2010 House Compensation Study

Guide for the 112 th Congress

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

TABLE OF CONTENTS
Page I. II. INTRODUCTION ...................................................................................................1 HIRING AND COMPENSATION PRACTICES .....................................................3 Chief of Staff ...............................................................................................3 Legislative Director .....................................................................................6 Senior Legislative Aide ...............................................................................9 Legislative Aide ........................................................................................ 12 Legislative Correspondent ........................................................................ 15 Office Manager/Executive Assistant ......................................................... 18 Press Secretary/Communications Director ............................................... 21 Scheduler ................................................................................................. 24 Staff Assistant (Washington, D.C.) ........................................................... 27 Staff Assistant (District) ............................................................................ 30 Constituent Services Representative/Caseworker ................................... 33 District Director ......................................................................................... 36 Field Representative................................................................................. 39 Financial Administrator ............................................................................. 42 Systems Administrator.............................................................................. 45 III. ORGANIZATIONAL STRUCTURE ..................................................................... 48 Organizational Charts ............................................................................... 48 Number of Employees .............................................................................. 48 Additional Duties ...................................................................................... 49 Emergency Coordinator ...................................................................... 49 Green Office Coordinator .................................................................... 49 Financial Administrator ........................................................................ 49 Systems Administrator ........................................................................ 49 IV. BENEFITS .......................................................................................................... 51 Pay Increases ........................................................................................... 51 Cost of Living Adjustments (COLA)..................................................... 51 Salary Increases/Raises ..................................................................... 52 Pay Adjustments/Lump Sum Bonuses ................................................ 53

Page Leave........................................................................................................ 54 Annual Leave ...................................................................................... 54 Sick Leave .......................................................................................... 56 Family and Medical Leave (FMLA)...................................................... 58 Administrative Leave ........................................................................... 60 Bereavement Leave ............................................................................60 Student Loan Repayment ......................................................................... 61 Other Benefits .......................................................................................... 62 Flexible Work Arrangements ............................................................... 62 District Work Periods........................................................................... 64 V. VI. PERFORMANCE APPRAISALS/EVALUATIONS ............................................. 65 OTHER OFFICE PRACTICES ............................................................................ 66 Procedure Manual .................................................................................... 66 Developmental Opportunities ................................................................... 66 Dress Code .............................................................................................. 66 Wellness Activities .................................................................................... 66 New Employee Orientation ....................................................................... 67 Foreign Languages and Constituent Demographics ................................ 67 Cultural, Ethnic, or Religious Events/Holidays .......................................... 67 Diversity Recruitment ............................................................................... 68 Office Hours ............................................................................................. 68 VII. VIII. RECRUITMENT AND RETENTION .................................................................... 70 THE IMPACT OF EMPLOYMENT PRACTICES ............................................... 73 Benefits, Office Size, and Turnover .......................................................... 73 Flexible Work Arrangements and Turnover .............................................. 74 Developmental Opportunities and Turnover ............................................. 75

2010 for the Chief Administrative Officer of the U. A total of 133 (30. D. These include Financial Administrator and Systems Administrator. or religious events/holidays. constituent demographics. cultural. 2010 House Compensation Study .C. Chapter IV: Benefits — summarizes Members’ office policies related to pay increases. and other office practices of House Member personal offices. the remaining office was not contacted because the Chief of Staff position was vacant at the time of survey administration. Chapter III: Organizational Structure — describes the typical organizational structures used in Washington. Emergency Coordinator.e. and the most common reasons cited for leaving the organization. Chapter VI: Other Office Practices — discusses office practices including providing a procedure manual. foreign languages. compensation. Chapter V: Performance Appraisal/Evaluations — summarizes the most commonly-used appraisal/evaluation practices and the frequency with which they are performed. flexible work arrangements. The relationships between benefits.2%) offices provided responses to the survey.2010 House Compensation Study 1 CHAPTER I – INTRODUCTION FINAL REPORT This report summarizes the results of a survey administered from October 5. information on turnover for each position. and experience qualifications of office staff in 15 core positions. Chapter VIII: The Impact of Employment Practices — shows the results of analyses relating various office practices and outcomes. Systems Administrator). new employee orientation. differences in the extent of turnover problems between offices that offer and do not offer certain flexible work arrangements and developmental opportunities are depicted.. leave. Financial Administrator. The Web-based survey was sent to 440 Representatives’ offices. office size. Additionally. and district work periods.S. developmental opportunities. wellness activities. ethnic. diversity recruitment. and office hours. 2010 to October 15. House of Representatives on compensation. Chapter VII: Recruitment and Retention — lists the most common recruitment sources for each core position. two were added to the 2010 survey and thus we do not have 2009 or 2006 data available on these. organizational structure. and District offices as well as the positions that perform specialized functions (i. Green Office Coordinator. dress code. Of the 15 positions. and turnover are displayed. benefits. The next seven chapters are as follows: Chapter II: Hiring and Compensation Practices — summarizes the education. student loan repayments. employment.

Dimock. For response options that changed in the 2010 survey. Where possible. the response rate for specific questions may be lower than the overall 2010 response rate of 30.. 70(5). Public Opinion Quarterly.1 To achieve this response rate.. J. & Craighill. the project team placed heavy emphasis on an outreach campaign to contact and assist offices and encourage participation during survey administration. 1 Keeter. but they may not represent the full spectrum of practices in Member offices. 2010 House Compensation Study .2% because not all offices answered every question. Kennedy. 759-779. Best. (2006). S. The results are representative of practices across the House. C.2%.2010 House Compensation Study 2 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.. “N/A” is indicated for the 2009 and 2006 data. The response rate for this survey was 30. M. 2010 responses are compared to 2009 and 2006 responses. Gauging the impact of growing nonresponse on estimates from a national RDD telephone survey. In addition.. P. which is considered a strong response rate for a Web survey.

campaign.C.0% 0.000 Salary Distribution • District Chief of Staff • Washington.307 $157.736 $148.7 years Has a bachelor’s degree May have previous experience in the House.0% 0.000 $134.2010 House Compensation Study 3 CHAPTER II – HIRING AND COMPENSATION PRACTICES Chief of Staff Position Summary A typical Chief of Staff: • On average. and District offices Coordinates the activities of the Member with the leadership and committee office(s) Oversees the office budget Alternate Titles Administrative Assistant Deputy Chief of Staff Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $65.588 $160. D. and operating plans for the Member’s office Manages and directs all activities and staff of the Member’s Washington. Federal and state/local government.588 2010 House Compensation Study .000 $130.0% 100.000 2006 $87.000 $129.0% 0.000 $120.C.000 $116.000 $130.000 2009 $72.000 $174.000 $136. D.000 $134. community organization.0% 0.250 $172. earns $136. office • May also perform Legislative Director duties • • • Has been in the position for 6.0% 25% 20% 15% 10% 5% 0% The average Chief of Staff’s salary is $136.C. D. and miscellaneous private organizations Summary of Primary Duties • • • • • • • Acts as the Member’s chief policy advisor Develops and implements all policy objectives. strategies.500 $160. Chief of Staff What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 100.000 $120.588 annually • Works in the Washington.

