organizations. CRI specializes in executive compensation, sales compensation, pay-for-performance and incentive compensation, performance management programs, expert witness services, and custom surveys.
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