2006 House Compensation Study

Guide for the 110th Congress

Produced for the Chief Administrative Office U.S. House of Representatives By ICF International

TABLE OF CONTENTS
Page INTRODUCTION....................................................................................................i I. HIRING AND COMPENSATION PRACTICES COMPENSATION OVERVIEW.......................................................................... I-1 COMPENSATION PROFILES Chief of Staff............................................................................................ I-2 Counsel ................................................................................................... I-5 Legislative Director .................................................................................. I-8 Senior Legislative Aide .......................................................................... I-11 Legislative Aide ..................................................................................... I-14 Legislative Correspondent..................................................................... I-17 Office Manager ...................................................................................... I-20 Press Secretary/Communications Director............................................ I-23 Executive Assistant ............................................................................... I-26 Scheduler (Washington, D.C.)............................................................... I-29 Staff Assistant (Washington, D.C.) ........................................................ I-32 Staff Assistant (District) ......................................................................... I-35 Systems Administrator........................................................................... I-38 Constituent Services Representative/Caseworker ................................ I-41 District Director ...................................................................................... I-44 District Scheduler .................................................................................. I-47 Field Representative.............................................................................. I-50 Grants and Projects Coordinator ........................................................... I-53 II. ORGANIZATIONAL STRUCTURE ORGANIZATIONAL CHARTS........................................................................... II-1 ADDITIONAL DUTIES ...................................................................................... II-2 Emergency Coordinator.......................................................................... II-2 Systems Administrator............................................................................ II-2 Financial Administrator ........................................................................... II-2 III. BENEFITS PAY INCREASES ............................................................................................ III-1 Cost of Living Adjustments (COLA) ....................................................... III-1 Merit Increases/Raises .......................................................................... III-2 Pay Adjustments/Bonuses..................................................................... III-3

Page LEAVE ............................................................................................................. III-4 Family and Medical Leave (FMLA) ........................................................ III-4 Sick Leave............................................................................................. III-5 Annual Leave ........................................................................................ III-7 Administrative Leave ............................................................................. III-9 Bereavement Leave .............................................................................. III-9 STUDENT LOAN REPAYMENT .................................................................... III-10 OTHER BENEFITS AND POLICIES .............................................................. III-11 Flexible Work Arrangements ............................................................... III-11 District Work Periods ........................................................................... III-12 House Transit Benefit Program ........................................................... III-12 Performance Appraisals/Evaluations................................................... III-13 Dress Code ......................................................................................... III-14 Wellness Activities............................................................................... III-14 Smoking .............................................................................................. III-14 New Employee Orientation.................................................................. III-14 IV. RECRUITMENT AND RETENTION................................................................. IV-1 RECRUITMENT ............................................................................................... IV-1 RETENTION .................................................................................................... IV-3 V. SURVEY QUESTIONS ..................................................................................... V-1

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INTRODUCTION This report summarizes the results of a study conducted for the Chief Administrative Officer of the U.S. House of Representatives on compensation, employment, organizational structure, and benefits practices of House personal offices. The study was conducted using a web-based survey that was sent to all 440 Representatives’ offices. A total of 141 (32.0%) offices completed the survey during July and August 2006. The report is organized into five chapters: Chapter I: Hiring and Compensation Practices — summarizes the education, compensation, and experience qualifications of office staff in 18 core positions. Chapter II: Organizational Structure — describes the typical organizational structures used in Washington, D.C. and District offices as well as the positions that perform specialized functions (i.e., Emergency Coordinator, Systems Administrator, Financial Administrator). Chapter III: Benefits — summarizes Member’s office policies related to pay increases, leave, student loan repayments, flexible work arrangements, performance appraisal, dress codes, smoking, wellness, and new employee orientation. Chapter IV: Recruitment and Retention — lists the most common recruitment sources for each core position, information on the turnover rates for each position, and the perceived need for other benefits. Chapter V: Survey Questions — contains a complete list of the survey questions. How to Use the Report The purpose of this report is to provide Member offices with information on the typical compensation and benefits policies employed by other Member offices. In using the data contained in the report, it should be noted that the overall response rate associated with the 2006 survey (32%) allows for stable conclusions to be drawn about the policies and practices of the current Member offices. However, it should be noted that the response rate for specific questions might be lower than the overall response rate because not all offices answered all questions.

2006 House Compensation Study

CHAPTER I – HIRING AND COMPENSATION PRACTICES

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BENCHMARK SALARY COMPARISON FOR SIMILAR POSITIONS IN THE U.S. HOUSE OF REPRESENTATIVES AND THE U.S. SENATE
Position Chief of Staff Chief of Staff Counsel Counsel Legislative Director Legislative Director Senior Legislative Aide* Legislative Aide Legislative Aide Legislative Correspondent Legislative Correspondent Office Manager Administrative Director/Office Manager Press Secretary/Communications Director Press Secretary/Communications Director1 Executive Assistant Executive Assistant Scheduler (Washington, DC) Scheduler (Washington, DC) Staff Assistant (Washington, D.C.) Staff Assistant (Washington, D.C.)2 Staff Assistant (District) Staff Assistant (State)2 Systems Administrator Systems Administrator Constituent Services Representative/Caseworker Constituent Services Representative/Caseworker District Director State Director District Scheduler State Scheduler Field Representative Field Representative Grants and Projects Coordinator Director of Special Projects and/or Grants
1

Chamber House Senate House Senate House Senate House House Senate House Senate House Senate House Senate House Senate House Senate House Senate House Senate House Senate House Senate House Senate House Senate House Senate House Senate

Minimum $87,000 $114,000 $62,400 $42,000 $42,000 $85,000 $34,500 $28,000 $34,000 $25,000 $20,000 $21,000 $31,500 $32,000 $40,000 $15,000 $29,000 $24,000 $28,500 $18,000 $10,712 $16,006 $10,712 $20,000 $24,000 $13,500 $21,000 $39,200 $60,000 $28,000 $28,500 $25,000 $19,000 $22,000 $24,000

25th Percentile $116,000 $147,000 $65,000 $75,500 $67,000 $102,186 $45,000 $36,000 $52,000 $29,000 $29,000 $36,000 $67,006 $45,000 $54,000 $39,000 $50,259 $37,875 $50,000 $25,000 $25,860 $25,000 $25,860 $31,000 $50,000 $31,000 $31,000 $63,000 $90,000 $33,000 $38,000 $37,125 $41,000 $37,250 $37,324

50th Percentile $130,000 $157,150 $80,000 $95,000 $77,750 $120,000 $52,000 $41,000 $65,000 $31,000 $32,000 $50,000 $78,000 $55,000 $63,000 $48,750 $68,750 $46,350 $59,698 $28,000 $28,000 $28,500 $28,000 $40,000 $60,000 $40,000 $36,204 $77,841 $103,500 $43,500 $46,500 $45,000 $49,100 $54,500 $49,825

Average $129,736 $151,767 $83,771 $95,210 $76,490 $116,952 $55,405 $43,433 $66,789 $31,807 $32,802 $52,922 $78,266 $58,756 $66,027 $51,257 $68,060 $48,394 $63,634 $29,872 $29,664 $30,883 $29,664 $39,898 $60,955 $40,814 $38,631 $78,526 $104,748 $46,366 $49,886 $46,508 $50,742 $48,949 $52,995

75th Percentile $148,500 $160,659 $89,000 $110,865 $85,000 $127,830 $65,000 $50,000 $77,580 $34,000 $36,000 $64,000 $89,500 $68,250 $76,169 $63,875 $81,625 $55,625 $75,000 $30,000 $31,027 $33,000 $31,027 $45,500 $75,420 $46,500 $44,092 $91,000 $116,248 $61,065 $61,217 $55,000 $60,000 $60,837 $65,000

Maximum $160,000 $160,659 $130,000 $155,000 $120,000 $160,659 $92,000 $76,500 $150,000 $43,000 $75,000 $107,200 $149,700 $125,000 $110,784 $107,000 $121,000 $99,000 $128,000 $71,000 $72,000 $79,966 $72,000 $62,000 $105,000 $115,000 $84,821 $150,000 $160,659 $80,000 $89,000 $75,000 $104,000 $67,000 $103,000

The House study did not distinguish between Communications Director and Press Secretary. House data for these positions reflect the combined Press Secretary/Communications Director position. 2The Senate study (2006 U.S. Senate Employment, Compensation, Hiring and Benefits Study, released June 28, 2006 by the Office of the Secretary of the Senate) did not distinguish between Staff Assistants in Washington, D.C. and at state offices.

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Chief of Staff
Position Summary A typical Chief of Staff: • On average, earns $129,736 annually • Has been in the position for 5.2 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Counsel and Office Manager • May have previous experience in the House, duties federal and state/local government, and the private sector Summary of Primary Duties • • • • • • Acts as the Member’s chief policy advisor Develops and implements all policy objectives, strategies, and operating plans for the Member’s office Manages and directs all activities and staff of the Member’s Washington, D.C. and District offices Coordinates the activities of the Member with the leadership and Committee office(s) Oversees the office budget Alternate Titles Administrative Assistant • Legislative Director Salary Summary 2004-2006 Change 45.0% 9.6% 11.5% 10.2% 9.9% 12.5% 9.6% 2.2% 2002-2004 Change 33.3%

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $87,000 $99,730 $116,000 $130,000 $129,736 $148,500 $158,860 $160,000

2004 $60,000 $91,000 $104,000 $118,000 $118,098 $132,000 $145,000 $156,600

2002* $45,000

11.3% 9.3%

$106,000 $108,065

7.8%

$145,226

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

25% 20% 15% 10% 5% 0%

2006 House Compensation Study

$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

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Chief of Staff
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 4 0 2 1 7 2 7 7 6 3 4 5 12 6 0 1 42 25

Annual Salary $80,000-$89,999 $90,000-$99,999 $100,000-$109,999 $110,000-$119,999 $120,000-$129,999 $130,000-$139,999 $140,000-$149,999 $150,000-$159,999 $160,000-$169,999 Total

1 year or less 0 3 1 2 4 0 2 0 1 13

1 to 3 years 1 5 2 3 6 6 0 4 0 27

9 to 12 years 0 0 0 1 1 0 3 0 0 5

12 years or more 0 0 0 3 0 3 3 4 0 13

Total 1 12 6 18 25 18 17 26 2 125

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 73.0% 27.0% 100.0% Additional Roles Performed by Employees in this Job Role None Counsel Office Manager Press Secretary/Communications Director District Director Legislative Director Other* Senior Legislative Aide Legislative Aide District Scheduler Systems Administrator Executive Assistant Field Representative Grants and Projects Coordinator Scheduler (Washington, D.C.)
*Other includes Finance Administrator and House Committee Staff Director.

Percent 42.5% 22.8% 11.8% 8.7% 7.1% 6.3% 3.9% 3.1% 2.4% 1.6% 1.6% 0.8% 0.8% 0.8% 0.8%

Primary Work Location Response Washington, D.C. office District office Total Percent 89.1% 10.9% 100.0%

Number of Positions per Office Positions per Office 1 2 Total Percent 95.3% 4.7% 100.0%

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Chief of Staff
Commuting Between District and D.C. Office Response Yes No Total Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 5.2 6.5 2.7 2.2 3.7 2004* 2002* 4.6 4.5 Percent 58.6% 41.4% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.8% 4.7% 0.8% 46.5% 26.0% 20.5% 0.8% 54.1% 21.5% 19.1% 0.5% 45.1% 22.6% 22.6% 3.0% 0.0% 4.8% 0.0% 6.8% 2004 2002 Percent 94.5% 5.5% 100.0%

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response Percent

None 86.6% Bar 7.1% Senior Managers in Government 2.4% Other* 3.9% *Other responses included Property Management Certificate, MBA, Ph.D., and top secret clearance. Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 0.8 0.2 0.2 0.6 Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other*
*Other sources included internal hires, promotions, and from campaigns.

Percent 3.2% 34.9% 8.7% 5.6% 8.7% 18.3% 3.2% 50.0%

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Counsel
Position Summary A typical Counsel: • On average, earns $83,771 annually • Has been in the position for 1.6 years • Works in the Washington, D.C. office • Has a law degree • May also perform Senior Legislative Aide, • May have previous experience in the House, Legislative Director, and Legislative Aide duties federal and state/local government, and the private sector

,
Summary of Primary Duties • Advises the Member on legal issues and ensures compliance with the law, House rules, and ethics guidelines

Alternate Titles • Legislative Counsel • . Salary Summary Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum 2006* $62,400 $62,400 $65,000 $80,000 $83,771 $89,000 $130,000 $130,000 Legislative Counsel & Director

*Data were not collected for Counsel in previous reports.

/
Salary Distribution

45% 40% 35% 30% 25% 20% 15% 10% 5% 0%
0 0 0 0 0 0 0 0 0 00 00 00 00 00 00 ,0 50 $1 $1 60 00 00 00 00 00 00 00 00 00 ,0 ,0 ,0 ,0 0, 0, 0, 0, 0, 0, 0, 0, 0, ,0 ,0 00

00

10

20

30 $1

$7

$3

$1

$2

$4

$5

$6

$8

$9

$1

$1

$1

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$1

40

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Counsel
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 1 0

Annual Salary $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 $100,000-$109,999 $110,000-$119,999 $120,000-$129,999 $130,000-$139,999 Total

1 year or less 0 1 0 0 0 0 0 0 1

1 to 3 years 2 0 2 0 0 0 0 1 5

9 to 12 years 0 0 0 0 0 0 0 0 0

12 years or more 0 0 0 0 0 0 0 0 0

Total 2 1 3 0 0 0 0 1 7

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 37.5% 50.0% 12.5% 100.0% Additional Roles Performed by Employees in this Job Role Senior Legislative Aide Legislative Director Legislative Aide None Other*
*Other includes Senior Policy Analyst.

Percent 50.0% 37.5% 12.5% 12.5% 12.5%

.