0% 2006 73.7% 100.7% 100.8% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 91.0% 2006 94.999 Total Member’s Years in Office Total 0-3 4-6 7-9 10-12 13+ 0 1 1 0 1 3 3 0 0 0 1 4 3 1 1 2 3 10 6 1 1 1 1 10 5 3 1 5 9 23 5 8 3 1 4 21 0 0 1 2 3 6 1 5 2 3 7 18 2 4 6 5 13 30 0 0 0 0 2 2 25 23 16 19 43 127 0-3 Annual Salary $60.999 $160.1% 5.999 $130.5% N/A 4.2% 5.999 3 $100.999 6 $120.000-$109.0% 0.999 2 $160.0% 0.8% 8.0% 8.0% *Other includes the described responsibilities in addition to working as a liaison with district officials and that the described responsibilities are accurate except for the strong emphasis on policy.0% 2010 House Compensation Study .5% 100.1% N/A 3.7% 5.000-$99.000-$179.0% 0.1% 2.5% 100.999 $170.3% 8.999 9 $110.3% 12.6% 100.1% 6.8% 0.3% 7.5% 27.999 10 $140.000-$139.4% 10.0% 0.000-$149.4% 25.7% 0.0% 2.000-$179.5% 6.999 0 Total 48 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 very well Other Total 2010 71.000-$129.7% 100.0% 2009 89. Number of Positions per Office Positions per Office 1 2 Total 2010 92.0% 27.0% 10.000-$159.0% 0.000-$119.9% 8.5% 0.6% 8.0% 0.0% 9.999 0 $150.000-$169.5% N/A 1.5% 0.5% 1.0% 0.000-$109.7% 7.000-$129.0% 2009 65.999 $100.0% N/A 100.0% 0.7% 0.0% 0.000-$99.000-$79.000-$79.999 $120.) Constituent Services Representative/ Caseworker Staff Assistant (District) 2010 32.0% Additional Roles Performed by Employees in this Job Role None Legislative Director Office Manager/Executive Assistant Press Secretary/ Communications Director District Director Financial Administrator Senior Legislative Aide Legislative Aide Systems Administrator Scheduler Field Representative Legislative Correspondent Staff Assistant (Washington.1% 8.0% 2006 42.9% 3.999 2 $80.3% 2.999 2 $170.999 $110.2% 1.5% 1.0% 2009 94.0% 2.999 $140.6% 14.000-$139.000-$119.000-$159.000-$169. D.999 $80.0% 2009 35.999 $150.2% 100.5% 5.4% N/A 0.0% 11.6% 1.3% 4.0% 2006 95.999 14 $130.2010 House Compensation Study 4 Chief of Staff Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 1 0 0 0 3 1 0 0 0 4 1 0 0 0 10 4 0 0 0 10 5 1 2 1 23 4 3 3 1 21 1 4 1 0 6 4 4 4 4 18 5 10 7 6 30 0 0 0 2 2 26 22 17 14 127 Annual Salary as a Function of Member’s Time in Office Annual Salary $60.C.5% 0.000-$149.

0% 0.1 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 5.8% *In 2006 and 2009.8% 46.0% 0.7 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 4.7% 0.4% 13.3 1.2 2.5% 0.0% 0.6% 0. Ph.7% 87.0% 33. **Other includes Portuguese.0% 4.5% 31.5% 100.3% 100.C.9% 2006 89.5% 2.0% 100.0% 4. only one option was available for “Master’s degree” **In 2006 and 2009.8 5.5% Administration (MBA)* Master of Public Policy (MPP)* 5.g.5% 23.6% 24.8% 7.9 Associate’s degree 2010 0. in Public Policy** Other Ph.)” Gender 100.7% 15.0% 7. office District office Total 2010 86.0% Educational Attainment High School Diploma Some college 7.7 0.4% 5.D.4% 100.2% 28.1 2.3 0.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 0.7 2.0% 20.8% 100.1% 0.0% 0.6 0.9% 3.0% 17.9% Commuting Between District and D.2% Asian Pacific Islander Black.0% Education 2009 5.1% 10.2 3.0% 2009 0.2% 19.7 2. not of Hispanic or Latino origin Unsure Other** 2010 68.0% 1.0% 2006 58.9% 0.9% 0. so responses may not total to 100 percent. respondents were able to select all that apply.0% 1.9% 41.0% 100. D.7 0.2010 House Compensation Study 5 Chief of Staff Primary Duty Station Response Washington.2 N/A 2.0% 2009 58.5% 2009 67.D.9% 24.0% 22.7 Bachelor’s degree 49.1 5.5% Other Master’s degree* Law degree Ph.6% Master of Business 5.7% 0.1 0.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 6.0% 100.6% 2009 1. not of Hispanic or Latino origin Hispanic or Latino White. only one option was available for “Other advanced degree (e.9 0.0% 3.2 6.C.9 1.1% 12.0% 100.0% Experience 100.** Other advanced degree** 19.6% 82.1% 1.5 2.2 6. 2010 House Compensation Study .5% 53.8% 48.6% 2009 87. Office Response Yes No Total 2010 71..0% *In 2010.5% 26.9% 2006 0.D.7% 2009 3.6% 41.7% 0.3% 1.8% 3.7% 41.

000 $77.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.000 $89.411 2009 $50. Alternate Titles Chief Counsel Chief Counsel Staff Director Deputy Chief of Staff Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $58.1% 2.000 $120.0% 100.0% 1.490 $85. earns $89.674 $100.000 $76.C. • May also perform Senior Legislative Aide duties Federal government.000 $75. Salary Distribution 35% 30% 25% 20% 15% 10% 5% 0% The average Legislative Director salary is $89.000 $84.500 2006 $42.000 $152.5 years • On average.674 2010 House Compensation Study .750 $76.2010 House Compensation Study 6 Legislative Director Position Summary A typical Legislative Director: • Has been in the position for 4. office • May have previous experience in the House.674 annually • Has a bachelor’s degree • Works in the Washington. D.300 $85.9% 0.000 $81.000 $67.273 $90.0% 0. and miscellaneous private organizations 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 .000 • • • Policy Director Subcommittee Chief of Staff Washington Director What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 96.000 $168.

0% 1.0% 100.999 $70.0% 100.000-$149.000-$109.999 $100.0% 100. supervising press.000-$169.2% 100.6% 0. D.000-$89.0% *Other includes the addition of responsibilities including coordinating DC office operations.999 $90.0% 0.6% 4.0% 2006 97.0% 2009 98.0% 3.6% 2.0% N/A 0.999 $110.0% 0.6% 0.0% N/A 1.0% 0.9% 2.0% 100.4% 100.999 $150.999 Total 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 very well Other* Total 2010 74.0% 0.0% 100.0% 1.999 $130.2010 House Compensation Study 7 Legislative Director Annual Salary as a Function of Years in Position Years in Position 0-3 4-6 7-9 10+ Total 10 3 1 0 14 9 6 0 0 15 17 9 2 1 29 10 2 4 1 17 2 5 2 2 11 4 2 1 0 7 0 2 0 0 2 0 0 3 0 3 1 0 0 2 3 53 29 13 6 101 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 2 4 2 1 5 14 4 5 3 1 2 15 6 6 0 7 10 29 4 1 3 3 6 17 1 0 4 0 6 11 1 2 1 1 2 7 0 0 0 2 0 2 1 0 0 0 2 3 0 0 0 0 3 3 19 18 13 15 36 101 Annual Salary $50.0% 0.0% N/A 4.000-$149.0% N/A Additional Roles Performed by Employees in this Job Role None Senior Legislative Aide Legislative Aide Chief of Staff Legislative Correspondent Staff Assistant (Washington.0% 1.000-$89.999 $120.0% N/A 0.3% 12.0% 1.8% 10.0% 2.6% 7.999 Total Annual Salary $50.9% 1.999 $70.9% 9.000-$69.C.0% 2010 House Compensation Study .0% 2006 59.6% 3.6% 5.3% 2.5% 20.999 $80.0% 2006 92.0% 0. strategic planning.999 $150.999 $80.0% 0.0% 0.6% 0.0% 2009 49.000-$99.000-$109.9% 2.0% 2009 82. and administrative functions.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 89.4% 15.0% 2.000-$119.9% 100.1% 13.9% 100.0% 0.000-$79.6% 0.0% 0.9% 1.8% 3.999 $90.0% 0.9% 1.000-$69.5% 0.6% 2006 73.000-$99.0% 0.0% 2009 92.0% 0.000-$79.0% 27.000-$129.0% 2.0% 0.0% 1. Number of Positions per Office Positions per Office 1 2 3 Total 2010 98.999 $130.999 $110.000-$169.999 $100.) Systems Administrator Office Manager/Executive Assistant Scheduler Financial Administrator Constituent Services Representative/ Caseworker Press Secretary/ Communications Director Field Representative Staff Assistant (District) District Director 2010 56.9% 0.0% 0.999 $120.4% 12.1% 7.000-$129.000-$119.

