How much each job pays

Know Your Worth. Job Search. Main Navigation For Employers. Most innovative compensation technology backed by the most experienced team in the industry See it in Action Price a Job. Compensation Software. Learn more.

Main Navigation Survey Catalog. Search Survey Catalog. Most innovative compensation technology backed by the most experienced team in the industry See it in Action. Core Surveys An employer can choose to lead, lag or match the market when compensating employees. Being a market leader means that the organization pays more for jobs than its competitors. Typically, an organization does this to gain an advantage or attract talent away from its competitors.

If an employer decides to match the market, it pays roughly the same as its competitors, and if an employer lags the market, it is paying less than market rates. Generally, an employer rarely chooses to lag the market as a conscious pay strategy. It is often either discovered after market research reveals the practice, or it may be the result of a limited compensation budget.

In rare circumstances an employer's brand may be so attractive e. A company's attitude toward compensation will drive its decisions through the rest of this process.

Therefore, it is critical to know the employer's pay philosophy and have executive buy-in from the outset. A job analysis is a process for gathering, documenting and analyzing information about a job to determine the activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performing the job and the conditions under which the work is performed. This can be done by observing employees, conducting surveys or interviewing employees doing the job, or using a combination of these methods.

The end result of a job analysis is a clearly defined job description. See Performing Job Analysis. Once an employer has developed current and accurate job descriptions, it should determine whether to group the jobs into separate job families or have one pay grade system for all positions throughout the organization.

For example, an organization may have an administrative job family, technical job family, management job family and executive job family. It may have different job families based on geographic locations different countries or regions or different divisions. A job evaluation is the process of rank-ordering jobs—not the people in them—based on job content to demonstrate the relative worth and level of responsibility of all jobs to one another.

There are several job evaluation methods; the two most common methods are explained below. The content of jobs can be described in terms of factors. Factors are qualities of a job that are common to many kinds of jobs, such as skill, effort or working conditions.

Each factor is assigned a weight, or points, according to how much of that particular factor is present in the job. Simply stated, the more points assigned to a job, the more worth the job has to the organization. Jobs with more worth are compensated more than jobs with lesser worth. There may be a group of factors to apply to all jobs or different factors for distinct functions or a combination of companywide and function-specific factors.

One example is the Hay point method system, which uses only three factors and measures the degree that these three factors are required for each position. The Hay system factors are know-how, problem-solving ability and accountability. The ranking method is a much more simplistic approach to rank-ordering the value or worth of each job in comparison to other jobs within the same job family.

Job ranking places jobs in a hierarchy of their value to the company. This method is an estimated approach rather than a formal calculation as described in the point factor method.

The less-rigorous ranking method is often used in smaller organizations that have fewer jobs to compare. Conducting market research ensures that wages paid to employees are comparable to similar positions in the marketplace. Major Occupational Groups Note --clicking a link will scroll the page to the occupational group :. Estimates do not include self-employed workers. The smaller the relative standard error, the more precise the estimate.

Menu Search button Search:. In certain jurisdictions, they review criminal complaints and issue arrest and search warrants, summonses, and emergency protective orders. They may also oversee bail hearings. It takes talented professionals to analyze how much demand there is for a particular offering and find ways to bring it to market.

Marketing departments also determine the price that will maximize profit for the company. To flourish, marketing managers have to demonstrate a blend of creativity and business acumen.

Day-to-day activities include everything from acquiring market research to planning promotional activities to developing websites and social media campaigns. The finance department plays a pivotal role, especially in medium- and large-sized organizations. Among their responsibilities are planning investment activities and assessing market trends to maximize profits while controlling risk. They also create financial reports that help the senior management team make decisions and inform shareholders.

Moving up the organizational chart is the ticket to a good payday in just about any field, and the sciences are no different. Professionals who supervise chemists, physicists, biologists, and other scientists are in the top 25 of all occupations when it comes to median pay. Natural sciences managers can have any number of titles, including health sciences manager, laboratory manager, research and development director, research manager, senior investigator, and senior scientist.

What they have in common is a responsibility to coordinate activities such as testing, quality control , and production and to oversee research and development. Looking for a career that requires a strong scientific aptitude as well as good people skills? Becoming a pharmacist might just fit the bill.

Pharmacists have to know about the appropriate dosing and side effects of a wide range of medications, making excellent knowledge retention skills and attention to detail imperative. Pharmacists also need to articulate their expertise effectively, particularly when working directly with patients.

While you may tend to think of pharmacists as the white-robed individuals working at a retail pharmacy, clinical pharmacists work in hospitals and other medical settings, where they typically accompany physicians on their patient rounds. Some also work for pharmaceutical companies, where they may design drug trials or work on research and development for new medications.

Sales managers play a vital role in most companies—creating sales territories, identifying goals for salespeople, and developing training programs that help team members sell products and services more effectively.

They also pore over sales data to identify the most promising products and markets and to assess the performance of sales employees. While the pay tends to be very good, sales managers often have to travel to visit local sales offices and meet with distributors. Because they shoulder a lot of the responsibility for generating revenue within an organization, serving as a sales manager can also be stressful.

Specialists tend to earn the largest paychecks, but general practitioners and even nonphysician roles, such as nurse anesthetists, certainly bring in attractive salaries.

Bureau of Labor Statistics. American Society of Anesthesiologists. American College of Oral and Maxillofacial Surgeons. Global Pre-Meds. University of California at San Francisco. Duke University School of Medicine. Job Hero. American Board of Prosthodontics. American Psychiatric Association. Michigan Academy of Family Physicians. American Academy of Family Physicians. American College of Physicians.

Harvard Business Review. American Association of Nurse Anesthetists. Career Explorer. American Academy of Periodontology. American Association of Endodontists. Illinois workNet Center.