Primary Work Location Response Washington, D.C. office District office Total Percent 100.0% 0.0% 100.0%
/ / /

Number of Positions per Office Positions per Office 1 Total

Percent 100.0% 100.0%

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Counsel
Commuting Between District and D.C. Office Response Yes No Total Percent 37.5% 62.5% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 100.0% 0.0% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector
*Data were not collected for Counsel in previous reports.

Education 2006* 1.6 5.4 2.1 1.1 2.4 Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree
*Data were not collected for Counsel in previous reports.

2006* 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0%

Credentials, Certifications, and Licenses Response None Bar Percent 87.5% 12.5%

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 2.6 0.3 1.4 0.4

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other Percent 12.5% 37.5% 50.0% 50.0% 0.0% 37.5% 12.5% 0.0%

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Legislative Director
Position Summary A typical Legislative Director: • On average, earns $76,490 annually • Has been in the position for 3.1 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Senior Legislative Aide and • May have previous experience in the House, Legislative Aide duties federal and state/local government, and the private sector Summary of Primary Duties • • • • • • Advises the Member on all legislative areas Assists in the development of policy positions and legislative initiatives Manages and supervises the Member’s legislative staff Monitors and reports on floor action to the Member and the Chief of Staff Alternate Titles Administrative Assistant Legislative Counsel • • Salary Summary 2004-2006 Change 2.4% 14.3% 11.7% 11.1% 8.3% 10.4% 1.3% -10.4% 2002-2004 Change -2.4% Deputy Chief of Staff Policy Director

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $42,000 $60,000 $67,000 $77,750 $76,490 $85,000 $92,900 $120,000

2004 $41,000 $52,500 $60,000 $70,000 $70,602 $77,000 $91,725 $134,000

2002* $42,000

7.7% 6.6%

$65,000 $66,213

13.4%

$118,135

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

30% 25% 20% 15% 10% 5% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

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Legislative Director
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 0 0 4 1 12 1 4 4 3 1 2 1 1 0 1 0 27 8

Annual Salary $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 $100,000-$109,999 $110,000-$119,999 $120,000-$129,999 Total

1 year or less 2 4 4 6 5 1 0 0 0 22

1 to 3 years 0 3 13 5 11 3 1 0 0 36

9 to 12 years 0 0 0 0 2 1 0 0 0 3

12 years or more 0 0 0 0 2 1 1 0 0 4

Total 2 7 22 24 28 10 5 1 1 100

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 78.8% 21.2% 100.0% Additional Roles Performed by Employees in this Job Role None Senior Legislative Aide Legislative Aide Counsel Office Manager Legislative Correspondent Other* Chief of Staff Systems Administrator Constituent Services Representative/Caseworker Percent 59.4% 12.9% 9.9% 5.9% 4.0% 3.0% 3.0% 2.0% 2.0% 1.0%

*Other includes Deputy Chief of Staff, Rules Associate, and Committee worker.

Primary Work Location Response Washington, D.C. office District office Total Percent 100.0% 0.0% 100.0%

Number of Positions per Office Positions per Office 1 2 3 Total

Percent 97.0% 2.0% 1.0% 100.0%

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Legislative Director
Commuting Between District and D.C. Office Response Yes No Total Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 3.1 4.1 2.7 2.2 3.2 2004* 2002* 2.7 2.8 Percent 18.8% 81.2% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.0% 0.0% 0.0% 59.4% 20.8% 19.8% 0.0% 56.1% 22.7% 17.7% 1.5% 55.2% 31.0% 13.8% 0.0% 0.5% 1.5% 0.0% 0.0% 2004 2002 Percent 92.1% 7.9% 100.0%

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Bar Percent 91.1% 8.9% Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 3.0% 51.5% 7.9% 5.9% 5.9% 7.9% 4.0% 40.6%

.
Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 2.4 0.2 0.4 0.7

*Other sources included internal hires and promotions.

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Senior Legislative Aide
Position Summary A typical Senior Legislative Aide: • On average, earns $55,405 annually • Has been in the position for 2.5 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Legislative Aide and Legislative • May have previous experience in the House, Correspondent duties federal and state/local government, and the private sector Summary of Primary Duties • • • • Develops and plans legislative initiatives Monitors legislative developments within Committees and on the House floor Writes floor speeches for the Member Meets with constituents and special interest groups on behalf of the Member Alternate Titles • • • Director of Defense & Foreign Affairs Legislative Counsel Professional Staff • • Salary Summary Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum 2006* $34,500 $42,000 $45,000 $52,000 $55,405 $65,000 $75,000 $92,000 Legislative Assistant Senior Legislative Assistant

*Data were not collected for Senior Legislative Aide in previous reports.

Salary Distribution

40% 35% 30% 25% 20% 15% 10% 5% 0%

2006 House Compensation Study

$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

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Senior Legislative Aide
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 5 0 7 2 3 0 4 0 1 0 1 0 21 2

Annual Salary $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 Total

1 year or less 4 4 3 2 0 0 0 13

1 to 3 years 0 12 14 2 5 1 1 35

9 to 12 years 0 0 0 0 0 1 1 2

12 years or more 0 0 0 0 0 0 0 0

Total 4 21 26 7 9 3 1 71

.
Roles, Responsibilities, and Work Location

How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 64.8% 31.0% 4.2% 100.0%

Additional Roles Performed by Employees in this Job Role None Legislative Aide Legislative Correspondent Counsel Other* Legislative Director Systems Administrator Grants and Projects Coordinator Percent 56.9% 25.0% 11.1% 5.6% 5.6% 2.8% 2.8% 1.4%

*Other includes Constituent Outreach, Intern Coordinator, and Rules Associate.

Primary Work Location Response Washington, D.C. office District office Total Percent 100.0% 0.0% 100.0%

Number of Positions per Office Positions per Office 1 2 3 Total

Percent 69.5% 23.7% 6.8% 100.0%

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Senior Legislative Aide
Commuting Between District and D.C. Office Response Yes No Total Percent 26.0% 74.0% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 89.0% 11.0% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006* 2.5 2.3 2.1 1.6 2.4

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006* 0.0% 0.0% 2.7% 0.0% 63.0% 19.2% 12.3% 2.7%

*Data were not collected for Senior Legislative Aide in previous reports.

*Data were not collected for Senior Legislative Aide in previous reports.

Credentials, Certifications, and Licenses Response None Bar CPA Leadership Institute Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 4.9 0.3 0.9 0.8 Percent 93.1% 2.3% 2.3% 2.3% Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 6.9% 55.6% 5.6% 11.1% 6.9% 25.0% 2.8% 33.3%

*Other sources included internal hires and promotions.

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Legislative Aide
Position Summary A typical Legislative Aide: • On average, earns $43,443 annually • Has been in the position for 1.8 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Legislative Correspondent and • May have previous experience in the House, Senior Legislative Aide duties state/local government, and the private sector Summary of Primary Duties • • • • Tracks legislation and other developments in an assigned issue areas Drafts constituent correspondence for the Member Prepares for Committee meetings and hearings related to specific issues Answers constituent letters and helps constituents with federal matters Alternate Titles • • • • Legislative Correspondent Legislative Counsel Legislative Research Assistant/Writer Senior Policy Advisor • • • Salary Summary 2004-2006 Change 16.7% 13.3% 10.8% 8.5% 10.5% 16.3% 17.6% -47.2% 2002-2004 Change 4.3% Special Projects Coordinator Legislative Assistant Senior Legislative Aide

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $28,000 $34,000 $36,000 $41,000 $43,433 $50,000 $58,800 $76,500

2004 $24,000 $30,000 $32,500 $37,800 $39,298 $43,000 $50,000 $145,000

2002* $23,000

8.0% 6.8%

$35,000 $36,802

76.8%

$82,000

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries. Data from 2002 and 2004 are for Legislative Assistant (General).

Salary Distribution

45% 40% 35% 30% 25% 20% 15% 10% 5% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

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Legislative Aide
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 5 0 13 1 8 1 1 0 2 0 30 2

Annual Salary $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 Total

1 year or less 2 21 15 6 2 0 46

1 to 3 years 0 38 26 10 9 1 84

9 to 12 years 0 1 0 0 0 0 1

12 years or more 0 0 0 0 0 1 1

Total 2 65 55 25 12 4 164

1
Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 74.4% 25.6% 100.0% Additional Roles Performed by Employees in this Job Role None Legislative Correspondent Senior Legislative Aide Other* Systems Administrator Counsel Office Manager Press Secretary/Communications Director District Scheduler Staff Assistant (Washington, D.C.) Percent 65.9% 12.2% 9.1% 6.1% 4.3% 2.4% 0.6% 0.6% 0.6% 0.6%

*Other includes Assistant to the Chairman of Subcommittees, Legislative Assistant, Military Legislative Aide, Office Emergency Coordinator, and Rules Committee Associate.

Primary Work Location Response Washington, D.C. office District office Total Percent 99.4% 0.6% 100.0%

Number of Positions per Office Positions per Office 1 2 3 4 5 Total Percent 38.1% 40.7% 15.3% 5.1% 0.8% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-16

Legislative Aide
Commuting Between District and D.C. Office Response Yes No Total Percent 12.7% 87.3% 100.0% Commuting Between District and D.C. Office Response Yes No Total Percent 12.7% 87.3% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 1.8 1.4 0.5 1.6 2.8 2004* 2002* 1.8 1.7

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.0% 0.0% 0.0% 70.5% 16.3% 13.2% 0.0% 77.2% 11.8% 8.0% 1.0% 70.4% 18.4% 7.8% 0.6% 0.4% 1.7% 0.6% 2.2% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress. Data from 2002 and 2004 are for Legislative Assistant (General).

*The percentages reported from the 2002 and 2004 studies are for “high school or less.” Data from 2002 and 2004 are for Legislative Assistant (General).

Credentials, Certifications, and Licenses Response None Bar Public relations and communications Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 10.6 0.7 0.8 1.0 Percent 96.0% 3.2% 0.8% Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 25.0% 48.2% 6.7% 7.9% 3.7% 21.3% 3.7% 33.5%

*Other sources included internal hires, promotions, from the military, and from the Senate.

2006 House Compensation Study

2006 House Compensation Study

I-17

Legislative Correspondent
Position Summary A typical Legislative Correspondent: • On average, earns $31,807 annually • Works in the Washington, D.C. office • Performs no additional roles • • • Has been in the position for 1.2 years Has a bachelor’s degree May have previous experience in the House, federal and the private sector

Summary of Primary Duties • • • • Provides research for letters from constituents Prepares and oversees the proofreading and printing of form letters Creates draft responses to letters from constituents Provides administrative support and assistance to Legislative Aides Alternate Titles • Legislative Aide and Legislative Correspondent • Legislative Correspondent/Legislative Assistant

Salary Summary 2004-2006 Change 25.0% 6.9% 6.4% 5.1% 6.0% 6.3% 9.7% -28.3% 2002-2004 Change -4.8%

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $25,000 $27,000 $29,000 $31,000 $31,807 $34,000 $38,400 $43,000

2004 $20,000 $25,250 $27,250 $29,500 $29,998 $32,000 $35,000 $60,000

2002* $21,000

8.9% 7.2%

$27,100 $27,992

50.0%

$40,000

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

70% 60% 50% 40% 30% 20% 10% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00
2006 House Compensation Study

2006 House Compensation Study

I-18

Legislative Correspondent
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 0 0 0 0 0 0

Annual Salary $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 Total

1 year or less 18 16 0 34

1 to 3 years 3 28 5 36

9 to 12 years 1 0 0 1

12 years or more 0 0 0 0

Total 22 44 5 71

.

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 75.0% 23.6% 1.4% 100.0% Additional Roles Performed by Employees in this Job Role None Systems Administrator Legislative Aide Legislative Correspondent Staff Assistant (Washington, D.C.) Grants and Projects Coordinator Other* Counsel Office Manager Scheduler (Washington, D.C.) Constituent Services Representative/Caseworker Percent 56.3% 18.3% 12.7% 5.6% 2.8% 2.8% 2.8% 1.4% 1.4% 1.4% 1.4%

*Other includes Intern Coordinator and Speech Writer.

Primary Work Location Response Washington, D.C. office District office Total Percent 98.6% 1.4% 100.0%

Number of Positions per Office Positions per Office 1 Total

Percent 100.0% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-19

Legislative Correspondent
Commuting Between District and D.C. Office Response Yes No Total Percent 4.1% 95.9% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 71.2% 28.8% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 1.2 0.7 0.0 0.0 1.8 2004* 2002* 1.3 1.0

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.0% 0.0% 0.0% 84.9% 9.6% 5.5% 0.0% 90.3% 5.5% 1.8% 0.0% 86.9% 4.8% 2.4% 0.0% 1.2% 1.2% 3.6% 2.4% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Teaching certificate JD degree Percent 97.2% 1.4% 1.4%

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 6.6 0.7 1.2 1.4

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other*
*Other sources included internal hires, promotions, and from campaigns.

Percent 50.7% 26.0% 0.0% 2.8% 1.4% 12.7% 2.7% 40.8%

2006 House Compensation Study

2006 House Compensation Study

I-20

Office Manager
Position Summary A typical Office Manager: • On average, earns $52,922 annually • Has been in the position for 5.1 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Scheduler, Executive Assistant, • May have previous experience in the House, Staff Assistant, or Systems Administrator duties federal and state/local government, and the private sector Summary of Primary Duties • • • • • • • Supervises Washington, D.C. office staff, including monitoring personnel matters and ensuring that office policies and procedures are followed Maintains office accounts and payroll accounts in accordance with the regulations of Committee on House Administration governing the Member’s Representational Allowance Procures and maintains equipment for the Washington, D.C. office Alternate Titles Assistant Office Manager (District) Deputy Chief of Staff Director of Operations Finance Administrator • • • • Salary Summary Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum 2006 $21,000 $28,500 $36,000 $50,000 $52,922 $64,000 $87,187 $107,200 2004-2006 Change -16.0% -16.2% -10.0% -2.0% -0.6% 3.2% 11.8% -1.2%
th

Financial Manager Office Manager/Executive Assistant/Scheduler Office Manager/Scheduler Projects Director/Office Manager

2004 $25,000 $34,000 $40,000 $51,000 $53,266 $62,000 $78,000 $108,500
th

2002-2004 Change 35.8%

2002* $18,416

17.6% 9.8%

$43,380 $48,523

2.4%

$105,915

*The 2002 study reported the minimum, 20 percentile, 50 percentile, average, 80th percentile, and maximum salaries.