3% 9.8 N/A 0.1% 0.0% Total 2009 2006 99.9 1.1 2.7 2.0% 2.7% 2. in Public Policy** Other Ph.0% Commuting Between District and D.0% 7.0% Master of Business 6.4% 8.2% 100.0% 1. D.9% 9. respondents were able to select all that apply.7% 54.3 1.7% 0. not of Hispanic or Latino origin Unsure Other 2010 62.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 4.5% 1.0% *In 2010. not of Hispanic or Latino origin Hispanic or Latino White.0% Educational Attainment High School Diploma Some college 5.0% 100.** Other advanced degree** 19.9% 59.1 0.1% 86. only one option was available for “Other advanced degree (e. office 100.6 0.5% 100.7% 2006 0.0% 2009 26.0% 38.0% 0.5% 36.0% Asian Pacific Islander Black.0% 0.1 4.0% 1.0% 100.5 2.5 0. Ph.0% 2009 63.0% 14.3% 83.0% 0.3 0.0% Administration (MBA)* Master of Public Policy (MPP)* 5.0% 0.4% 26.8% 59. Office Response Yes No Total 2010 22.0% 2009 0.9% 0.1% 2. only one option was available for “Master’s degree” **In 2006 and 2009.C.2010 House Compensation Study 8 Legislative Director Primary Duty Station Response 2010 Washington.2 0.9% 0.0% 2.0% Education 2009 3.8% 46.7% 5.0% 2009 0.1 0.2 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 20.8 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 3.0% 15.5 Bachelor’s degree 52.2 3.3% 100..5% 77. so responses may not total to 100 percent. 2010 House Compensation Study .4% 0.D.3 5.0% 100.0% 3.0% Other Master’s degree* Law degree Ph.0% 0.6% 1.8% *In 2006 and 2009.3 1.5% 100.5% 2009 16.0% 6.0% 26.0 1.C.0 Associate’s degree 2010 0.5% 0.)” Gender 100.4% 20.0% 100.7% 2006 18.D.0% 85.0% Experience 100.7% 0.0% 100.0% District office 0.4% 0.0% 0.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 1.0% 4.4 0.8% 81.1% 0.D.g.3 0.

000 $150.508 2010 House Compensation Study . earns $63.000 $50.622 $68.508 $72. Alternate Titles Appropriations Associate Counsel Defense Advisor Deputy Legislative Director Executive Director Legislative Assistant Legislative Counsel Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $22.7% 2. office • May also perform Legislative Aide duties • • • Has been in the position for 3.681 $146.000 $63.2010 House Compensation Study 9 Senior Legislative Aide Position Summary A typical Senior Legislative Aide: • On average.0% 2.000 $55.000 $60. D.000 $61.C.000 2009 $21.000 $92.8 years Has a bachelor’s degree May have previous experience in the House and the Federal government 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 .000 $50.2% 0.000 • • • • • • Payroll and Financial Counselor Professional Staff Senior Legislative Assistant Senior Legislative Counsel Senior Policy Advisor/Counselor Social Policy Advisor What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 95.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.500 $45.405 $65.2% 0. Salary Distribution 30% 25% 20% 15% 10% 5% 0% The average Senior Legislative Aide’s salary is $63.000 2006 $34.0% 100.508 annually • Works in the Washington.000 $52.000 $60.

researching legal and constitutional questions.0% 5.0% 0.999 $70.999 4 3 1 5 10 23 $60.4% 18.0% 2006 69.0% 28.2% 2.999 2 1 1 2 4 10 $70.8% N/A N/A 0.0% 0.0% 0.999 $40.6% 100.1% 5.4% 3.5% 8.0% 0.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 89.0% 2009 91.0% 3.4% 1.0% 32.000-$159.000-$49.999 $30.999 Total 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 very well Other* Total 2010 62.0% 0.0% 0.999 $90.999 2 8 3 2 12 27 $50.0% 0.000-$99.0% 0.6% 3.000-$119.999 $60.000-$119.999 14 14 8 13 44 93 Total Additional Roles Performed by Employees in this Job Role None Legislative Aide Legislative Correspondent Legislative Director Financial Administrator Systems Administrator Press Secretary/ Communications Director Office Manager/ Executive Assistant Constituent Services Representative/ Caseworker Staff Assistant (District) District Director Chief of Staff Staff Assistant (Washington.0% 0.7% 0.0% 11.0% 11.3% 1.000-$29.5% 23.4% 14.0% 2010 House Compensation Study .9% 25.2% 1.0% 0.5% 17.4% 0. helping craft legislative language.999 0 0 1 0 2 3 $120.0% 100.2% 2.) Scheduler Field Representative 2010 62. and troubleshooting law issues.999 0 1 0 0 1 2 $30.000-$39.000-$89.0%  2009 79.0% 0. D.0% 2009 63.1% 2.4% 100.000-$59.000-$159.000-$69.1% 0.8% 100.0% 2006 89.0% 0.0% 0.2% 2.0% 2009 52.999 0 0 0 0 3 3 $90.0% *Other includes additional roles such as addressing counsel issues.000-$79.0% 0.2% N/A N/A 0.0% 0.2% 0.2010 House Compensation Study 10 Senior Legislative Aide Annual Salary as a Function of Years in Position Years in Position 0-3 4-6 7-9 10+ Total 1 1 0 0 2 1 1 0 0 2 8 5 0 0 13 17 9 1 0 27 12 8 2 1 23 5 5 0 0 10 5 2 1 0 8 0 1 1 1 3 1 0 0 1 2 3 0 0 0 3 53 32 5 3 93 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office Annual Salary 0-3 4-6 7-9 10-12 13+ Total 0 0 0 0 2 2 $20.999 $120.1% 100.C.7% 1.0% 0.999 $80.2% 2.2% 100.6% 100.8% 21.6% 2.999 4 0 1 2 6 13 $40. Number of Positions per Office Positions per Office 1 2 3 Total 2010 76.000-$59.4% 7.6% 8.000-$99.000-$79.000-$29.9% 10.000-$39.0% Annual Salary $20.999 $100.000-$89.999 $50.6% 3.000-$49.0% 2006 56.7% 6.000-$69.0% 0.0% N/A 100.999 2 1 1 2 2 8 $80.2% 100.999 0 0 0 0 2 2 $100.0% 2006 78.7% 0.

0% 100.3 1. in Public Policy** Other Ph.7% 20.0 0.8% 100. so responses may not total to 100 percent. only one option was available for “Master’s degree” **In 2006 and 2009.4% 58.4 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 2. Office Response Yes No Total 2010 14.1% 19.2010 House Compensation Study 11 Senior Legislative Aide Primary Duty Station Response 2010 Washington.3 N/A 0.0% 2009 51.4% 4.D.2% 100.1 0.4% 79.1% 2006 26.0% 56.** Other advanced degree** 2010 0.0% Experience 100. Ph.5% 0.0% 2.7% 0.8% 6.0% Commuting Between District and D.5% 0.6% 0.1% 2.0% Education 2009 3.7% 0.4 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 42.0% 6.0% 5.3 1.1 1.7% 78.2% 48.2% 0.0% 0.1 0.4 4.2% 1.2% 2009 0.0% 5.0% 6.g.0% 2009 0.0% 3.8 *In 2006 and 2009.4% 100.0% 86. only one option was available for “Other advanced degree (e.9% 5.0% 2009 43.9% 79.0% 2009 20.7% 0.7% 6.7 2.1 1.0% *In 2010.C.4% 0. D.3% 15.4 0.1% 20.3 0.5% 44.0% 63.3% 41.D.0% 2.D.8% 44.0% Asian Pacific Islander Black. not of Hispanic or Latino origin Unsure Other Educational Attainment High School Diploma Some college 4.5 0.0% 100. office 98.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 0.5 2.0% 100. 2010 House Compensation Study .0% 0.0% 0.9% 1.2% 14.6 2. respondents were able to select all that apply.4% 2.0% 100.0% 74.1% 12.2 0.0% 100.4 0.4% 1.0% 100.3% 2006 0.3 2.9% 2.0 Associate’s degree Bachelor’s degree Master of Business Administration (MBA)* Master of Public Policy (MPP)* Other Master’s degree* Law degree Ph.0% 100.8% 10.0% 2.0% 5.4% 5.0% 0.2 0. not of Hispanic or Latino origin Hispanic or Latino White.1% District office Total 2009 2006 96.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 3.C.)” Gender 2010 55..3% 0.

000 $41.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees. Salary Distribution 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% The average Legislative Aide’s salary is $48.520 $43.000 2009 $24.762 $52.000 $98.C.762 2010 House Compensation Study . earns $48.000 $38.000 $48.000 $47. D.000 $96.1 years • On average.000 $36.0% 0.0% 0.4% 0.105 $50.762 annually • Has a bachelor’s degree • Works in the Washington.500 $45.6% 0.000 $42.000 2006 $28.000 $76.0% 100. office • May have previous experience in the House • May also perform Legislative Correspondent duties 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 Chief Writer Counsel Deputy Communications Director Deputy Press Secretary Fellow Junior Legislative Assistant Legislative Assistant Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $30.500 • • • • • • Legislative Counsel Military Legislative Assistant Press Assistant Receptionist/Tour Coordinator Press/Research Assistant Senior Legislative Assistant What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 99.2010 House Compensation Study 12 Legislative Aide Position Summary A typical Legislative Aide: • Has been in the position for 3.000 $43.433 $50.

