2019 Online Master Class:
WINNING A/E/C COMPENSATION STRATEGIES
Attract the Best Talent + Motivate High Performance + Sustain Strong Profitability
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You Get Proven and Powerful Management Training PLUS 4 BIG BONUS BENEFITS for Bulletproofing Your Comp Decisions:
Registration entitles you to Five Online Interactive Learning Events PLUS Data and Tools for Bulletproofing Your Decisions! You also get:
- PSMJ’s interactive Excel-based A/E Management Salary Equity Benchmarking Tool: Are you paying your board chairman, CEO, COO or other top executive too much -- or too little? Simply enter your management salaries into this interactive tool and instantly see where you rank against comparable firms, based on PSMJ’s exhaustive 2018 salary survey. ($597 value)
- PSMJ’s interactive A/E Staff Salary Equity Benchmarking Tool: This excel-based decisionmaking tool allows you to compare your staff’s salaries to PSMJ’s most up-to-date salary data for architects, civil engineers, electrical engineers, mechanical engineers, structural engineers, environmental engineers, and landscape architects, adjusted for degrees conferred, years of experience, geographic location, and job performance. ($597 value)
- Two hours of personal one-on-one phone and email support with your Master Class presenters, available any time for 12 months after the live class (A $1,000 VALUE)!
- On-demand access to recordings of each course for 12 months after you participate in the live session (PRICELESS)!
Make Smarter Decisions Using Superior Data Pulled from PSMJ Surveys:
Each Master Class session is built on A/E salary data pulled directly from PSMJ’s industry-standard surveys, so you learn how to compensate everyone in your firm using rock-solid business intelligence. Your instructors share data on:
- A/E industry employment
- Salaries for CAD techs, Senior CAD techs, BIM techs, Senior BIM techs and Marketing coordinators
- Compensation for technical and design staff
- Chargeability, billing rates and direct labor multiplier for technical and design staff
- A/E manager compensation
- A/E industry incentive comp
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Baby Boomers retiring. Millennials job-hopping. Headhunters poaching your employees. That’s the reality for firm principals and HR managers in today’s A/E/C labor market. Bumping pay rates may seem like the best way to retain the talent you need to reduce backlog and get the work done.
But your clients remain price-sensitive and aren’t happy when you raise rates.
You're caught in the COMPENSATION CRUNCH!
But there’s good news: data-driven, proven, action-oriented tactics can help you overcome even the toughest comp challenges. And you'll learn them, from the comfort of your office, when you enroll in this 5-part online master class starting June 11, 2019.
PART 1
The Big Picture: 2019 A/E/C Compensation Challenges—and Where Opportunities Lie
Tuesday, June 11, 2019 • 1:30 pm ET-3:00 pm ET ▼
Where is A/E/C comp headed, and how can you prepare? Have you budgeted enough for the next 6 months? The next 24? In this opening session, you benefit from expert analysis of the current and near-future labor market in the U.S. and Canada, and how changes on the horizon impact your long-range compensation budgeting and planning.
Learn:
- How demographic changes and a generational shift is upending normal succession planning
- Millennial employee compensation expectations that might shock you
- How to assess which of 3 popular compensation strategies is right for your firm
- How to apply the latest employment trends and data to make more shrewd decisions
- How to ignore anecdotal accounts and make comp offers based on the latest and most accurate data
- Trends in incentive compensation that offer win-win situations for all parties
PART 2
Paying Non-Exempt Staff: Reduce Turnover and Disruptions with a Savvy Structure
Tuesday, June 18, 2019 • 1:30 pm ET-3:00 pm ET ▼
Hourly employee pay rates may seem like the sleepy backwater of A/E/C business management, but make no mistake. Flawed compensation models for non-exempt staff can destroy profits, cause expensive turnover, and worse. Replacing even the most junior employee has shocking costs, so if you start to see a revolving door at a low paid position, get ready for a big bottom line hit.