Salary Distribution
25% 20% 15% 10% 5% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

2006 House Compensation Study

I-21

Office Manager
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 1 0 0 0 0 1 1 1 0 2 1 1 0 0 0 0 1 5 4

Annual Salary $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 $100,000-$109,999 Total

1 year or less 1 3 1 0 0 0 1 0 0 6

1 to 3 years 1 5 3 5 2 0 0 0 1 17

9 to 12 years 1 1 0 2 1 0 0 0 0 5

12 years or more 0 0 0 1 0 0 0 1 0 2

Total 4 9 4 10 4 3 2 1 2 39

1
Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 34.1% 61.0% 4.9% 100.0% Additional Roles Performed by Employees in this Job Role Scheduler (Washington, D.C.) None Executive Assistant Staff Assistant (Washington, D.C.) Systems Administrator District Scheduler Legislative Aide Constituent Services Representative/Caseworker Field Representative Grants and Projects Coordinator Other*
*Other includes Intern Coordinator.

Percent 35.7% 33.3% 21.4% 11.9% 11.9% 7.1% 2.4% 2.4% 2.4% 2.4% 2.4%

Primary Work Location Response Washington, D.C. office District office Total Percent 85.7% 14.3% 100.0%

Number of Positions per Office Positions per Office 1 2 Total

Percent 97.6% 2.4% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-22

Office Manager
Commuting Between District and D.C. Office Response Yes No Total Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 5.1 4.5 1.7 1.9 2.8 2004* 2002* 4.1 4.2 Percent 16.7% 83.3% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.0% 11.9% 9.5% 66.7% 9.5% 0.0% 2.4% 74.3% 5.5% 0.0% 0.0% 71.4% 3.6% 1.2% 1.2% 6.4% 13.8% 8.3% 14.3% 2004 2002 Percent 78.6% 21.4% 100.0%

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Coursework* Percent 95.2% 4.8%

*Respondents mentioned coursework in computers, accounting, and paralegal.

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 2.0 0.2 0.2 0.5

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 23.8% 47.6% 7.1% 4.8% 14.3% 11.9% 0.0% 26.2%

*Other sources included internal hires and promotions.

2006 House Compensation Study

2006 House Compensation Study

I-23

Press Secretary/Communications Director
Position Summary A typical Press Secretary/Communications Director: • On average, earns $58,756 annually • Has been in the position for 3.0 years • Works in the Washington, D.C. office • Has a bachelor’s degree • Performs no other duties • May have previous experience in the House, federal and state/local government, and the private sector Summary of Primary Duties • • • • Manages and coordinates all communication activities, including media contacts, for the Member and the office Develops and implements media and communications strategy for the Member Acts as the formal spokesperson and media liaison for the Member Writes speeches for the Member Alternate Titles • • • Administrative Assistant/Press Secretary Assistant Press Secretary (District) Deputy Chief of Staff • • Press Assistant Press Secretary

Salary Summary Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum 2006 $32,000 $40,000 $45,000 $55,000 $58,756 $68,250 $88,800 $125,000 2004-2006 Change 22.4% 6.8% 0.0% 10.0% 9.2% 11.9% 15.3% 18.9%
th

2004 $26,141 $37,440 $45,000 $50,000 $53,791 $61,000 $77,000 $105,110
th

2002-2004 Change -12.9%

2002* $30,000

4.2% 9.0%

$48,000 $49,327

24.4%

$84,500
th

*The 2002 study reported the minimum, 20 percentile, 50 percentile, average, 80 percentile, and maximum salaries.

Salary Distribution
35% 30% 25% 20% 15% 10% 5% 0%

2006 House Compensation Study

$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

I-24

Press Secretary/Communications Director
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 5 0 10 2 5 1 2 0 2 0 1 1 0 0 0 0 0 0 25 4

Annual Salary $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 $100,000-$109,999 $110,000-$119,999 $120,000-$129,999 Total

1 year or less 4 9 5 1 2 0 1 0 0 0 22

1 to 3 years 1 11 8 5 1 2 0 0 0 1 30

9 to 12 years 0 0 0 0 1 1 0 1 0 0 3

12 years or more 0 0 0 0 0 0 2 1 0 0 3

Total 5 25 25 12 6 5 5 2 0 1 87

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 80.0% 20.0% 100.0% Additional Roles Performed by Employees in this Job Role None Other* Legislative Aide Systems Administrator District Director District Scheduler Field Representative Counsel Senior Legislative Aide Office Manager Executive Assistant Scheduler (Washington, D.C.)
*Other includes Deputy Chief of Staff.

Percent 72.4% 9.2% 5.7% 4.6% 2.3% 2.3% 2.3% 1.1% 1.1% 1.1% 1.1% 1.1%

Primary Work Location Response Washington, D.C. office District office Total Percent 79.5% 20.5% 100.0%

Number of Positions per Office Positions per Office 1 2 Total

Percent 94.0% 6.0% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-25

Press Secretary/Communications Director
Commuting Between District and D.C. Office Response Yes No Total Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 3.0 1.6 1.7 1.9 4.0 2004* 2002* 2.7 2.2 Percent 30.7% 69.3% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.0% 2.3% 0.0% 85.2% 10.2% 2.3% 0.0% 79.2% 13.0% 1.6% 1.0% 78.2% 10.9% 4.0% 0.0% 1.0% 4.2% 1.0% 5.9% 2004 2002 Percent 89.8% 10.2% 100.0%

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Coursework* Percent 95.5% 4.5%

*Respondents mentioned coursework in public relations, state bars, and the Public Relations Society of America.

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 5.2 0.0 0.4 0.8

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 18.4% 47.1% 12.6% 12.6% 8.0% 37.9% 1.1% 26.4%

*Other sources included internal hires, promotions, the media, the Senate, and from campaigns.

2006 House Compensation Study

2006 House Compensation Study

I-26

Executive Assistant
Position Summary A typical Executive Assistant: • On average, earns $51,257 annually • Has been in the position for 4.2 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Scheduler or Office Manager • May have previous experience in the House, duties federal and state/local government, and the private sector Summary of Primary Duties • • • • Acts as liaison for the Member with the staff, the public, Committee staff, and other Members Maintains the Member’s files, including notes, correspondence, and all information related to travel Monitors the Member’s incoming telephone calls in a telephone log, takes messages, and places outgoing calls for the Member Ensures that the Member is provided with briefing materials for each event Alternate Titles • • • Administrative Assistant Administrative Secretary Congressional Aide Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum • • Salary Summary 2006* $15,000 $27,500 $39,000 $48,750 $51,257 $63,875 $78,950 $107,000 Executive/Legislative Assistant Scheduler

*Data were not collected for Executive Assistant in previous reports.

Salary Distribution
30% 25% 20% 15% 10% 5% 0%

2006 House Compensation Study

$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

I-27

Executive Assistant
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 1 0 1 0 0 3 0 3 1 1 0 0 1 0 1 0 0 0 1 7 6

Annual Salary $10,000-$19,999 $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 $100,000-$109,999 Total

1 year or less 0 1 2 1 1 0 1 0 0 0 6

1 to 3 years 0 0 2 4 1 1 0 0 0 0 8

9 to 12 years 0 0 0 0 0 0 0 0 0 0 0

12 years or more 0 0 0 0 1 0 2 0 0 0 3

Total 1 2 4 8 7 2 4 1 0 1 30

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 38.7% 54.8% 6.5% 100.0% Additional Roles Performed by Employees in this Job Role Scheduler (Washington, D.C.) Office Manager Other* District Scheduler None Systems Administrator Staff Assistant (Washington, D.C.) Legislative Aide Legislative Correspondent Executive Assistant Percent 63.3% 33.3% 16.7% 16.7% 16.7% 10.0% 6.7% 3.3% 3.3% 3.3%

*Other includes Deputy Outreach Director, Compliance Officer, and Travel Coordinator.

Primary Work Location Response Washington, D.C. office District office Total Percent 87.1% 12.9% 100.0%

Number of Positions per Office Positions per Office 1 2 Total

Percent 96.7% 3.3% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-28

Executive Assistant
Commuting Between District and D.C. Office Response Yes No Total Percent 16.1% 83.9% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 90.3% 9.7% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector
*Data were not collected for Executive Assistant in previous reports.

Education 2006* 4.2 3.8 4.0 4.4 7.4 Educational Attainment Less than high school High school Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree
*Data were not collected for Executive Assistant in previous reports.

2006* 0.0% 6.5% 12.9% 3.2% 71.0% 3.2% 0.0% 3.2%

Credentials, Certifications, and Licenses Response None Degree in social work Percent 96.8% 3.2%

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 3.5 0.2 0.2 0.7

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 23.3% 43.3% 0.0% 10.0% 3.3% 23.3% 0.0% 40.0%

*Other sources included internal hires and promotions.

2006 House Compensation Study

2006 House Compensation Study

I-29

Scheduler (Washington, D.C.)
Position Summary A typical Scheduler (Washington, D.C.): • On average, earns $48,394 annually • Has been in the position for 3.6 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Executive Assistant, Office • May have previous experience in the House, the Manager, or District Scheduler duties federal government, and the private sector Summary of Primary Duties • • • • Maintains Member’s official schedule, travel plans, and related records Briefs the Member on all scheduling activities of the Washington, D.C. office and makes recommendations on proposed future meetings Schedules all staff meetings and briefings Coordinates scheduling of press, interview, radio, and television time with the Press Secretary Alternate Titles • Administrative Assistant • Salary Summary 2004-2006 Change 4.3% 2.3% 11.4% 14.4% 7.3% 7.0% 7.8% -26.1% 2002-2004 Change 4.5% Executive Assistant/Scheduler

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $24,000 $30,700 $37,875 $46,350 $48,394 $55,625 $70,075 $99,000

2004 $23,000 $30,000 $34,000 $40,500 $45,082 $52,000 $65,000 $133,900

2002* $22,000

0.3% 3.9%

$40,375 $43,375

59.4%

$84,000

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

35% 30% 25% 20% 15% 10% 5% 0%

2006 House Compensation Study

$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

I-30

Scheduler (Washington, D.C.)
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 1 0 4 1 4 2 2 1 0 0 0 0 0 1 11 5

Annual Salary $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 Total

1 year or less 1 3 2 0 1 0 0 0 7

1 to 3 years 1 9 8 1 0 1 0 0 20

9 to 12 years 0 0 0 0 1 0 0 0 1

12 years or more 0 0 0 0 0 1 1 0 2

Total 2 13 15 7 5 2 1 1 46

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 58.7% 39.1% 2.2% 100.0% Additional Roles Performed by Employees in this Job Role Executive Assistant Office Manager None District Scheduler Legislative Aide Staff Assistant (Washington, D.C.) Systems Administrator Legislative Correspondent Other*
*Other includes Special Projects Director.

Percent 48.9% 24.4% 17.8% 11.1% 6.7% 4.4% 4.4% 2.2% 2.2%

Primary Work Location Response Washington, D.C. office District office Total Percent 97.8% 2.2% 100.0%

Number of Positions per Office Positions per Office 1 Total

Percent 100.0% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-31

Scheduler (Washington, D.C.)
Commuting Between District and D.C. Office Response Yes No Total Percent 2.2% 97.8% 100.0% Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 3.6 1.4 1.1 0.7 2.0 2004* 2002* 2.5 3.0 Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 80.4% 19.6% 100.0% Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.0% 6.5% 4.3% 87.0% 2.2% 0.0% 0.0% 81.9% 3.2% 1.6% 0.0% 76.3% 1.7% 0.0% 1.7% 3.2% 10.2% 6.8% 13.6% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Certified professional secretary Coursework in public relations Percent 95.6% 2.2% 2.2%

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 2.9 0.3 0.3 0.6

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 26.7% 51.1% 8.9% 11.1% 6.7% 22.2% 0.0% 26.7%

*Other sources included internal hires and promotions.

2006 House Compensation Study

2006 House Compensation Study

I-32

Staff Assistant (Washington, D.C.)
Position Summary A typical Staff Assistant (Washington, D.C.): • On average, earns $29,872 annually • Has been in the position for 1.7 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Systems Administrator and • May have previous experience in the private sector Legislative Correspondent duties Summary of Primary Duties • • • Greets and screens visitors Responds to constituent requests for information Performs general administrative duties Alternate Titles • • • D.C. Intern Executive Assistant Special Assistant • • Staff Assistant and Legal Aide Staff Assistant and Legislative Correspondent

Salary Summary 2004-2006 Change 2.9% 4.3% 0.0% 7.7% 11.1% 7.1% 16.1% 31.5% 2002-2004 Change -2.8%

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $18,000 $24,000 $25,000 $28,000 $29,872 $30,000 $36,000 $71,000

2004 $17,500 $23,000 $25,000 $26,000 $26,886 $28,000 $31,000 $54,000

2002* $18,000

4.0% 4.4%

$25,000 $25,762

35.0%

$40,000

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

70% 60% 50% 40% 30% 20% 10% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

2006 House Compensation Study

I-33

Staff Assistant (Washington, D.C.)
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 0 0 1 1 1 0 0 0 0 0 0 0 2 1

Annual Salary $10,000-$19,999 $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 Total

1 year or less 1 39 12 0 0 0 0 53

1 to 3 years 0 14 12 0 0 1 0 27

9 to 12 years 0 0 0 0 0 0 0 0

12 years or more 0 0 0 2 1 0 1 4

Total 1 53 26 3 1 1 1 86

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 65.9% 34.1% 100.0% Additional Roles Performed by Employees in this Job Role None Systems Administrator Legislative Correspondent Other* Office Manager Scheduler (Washington, D.C.) Legislative Aide Executive Assistant Constituent Services Representative/Caseworker Staff Assistant (District) Grants and Projects Coordinator Percent 56.3% 11.5% 10.3% 9.2% 5.7% 4.6% 2.3% 2.3% 2.3% 1.1% 1.1%

*Other includes Intern Coordinator, Tour Guide, Constituent Correspondent, and Flags.