999 $70.999 Total Annual Salary $30.7% 15.0% 0.0% 27.999 $60.0% 0.0% N/A 100.5% 0.0% 2009 88.000-$39.1% N/A 0.5% 100.7% None Legislative 15.0% Chief of Staff 0.000-$99.7% 100.0%  2009 43.4% 11.1% 0.6% 35.6% Legislative Director 0.1% 13.999 Total 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 very well Other Total 2010 68.0% N/A 0.8% 0.8% 0.0% 2009 70.2% Senior Legislative Aide 3.4% 29.3% 5.6% Financial Administrator 0.2% Assistant 0.999 $90.8% 100.0% N/A 0.0% 2006 38.6% 100.3% 38.000-$39.6% *Other includes additional roles such as responding to mail.0% 0.6% Staff Assistant (District) 0.000-$59.999 $80.999 $50. and overseeing all constituent correspondence and e-mail communication.6% 8.0% 0.2% 1.8% 6.999 $70.2% 1.9% Correspondent 8.C.9% 13.8% Caseworker Office Manager/Executive 1.999 $80.6% 0.0% 0.999 $50.000-$79.000-$79.000-$89.999 $40.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 87.0% Additional Roles Performed by Employees in this Job Role 2010 54.0% .6% N/A 1. D.000-$89.999 $40.2% 1.4% 4.0% 0.000-$69.0% 0.8% Director Constituent Services Representative/ 1.1% 40.0% 2010 House Compensation Study .2% 12.0% Field Representative 2009 56.000-$49.7% 2.0% 3.000-$49.4% (Washington.3% 2.0% 0.0% 0.6% 9.9% 12.2% 9.0% 0.0% 2006 91.0% 0.5% Systems Administrator Staff Assistant 2.0% District Director 0.0% 0.Positions per Office 1 2 3 4 5 6 Total 2010 44.4% 0.999 $60.2010 House Compensation Study 13 Legislative Aide Annual Salary as a Function of Years in Position Years in Position 0-3 4-6 7-9 10+ Total 15 6 0 1 22 64 15 1 0 80 30 13 0 0 43 8 6 2 1 17 3 0 0 0 3 2 0 0 0 2 0 0 1 1 2 122 40 4 3 169 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 1 8 3 5 5 22 21 17 5 11 26 80 4 10 1 16 12 43 3 2 0 2 10 17 0 1 0 0 2 3 0 0 1 0 1 2 0 0 0 0 2 2 29 38 10 34 58 169 Annual Salary $30.8% 0.6% Scheduler 0.2% 1.0% 100.6% 100.7% 25.000-$69.000-$59.0% 2006 73.0% 0.1% 100. Number of Positions per Office 0.000-$99.) Press Secretary/ Communications 1.999 $90.4% 100.6% 2006 65.

0% 100.6% 0.C.0% 100. in Public Policy** Other Ph.2 0.4% 0. so responses may not total to 100 percent.1 N/A 0. 2010 House Compensation Study .9% 3.0% Total 2009 99.8 N/A N/A N/A N/A N/A N/A N/A N/A N/A Educational Attainment High school diploma Some college Associate’s degree 2010 0.4 0.0% 100.0% *In 2006 and 2009.2010 House Compensation Study 14 Legislative Aide Primary Duty Station Response 2010 Washington.3% 0.9% 1.0% 0.5% Bachelor’s degree 68.7% 87.2% 2009 0. Ph.8% 7..6% Administration (MBA)* Master of Public Policy (MPP)* 7.0 0.2% 0.0% Asian Pacific Islander Response American Indian or Alaska Native 2010* 1.9 0. office 100.3 1.C.1% 2009 12.0% Black.4% 2006 99.0% District office 0.3% 2006 12.7% 87.6% 0.3 0.3% 100.5% 1.1 0.D.4% 5.7% 0.0% 2009 0.)” Gender Response Male Female Total 2010 54.5% 48.D. “Other” delineated Jewish and Palestinian ethnicities for some of the respondents. Office Response Yes No Total 2010 15.1 1.8% Other Master’s degree* Law degree Ph.9% Master of Business 0.0% Experience 100. only one option was available for “Master’s degree” **In 2006 and 2009.0% Race/Ethnicity 2009 51.6 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 1.3% 0.3 0.0% Education Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 3.6% 13.6 2.6% 0.8% 0.2% 0.5 1.7 0.0% 0.8% 11.8 1.0 0.2% 0.8% 78.6% 76.6% Commuting Between District and D.0% 70.0% 13.5 2.2% 1.3 0.2% 5.5% 100.4% 73.4 0.9% 16.9% 84.4% 2006 0.3 0.0% 1.g. D.5% 1.9% 6.3% 0.2 0.4% 45.0% 100.4% 0. not of Hispanic or Latino origin Hispanic or Latino White.D. respondents were able to select all that apply.** Other advanced degree** 7. not of Hispanic or Latino origin Unsure Other** *In 2010.6% 17.6 2009 2.0% 2009 82.0% Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 79.6% 100.4% 15.4% 0.0% 100.0% 1. **In 2010.4% 0. only one option was available for “Other advanced degree (e.4% 100.0% 1.4% 0.8% 6.3% 10.

726 2009 $27. Salary Distribution 80% 70% 60% 50% 40% 30% 20% 10% 0% The average Legislative Correspondent’s salary is $36.807 $34.) duties 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 Chief Writer Communications Assistant/Specialist Counsel Deputy Press Secretary Director of Constituent Correspondence Fellow Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $18.000 $32.171 $38.0% 1. D. D.600 $75.500 $35.000 $43.000 $31.7% 0.2010 House Compensation Study 15 Legislative Correspondent Position Summary A typical Legislative Correspondent: • Has been in the position for 2.177 $37.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.171 2010 House Compensation Study .000 $31.171 annually • Has a bachelor’s degree • Works in the Washington.000 2006 $25.000 $29.000 $32.000 $35.000 • • • • • Legislative Aide/Press Assistant Legislative Assistant Legislative Associate Legislative Counsel Press/Research Assistant What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 98.0% 100.C.C.3% 0.5 years • On average.000 $36. office • May have previous experience in the House • May also perform Legislative Aide and Staff Assistant (Washington.0% 0. earns $36.000 $35.000 $53.

4% 0.6% 2.Positions per Office 1 2 3 4 5 6 Total 2010 91.7% 15.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 78.999 $40.3% 38.3% 0.0% 0.3% 12.0% 2006 71. Number of Positions per Office .0% 2009 59.0% N/A 2. outreach.0% 0.000-$39.0% 100.0% 0.000-$59.8% 100.4% 0.1% 21.7% 100.000-$59.8% 100.0% 0.8% 0.0% 2010 House Compensation Study .000-$79.2% 3.3% 0.4% N/A 100.0% 100.3% 22.000-$19.0% 2009 43.0% *Other includes additional roles such as legislative work.4% 1.5% 1.2% 28.5% 0.8% 0.1% 15.0% 1.999 $30.999 $60.3% 1.0% 2006 56.0% 0.0% 2009 43.7% 5.1% 13.4% 4.7% 100.000-$39.0% 0.0% 0.999 $20.0% 0.000-$19.8% 0.0% 0.0% 2006 75.0% 0.999 Total 0 0 0 3 2 4 Total 4 3 54 16 2 79 Annual Salary $10.5% 1.000-$29.2010 House Compensation Study 16 Legislative Correspondent Annual Salary as a Function of Years in Position Years in Position 0-3 4-6 7+ 4 0 3 0 51 3 10 3 1 0 69 6 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 1 1 0 0 2 4 0 2 0 0 1 3 10 10 2 14 18 54 1 4 1 2 8 16 0 0 1 0 1 2 12 17 4 16 30 79 Annual Salary $10.0% N/A 1.7% N/A 9.8% 0.0% 0.9% 100.3% 1.0% 0.5% 3.3% 34.2% 12.999 $30.1% 40.999 Total 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 very well Other* Total 2010 69.4% 0.0% 0.0% 23.0% Additional Roles Performed by Employees in this Job Role None Legislative Aide Systems Administrator Staff Assistant (Washington DC) Press Secretary/ Communications Director Senior Legislative Aide Staff Assistant (District) Legislative Director Field Representative Financial Administrator Scheduler Office Manager/ Executive Assistant Constituent Services Representative/ Caseworker Chief of Staff District Director 2010 48.0% 2006 38.999 $20.3% 1.7% 0.999 $60.0% 2009 77.7% 100.999 $40.6% 24.1% 2.7% N/A 2.000-$29.1% 0.5% 5.0% 0.4% 0.1% 1. and duties of Coalition Managers and Media Directors.7% 11.0% 19.000-$79.4% 2.3% 5.6% 1.

