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The full report
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GCSAA’s 2007 Compensation and Benefits Report is a great way to gauge how your total compensation package stacks up to your peers in your region. The report can be a fantastic tool when you are in discussions of annual reviews or pay increases with your employer. The report is provided free to all GCSAA members who took the survey and is available for $100 to GCSAA members who did not take the survey or for $400 to non-GCSAA members. It is available online here or by calling GCSAA customer solutions at 800-472-7878.
The report is conducted on a biennial basis among GCSAA members, and the information presented in the results represents the average, mean and percentile of reported salaries of superintendents across the country. Salary information is also broken down by state, or in some cases, by agronomic region.
But before you go racing into your annual review wondering why your salary isn’t on par with the numbers in the report, make sure you have the complete picture.
The full picture includes not comparing yourself with just the national average or even the average in your state, but by comparing like superintendents and facilities — those with similar locations, facility types, operating budgets and golfer expectations. The national average base salary of superintendents for 2007 was $73,766, but that number has no real value to you if it’s completely unrealistic, whether too high or too low, for similar operations in your area. Also, don’t forget to include your benefits in your overall package. Does your facility provide a company vehicle, housing or a retirement plan?
Make sure you also consider how your facility is doing financially. The superintendent should be playing a role in the budget planning, so you should have an idea of whether this year is the time for a salary discussion or if it’s best to wait for a more fruitful year.
And finally, don’t just ask for a raise based on the report. How have your performance reviews been? Your employer will be more open to providing you with an above-average salary if you have been providing an above-average performance.
Once you have compared “apples with apples” and determined that a discussion with your employer may be appropriate, present the material in a request in keeping with what is appropriate at your facility. While a one-on-one discussion may be the usual at some facilities, a computerized presentation may be in order if your request will need to be submitted to a committee or board.
No matter how you present it to your employer, the report is most valuable when used as a communications tool to begin discussions — and not as just a simple number. When you present the material as a whole picture of superintendents in your area, everyone has a clearer picture and you have a better opportunity for successful negotiations.
For more information about discussing the report or other communications topics, contact the GCSAA communications department at 800-472-7878.
How does your communication with employers and employees stack up? In a survey conducted by salary.com that polled more than 2,500 employees and employers, nearly 36 percent of employers said they talk with employees on a monthly basis about performance, while 40 percent discuss performance with staff once or twice a quarter. However, less than 12 percent of employees recall discussing performance on a monthly basis, and more than 28 percent say they never discuss performance with their managers outside of a formal review. When it comes to asking your employer for a raise, it helps to remember these four steps, according to CNNMoney.com. Lay a good foundation — remember the basics like punctuality, attitude and professionalism. Control the conversation — set up a meeting in advance to discuss the issue with your employer. Make a good case — bring evidence to support the case that you’re worthy of more compensation. Cope with rejection — don’t give up or despair if the answer is no, and don’t be too defensive. If possible, ask for a description of how you can improve. |
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