Primary Work Location Response Washington, D.C. office District office Total Percent 98.8% 1.2% 100.0%

Number of Positions per Office Positions per Office 1 2 3 4 Total

Percent 87.3% 10.1% 1.3% 1.3% 100.0%

2006 House Compensation Study

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Staff Assistant (Washington, D.C.)
Commuting Between District and D.C. Office Response Yes No Total Percent 2.3% 97.7% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 48.3% 51.7% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 1.7 0.2 0.4 0.1 1.8 2004* 2002* 1.0 1.2

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 1.1% 6.9% 0.0% 87.4% 4.6% 0.0% 0.0% 89.3% 5.4% 0.0% 0.0% 93.3% 0.0% 0.0% 0.0% 1.2% 4.2% 1.0% 5.8% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Percent 100.0%

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 12.7 0.9 1.6 1.6

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other*
*Other sources included internal hires, promotions, and from campaigns.

Percent 62.1% 29.9% 2.3% 2.3% 5.7% 18.4% 0.0% 19.5%

2006 House Compensation Study

2006 House Compensation Study

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Staff Assistant (District)
Position Summary A typical Staff Assistant (District): • On average, earns $30,883 annually • Works in the District office • May also perform Constituent Services Representative/Caseworker duties • • • Has been in the position for 3.7 years Has a bachelor’s degree May have previous experience in the federal and state/local government and the private sector

Summary of Primary Duties • • • Responds to constituent requests for information Maintains handout literature regarding the District and the House Performs general administrative duties Alternate Titles • • Congressional Assistant District Aide • Salary Summary 2004-2006 Change 33.4% 4.3% 4.2% 1.8% 7.6% 5.8% 10.9% 3.9% 2002-2004 Change -26.4% Receptionist

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $16,006 $21,700 $25,000 $28,500 $30,883 $33,000 $42,150 $79,966

2004 $12,000 $20,800 $24,000 $28,000 $28,706 $31,200 $38,000 $77,000

2002* $16,305

7.7% 1.6%

$26,000 $28,243

35.1%

$57,000

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

60% 50% 40% 30% 20% 10% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

2006 House Compensation Study

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Staff Assistant (District)
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 2 2 7 2 1 3 0 0 0 0 0 0 10 7

Annual Salary $10,000-$19,999 $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 Total

1 year or less 1 22 2 0 0 0 0 25

1 to 3 years 3 10 11 1 0 0 0 26

9 to 12 years 0 1 0 1 0 0 0 2

12 years or more 0 0 3 1 0 1 2 7

Total 4 37 25 7 0 1 2 77

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 85.2% 14.8% 100.0% Additional Roles Performed by Employees in this Job Role None Constituent Services Representative/Caseworker Other* Field Representative Percent 58.4% 29.9% 9.1% 6.5%

*Other includes Assistant Press Secretary/District, District Intern Coordinator, and Receptionist

Primary Work Location Response Washington, D.C. office District office Total Percent 0.0% 100.0% 100.0%

Number of Positions per Office Positions per Office 1 2 3 4 Total

Percent 67.2% 20.3% 9.4% 3.1% 100.0%

2006 House Compensation Study

2006 House Compensation Study

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Staff Assistant (District)
Commuting Between District and D.C. Office Response Yes No Total Percent 2.6% 97.4% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 53.2% 46.8% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 3.7 0.4 1.6 4.5 8.9 2004* 2002* 3.3 3.7

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 11.7% 19.5% 3.9% 62.3% 2.6% 0.0% 0.0% 55.7% 1.3% 0.0% 0.0% 47.6% 0.0% 0.0% 0.0% 14.2% 28.2% 24.4% 26.8% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Notary Teaching Certificate Percent 96.1% 1.3% 1.3%

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 3.7 0.5 0.3 0.8

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other*
*Other sources included internal hires, interns, and the local community.

Percent 46.8% 3.9% 2.6% 7.8% 22.1% 40.3% 0.0% 19.5%

2006 House Compensation Study

2006 House Compensation Study

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Systems Administrator
Position Summary A typical Systems Administrator: • On average, earns $39,898 annually • Has been in the position for 3.7 years • Works in the Washington, D.C. office • Has a bachelor’s degree • May also perform Legislative Correspondent and • May have previous experience in the House, Website Manager duties federal and state/local government, and the private sector Summary of Primary Duties • • • • Updates and maintains all office computers and the office computer system/network Develops and maintains an information management strategy for the office Coordinates the filling and indexing of all correspondence and mass mailings Acts as the liaison between the office and House Information Resources Alternate Titles • • Director of Technology and Community Outreach • System Administrator/Legislative Correspondent Technology Director Salary Summary 2004-2006 Change -4.8% -16.0% 10.7% 25.0% 14.5% 8.3% 23.2% 12.7% 2002-2004 Change -8.7%

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $20,000 $21,000 $31,000 $40,000 $39,898 $45,500 $61,600 $62,000

2004 $21,000 $25,000 $28,000 $32,000 $34,855 $42,000 $50,000 $55,000

2002* $23,000

1.6% -1.3%

$31,500 $35,297

-16.3%

$65,750

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

40% 35% 30% 25% 20% 15% 10% 5% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00
2006 House Compensation Study

2006 House Compensation Study

I-39

Systems Administrator
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 0 0 1 0 0 0 1 0 2 1

Annual Salary $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 Total

1 year or less 0 1 1 0 0 2

1 to 3 years 2 2 1 0 0 9

9 to 12 years 0 0 0 0 0 0

12 years or more 0 0 1 0 1 2

Total 2 3 4 0 2 11

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 42.9% 57.1% 100.0% Additional Roles Performed by Employees in this Job Role None Other* Legislative Correspondent Legislative Aide Office Manager
*Other includes Website/Webpage Manager.

Percent 50.0% 18.8% 12.5% 6.3% 6.3%

Primary Work Location Response Washington, D.C. office District office Total Percent 87.5% 12.5% 100.0%

Number of Positions per Office Positions per Office 1 Total

Percent 100.0% 100.0%

2006 House Compensation Study

2006 House Compensation Study

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Systems Administrator
Commuting Between District and D.C. Office Response Yes No Total Percent 18.8% 81.3% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 68.8% 31.3% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 3.7 8.7 7.0 6.2 8.1 2004* 2002* 2.4 3.9

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.0% 18.8% 6.3% 68.8% 6.3% 0.0% 0.0% 87.3% 5.6% 0.0% 0.0% 75.0% 7.5% 0.0% 0.0% 4.2% 2.8% 10.0% 7.5% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Technical certifications* Percent 81.3% 18.8%

*Microsoft Certified Systems Engineer (MCSE) was the only specific certification mentioned.

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 1.0 0.1 0.3 0.3

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 37.5% 50.0% 6.3% 18.8% 6.3% 50.0% 0.0% 12.5%

*Other sources included from campaign.

2006 House Compensation Study

2006 House Compensation Study

I-41

Constituent Services Representative/Caseworker
Position Summary A typical Constituent Services Representative/Caseworker: • On average, earns $40,814 annually • Has been in the position for 5.0 years • Works in the District office • Has a bachelor’s degree • May also perform Field Representative and Grants • May have previous experience in the House, and Projects Coordinator duties federal and state/local government, and the private sector Summary of Primary Duties • • • Acts as the grassroots representative for the Member within his or her area of responsibility Monitors and updates the Member and District Director on District and local issues Answers casework correspondence and verbal communications with constituents Alternate Titles • • Casework Manager Constituent Advocate • • Salary Summary Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum 2006 $13,500 $28,000 $31,000 $40,000 $40,814 $46,500 $57,000 $115,000 2004-2006 Change -25.0% 0.0% -3.1% 8.1% 7.2% 9.4% 14.0% 36.9% 2004 $18,000 $28,000 $32,000 $37,000 $38,069 $42,500 $50,000 $84,000 2002-2004 Change -2.7% 2002* $18,500 District Aide District Representative

8.8% 7.8%

$34,000 $35,305

20.0%

$70,000

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

40% 35% 30% 25% 20% 15% 10% 5% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

2006 House Compensation Study

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Constituent Services Representative/Caseworker
Annual Salary as a Function of Years in Position Years in Position 1 year or 1 to 3 3 to 6 6 to 9 9 to 12 less years years years years 3 2 0 0 0 8 14 4 0 0 14 36 26 4 1 3 9 31 17 5 1 1 8 2 6 1 2 1 3 1 0 0 0 0 1 0 0 1 0 0 3 2 0 0 0 8 14 4 0 0 30 64 71 26 14 Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 71.6% 27.9% 0.5% 99.5% Additional Roles Performed by Employees in this Job Role None Field Representative Grants and Projects Coordinator Other* Office Manager Staff Assistant (District) Systems Administrator Legislative Correspondent Staff Assistant (Washington D.C.) District Scheduler Senior Legislative Aide Percent 63.2% 19.5% 6.9% 6.1% 5.2% 4.3% 1.7% 0.9% 0.9% 0.9% 0.4%

Annual Salary $10,000-$19,999 $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 $100,000-$109,999 Total

12 years or more 0 2 1 7 7 5 3 1 0 2 26

Total 5 28 82 72 25 13 4 2 5 28 231

*Other includes Academy Coordinator, Casework Manager, and Press Assistant

Primary Work Location Response Washington, D.C. office District office Total Percent 2.1% 97.9% 100.0%

Number of Positions per Office Positions per Office 1 2 3 4 5 6 7 Total Percent 8.2% 38.2% 25.9% 16.5% 6.5% 3.5% 1.2% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-43

Constituent Services Representative/Caseworker
Commuting Between District and D.C. Office Response Yes No Total Percent 0.4% 99.6% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 66.0% 34.0% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 5.0 1.9 1.8 3.5 10.8 2004* 2002* 4.9 4.5

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 5.1% 14.5% 3.4% 65.5% 8.1% 2.1% 1.3% 62.8% 5.7% 2.3% 0.0% 61.7% 4.9% 1.8% 0.6% 10.7% 18.5% 8.5% 22.5% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 2.7 0.3 0.1 0.5 Percent 100.0% Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 33.9% 21.3% 1.3% 7.4% 33.5% 43.0% 0.4% 16.1%

*Other sources included interns, promotions, and from campaigns.

2006 House Compensation Study

2006 House Compensation Study

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District Director
Position Summary A typical District Director: • On average, earns $78,526 annually • Has been in the position for 5.4 years • Works in the District office • Has a bachelor’s degree. • May also perform District Scheduler and Field • May have previous experience in the House, Representative duties federal and state/local government, and the private sector Summary of Primary Duties • • • Oversees all District office operations Represents the Member, or assigns appropriate staff to do so, in District Travels throughout the District at regular intervals to keep abreast of local concerns Alternate Titles • • • Community Services Director Deputy District Director District Chief of Staff • • District Representative District Supervisor

Salary Summary 2004-2006 Change 40.0% 0.0% -3.1% 3.8% 1.8% 4.6% 2.4% 15.5% 2002-2004 Change -22.2%

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $39,200 $55,500 $63,000 $77,841 $78,526 $91,000 $100,400 $150,000

2004 $28,000 $55,500 $65,000 $75,000 $77,110 $87,000 $98,000 $129,850

2002* $36,000

8.7% 9.8%

$69,000 $70,207

11.8%

$116,168

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution
30% 25% 20% 15% 10% 5% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

2006 House Compensation Study

I-45

District Director
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 2 0 1 0 4 3 6 2 4 2 5 3 3 0 1 0 0 0 0 0 0 0 0 0 26 10

Annual Salary $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 $90,000-$99,999 $100,000-$109,999 $110,000-$119,999 $120,000-$129,999 $130,000-$139,999 $140,000-$149,999 $150,000-$159,999 Total

1 year or less 0 0 1 3 1 0 2 0 0 0 0 0 0 7

1 to 3 years 1 1 1 6 3 3 1 1 0 0 0 0 0 17

9 to 12 years 0 0 0 1 1 1 0 0 0 0 0 0 0 3

12 years or more 0 0 0 0 1 3 0 2 0 2 0 0 1 9

Total 1 3 3 17 14 13 11 6 1 2 0 0 1 72

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 73.0% 27.0% 100.0% Additional Roles Performed by Employees in this Job Role None District Scheduler Field Representative Constituent Services Representative/Caseworker Counsel Grants and Projects Coordinator Chief of Staff Percent 60.3% 16.4% 15.1% 8.2% 4.1% 4.1% 1.4%

Primary Work Location Response Washington, D.C. office District office Total Percent 1.4% 98.6% 100.0%

Number of Positions per Office Positions per Office 1 2 Total

Percent 94.3% 5.7% 100.0%

2006 House Compensation Study

2006 House Compensation Study

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District Director
Commuting Between District and D.C. Office Response Yes No Total Percent 16.2% 83.8% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 8.1% 91.9% 100.0%

Experience Years of Experience in Current position Previous positions: House Federal government State/local government Private sector 2006 5.4 2.5 1.6 5.4 7.3 2004* 2002* 4.9 4.7

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 1.4% 4.1% 2.7% 64.9% 16.2% 9.5% 1.4% 64.6% 15.6% 8.3% 1.0% 70.0% 10.0% 6.7% 0.8% 1.6% 8.9% 5.0% 7.5% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Bar Executive Management Certificate Leadership Certificate Recruitment and Turnover Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 1.4 0.2 0.2 0.3 Percent 94.5% 2.7% 1.4% 1.4% Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other* Percent 98.6% 9.5% 1.4% 10.8% 40.5% 32.4% 0.0% 32.4%

*Other sources included internal hires.