0% 6.7% 9.0% 0.1 0.2% 100.0% 0.0% 2009 52.D. not of Hispanic or Latino origin Unsure Other 2010 46.0% 84.0% 1.D.4 2010 0.)” Gender *In 2010.1% 0.2% 4.7 0.7 0. office 93.0% 0.0% 2009 91.0% 0.4% 2006 4.4% 3.0% 4.2010 House Compensation Study 17 Legislative Correspondent Primary Duty Station Response 2010 Washington.4% 1.3 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 1.0% Experience 100. in Public Policy** Other Ph.7% District office 6.0% Educational Attainment Some college Associate’s degree 1..0% 0.0% 100.0 0.6% 2006 0.D.2% 7.1% 95.0% 7.5% 0.3% 3.3% 0. only one option was available for “Other advanced degree (e.8% 53.1 0.6% 94.C.7% 88.0% Administration (MBA)* Master of Public Policy (MPP)* 1.0% 5.6% 2009 3.2 N/A 0.2% 3.3% Other Master’s degree* Law degree Ph.3% 0.2 0. not of Hispanic or Latino origin Hispanic or Latino White.4% Commuting Between District and D.0% 3.0 0. only one option was available for “Master’s degree” **In 2006 and 2009.2 1.7% 100.4% 0. Office Response Yes No Total 2010 6. 2010 House Compensation Study .5% 0. respondents were able to select all that apply.0% Asian Pacific Islander Black.0% Education 2009 2.0% 2. D.C.4% 100.3% 93.7% 0.3% Master of Business 0.2 0.3 0.6% 1.1 0. Ph.8% 79.7% 85.0 1.7% 0.0% 6.5 Bachelor’s degree 88. so responses may not total to 100 percent.8% 2006 98.1 0.0% *In 2006 and 2009.9% 100.0% 100.** Other advanced degree** 5.7% 100.0% 2009 0.0% 100.2 0.5 0.8 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 93.0 0.6% 1.g.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 0.4 0.2% 2.9% 2009 5.0% 100.3% 47.7% 0.3 1.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 2.2% 2.6% 0.3% Total 2009 97.7% 0.

0% 1. D.618 $73.000 2009 $14. including notes.000 $50.8% 1.165 annually • Works in the Washington.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.000 $36.000 $59.C.500 $58.0% 0. correspondence. and all information related to travel Procures and maintains equipment for the Washington.000 $62.1 years • On average. office Ensures that the Member is provided with briefing materials for each event Alternate Titles Administrative Assistant Communications Advisor Deputy Chief of Staff Deputy Director of Administration and Operations Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $12. and other members Maintains the Member’s files.5% 100. earns $62. Salary Distribution 25% 20% 15% 10% 5% 0% The average Office Manager/Executive Assistant’s salary is $62.000 $107. office • Has a bachelor’s degree • May also perform Scheduler.922 $64. D.500 $54.000 $135.000 $52.165 2010 House Compensation Study .165 $81.C.C. Financial • May have previous experience in the House and Administrator. D.8% 3.200 • • • Deputy Press Secretary Director of Intergovernmental Affairs Web Manager/Deputy Press Secretary What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 93. 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 Acts as a liaison for the Member with the staff.200 $126. the public. and Systems Administrator duties state/local government Summary of Primary Duties • • • • • • • • • • Supervises Washington.000 2006 $21.000 $40. Committee staff.550 $42.2010 House Compensation Study 18 Office Manager/Executive Assistant Position Summary A typical Office Manager/Executive Assistant: • Has been in the position for 7. office staff.

6% 47. D.999 5 $40.999 1 0 0 1 2 4 $60.999 0 1 0 0 1 2 $110.0% 2006 78.999 1 $100.3% 1.0% 2009 24.6% 2.1% 2.999 0 $80.4% 3.4% 0.7% 1.0% 2.5% 1.000-$69. Number of Positions per Office .000-$129.0% Additional Roles Performed by Employees in this Job Role None Scheduler Financial Administrator Systems Administrator Constituent Services Representative/ Caseworker Legislative Correspondent Staff Assistant (Washington.8% 1.1% 61.0% 2006 33.0% 0.4% 2.0% 2.6% 21.000-$39.000-$79.0% 2009 33.999 0 0 1 2 1 5 $90.999 1 3 0 3 4 11 $50.0% 45.5% 49.5% 100.0% 100.000-$59.000-$39.0% 1.000-$129.000-$79.0% 0.2010 House Compensation Study 19 Office Manager/Executive Assistant Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 0 0 0 1 4 1 0 0 1 9 1 0 0 0 6 2 0 1 2 11 1 0 1 0 4 1 2 1 2 8 0 2 1 2 5 1 2 2 0 5 1 0 0 1 3 0 1 0 1 2 8 7 6 10 57 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office Annual Salary 0-3 4-6 7-9 10-12 13+ Total 0 0 1 1 4 $10.0% 100.4% 100.6% 10.0% 0.0% 2006 97.8% 100.000-$29.8% 0.) Legislative Aide Field Representative Chief of Staff Senior Legislative Aide Press Secretary/ Communications Director Staff Assistant (District) District Director Legislative Director 2010 14.C.Positions per Office 1 2 3 Total 2010 94.999 1 2 2 1 3 8 $70.9% N/A 100.999 26 Total 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 very well Other* Total 2010 45.000-$109.3% 13.000-$99.0% *Other includes a position that was not well described by any of the positions included in the survey.0% 0.999 1 1 0 1 1 3 $100.8% 1.8% N/A N/A 2.0% 0.000-$59.7% 100.0% 4.0% 2009 92.0% 0.4% 0.3% 100.999 7 $30.8% 8.000-$49.0% 1.999 0 $90.999 0 $110.1% 100.999 2 $70.3% 44.3% 8.3% 3.0% 3.3% 42.5% 3.0% 2010 House Compensation Study .8% 1.8% 1.0% 1.0% 2.6% 24.9% 2.0% 2006 34.5% 5.999 0 11 4 13 20 57 Total 9 Annual Salary 0-3 3 $10.000-$109.6% 0.0% 0.0% 2.4% 5.0% N/A N/A 1.000-$89.000-$89.999 2 $60.000-$69.7% 9.4% 0.3% 5.0% 11.000-$29.0% 2009 91.2% 6.999 3 2 0 1 2 6 $40.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 90.000-$49.999 6 $50.000-$99.999 2 2 0 3 1 9 $30.999 0 0 1 0 4 5 $80.

0% 1.g.0% 0.5% Asian Pacific Islander Black.D.5 5.0% 100.6% Other Master’s degree* Law degree Ph.5 1.1 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 5.C.6% District office 5. not of Hispanic or Latino origin Unsure Other** 2010 20.2 1.0% Education 2009 5.4% 100.0% 100.9 Associate’s degree 2010 0. respondents were able to select all that apply.)” Gender 100.5% 82. only one option was available for “Master’s degree” **In 2006 and 2009.0% 2009 15.8 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 35.7% 14.0% 12. **Other includes biracial.4 1.1% 4.4% *In 2006 and 2009.8% 20.7 0.1 4.6 4.6% 22.8% 22. office 94. 2010 House Compensation Study .0% Race/Ethnicity Response American Indian or Alaska Native 2010* 0.0% 2.7% 83. D.9% 2006 16.1% 2006 0.2 0.0% 100.3% 2.0% Experience 100.0% 11.D.5% 1.** Other advanced degree** 8.0% Educational Attainment High school Some college 4.1% 5.3% 76.2% 2006 85.8% 0.2% 0.0% 10.0% 7.0% 100.1% 77.4% 9.2% 0.4 0.0% 7.8% 6.0% 8.6% 10. Ph. only one option was available for “Other advanced degree (e.2010 House Compensation Study 20 Office Manager/Executive Assistant Primary Duty Station Response 2010 Washington.8% 10. so responses may not total to 100 percent.4% 79.1% 2.3% Commuting Between District and D.7 1. Office Response Yes No Total 2010 17.9 2.4% Total 2009 89.6% 84.3% 100.5% 8.0% *In 2010. in Public Policy** Other Ph.1% 93.6% 22.C.5% 66.1 0.7% 2009 6.9% Master of Business 1.9% 1. not of Hispanic or Latino origin Hispanic or Latino White.8% Administration (MBA)* Master of Public Policy (MPP)* 3.9% 2009 1.5% 100.2 1.8% 2009 1.0% 4.3 N/A 0.8% 63.1% 8.1 1.3% 0.3 0.3 0.9% 9.1 Bachelor’s degree 67.7% 2009 37.0% 0.0% 0.D.0% 0.6% 100.8% 10.0% 1.1 0..6% 15.1 0.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 7.