Learn:
- How to determine who is truly exempt from overtime rules
- The right (and wrong) ways to respond when an hourly employee asks for a raise
- How to set different pay scales for A/E-specific hourly positions than for general office support staff
- How to access and apply location-specific salary data to your ranges
PART 3
Base Salaries for Exempt Technical and Design Staff: Win the War for Highly Trained Professionals
Tuesday, June 25, 2019 • 1:30 pm ET-3:00 pm ET ▼
Great design and technical staff, the lifeblood of your firm, are the hottest thing in recruiting right now, and that means yours are probably getting approached by other headhunters on a daily basis. Problem is, you can't throw money at all of them to keep the wolves at bay, so you need a formal, logical, and defensible professional staff pay structure supported by sound financial underpinnings.
Learn:
- Why position descriptions are a terrible way to set salaries
- The 4 critical factors that must guide every salary offer for design and technical professionals, and the high costs of ignoring them
- How to use PSMJ’s latest survey data on chargeability, billing rates and direct labor multiplier to determine the financial impacts of any anticipated salary increases
- How to establish an equitable market-based salary structure for key contributors and potential new hires
PART 4
Base Salaries for Managers: Make Sure Executive Comp Justifies the Expense!
Tuesday, July 9, 2019 • 1:30 pm ET-3:00 pm ET ▼
Replacing managers from outside your firm can be risky. And promoting from within carries its own risks. So if you have superstar leaders, you know you have to keep them happy-- but at what cost? In this session you learn critical formulas and metrics for establishing a base salary structure that delivers ROI and maintains vital continuity.
Learn:
- What successful firms in your area are paying PMs and other managers
- Short and long-term trends driving management compensation
- How to justify - or decline - a manager's pay increase request
- 5 key elements of a great management comp policy that controls costs while inspiring top performance
PART 5
Incentive Compensation: Supercharge Your Bonus Plan Effectiveness
Tuesday, July 16, 2019 • 1:30 pm ET-3:00 pm ET ▼
When it comes to incentives, A/E/C firms struggle to measure bang for the buck, a significant problem in a hot economy where hitting targets doesn't always require superior performance. So how can your firm structure bonuses in a way that makes more sense for all parties? What are other firms in your market doing to incentivize their designers, technicians, leaders, and executives without breaking the bank and wasting resources? Using PSMJ's proprietary survey data, we'll dive into the thorny issues surrounding bonus comp and show where slight tweaks have outsized results.
Learn:
- How to make your bonus program reward desired behavior
- What your peer firms are doing to hit ROI targets for incentive pay
- Unintended consequences of poorly structured plans
- The biggest mistakes firms make when distributing bonuses to owners
- How to benchmark your incentive compensation plan
WHO MUST ATTEND:
- CEOs, Principals, and Directors
- Branch Office Managers, Department Heads and other Resource Managers
- HR Professionals
- CFOs and Financial Managers
YOUR PRESENTERS
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Vickie Oakley has more than 30 years of experience in comp, training and development, benefits, and recruiting. She also spent 11 eleven years as the Director of Human Resources for a 136- person engineering/environmental consulting firm. Her experience includes compensation structure study and design. Additionally, she has completed generational studies to understand how different generations interact in today’s workforce. She has completed Dale Carnegie Training Course and worked as a Class Coach with Dale Carnegie. She is also a Gallup Certified Strengths’ Coach, a Certified Harrison Consultant, and a Certified Myers Briggs Practitioner.
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Sharon Lamantia has more than 30 years of experience in the design and professional services industries. Prior to her current role as Director of Operations for landscape architecture firm Dix.Hite + Partners, Sharon was a Special Projects Director and Operations Leader with AECOM, where she developed and implemented the strategic plan and budget for the Americas Southeast Region for the Architecture, Engineering, and Design business line. She also helped develop the company-wide strategic plan for AECOM and led global teams to develop an assessment, certification, and training program for more than 10,000 Project Managers.
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