2006 House Compensation Study

2006 House Compensation Study

I-47

District Scheduler
Position Summary A typical District Scheduler: • On average, earns $46,366 annually • Has been in the position for 4.6 years • Works in the District office • Has a bachelor’s degree • May also perform Constituent Services • May have previous experience in the federal and Representative/Caseworker and Field state/local government and the private sector Representative duties Summary of Primary Duties • • Maintains Member’s District schedule, travel plans, and related records Briefs the Member on all scheduling activities of the District office and makes recommendations on proposed future meetings Alternate Titles • • District Office Coordinator District Representative/Scheduler • Office Manager

Salary Summary 2004-2006 Change 40.0% 5.5% -1.6% 11.5% 12.2% 29.2% 21.4% -7.0%
th

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $28,000 $30,758 $33,000 $43,500 $46,366 $61,065 $66,750 $80,000

2004 $20,000 $29,148 $33,545 $39,000 $41,319 $47,250 $55,000 $86,000
th

2002-2004 Change -9.1%

2002* $22,000

3.6% 7.6%

$37,656 $38,411

27.4%

$67,500
th

*The 2002 study reported the minimum, 20 percentile, 50 percentile, average, 80 percentile, and maximum salaries.

Salary Distribution

40% 35% 30% 25% 20% 15% 10% 5% 0%
$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00
2006 House Compensation Study

2006 House Compensation Study

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District Scheduler
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 1 1 3 1 0 0 4 2 0 0 0 0 8 4

Annual Salary $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 $80,000-$89,999 Total

1 year or less 1 2 1 0 1 0 0 5

1 to 3 years 0 8 4 0 0 0 0 12

9 to 12 years 0 0 2 0 0 0 0 2

12 years or more 0 0 0 1 1 0 1 3

Total 1 12 11 1 8 0 1 34

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Total Percent 58.8% 38.2% 100.0% Additional Roles Performed by Employees in this Job Role None Constituent Services Representative/Caseworker Field Representative Other* Executive Assistant Grants and Projects Coordinator Office Manager Systems Administrator Percent 41.2% 20.6% 17.6% 15.2% 8.8% 5.9% 5.7% 2.9%

*Other includes Intern Coordinator, District Director, Website Manager, and Publication Manager.

Primary Work Location Response Washington, D.C. office District office Total Percent 0.0% 100.0% 100.0%

Number of Positions per Office Positions per Office 1 Total

Percent 100.0% 100.0%

2006 House Compensation Study

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District Scheduler
Commuting Between District and D.C. Office Response Yes No Total Percent 0.0% 100.0% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 82.4% 17.6% 100.0%

Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 4.6 0.9 3.4 9.5 11.5 2004* 2002* 4.2 4.1

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 8.8% 14.7% 8.8% 61.8% 5.9% 0.0% 0.0% 65.7% 1.9% 2.8% 0.0% 79.4% 1.5% 1.5% 0.0% 4.6% 25.0% 4.4% 13.2% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Percent 100.0%

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 1.1 0.2 0.0 0.6

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other*
*Other sources included internal hires, promotions, and from campaigns.

Percent 26.5% 8.8% 0.0% 8.8% 32.4% 32.4% 0.0% 29.4%

2006 House Compensation Study

2006 House Compensation Study

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Field Representative
Position Summary A typical Field Representative: • On average, earns $46,508 annually • Has been in the position for 4.0 years • Works in District office • Has a bachelor’s degree • May also perform Constituent Services • May have previous experience in the House, Representative/Caseworker and Grants and federal and state/local government, and the private Projects Coordinator duties sector Summary of Primary Duties • • Acts as liaison with federal, District, and local agencies for the Member and constituents Assesses casework for problems requiring legislative action and makes recommendations to the District Director and Chief of Staff Alternate Titles Community Representative Senior Community Representative District Representative Congressional Liaison Constituent Liaison District Liaison Military Liaison • Director of Public Liaison • District Assistant • Senior Staff Assistant • Special Assistant • District Coordinator • Policy Advisor • Senior Field Representative for Labor Relations Salary Summary 2004-2006 Change 78.6% 3.3% 9.2% 12.5% 10.3% 12.2% 12.1% -12.8% 2002-2004 Change -33.3%

• • • • • • •

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $25,000 $31,000 $37,125 $45,000 $46,508 $55,000 $65,000 $75,000

2004 $14,000 $30,000 $34,000 $40,000 $42,151 $49,000 $58,000 $86,000

2002* $21,000

5.3% 6.3%

$38,000 $39,662

-18.9%

$106,000

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

35% 30% 25% 20% 15% 10% 5% 0%

2006 House Compensation Study

$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

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Field Representative
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 1 0 5 1 10 7 7 4 4 4 4 1 31 18

Annual Salary $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 $70,000-$79,999 Total

1 year or less 2 5 3 1 0 0 11

1 to 3 years 2 16 9 6 1 0 35

9 to 12 years 0 0 1 0 0 0 1

12 years or more 0 0 1 2 0 3 7

Total 5 27 31 20 9 8 100

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 57.3% 39.8% 1.9% 100.0% Additional Roles Performed by Employees in this Job Role None Constituent Services Representative/Caseworker Grants and Projects Coordinator Other* Field Representative Staff Assistant (District) District Scheduler Press Secretary/Communications Director Systems Administrator Legislative Director Legislative Aide Percent 44.7% 37.9% 11.7% 5.8% 3.9% 3.9% 1.9% 1.9% 1.0% 1.0% 1.0%

*Other includes Press Secretary, District Office Manager, Faith-based and Community Initiative Representative, and State and Local Government Liaison.

Primary Work Location Response Washington, D.C. office District office Total Percent 0.0% 100.0% 100.0%

Number of Positions per Office Positions per Office 1 2 3 4 5 Total Percent 33.8% 45.1% 14.1% 4.2% 2.8% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-52

Field Representative
Commuting Between District and D.C. Office Response Yes No Total Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 4.0 1.3 1.4 3.6 5.7 2004* 2002* 3.9 3.7 Percent 95.1% 4.9% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Percent 84.5% 15.5% 100.0%

Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 1.9% 9.7% 4.9% 72.8% 8.7% 1.9% 0.0% 69.3% 10.8% 3.8% 0.0% 65.8% 11.2% 3.1% 0.0% 4.8% 11.4% 2.5% 16.8% 2004 2002

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Labor Certificate Security Clearance Notary Public Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 4.6 0.3 0.6 0.5 Percent 97.1% 1.0% 1.0% 1.0% Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other*
*Other sources included internal hires, promotions, from campaigns, from nonprofits, and referrals.

Percent 25.2% 22.3% 1.9% 6.8% 43.7% 47.6% 0.0% 12.6%

2006 House Compensation Study

2006 House Compensation Study

I-53

Grants and Projects Coordinator
Position Summary A typical Grants and Projects Coordinator: • On average, earns $48,949 annually • Has been in the position for 4.2 years • Works in the District office • Has a bachelor’s degree • May also perform Field Representative, Director of • May have previous experience in the House, Outreach, and District Office Manager duties state/local government, and the private sector Summary of Primary Duties • Responsible for special projects and/or grant procurement Alternate Titles • • • • • Community Development Coordinator • Field Representative–Grants Congressional Liaison and Grants Coordinator • Grants Coordinator and Suburban Director Director of Economic Development • Outreach Director Director of Special Projects • Projects Director District Projects Manager • Senior Field Representative for Special Projects Salary Summary 2004-2006 Change 10.0% -2.7% 8.8% 29.8% 11.9% 18.1% 10.3% -19.3% 2002-2004 Change -33.3%

Percentile Minimum 10% 25% 50% (median) Average 75% 90% Maximum

2006 $22,000 $29,200 $37,250 $54,500 $48,949 $60,837 $65,200 $67,000

2004 $20,000 $30,000 $34,225 $42,000 $43,727 $51,500 $59,100 $83,000

2002* $30,000

27.3% 10.7%

$33,000 $39,485

23.9%

$67,000

*The 2002 study reported the minimum, 20th percentile, 50th percentile, average, 80th percentile, and maximum salaries.

Salary Distribution

35% 30% 25% 20% 15% 10% 5% 0%

2006 House Compensation Study

$1 0, 00 0 $2 0, 00 0 $3 0, 00 0 $4 0, 00 0 $5 0, 00 0 $6 0, 00 0 $7 0, 00 0 $8 0, 00 0 $9 0, 00 0 $1 00 ,0 00 $1 10 ,0 00 $1 20 ,0 00 $1 30 ,0 00 $1 40 ,0 00 $1 50 ,0 00 $1 60 ,0 00

2006 House Compensation Study

I-54

Grants and Projects Coordinator
Annual Salary as a Function of Years in Position Years in Position 3 to 6 6 to 9 years years 0 0 2 2 0 0 1 1 2 1 5 4

Annual Salary $20,000-$29,999 $30,000-$39,999 $40,000-$49,999 $50,000-$59,999 $60,000-$69,999 Total

1 year or less 0 0 1 0 0 1

1 to 3 years 1 2 0 2 2 7

9 to 12 years 0 0 0 1 0 1

12 years or more 0 0 0 0 0 0

Total 1 6 1 5 5 18

Roles, Responsibilities, and Work Location How well do the job title and the summary of duties above describe the responsibilities of the employee in this position? Response Very well Somewhat closely Not at all Total Percent 31.6% 57.9% 10.5% 100.0% Additional Roles Performed by Employees in this Job Role Field Representative None Other* Constituent Services Representative/Caseworker Senior Legislative Aide Legislative Aide Legislative Correspondent Percent 33.3% 27.8% 22.2% 16.7% 5.6% 5.6% 5.6%

*Other includes Director of Outreach and District Office Manager.

Primary Work Location Response Washington, D.C. office District office Total Percent 10.5% 89.5% 100.0%

Number of Positions per Office Positions per Office 1 2 Total

Percent 88.2% 11.8% 100.0%

2006 House Compensation Study

2006 House Compensation Study

I-55

Grants and Projects Coordinator
Commuting Between District and D.C. Office Response Yes No Total Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector 2006 4.2 1.1 0.1 2.5 2.4 2004* 2002* 3.3 2.7 Percent 5.3% 94.7% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total Education Educational Attainment Less than high school High school* Some college Associate’s degree Bachelor’s degree Master’s degree Law degree Other advanced degree 2006 0.0% 0.0% 0.0% 10.5% 78.9% 5.3% 5.3% 0.0% 78.5% 7.7% 3.1% 0.0% 62.5% 9.4% 9.4% 0.0% 4.6% 6.2% 3.1% 15.6% 2004 2002 Percent 89.5% 10.5% 100.0%

*The 2002 and 2004 studies reported previous experience in the current position, in the current office, and in Congress.

*The percentages reported from the 2002 and 2004 studies are for “high school or less.”

Credentials, Certifications, and Licenses Response None Percent 100.0%

Recruitment and Turnover Average Yearly Number of Applicants Job offers Offers refused Employees leaving position Average 0.3 0.0 0.3 0.4

Recruiting Sources Source College or university Another Member’s office Committee offices Federal government State or local government Private organization Law firm Other*
*Other sources included promotions.

Percent 33.3% 33.3% 0.0% 5.6% 33.3% 44.4% 5.6% 11.1%

2006 House Compensation Study

CHAPTER II – ORGANIZATIONAL STRUCTURE

2006 House Compensation Study

II-1

Organizational Charts
There are four common organizational structures for Member offices: Centralized, Functional, Member-asManager, and Parity. The chart at the bottom of the page shows the relative frequency of each type of organizational structure.

Parity Structure 16% Member-as-Manager Structure 3% Functional Structure 17%
64%Centralized Structure

2006 House Compensation Study

2006 House Compensation Study

II-2

Additional Duties
The survey included three types of additional duties that may be present in offices—Emergency Coordinator, Systems Administrator, and Financial Administrator. Respondents indicated which position (if any) within the office is responsible for performing these duties. Who performs the Emergency Coordinator, Systems Administrator, and Financial Administrator duties? Duty Systems Administrator 77.2% 14.1% 6.5% 2.2%

Incumbent An employee A shared employee A contractor Other*

Emergency Coordinator 97.8% 2.2% 0.0% 0.0%

Financial Administrator 76.1% 20.7% 2.2% 1.1%

*All respondents selecting “Other” indicated that the duty was shared between an employee and a contractor.

What is the job title of the person who is responsible for the Emergency Coordinator, Systems Administrator, and Financial Administrator duties? Duty Systems Administrator 2.8% 0.0% 1.4% 1.4% 12.7% 15.5% 8.5% 5.6% 2.8% 2.8% 15.5% 0.0% 21.1% 1.4% 0.0% 0.0% 0.0% 0.0% 8.5%

Incumbent Chief of Staff Counsel Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager Press Secretary/Communications Director Executive Assistant Scheduler (Washington, D.C.) Staff Assistant (Washington, D.C.) Staff Assistant (District) Systems Administrator Constituent Services Representative/Caseworker District Director District Scheduler Field Representative Grants and Projects Coordinator Other Positions*

Emergency Coordinator 23.1% 0.0% 1.1% 0.0% 11.0% 5.5% 16.5% 0.0% 8.8% 14.3% 14.3% 0.0% 1.1% 0.0% 0.0% 1.1% 0.0% 0.0% 3.3%

Financial Administrator 24.3% 0.0% 1.4% 0.0% 1.4% 1.4% 27.1% 1.4% 18.6% 2.9% 1.4% 0.0% 0.0% 1.4% 2.9% 0.0% 0.0% 1.4% 14.3%

*For the Emergency Coordinator duties, respondents selecting other indicated that a Deputy Chief of Staff, Legislative Assistant, or Technology Director was responsible. For the Systems Administrator duties, respondents selecting other indicated that a(n) Deputy Chief of Staff, Legislative Correspondent/ Systems Administrator, Legislative Assistant, or Technology Director was responsible. For the Financial Administrator duties, respondents selecting other indicated that a Deputy Chief of Staff, Constituent Services Director, Director of Operations, Financial Manager, Legislative Assistant, or Scheduler/Office Manager was responsible.

2006 House Compensation Study

CHAPTER III - BENEFITS

2006 House Compensation Study

III-1

PAY INCREASES
This section summarizes office policies related to pay increases, including Cost of Living Adjustments (COLAs), merit increases/raises, and pay adjustments/bonuses.