000 $64.9% 0. including media contacts.452 $71.0% 0.000 2006 $32. office • May have previous experience in the House.0% 1.000 $60. D.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.0% 1.000 $45.250 $47.000 2009 $28.500 $120.003 $76. • Performs no other duties state/local government.C. 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 Communications Advisor Communications Assistant Deputy Chief of Staff Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $20.756 $68.000 $60. Salary Distribution 25% 20% 15% 10% 5% 0% The average Press Secretary/Communications Director’s salary is $64.0% 100.7 years • On average.523 $120.000 $63.000 $55.003 2010 House Compensation Study . earns $64. and miscellaneous private organizations Summary of Primary Duties • • • • • • • • Manages and coordinates all communication activities.000 $52.000 $58.250 $125.2010 House Compensation Study 21 Press Secretary/Communications Director Position Summary A typical Press Secretary/Communications Director: • Has been in the position for 3.003 annually • Has a bachelor’s degree • Works in the Washington.000 • • • Deputy Communications Director Deputy Press Secretary District Communications Director What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 97.

8% 100.2% 4.000-$89.7% 0.2% 100.000-$29.0% 2010 House Compensation Study .0% 0.6% 2.5% 10.4% 0.000-$39.4% N/A N/A 2.0% 0.999 1 0 1 1 0 3 $30.000-$89.0% 100.000-$129.999 4 3 1 5 5 18 $70.000-$69.0% 0.000-$39.0% 2006 94.999 1 $90.2010 House Compensation Study 22 Press Secretary/Communications Director Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 0 0 0 0 2 0 0 0 0 3 1 1 0 1 15 4 2 0 1 19 4 0 0 0 18 6 0 2 0 18 4 1 1 0 13 2 1 0 1 5 0 0 0 1 2 21 5 3 4 95 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total Annual Salary 0 1 0 0 1 2 $20.0% 5.999 3 6 1 4 4 18 $60.000-$129.0% 0.0% 6.999 15 20 9 19 32 95 Total Additional Roles Performed by Employees in this Job Role None Legislative Aide Field Representative Scheduler Constituent Services Representative/ Caseworker Financial Administrator Systems Administrator Legislative Correspondent Senior Legislative Aide Office Manager/ Executive Assistant Legislative Director Chief of Staff Staff Assistant (Washington.3% 6.4% 27.2% 100.9% 8.999 3 $30.1% 20.999 1 0 0 1 3 5 $90.7% 100.1% 11.000-$79.1% 1.999 5 6 1 1 6 19 $50.0% N/A 100.0% 0.999 12 $40.0% 0.0% 27.0% 1.0% 0. focusing on investigative research.7% 0.8% 0. Number of Positions per Office .1% 0.999 1 3 3 2 6 15 $40.0% 0.999 0 1 2 4 6 13 $80.Positions per Office 1 2 3 Total 2010 87.999 0 0 0 1 1 2 $100.4% 1.0% 0-3 Annual Salary 2 $20.5% 1.000-$99.999 10 $70.000-$59.0% 2009 93.0% 2006 72.0% 2009 67.8% 1.0% 0.) Staff Assistant (District) District Director 2010 61.7% 100.999 62 Total 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 very well Other* Total 2010 71.1% 1.8% 10.0% 0.1% 6. and performing duties of the Media Director.4% 5.1% 3.0% 0.1% 1.000-$79.8% 0.0% 0.999 14 $60.2% 11.0% 2006 89.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 88.000-$59. D.7% 0.0% 2006 73.999 12 $50.0% *Other includes additional roles such as reporting to the Communication Director.2% 100.0% 0.2% 100.999 7 $80.4% 1.0% N/A N/A 0.0% 2009 61.4% 0.0% 0.C.000-$49.0% 0.3% 3.000-$69.0% 0.000-$29.7% 4.000-$99.7% 2.0% 2009 88. overseeing web content and social media communications.7% 0.0% 0.000-$49.999 1 $100.

2% 0.0% 100.1% 83.4% 1.9% Master of Business 0.2% 2009 2006 100.2010 House Compensation Study 23 Press Secretary/Communications Director Primary Duty Station Response 2010 Washington.0% Experience 27.0 N/A 0.0% 100.7% 100.1 0.** Other advanced degree** 14.4% 2009 52.0% *In 2006 and 2009.8% 30. not of Hispanic or Latino origin Unsure Other** 2010 59. D.0% 100.1% 3.1% 1.8% 63.0% *In 2010.2% Other Master’s degree* Law degree Ph. 2010 House Compensation Study .2 1.0% 1.3% 5.4% 0.0% 16. in Public Policy** Other Ph.9 4.3% 40. Office Response Yes No Total 2010 36.7 1.0 1.0% 85.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 3.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 1.0% 0.0% Education 2009 3. only one option was available for “Other advanced degree (e.1% 32.1% 0. not of Hispanic or Latino origin Hispanic or Latino White.0 0.5% 20.0 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 41.1% 2.2% 7.6 1.1% 4.4% 76. only one option was available for “Master’s degree” **In 2006 and 2009.9% 2006 0.0% 2009 0.2% 11.6% 7.0% 1.9% 2006 79.0% Total 2009 73.7% 0.0% 47.2 2.0% District office 25.1% 7. respondents were able to select all that apply.8 0. Ph. so responses may not total to 100 percent.3% 100.0% 7.0% Administration (MBA)* Master of Public Policy (MPP)* 3.2% 2.7% 2.9% 32.8% 0.7% 72.D.0% 2.1% 10..4 1.g.1% 26.0% 2009 53.0 4.2% 77. **Other includes Portuguese.6 1.2% 69.C.C.0% 5.0 1.7% 2.1% 1.0% Asian Pacific Islander Black. office 75.1% 11.2% 100.3 0.0 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 3.0% 100.0% Educational Attainment High school Some college 2.5% Commuting Between District and D.2 3.1% 0.7 Bachelor’s degree 77.3 0.)” Gender 100.1% 2009 1.6 0.4% 1.0% 1.D.1% 0.2 Associate’s degree 2010 1.D.0% 100.3% 0.3% 0.1 0.

394 $55.988 2006 $24.C.750 $50. earns $51.4% 0.C.000 $40. and related records Briefs the Member on all scheduling activities of the Washington.875 $90.2010 House Compensation Study 24 Scheduler Position Summary A typical Scheduler: • On average.000 2009 $24.875 $46.4% 2.000 $113.0% 1. office • May also perform Office Manager/Executive Assistant.0% 0.869 $61.110 $55. D. Salary Distribution 35% 30% 25% 20% 15% 10% 5% 0% The average Scheduler’s salary is $51.350 $48.000 • • • • • • Executive Assistant Grants Coordinator Legislative Assistant Office Manager Special Advisor Special Assistant What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 96. radio. D.625 $99. and television time with the Press Secretary Alternate Titles Administrative Assistant Administrative Director Deputy Chief of Staff Deputy District Director Director of Administration and Operations Director of Scheduling District Scheduler Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $28.869 annually • Works in the Washington.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees. interview.000 $37. and Financial Administrator duties • • • Has been in the position for 5.000 $48.500 $45.869 2010 House Compensation Study . office and makes recommendations on proposed future meetings Schedules all staff meetings and briefings Coordinates scheduling of press.5 years Has a bachelor’s degree May have previous experience in the House and miscellaneous private organizations Summary of Primary Duties • • • • • • • • • • • Maintains Member’s official schedule.303 $51. travel plans.000 $37.2% 100.

