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Employers Should Scrutinize Sources of Internet Survey Data
7/9/2002
by Denise E.
Vuilleumier, CCP, SPHR
Director, Compensation Services
The Management
Association of Illinois
Have you ever been challenged by an
employee armed with compensation survey data obtained from the Internet and
looking for more money?
The Internet brings to the compensation world a whole new source of useful,
sought-after information and, at the same time, more ammunition to be used
against employers. Managers and employees can now go on-line and find survey
data to support their quests for higher wages and salaries. As a result, how you
deal with this information becomes critical.
Before giving in to this type of data, follow a few simple rules:
• Verify the source of the data. Who collected it? Is the survey
processor reputable? Who provided the salary figures? Companies or individuals?
Was participation based on industry, geography, company size, or professional
certification, or was anyone allowed to provide data?
Knowing who was allowed to participate and how the data was collected is very
important. If individuals were allowed to participate, was there a verification
process that screened out false data?
• Verify the sample population. How many companies do the survey data
represent? How many employees do the survey data represent? In a small survey
population, one or two responses may significantly affect the averages or
percentiles.
• Verify that the benchmark position matches your organization's position.
Does the survey provide good descriptions of the position in question? Does
it match at least 70 percent of the positions within your organization? Never
use survey data that provides job titles only.
These ground rules for using survey data obtained off the Internet also apply
to printed survey reports. Just because the data is printed, it does not mean
that the information is good.
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