Cost of Living Adjustments
Does your office provide an annual cost of living adjustment (COLA)? Response Yes, and the percentage increase is: The same for all employees Based solely on each employee's merit Based solely on each employee's tenure Based solely on each employee's job type Based on multiple factors, such as tenure, job type, and merit No* Total Percent 70.3% 33.0% 12.1% 0.0% 0.0% 25.2% 29.7% 100.0%

*Respondents who answered “No” skipped all subsequent questions in this section.

Of those who consider multiple factors, what are the criteria used to determine who receives the COLA and/or the amount of the COLA? Response Job type Tenure Performance Other* Percent 87.0% 91.3% 100.0% 8.7%

Note: It was possible to indicate multiple criteria. *Respondents selecting “Other” indicated location differences and comparisons to similar positions in the House.

2006 House Compensation Study

2006 House Compensation Study

III-2

PAY INCREASES Merit Increases/Raises
Does your office provide annual merit increases/raises? Response Yes, and the percentage increase is: The same for all employees Based solely on each employee's merit Based solely on each employee's tenure Based solely on each employee's job type Based on multiple factors, such as tenure, job type, and merit No* Total Percent 57.0% 0.0% 4.3% 0.0% 0.0% 52.7% 43.0% 100.0%

*Respondents who answered “No” skipped all subsequent questions in this section.

Of those who consider multiple factors, what criteria are used to determine who receives a merit increase and/or the amount/percentage of the increase? Response Job Type Tenure Performance Other* Percent 81.6% 89.8% 98.0% 12.2%

Note: It was possible to indicate multiple criteria. *Respondents selecting “Other” indicated comparison data (e.g., median salaries, CAO Compensation Study), percent increase in the MRA, and assignment of additional duties.

At what time of year do you generally give merit increases/raises to your employees? Response End of calendar year End of fiscal year Employment date anniversary Throughout the year Total Percent 67.9% 0.0% 3.8% 28.3% 100.0%

2006 House Compensation Study

2006 House Compensation Study

III-3

PAY INCREASES Pay Adjustments/Bonuses
Does your office provide bonuses? Response Yes, and the percentage increase is: The same for all employees Based solely on each employee's merit Based solely on each employee's tenure Based solely on each employee's job type Based on multiple factors, such as tenure, job type, and merit No* Total Percent 92.3% 20.9% 39.5% 1.1% 0.0% 30.8% 7.7% 100.0%

*Respondents who answered “No” skipped all subsequent questions in this section.

Of those who consider multiple factors, what criteria are used to determine who is eligible to receive bonuses and/or the amount of the bonus? Response Job Type Tenure Performance Other* Percent 85.7% 89.3% 89.3% 7.1%

Note: It was possible to indicate multiple criteria. *Respondents selecting “Other” indicated fairness and using the same percent of salary for all employees.

For those who received bonuses for the past calendar year, what was the average given?

20% 18% 16% 14% 12% 10% 8% 6% 4% 2% 0%

Percent

The average bonus is $2,874

2006 House Compensation Study

$5 00 $1 ,0 00 $1 ,5 00 $2 ,0 00 $2 ,5 00 $3 ,0 00 $3 ,5 00 $4 ,0 00 $4 ,5 00 $5 ,0 00 $5 ,5 00 $6 ,0 00 $6 ,5 00 $7 ,0 00 $7 ,5 00 $8 ,0 00 $8 ,5 00 $9 ,0 00 $9 ,5 0 $1 0 0, 00 0

Average Bonus

2006 House Compensation Study

III-4

LEAVE
This section summarizes office policies related to family and medical, sick, annual, administrative, and bereavement leave.

Family and Medical Leave (FMLA)
Leave under the Family and Medical Leave Act (FMLA) is used for qualifying life events, which include the following: Type A: Birth Parent Bonding with/Caring for Newborn Type B: Adoption of a Child or Foster Care Type C: Care for Ill Immediate Family Member Type D: Employee’s Serious (Debilitating) Health Condition FMLA mandates a maximum of 12 weeks of leave, but does not require the leave to be paid. Does your office offer paid FMLA leave? Response Yes No* Total Percent 80.2% 19.8% 100%

*Respondents who answered “No” skipped all subsequent questions in this section.

What is the maximum number of paid weeks of FMLA leave your office offers for each of the following qualifying events? Weeks of Paid FMLA Leave 1 1.5 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 Average Number of Weeks Type of Qualifying Life Event A B C D* 1.4% 4.1% 5.5% 5.5% 0.0% 0.0% 1.4% 0.0% 8.2% 12.3% 8.2% 8.2% 2.7% 2.7% 4.1% 1.4% 11.0% 11.0% 17.8% 17.8% 0.0% 0.0% 0.0% 0.0% 27.4% 27.4% 21.9% 21.9% 0.0% 0.0% 1.4% 0.0% 15.1% 6.8% 8.2% 9.6% 1.4% 1.4% 0.0% 0.0% 5.5% 5.5% 2.7% 4.1% 0.0% 0.0% 0.0% 0.0% 23.3% 26.0% 27.4% 27.4% 0.0% 0.0% 0.0% 0.0% 1.4% 1.4% 0.0% 1.4% 0.0% 0.0% 0.0% 0.0% 2.7% 1.4% 1.4% 1.4% 7.6 7.2 6.9 7.5

*1.4% of offices offer more than 16 weeks of paid FMLA leave.

2006 House Compensation Study

2006 House Compensation Study

III-5

LEAVE Sick Leave
Does your office offer paid sick leave?

Response Yes, and the amount Is the same for all employees Varies by each employee's tenure No* Total

Percent 92.3% 78.0% 14.3% 7.7% 100.0%

*Respondents who answered “no” skipped all subsequent questions in this section.

If the amount of sick leave varies by tenure, what is the maximum amount of sick leave allowed for each level of tenure attained by employees in your office?

Years of Tenure 1-3 years 4-6 years 7-10 years 11+ years

1 30.4% 10.3% 12.5% 10.4%

Weeks Per Year of Paid Sick Leave 2 3 4 5 56.5% 10.9% 2.2% 0.0% 55.2% 17.2% 10.3% 6.9% 46.9% 21.9% 18.8% 0.0% 31.3% 10.4% 22.9% 25.0%

Average 1.8 2.6 2.5 3.5

Note: Respondents were asked this question only if they indicated that the amount of annual leave they offered varied by tenure in the House or in the federal government.

Does your office allow employees to roll over unused paid sick leave from one year to the next?

Response Yes, and the amount is unlimited but the amount is limited No Total

Percent 45.2% 28.5% 16.7% 54.8% 100.0%

2006 House Compensation Study

2006 House Compensation Study

III-6

LEAVE Sick Leave (Continued)
What is the maximum number of unused paid sick days an employee can roll over from one year to the next? Number of Days 5 days 10 days 12 days 14 days 15 days 30 days 90 days Total Percent 50.1% 7.1% 7.1% 7.1% 14.4% 7.1% 7.1% 100.0%

Note: Respondents were asked this question only if they (1) allow employees to roll over unused paid sick days and (2) limit the number of days that can be rolled over.

Does your office allow employees to roll over unused paid sick leave to an FMLA reserve account? Response Yes, and the amount is unlimited but the amount is limited* No Total Percent 22.6% 19.0% 3.6% 77.4% 100.0%

*Respondents indicating that the amount is limited reported allowing employees to roll over 5, 10, or 84 days.

Does your office allow employees to donate unused paid sick leave to an office-wide leave bank? Response Yes No Total Percent 8.3% 91.7% 100.0%

If an employee leaves your office, is he or she paid for unused paid sick leave? Response Yes No Total Percent 7.1% 92.9% 100.0%

Do you provide departing employees with a written report documenting unused paid sick leave?

Do you accept the transfer of unused paid sick leave new employees accrued during previous employment? Response Yes, if it is documented if accrued from the federal government No Total Percent 13.1% 2.4% 10.7% 86.9% 100.0%

Response Yes No Total

Percent 14.3% 85.7% 100.0%

2006 House Compensation Study

2006 House Compensation Study

III-7

LEAVE Annual Leave
Does your office offer paid annual leave? Response Yes, and the amount is the same for all employees but the amount varies by tenure in the House but the amount varies by tenure in the federal government No* Total Percent 94.5% 19.7% 47.3% 27.5% 5.5% 100.0%

*Respondents who answered “No” skipped all subsequent questions in this section.

How much annual leave do employees in your office receive yearly? Response Less than 1 week 1 week 2 weeks 3 weeks 4 weeks 5 weeks or more Total Percent 0.0% 0.0% 12.5% 56.2% 31.3% 0.0% 100.0%

Note: Respondents were asked this question only if they indicated that they offered all employees the same amount of annual leave.

What is the amount of annual leave given for each level of tenure attained by employees in your office? Years of Tenure 1-3 years 4-6 years 7-10 years 11+ years 1 10.2% 0.0% 0.0% 0.0% Weeks Per Year of Annual Leave 2 3 4 5 44.1% 33.5% 12.2% 0.0% 14.7% 52.1% 24.7% 8.4% 5.2% 39.4% 42.6% 12.7% 4.2% 20.8% 47.7% 27.3% Average 2.5 3.4 3.8 4.3

Note: Respondents were asked this question only if they indicated that the amount of annual leave they offered varied by tenure in the House or in the federal government.

2006 House Compensation Study

2006 House Compensation Study

III-8

LEAVE Annual Leave (Continued)
Does your office allow employees to roll over paid annual leave from one year to the next? Response Percent Yes, 70.9% and the amount is unlimited 8.1% but the amount is limited 62.8% No* 29.1% Total 100.0% *Respondents who answered “no” skipped all
subsequent questions in this section.

Does your office allow employees to roll over unused annual leave to an FMLA reserve account? Response Percent Yes, 19.8% and the amount is unlimited 10.5% but the amount is limited 9.3% No* 80.2% Total 100.0% *Respondents who answered “no” skipped all
subsequent questions in this section.

What is the maximum number of annual leave days that can be rolled over from one year to the next? Response 3 days 5 days 6 days 10 days 15 days 20 days 24 days 25 days 30 days 35 days Total Percent 7.3% 42.5% 1.9% 18.4% 9.3% 1.9% 1.9% 1.9% 13.0% 1.9% 100.0%

What is the maximum number of annual leave days that can be rolled over to an FMLA reserve account? Response 3 days 10 days 25 days 30 days Total Percent 14.3% 14.3% 28.6% 42.8% 100.0%

Note: Respondents were asked this question only if they indicated that the amount of annual leave roll-over is limited.

Note: Respondents were asked this question only if they indicated that the amount of annual leave roll-over is limited.

If an employee leaves your office, is he or she paid for unused paid annual leave?

Do you accept the transfer of unused paid sick leave new employees accrued during previous employment? Response Yes, if it is documented if accrued from the federal government No Total Percent 14.0% 3.5% 10.5% 86.0% 100.0%

Response Yes No Total

Percent 75.6% 24.4% 100.0%

2006 House Compensation Study

2006 House Compensation Study

III-9

LEAVE Administrative and Bereavement Leave
Does your office offer paid administrative leave? Response Percent 36.3% 63.7% 100.0% Does your office offer paid bereavement leave? Response Percent 84.6% 15.4% 100.0%

Yes No* Total *Respondents who answered “no”

Yes No* Total *Respondents who answered “no”

skipped all subsequent questions in this section.

skipped all subsequent questions in this section.

For which of the following circumstances is administrative leave authorized by your office? Response Weather or special event Educational programs Jury duty Blood donation Register to vote Other* Percent 87.9% 78.1% 90.9% 39.4% 57.6% 18.2%

For which of the following groups of people can bereavement leave be used? Response Immediate family Extended family Friends Percent 94.8% 48.1% 13.0%

Note: It was possible to indicate multiple groups.

Note: It was possible to indicate multiple circumstances. *Respondents selecting “Other” indicated bereavement, medical appointments, religious holidays, military duty, comp time, and personal appointments.

What is the maximum number of paid bereavement leave days that your office offers? Response 2 days 3 days 4 days 5 days 6 days 7 days 10 days 14 days 15 days 20 days Total Percent 2.7% 34.3% 2.6% 28.9% 1.3% 11.8% 13.2% 1.3% 2.6% 1.3% 100.0%

The average maximum number of bereavement days is 5.0

2006 House Compensation Study

2006 House Compensation Study

III-10

STUDENT LOAN REPAYMENT
How does your office administer the student loan repayment program? Response All employees are eligible for the same amount All employees are eligible, but the amount varies by tenure the amount varies by position the amount varies by tenure and position Only some employees are eligible based on each employee’s position each employee’s tenure We do not offer student loan repayment* Total Percent 73.6% 20.9% 7.7% 1.1% 12.1% 4.4% 1.1% 3.3% 1.1% 100.0%

*Respondents who selected this option skipped all subsequent questions in this section.

For which purposes do you use the student loan reimbursement program? Response To attract employees To retain employees Other* Percent 72.2% 92.2% 4.4%

How many employees in your office currently receive a student loan repayment? Response 1 2 3 4 5 6 7 8 9 Total Percent 2.3% 17.0% 26.1% 23.9% 11.4% 12.5% 3.4% 2.3% 1.1% 100.0%

*Respondents selecting “Other” indicated payroll supplement.

What is the average monthly student loan repayment per employee in your office? Average Repayment $150/month $200/month $250/month $300/month $350/month $400/month $450/month $500/month Total Percent 2.7% 8.1% 10.8% 10.8% 16.2% 18.9% 5.4% 27.1% 100.0%

What is the maximum monthly student loan repayment an employee can receive in your office? Maximum Repayment $250/month $300/month $350/month $400/month $450/month $500/month Total Percent 10.3% 2.0% 2.0% 6.1% 2.0% 77.6% 100.0%

2006 House Compensation Study

2006 House Compensation Study

III-11

OTHER BENEFITS AND POLICIES
The benefits covered in this section are flexible work arrangements such as flextime, telecommuting, part-time work, and job sharing. Additional policies covered in this section include work hours during District work periods, use of the House Transit Benefit Program, performance appraisal/evaluation, dress code, wellness programs, smoking, and new-hire orientation.

