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Salary Survey Data for Competitive Compensation Strategies in the Energy Industry

The Energy Pay Pulse Survey (EPPS) is focused on what compensation decisions companies are projecting to make in the next cycle. This survey is designed to answer the questions that are not public knowledge. Take a look below at some of the topics this survey covers:

  • Actual and projected salary increase budget
  • Projected AIP/STIP payout for recently completed performance cycle, including discretionary decisions
  • Changes to AIP/STIP and LTIP performance metrics
  • Changes in LTI award value
  • Projected use and design of retention awards
  • Use and design of change-in-control plans

The Midstream Industry Compensation Survey (MICS) is an essential tool for identifying key components of a company’s compensation programs and job market rates in the midstream energy segment. You will get access to how various compensation policies and plans are designed, as well as a comprehensive total direct compensation snapshot of jobs ranging from administrative support to executive C-suite in both corporate and technical roles. Take a look below at some of the topics and components of compensation this survey covers:

POLICY DATA

  • Actual and projected salary increase budget
  • AIP/STIP design mechanics, such as formulaic vs discretionary, threshold/maximum performance multiples, metrics and metric weightings
  • LTIP design mechanics, such as timing of award, award value methodology, population eligibility, eligibility factors, mix of awards, vesting periods, vesting schedules, metrics, metric weightings, and dividends/distributions
  • Retirement policy, such as retirement age and years of service
  • Change-in-control policy for both executives and non-executives, such as equity treatment and cash payouts

POSITION DATA

  • Actual Total Direct Compensation
  • Target Total Direct Compensation
  • Salary grade minimum, midpoint, and maximum
  • AI/STI and LTI eligibility and receiving prevalence

The Upstream Industry Compensation Survey (UICS) is an essential tool for identifying key components of a company’s compensation programs and job market rates in the upstream energy segment. You will get access to how various compensation policies and plans are designed, as well as a comprehensive total direct compensation snapshot of jobs ranging from administrative support to executive C-suite in both corporate and technical roles. Take a look below at some of the topics and components of compensation this survey covers:

POLICY DATA

  • Actual and projected salary increase budget
  • AIP/STIP design mechanics, such as formulaic vs discretionary, threshold/maximum performance multiples, metrics and metric weightings
  • LTIP design mechanics, such as timing of award, award value methodology, population eligibility, eligibility factors, mix of awards, vesting periods, vesting schedules, metrics, metric weightings, and dividends/distributions
  • Retirement policy, such as retirement age and years of service
  • Change-in-control policy for both executives and non-executives, such as equity treatment and cash payouts

POSITION DATA

  • Actual Total Direct Compensation
  • Target Total Direct Compensation
  • Salary grade minimum, midpoint, and maximum
  • AI/STI and LTI eligibility and receiving prevalence

Do you need salary survey data for the energy industry, and advice from a salary expert at Longnecker & Associates so you can not only attract, but retain talented employees? Call our consultants today to schedule a conversation. Our headquarters is located in Houston, Texas, but we also serve clients in the greater Texas region including the DFW area from our Dallas office; clients in Oklahoma; and clients in Denver from our Colorado office in Glendale.

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Houston, TX 77070

Dallas Office

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Dallas, Texas 75240

Denver Office

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Glendale, Colorado 80246

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