000-$69.1% 100.999 $80.4% 0.0% 0.0% 100.4% Systems Administrator Press Secretary/ 2.6% 40.2% 100.4% 0.0% None Office Manager/ 24.7% N/A 2.999 $70.6% 12.7% 39.8% 2009 27.0% 2009 42.4% Chief of Staff Legislative Correspondent 1.6% 1.0% 0.999 Total 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 very well Other* Total 2010 56.8% 24.1% 2. D.0% Caseworker 3.000-$99.999 $40.2010 House Compensation Study 25 Scheduler Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 2 0 0 1 17 10 3 0 0 23 7 2 1 1 18 6 3 2 0 14 1 4 1 2 8 1 0 0 1 2 27 12 4 5 82 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 4 4 1 3 5 17 3 6 3 4 7 23 5 2 2 2 7 18 1 2 1 2 8 14 2 1 1 2 2 8 1 0 0 0 1 2 16 15 8 13 30 82 Annual Salary $20.2% 0.999 $50.2% 43.1% Executive Assistant 10.0% 2006 80.0% 2006 17.8% 21.1% 39.3% 0.999 $80.4% Communications Director 2.0% 0.0% N/A 0.000-$79.999 Total 0-3 14 10 7 3 0 0 34 Annual Salary $20.0% District Director 0.0% *Other includes managing the schedules for the district operation only.6% Staff Assistant (District) 2.6% 1.4% N/A 4.4% 2.0% 100.0% 3.000-$79.6% 100.0% 0.2% 5.000-$59.2% 0.4% 18.0% 100.999 $60.0% Senior Legislative Aide 0.999 $50.000-$99.6% 0.0% 2.6% Legislative Aide 3.Positions per Office 1 2 3 Total 2010 84.0% 2006 58.000-$69.000-$39.5% N/A 5.8% Financial Administrator Staff Assistant 6.1% 2.3% 2.8% 100.0% Additional Roles Performed by Employees in this Job Role 2010 39.000-$49.C.0% (Washington.0% 2006 100.0% 0.0% 2.2% 4.4% 19.7% 0.0% 0.0% 6. Number of Positions per Office .999 $60.0% 2009 80.000-$59.2% N/A 100.0% Legislative Director 2010 House Compensation Study .2% 14.) Constituent Services Representative/ 6.6% Field Representative 3.999 $40.000-$39.0% 0.0% 0.7% 15.0% 2009 85.4% 100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 78.999 $70.000-$49.

0% 79.1 3.6 1.0% 100.0% 2.1 0.8% 100.7 0.0% 7.D.2% 0.7% 97.2010 House Compensation Study 26 Scheduler Primary Duty Station Response 2010 Washington.7% 0.8% 31.7% 97. so responses may not total to 100 percent.2% 100.3% 8.3 0.8 Associate’s degree 2010 6.9% 82.3% 3.9% 6.0% 0.2 0.2% 3.0 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 48.0% 2009 17.2% 2009 0.0% 0.0% Educational Attainment High school Some college 2.D.C.0% *In 2006 and 2009.3% Master of Business 0.3% 87.2% 2.1 0.0% Administration (MBA)* Master of Public Policy (MPP)* 2.3% 13.5% 23.D. not of Hispanic or Latino origin Hispanic or Latino White.9% Total 2009 2006 Commuting Between District and D.4 1.6% 13.** Other advanced degree** 3.7 N/A 0.2% 100.0% 100.1% 100.8 0.0% 100. only one option was available for “Master’s degree” **In 2006 and 2009.6% 0.4% 9.4 1.0% 7.3 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 3.2 1.g.8% 0. Office Response Yes No Total 2010 9.8% 100.6% 90.0% 5. D.0% Education 2009 3.6% 0.4% 100.8% 11.0% 5.4 2. Ph.0% 0.4% Other Master’s degree* Law degree Ph.0% Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 5.5% 2.0% 1.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 0.0% 2009 61.0% 2009 2006 68.0% 0. only one option was available for “Other advanced degree (e.6 0.9% 0.C.0 1.5% 4.1 0.7 2.4% 2009 5.0% 100.8% 21.0 0.3% 7.5 Bachelor’s degree 78.1% District office 34.8% 82.3% 5.2% 94. respondents were able to select all that apply.2% 69.3% 2.9% 0.3% 2.0% 6.0% 0. **Other includes Persian. 2010 House Compensation Study . in Public Policy** Other Ph.0% 1. office 65.0% 78.4% 5.0% Asian Pacific Islander Black.)” Gender *In 2010.9 0.0% 2..1% 2006 0. not of Hispanic or Latino origin Unsure Other** 2010 17.

8 years • On average.150 $29.000 $25.3% 0. earns $31.C.000 $71.593 annually • Works in the Washington.7% 0.800 $54.000 $28.0% 3.C.872 $30. D.000 $31.2010 House Compensation Study 27 Staff Assistant (Washington.500 $30. D. is $31.000 $31.000 $30.0% 1.1% 100.000 • • • • • Press Assistant Receptionist Tour Coordinator Special Assistant Special Project Coordinator What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 95.593 $35.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees. D.000 $45.): • Has been in the position for 1.593 2010 House Compensation Study .C.) Position Summary A typical Staff Assistant (Washington.000 $29.000 2006 $18. Salary Distribution 60% 50% 40% 30% 20% 10% 0% The average Staff Assistant’s salary in Washington D.000 $27. office • Has a bachelor’s degree • May also perform Legislative Correspondent duties • May have no previous experience Summary of Primary Duties • • • • • • • • Greets and screens visitors Responds to constituent requests for information Performs general administrative duties Alternate Titles Communications Assistant Deputy Scheduler Executive Assistant Office Liaison Office Manager Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $9.000 2009 $16.521 $32.C.

9% 0.7% 4.3% 0.2% 100.6% 5.8% 3.7% 7.8% 0.0% 2010 House Compensation Study .0% 5.1% 1.3% 51.0% 0.3% N/A 2.5% 3.0% 0.000-$39.6% 0.0% 100.1% 1.3% 0.3% 0.0% 100.2% 100.999 $30.8% 35.0% 2006 48.0% 2006 71.0% 21.0% 0.C.3% 10.3% 13.5% N/A 100.0% 2006 87.4% 7.0% 0.6% 0.0% 0. D.999 $40.0% 0.8% N/A 1.2010 House Compensation Study 28 Staff Assistant (Washington.0% N/A 2.000-$29.0% 2009 91.Positions per Office 1 2 3 4 Total 2010 91.000-$49.0% 0.999 $30.0% 0.0% 2009 49.999 Total Total 28 58 6 92 Annual Salary $1.2% 8.0% 0.0% 2009 58.000-$29.2% N/A 3.000-$49.0% 0.3% 10.999 Total 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 very well Other Total 2010 59.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 44.6% 12.0% 2009 62.3% 0.8% 55.4% 2.3% 100.3% 1.0% 0.1% 1.1% 1.3% 0.2% 0.2% 1.0% 0.9% 4.7% 100.0% 100.0% 0.6% 27.2% 100.0% 0.3% 3.3% 17.999 $40.0% 0.0% Additional Roles Performed by Employees in this Job Role None Legislative Correspondent Systems Administrator Legislative Aide Press Secretary/ Communications Director Office Manager/ Executive Assistant Scheduler Staff Assistant (District) Financial Administrator Constituent Services Representative/ Caseworker Chief of Staff Legislative Director District Director Senior Legislative Aide Field Representative 2010 54.1% 0.0% Number of Positions per Office .) Annual Salary as a Function of Years in Position Years in Position 0-3 4+ 27 1 55 3 5 1 87 5 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 7 4 3 2 12 28 3 15 5 11 24 58 3 0 0 2 1 6 13 19 8 15 37 92 Annual Salary $1.0% 2006 56.8% 41.000-$39.