Flexible Work Arrangements
Does your office offer flexible work arrangements? Which locations are eligible for flexible work arrangements? Response Washington, D.C. Office District Office Percent 82.2% 80.0%

Response Yes, we offer flextime telecommuting part-time work job sharing other* No**

Percent 39.1% 45.7% 71.7% 37.0% 2.2% 49.5%

Note: It was possible to indicate multiple locations.

Note: It was possible to indicate multiple arrangements. *Respondents selecting “Other” indicated flextime during August recess. **Respondents who selected this option skipped all subsequent questions in this section.

Which positions are eligible for flexible work arrangements? Percent of Offices Job Sharing With Another Within Office Office 0.0% 4.2% 0.0% 0.0% 0.0% 0.0% 1.4% 2.8% 2.9% 1.4% 1.4% 0.0% 4.3% 9.9% 4.3% 1.4% 4.3% 2.8% 2.9% 1.4% 1.4% 0.0% 1.4% 0.0% 5.7% 7.0% 10.0% 0.0% 1.4% 0.0% 2.9% 0.0% 7.1% 0.0% 1.4% 0.0%

Title Chief of Staff Counsel Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager Press Secretary/Communications Director Executive Assistant Scheduler (Washington, D.C.) Staff Assistant (Washington, D.C.) Staff Assistant (District) Systems Administrator Constituent Services Representative/Caseworker District Director District Scheduler Field Representative Grants and Projects Coordinator

Part Time 3.5% 1.2% 3.5% 1.2% 5.9% 2.4% 8.2% 3.5% 3.5% 4.7% 5.9% 9.4% 3.5% 14.1% 3.5% 2.4% 14.1% 3.5%

Telecommuting 14.7% 5.9% 11.8% 4.4% 10.3% 8.8% 13.2% 13.2% 8.8% 11.8% 4.4% 2.9% 10.3% 10.3% 11.8% 5.9% 11.8% 7.4%

2006 House Compensation Study

2006 House Compensation Study

III-12

OTHER BENEFITS AND POLICIES District Work Periods
Does your Washington, D.C. office reduce hours during periods when the House is not in session? Response Yes No Total Percent 62.9% 37.1% 100.0% During recess periods, what hours is your D.C. office staffed? Response 8:00 am - 6:00 pm 8:30 am - 5:30 pm 9:00 am - 4:00 pm 9:00 am - 5:00 pm 9:00 am - 5:30 pm 9:00 am - 6:00 pm 9:30 am - :530 pm 10:00 am - 5:00 pm Total Percent 3.5% 5.3% 1.8% 70.1% 7.0% 3.5% 7.0% 1.8% 100.0%

Note: Respondents answered this question only if they indicated reduced hours during recess periods.

House Transit Benefit Program
Does your office participate in the House Transit Benefit Program? Response Yes, we pay participants’ actual commuting costs we pay an equal amount to all participants No Total Percent 92.2% 53.3% 38.9% 7.8% 100.0% How many employees in your office receive the House Transit Benefit Program subsidy? Response 1 2 3 4 5 6 7 8 Total Percent 20.5% 20.5% 21.9% 16.7% 11.5% 3.8% 3.8% 1.3% 100.0%

The average value of the House Transit Benefit Subsidy provided by Member offices is $87.44 per month.

Note: On average, three employees per office receive the House Transit Benefit Subsidy.

2006 House Compensation Study

2006 House Compensation Study

III-13

OTHER BENEFITS AND POLICIES Performance Appraisal/Evaluation
Does your office conduct regular staff performance appraisals/evaluations? Response Yes No* Total Percent 77.8% 22.2% 100.0% When are performance appraisals/ evaluations conducted? Response Annually for everyone Employment anniversary date Other* Total Percent 78.6% 2.8% 18.6% 100.0%

*Respondents who answered “No” skipped all subsequent questions in this section.

*Respondents selecting “Other” indicated biannually, semi-annually, after a probationary period, and sporadically.

Which staff positions are evaluated? Position Chief of Staff Counsel Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager Press Secretary/Communications Director Executive Assistant Scheduler (Washington, D.C.) Staff Assistant (Washington, D.C.) Staff Assistant (District) Systems Administrator Constituent Services Representative/Caseworker District Director District Scheduler Field Representative Grants and Projects Coordinator
Note: It was possible to indicate multiple positions.

Percent 53.6% 30.4% 95.7% 72.5% 100.0% 88.4% 69.6% 94.2% 59.4% 89.9% 89.9% 76.8% 58.0% 85.5% 75.4% 68.1% 82.6% 49.3%

Which processes reflect the performance appraisal/ evaluation practices of your office? Response Staff and/or supervisors fill out written evaluations Staff and supervisors meet to discuss performance Self-evaluations All staff are evaluated Only specific staff are evaluated No formal policy/practice Individual development plans 2006 House Compensation Study Percent 40.0% 85.7% 17.1% 72.9% 4.3% 5.7% 12.2%

Why does your office not conduct regular performance appraisals/evaluations? Response Takes too much time Do not have the necessary tools/forms Turnover Too difficult to provide accurate feedback Already conduct informal reviews Other* Percent 15.0% 10.0% 5.0% 5.0% 80.0% 10.0%

Note: It was possible to indicate multiple processes.

*Respondents selecting “Other” indicated it was not a priority and policy changes.

2006 House Compensation Study

III-14

OTHER BENEFITS AND POLICIES Dress Code
Which of the following best describes the dress code? Washington, D.C. office when the House… has adjourned is NOT in is in session for a District session work period 97.8% 5.6% 2.2% 1.1% 70.0% 43.3% 1.1% 23.3% 50.1% 0.0% 1.1% 3.3% 0.0% 0.0% 1.1% 100.0% 100.0% 100.0%

Dress Code

District office 37.8% 60.0% 2.2% 0.0% 0.0% 100.0%

Business attire Business causal Casual No dress code Other* Total

*Respondents selecting “Other” indicated a casual dress code unless there is a meeting.

Wellness Activities
Are employees authorized to participate in wellness activities (e.g., exercise, smoking cessation) during normal work hours? Response Yes No Other* Total Percent 45.6% 44.4% 10.0% 100.0%

Smoking
Do you allow smoking within the confines of the Member’s office?

Response Yes No Total

Percent 1.1% 98.9% 100.0%

*Respondents selecting “Other” indicated it was authorized on lunch breaks, during recess periods, or that it is decided on a case-by-case basis.

New Employee Orientation
Does your office provide an orientation for new employees Response Yes No Total Percent 74.4% 25.6% 100.0%

2006 House Compensation Study

CHAPTER IV – RECRUITMENT AND RETENTION

2006 House Compensation Study

IV-1

RECRUITMENT AND RETENTION
This section summarizes practices, experiences, and issues with regard to recruitment and retention.

Recruitment
What means does your office typically use to recruit for staff openings? Response Word of mouth Employee referral House resume referral services Internet ads Newspaper ads College fairs/ Career centers Other resume services Other* Percent 90.0% 74.4% 30.0% 17.8% 11.1% 4.4% 6.7% 10.0% What percentage of new employees is hired from the home District (versus Washington, D.C.)? Response % hired from District % hired outside District Total Percent 52.0% 48.0% 100.0%

Note: It was possible to indicate multiple sources. * Other included recruiting through email lists, newsletters, and referrals

On average, how many applicants apply, job offers are extended, and job offers are refused for this position per year? Yearly average number of Offers refused Applicants Job offers 0.8 2.6 2.4 4.9 10.6 6.6 2.0 5.2 3.5 2.9 12.7 3.7 1.0 2.7 1.4 1.1 4.6 0.3 3.8 0.2 0.3 0.2 0.3 0.7 0.7 0.2 0.0 0.2 0.3 0.9 0.5 0.1 0.3 0.2 0.2 0.3 0.0 0.3 0.2 1.4 0.4 0.9 0.8 1.2 0.2 0.4 0.2 0.3 1.6 0.3 0.3 0.1 0.2 0.0 0.6 0.3 0.5

Position Chief of Staff Counsel Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager Press Secretary/Communications Director Executive Assistant Scheduler (Washington, D.C.) Staff Assistant (Washington, D.C.) Staff Assistant (District) Systems Administrator Constituent Services Representative/Caseworker District Director District Scheduler Field Representative Grants and Projects Coordinator Average

2006 House Compensation Study

2006 House Compensation Study

IV-2

RECRUITMENT AND RETENTION Recruitment (Continued)
From which of the following settings do the majority of the new hires in this position originate? Recruitment Source State/ Committee Federal Local Gov’t Offices Gov’t 8.7% 5.6% 8.7% 50.0% 50.0% 0.0% 7.9% 5.9% 5.9% 5.6% 11.1% 6.9% 6.7% 7.9% 3.7% 0.0% 7.1% 2.8% 4.8% 1.4% 14.3%

Position Chief of Staff Counsel Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager Press Secretary/ Communications Director Executive Assistant Scheduler (Washington, D.C.) Staff Assistant (Washington, D.C.) Staff Assistant (District) Systems Administrator Constituent Services Representative/ Caseworker District Director District Scheduler Field Representative Grants and Projects Coordinator Average

College or University 3.2% 12.5% 3.0% 6.9% 25.0% 50.7% 23.8%

Another Member Office 34.9% 37.5% 51.5% 55.6% 48.2% 26.0% 47.6%

Private Sector 18.3% 37.5% 7.9% 25.0% 21.3% 12.7% 11.9%

Law firm 3.2% 12.5% 4.0% 2.8% 3.7% 2.7% 0.0%

Other* 50.0% 12.5% 40.6% 33.3% 33.5% 40.8% 26.2%

18.4% 23.3% 26.7% 62.1% 46.8% 37.5%

47.1% 43.3% 51.1% 29.9% 3.9% 50.0%

12.6% 0.0% 8.9% 2.3% 2.6% 6.3%

12.6% 10.0% 11.1% 2.3% 7.8% 18.8%

8.0% 3.3% 6.7% 5.7% 22.1% 6.3%

37.9% 23.3% 22.2% 18.4% 40.3% 50.0%

1.1% 0.0% 0.0% 0.0% 0.0% 0.0%

26.4% 40.0% 26.7% 19.5% 19.5% 12.5%

33.9% 98.6% 26.5% 25.2% 33.3% 31.0%

21.3% 9.5% 8.8% 22.3% 33.3% 34.5%

1.3% 1.4% 0.0% 1.9% 0.0% 6.9%

7.4% 10.8% 8.8% 6.8% 5.6% 10.6%

33.5% 40.5% 32.4% 43.7% 33.3% 15.4%

43.0% 32.4% 32.4% 47.6% 44.4% 29.3%

0.4% 0.0% 0.0% 0.0% 5.6% 2.0%

16.1% 32.4% 29.4% 12.6% 11.1% 26.8%

*Other sources included internal hires and promotions, campaigns, the military, the Senate, the media, and the local community. Note: It was possible to indicate multiple sources.

2006 House Compensation Study

2006 House Compensation Study

IV-3

RECRUITMENT AND RETENTION Retention
To what extent (and how) does your office collect data as to why an employee leaves your office? Response Never Rarely Through an informal process Through a formal process Sometimes Through an informal process Through a formal process Always Through an informal process Through a formal process Total Percent 21.6% 42.0% 40.9% 1.1% 12.5% 12.5% 0.0% 23.9% 22.8% 1.1% 100.0%

How much of a problem is turnover for each of the following jobs? Large problem 2.3% 0.0% 1.2% 0.0% 2.3% 4.8% 0.0% 2.4% 1.4% 1.2% 4.9% 1.3% 1.3% 0.0% 1.2% 0.0% 0.0% 1.5% 1.4% Moderate problem 0.0% 0.0% 0.0% 0.0% 8.0% 10.8% 0.0% 4.7% 5.4% 9.8% 28.4% 9.3% 6.6% 0.0% 0.0% 0.0% 3.8% 0.0% 4.8% Small problem 3.4% 6.0% 12.8% 10.4% 36.8% 26.5% 13.3% 15.3% 13.5% 15.9% 30.9% 22.7% 11.8% 14.3% 7.1% 7.1% 10.1% 9.0% 14.8% No problem 94.3% 47.8% 86.0% 59.7% 51.7% 49.4% 70.7% 75.3% 58.1% 68.3% 32.1% 57.3% 63.2% 85.7% 88.1% 81.4% 77.2% 62.7% 67.2% No such position 0.0% 46.3% 0.0% 29.9% 1.1% 8.4% 16.0% 2.4% 21.6% 4.9% 3.7% 9.3% 17.1% 0.0% 3.6% 11.4% 8.9% 26.9% 11.7%

Response Chief of Staff Counsel Legislative Director Senior Legislative Director Legislative Aide Legislative Correspondent Office Manager Press Secretary/Communications Director Executive Assistant Scheduler (Washington, D.C.) Staff Assistant (Washington, D.C.) Staff Assistant (District) Systems Administrator Constituent Services Representative/Caseworker District Director District Scheduler Field Representative Grants and Projects Coordinator Average

2006 House Compensation Study

2006 House Compensation Study

IV-4

RECRUITMENT AND RETENTION Retention (Continued)
Which job in your office has the highest turnover rate? Response Staff Assistant (Washington, D.C.) Legislative Aide Legislative Correspondent Staff Assistant (District) Scheduler (Washington, D.C.) Press Secretary/Communications Director Office Manager Field Representative Executive Assistant Chief of Staff Constituent Services Representative/Caseworker Other* Legislative Director Senior Legislative Director District Director Grants and Projects Coordinator Counsel Systems Administrator District Scheduler Percent 61.1% 24.4% 15.6% 13.3% 8.9% 6.7% 4.4% 4.4% 3.3% 2.2% 2.2% 1.1% 1.1% 1.1% 1.1% 1.1% 0.0% 0.0% 0.0%

Note: Offices could select more than one option if multiple options had equivalent turnover rates * Other included Receptionist.

During the Member’s current term, how many individuals have left this position? Position Staff Assistant (Washington, D.C.) Legislative Correspondent Legislative Aide Press Secretary/Communications Director Staff Assistant (District) Senior Legislative Director Executive Assistant Legislative Director Scheduler (Washington, D.C.) District Scheduler Chief of Staff Field Representative Office Manager Constituent Services Representative/Caseworker Counsel Grants and Projects Coordinator District Director Systems Administrator Average 2006 House Compensation Study Average 1.6 1.4 1.0 0.8 0.8 0.8 0.7 0.7 0.6 0.6 0.6 0.5 0.5 0.5 0.4 0.4 0.3 0.3 0.7

2006 House Compensation Study

IV-5

RECRUITMENT AND RETENTION Retention (Continued)
What is the primary reason employees state for leaving the organization? Response Career opportunity Attending school Higher wages Lack of promotion opportunities Other* Inadequate performance Workload is too high Retirement Dissatisfied with work schedule Total Percent 61.1% 15.6% 10.0% 5.6% 2.2% 2.2% 1.1% 1.1% 1.1% 100.0%

*Other included leaving to work on a campaign and moving away.

How frequently is each of the following used as a reason employees leave your office? Response Career opportunity Higher wages Attending school Lack of promotion opportunities Dissatisfied with work schedule Inadequate performance Changes in family structure Relocation due to spouse or family member Dissatisfied with content of work Workload is too high Member retires Retirement Personal health Transportation problems Dissatisfied with supervisor Dissatisfied with coworkers Inadequate medical benefits Inadequate family need benefits Poor attendance Frequently 58.9% 35.6% 35.6% 6.7% 4.4% 3.3% 2.2% 2.2% 2.2% 2.2% 2.2% 2.2% 1.1% 1.1% 1.1% 1.1% 1.1% 1.1% 1.1% Sometimes 28.9% 27.8% 42.2% 33.3% 4.4% 10.0% 10.0% 13.3% 11.1% 11.1% 3.3% 11.1% 6.7% 3.3% 3.3% 2.2% 1.1% 0.0% 3.3% Rarely 4.4% 15.6% 10.0% 21.1% 20.0% 27.8% 26.7% 32.2% 20.0% 13.3% 4.4% 24.4% 21.1% 6.7% 16.7% 14.4% 6.7% 8.9% 13.3% Never 7.8% 21.1% 12.2% 38.9% 71.1% 58.9% 61.1% 52.2% 66.7% 73.3% 90.0% 62.2% 71.1% 88.9% 78.9% 82.2% 91.1% 90.0% 82.2%

2006 House Compensation Study

CHAPTER V –SURVEY QUESTIONS

2006 House Compensation Study

V-1

SURVEY QUESTIONS
I. Hiring and Compensation Practices 1. What is this employee's job title? 2. If your office uses other titles for this position, other than those listed above, please indicate those alternative titles in the space provided. 3. How well does the job title and summary of duties listed above describe the primary responsibilities of the employee in this position? 4. Please check any additional roles that this employee performs in addition to the duties of the employee's primary job. 5. Where is this employee's primary work location? 6. Does this employee commute between the District and D.C. offices on a regular basis? 7. Is this employee's position exempt from the Fair Labor Standards Act (FLSA)? 8. What is the employee's current salary? (Please input only whole numbers without commas or decimal points. For example, input "10000" for ten thousand dollars.) 9. How many years has the employee been in this position? 10. How much relevant House experience did the employee have before starting in this position? 11. How much relevant federal government experience, other than House experience, did the employee have before starting in this position? 12. How much relevant state or local government experience did the employee have before starting in this position? 13. How much relevant private sector experience did this employee have before starting in this position? 14. What is the employee's highest level of education? 15. During the Member’s current term, how many individuals have left this position? 16. From which of the following settings do the majority of the new hires in this position originate? 17. On average, how many applicants apply for this position per year? 18. On average, how many job offers per year does your office extend for this position? 19. On average, how many offers per year are refused for this position? 20. Does this employee have any job-related certifications or licenses? 21. List (up to three) the most significant certifications or licenses held by the incumbent in this position.

2006 House Compensation Study

2006 House Compensation Study

V-2

2.

Organizational Charts

The following question asks you about the structure of your office. Please use organizational structure pictures from the “Office Worksheet for the House Compensation Survey” attached to the survey email message to answer this question. 1. Recognizing that each office has its own unique structure, please review the four organizational charts and select the organizational chart that most closely resembles your office's structure. 2. Who performs the emergency coordinator duties? 3. What is the job title of the person who is responsible for the emergency coordinator duties? 4. Who performs the systems administrator duties? 5. What is the job title of the person who is responsible for the systems administrator duties? 6. Who performs the financial administrator duties? 7. What is the job title of the person who is responsible for the financial administrator duties? 3. Benefits

In this section you will be asked to provide information on the benefits offered by your office. Unless otherwise indicated, please answer the questions as they apply to all of the positions within your office. A. Pay Increases

Cost of Living Adjustments (COLA): This section asks about your office policies regarding cost of living pay adjustments (which are typically allocated at the beginning of the calendar year). 1. Does your office distribute the annual cost of living adjustment (COLA)? 2. What are the criteria used to determine who receives the COLA and/or the amount of the COLA? Merit Increases/Raises: This section asks about your office policies regarding merit increases/raises that are provided to employees. To avoid referring to the same pay increase more than once, please note that these questions refer to merit increases offered apart from cost of living pay adjustments. 1. Does your office provide annual merit increases/ raises? 2. What are the criteria used to determine who receives a merit increase/raise and/or the amount/percentage of the increase? 3. At what time of the year do you generally give merit increases/ raises to your employees?

2006 House Compensation Study

2006 House Compensation Study

V-3

Pay Adjustments/Bonuses: This section asks about your office policies regarding pay adjustments/bonuses that are provided to employees. To avoid referring to the same pay increase more than once, please note that these questions refer to pay adjustments/ bonuses offered apart from cost of living pay adjustments and merit increases/raises. 1. Does your office provide bonuses? 2. What are the criteria used to determine who is eligible to receive bonuses and/or the amount of the bonus? 3. For those who received bonuses for the past calendar year, what was the average amount given? (Please input only whole numbers without commas or decimal points. For example, input "1000" for one thousand dollars.) B. Leave

Family and Medical Leave (FMLA): Leave under the Family and Medical Leave Act (FMLA) is used for life qualifying events, which include the following • • • • Type A: Birth Parent Bonding with/Caring for Newborn Type B: Adoption of a Child or Foster Care Type C: Care for ill Immediate Family Member Type D: Employee's Serious (debilitating) Health Condition.

FMLA mandates a maximum of 12 weeks of leave, but does not require the leave to be paid. Sick leave is used for short term medical needs. 1. Does your office offer paid family and medical leave (FMLA)? 2. What is the maximum number of paid weeks of FMLA leave your office offers for each of the qualifying events? 3. When an employee in your office is not covered by the FMLA, does your office offer the employee equivalent leave? 4. What is the maximum number of paid weeks of equivalent leave your office offers for each of the qualifying events? Sick Leave: This section asks about your office policies regarding sick leave. To avoid referring to the same leave more than once, please note that these questions refer to sick leave, which is separate from FMLA, annual, or bereavement leave. 1. Does your office offer paid sick leave? 2. What is the maximum amount of sick leave allowed for each level of tenure attained by employees in your office? 3. Does your office allow employees to roll over unused sick leave from one year to the next? 4. What is the maximum number of unused sick days an employee can roll over from one year to the next? 5. Does your office allow employees to roll over unused paid sick leave to an FMLA reserve account? 6. What is the maximum number of unused paid sick leave days an employee can roll over to an FMLA reserve account? 2006 House Compensation Study

2006 House Compensation Study

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7. Does your office allow an employee to donate unused sick leave to an office-wide leave bank? 8. If an employee leaves your office, do they get paid for unused sick leave? 9. Do you provide departing employees with a written report documenting his/her unused sick leave? 10. When you appoint a new employee to the office staff, do you accept the transfer of unused sick leave accrued during previous employment? Annual Leave: This section asks about your office policies regarding annual leave. To avoid referring to the same leave more than once, please note that these questions refer to annual leave, which is separate from FMLA, sick, or bereavement leave. 1. Does your office offer paid annual leave? 2. How much annual leave time do employees in your office receive yearly? 3. What is the amount of annual leave given for each level of tenure attained by employees in your office? 4. Does your office allow employees to roll over paid annual leave from one year to the next? 5. What is the maximum number of annual leave days that can be rolled over from year to the next? 6. Does your office allow employees to roll over unused annual leave to an FMLA reserve account? 7. What is the maximum number of unused paid annual leave days an employee can roll over to an FMLA reserve account? 8. If an employee leaves your office, do they get paid for unused annual leave? 9. When you appoint a new employee to the office staff, do you accept the transfer of unused annual leave accrued during previous employment? Administrative Leave: This section asks about your office policies regarding administrative leave. To avoid referring to the same leave more than once, please note that these questions refer to administrative leave, which is separate from FMLA, sick, or annual leave. 1. Does your office offer paid administrative leave? 2. For which of the following circumstances is administrative leave authorized by your office? • • • • • For absences because of extreme weather conditions, serious interruptions of public transportation services, disasters, or special events of national importance To participate in an educational, fact finding, or training program determined to be of mutual concern and benefit to the office and the employee To serve on a jury or appear as a witness on behalf of any party in connection with any judicial proceeding to which the United States or a State or local government is a party To donate blood, without compensation, to a fellow employee, a member of one's family, or a blood bank To register to vote or to vote locally in any federal, state, county, or municipal election

2006 House Compensation Study

2006 House Compensation Study

V-5

Bereavement Leave: This section asks about your office policies regarding bereavement leave. To avoid referring to the same leave more than once, please note that these questions refer to bereavement leave, which is separate from FMLA, sick, or annual leave. 1. Does your office offer paid bereavement leave? 2. What is the maximum number of paid bereavement leave days that your office offers? 3. For which of the following groups of people can bereavement leave be used? C. Student Loan Repayment 1. How does your office administer the student loan repayment program? 2. For which of the following purposes do you use the student loan reimbursement program? 3. How many employees in your office currently receive a student loan repayment? 4. Does every employee receive the same amount of monthly student loan repayment, or does it vary? 5. What is the maximum amount of monthly student loan repayments that employees can receive in your office? (Please input only whole numbers without commas or decimal points. For example, input "500" for five hundred dollars.) 6. What is the average amount of monthly student loan repayments per employee in your office? D. Other Benefits 1. Do you offer any flexible work arrangements (e.g., part time, job sharing, telecommuting)? 2. Which of the following flexible work arrangements does your office offer? 3. Which locations are eligible for flexible work arrangements? 4. Which of the following positions, if any, in your office are part time? 5. For which of the following positions, if any, does your office permit job sharing between two employees in your office? 6. Which of the following positions in your office, if any, are shared between one of your employees and an employee simultaneously appointed to a position in another House office (i.e., a "shared employee")? 7. Which positions are eligible for telecommuting? 8. Does your Washington, D.C. office reduce hours during recess periods when the House is not in session? 9. During recess periods, what time does your Washington, D.C. office begin work? 10. During recess periods, what time does your Washington, D.C. office end work? 11. Does your office participate in the House transit benefit program? 12. What is the average value of the House transit benefit program subsidy your office provides to participants each month? (House maximum is $105) 13. What is the value of the House transit benefit program subsidy your office provides to participants each month? (House maximum is $105) 14. How many employees in your office receive the House transit benefit program subsidy? 2006 House Compensation Study

2006 House Compensation Study

V-6

Performance Appraisals/Evaluations 1. Does your office conduct annual/regular staff performance appraisals/evaluations? 2. Which process(es) reflects the performance appraisal/evaluation practice(s) of your office? 3. Which of the following staff positions are evaluated? 4. When are evaluations conducted? 5. Why does you office not conduct annual/regular staff performance appraisals/evaluations? E. Other Office Practices 1. Does your office use formal individual development plans (IDP) or meetings to aid in the development of your employees? 2. Which of the following best describes the dress code in your Washington, D.C. office on days when the House is in session? 3. Which of the following best describes the dress code in your Washington, D.C. office on days when the house is NOT in session? 4. Which of the following best describes the dress code in your Washington, D.C. office when the House has adjourned for a District work period? 5. Which of the following best describes the dress code in your District office? 6. Are the employees of the office authorized to participate in wellness activites (e.g., exercise, work out at a wellness/fitness center, smoking cessation etc.) during normal work hours? 7. Do you allow smoking within the confines of the member’s office? 8. Does your office provide an orientation for new employees? 9. Would you find it valuable if there were a standardized House-wide new employee orientation? 10. Would your office allow your new employees time off to attend a standardized Housewide orientation? 11. What information/material would you like a standardized House-wide orientation for new employees to cover? F. Recruitment and Retention 1. What means does your office typically use to recruit for staff openings? 2. What percentage of new employees are hired from the home District (versus Washington, D.C.)? 3. Which job in your office has the highest turnover rate? (Note: You may select more than one option if multiple options have equivalent turnover rates.) 4. How much of a problem is turnover for each of the following jobs? 5. To what extent does your office collect and maintain data as to why an employee leaves your office (e.g., exit interview)? 6. What is the primary reason employees state for leaving the organization?

2006 House Compensation Study

2006 House Compensation Study

V-7

7. Please rate each following regarding how frequently they are used as a reason employees leave your office. G. Perceived Need for Benefits 1. Please list any benefits that you do not offer that employees request. 2. Please list the benefit not currently offered that is requested the most. 3. Please list any benefits that you do not offer that you think would reduce turnover. 4. Please list any benefits that you do not offer that you think would help you recruit quality candidates. 5. What conditions/benefits/tools would you like to have to help recruit and retain employees? 6. What workforce needs are not being met that would help recruit and retain employees if made available?

2006 House Compensation Study

Produced for the Chief Administrative Office U.S. House of Representatives By ICF International

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