8% 3.6% 2006 0.6% 2006 98.0% 6. not of Hispanic or Latino origin Hispanic or Latino White.1% 4.6% 77.2 N/A 0.0% 0.4% 0.6% 100.2 0.0% 0.2% Commuting Between District and D.2% 2.3% 7.6% 73.0% Educational Attainment High school Some college 0.0% 4.0% Experience 100.3% 1.0% 7.0% 0.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 1. 2010 House Compensation Study .) Primary Duty Station Response 2010 Washington. D.3% 95.1% 0.7 Associate’s degree 2010 1.8% 100.6% 100. not of Hispanic or Latino origin Unsure Other 2010 49.1% 95.5 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 1.0% 1.0% 100.3 0.0% 100.2% Total 2009 98.9% 0.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 0.** Other advanced degree** 5.8% 3.0% 100.0% 88.0% 0.D. only one option was available for “Other advanced degree (e.7% 100. D.0% 0.D.2010 House Compensation Study 29 Staff Assistant (Washington. in Public Policy** Other Ph.4 1.0% 0.0% 10.C.1% 7.5 0. Ph.0% *In 2006 and 2009.3% 97.4% 60.1 0.7% 0.1 0.2 0.4% 1. so responses may not total to 100 percent.4% Other Master’s degree* Law degree Ph.2% 0.g.1% 0.C.8 Bachelor’s degree 85.3% 1.2% 100.6 0.1 1.0% 2009 39.1 0.8% District office 2.0% 87.4% 50.5% 0.D.)” Gender *In 2010.3% 3.0 0.7% Master of Business 1..7% 100.0% Asian Pacific Islander Black.1% Administration (MBA)* Master of Public Policy (MPP)* 4.1 0.2% 0.0% 0.1% 5.3% 0.9% 2006 2.0% 2009 0.6 0.0% 2009 0.7 0.5% 2.9 1.0% 4.2 0. respondents were able to select all that apply.C. Office Response Yes No Total 2010 4.4% 2009 4.0% Education 2009 1.4 0. office 97.8% 1.3% 4.8 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 95. only one option was available for “Master’s degree” **In 2006 and 2009.0% 0.2 0.0% 2009 93.6% 0.

006 $25.1% 4.013 $35.000 $30.500 2009 $12.120 $30.966 • • • • • Executive Assistant Grants Coordinator Office Coordinator Receptionist Scheduler/Operations Coordinator What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 83.013 2010 House Compensation Study .000 $55.0% 100.1 years Has a bachelor’s degree May have previous experience in miscellaneous private organizations 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 Administrative Aide Congressional Aide District Aide District Executive District Executive Assistant District Office Manager Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $14.000 $28.2010 House Compensation Study 30 Staff Assistant (District) Position Summary A typical Staff Assistant (District): • On average.000 $31.7% 0.000 $79.000 $57.000 $25.000 2006 $16. earns $31.000 $25. Salary Distribution 70% 60% 50% 40% 30% 20% 10% 0% The average Staff Assistant’s salary in the District is $31.013 annually • Works in the District office • May also perform Constituent Services Representative/Caseworker duties • • • Has been in the position for 4.0% 0.2% 12.788 $29.633 $35.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.883 $33.500 $30.

0% 0.4% 8.0% N/A N/A 0.0% 0.0% 0.0% 2010 House Compensation Study .0% 0.9% 6.2010 House Compensation Study 31 Staff Assistant (District) Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 1 0 0 0 4 4 1 1 2 30 9 2 1 0 27 2 4 1 2 10 16 7 3 4 71 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 0 1 0 1 2 4 7 5 1 6 11 30 1 7 0 10 9 27 1 2 0 3 4 10 9 15 1 20 26 71 Annual Salary $10.0% 0.0% 0.000-$19.999 $30.4% 3.Positions per Office 1 2 3 4 Total 2010 82.5% 15.0% 7.8% 100.000-$39.999 $30.0% 2009 45.3% 9.0% 0.0% 0.8% 9.5% 12.0% 0.1% 30.0% 0.0% 0.2% 46.7% 100.) Legislative Director Legislative Aide Senior Legislative Aide 2010 53.0% 2006 58.000-$29.6% 0.0% 2009 54.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 55.9% 0. D.6% 1.4% 29.5% 0.4% 5.4% 0.3% 45.0% Number of Positions per Office .0% 0.999 $20.8% 100.0% 0.0% 0.0% 100.0% Additional Roles Performed by Employees in this Job Role None Constituent Services Representative/ Caseworker Field Representative Scheduler Systems Administrator Financial Administrator Office Manager/Executive Assistant Legislative Correspondent Chief of Staff District Director Press Secretary/ Communications Director Staff Assistant (Washington.0% 0.000-$19.9% 39.999 $40.0% 2009 83.0% 0.4% 1.5% 1.4% N/A N/A 0.1% 100.0% 5.2% 100.0% 2009 57.2% 20.5% 11.3% 2.0% 2006 53.999 $20.0% 0.0% 0.5% 7.0% 4.6% 100.0% 0.1% 16.000-$59.0% 0.0% 0.0% 3.4% 44.1% 2.7% 39.2% N/A 100.000-$39.3% 3.0% 2006 58.000-$59.0% 0.0% 2006 67.C.999 Total 0-3 3 22 15 1 41 Annual Salary $10.999 Total 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 very well Other Total 2010 54.000-$29.5% 100.999 $40.7% 4.

0% Commuting Between District and D.4% 5.6% 0.2 0. only one option was available for “Master’s degree” **In 2006 and 2009.D.3% 65.8% Total 2009 2006 0.4% 98. so responses may not total to 100 percent.1% 100.2 0.0% 100.4% Other Master’s degree* Law degree Ph.4% 100.1% 77.. not of Hispanic or Latino origin Hispanic or Latino White.1 0.2% 0.1% 16.4% 14. Office Response Yes No Total 2010 1.9% 62.9 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 56.9% 0.3% 5.0% 100.1% 62.1 Bachelor’s degree 76.0% Administration (MBA)* Master of Public Policy (MPP)* 1.0% 0. office 4.5% 3.0% 0. Ph. only one option was available for “Other advanced degree (e.5 0.5 8.0% 2006 11.1% 8.g.3 0. in Public Policy** Other Ph.8% 8.** Other advanced degree** 1.9% 14.)” Gender *In 2010.1% 2006 2.5 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 3.3% 2009 0.1% 100.0 0.9% 100.7% 100.2010 House Compensation Study 32 Staff Assistant (District) Primary Duty Station Response 2010 Washington.4% 1.0% Education 2009 3.9 4. respondents were able to select all that apply.9% 4.0% 0.3% 67.D.0% 2009 0.C.0% 0.6% 100.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 4.0% 1. 2010 House Compensation Study .3% 15.6 Associate’s degree 2010 5.2% 11.0% 2009 22.0% Asian Pacific Islander Black.6 0.9% 66.6% 9.3 0.8% 2.3% 2009 9.2% 12.6 4.7% 0.0% 0.6% 97. not of Hispanic or Latino origin Unsure Other 2010 34.1% 15.8% Master of Business 0.5 1.0 0.2% 13.0% 99.0% *In 2006 and 2009.7% 0.4% 0.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 1.1 2.3 0.3% 15.2 N/A 0.0% 0.0% Experience 100.0% Educational Attainment High school Some college 0.1% 7.7% 19.D.6 1.2% District office 95.8% 8.0% 2009 50. D.4 1.9% 99.5% 100.7% 4.C.0% 11.6 0.6% 1.0% 100.

Salary Distribution 40% 35% 30% 25% 20% 15% 10% 5% 0% The average Constituent Services Representative/Caseworker’s salary is $47.543 annually • Has a bachelor’s degree • Works in the District office • May have previous experience in the House. state/local • May also perform Field Representative duties government.000 $46.000 Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 88.814 $46.000 $42.000 $44.0% 2009 $15.651 $97.000 $47.4% 1.2010 House Compensation Study 33 Constituent Services Representative/Caseworker Position Summary A typical Constituent Services Representative/Caseworker: • Has been in the position for 8.500 $31.543 $54.6% 1.543 2010 House Compensation Study .000 • • • • • • • • • • • • • Grants Specialist Constituent Services Director • Homeland Security Assistant Dairy Specialist • Lead Constituent Services Deputy District Director Representative Director of Casework • Outreach Representative Director of Community Affairs • Projects Director Director of Constituent Services • Regional Director District Program Coordinator • Senior Caseworker District Representative • Senior Community Representative District Scheduler • Senior Economic Advisor Economic Recovery Coordinator • Suburban Director Grants Coordinator Grants Manager What percentage of a full-time workweek does this employee work for your office? 2006 $13.000 $38.500 $115. and miscellaneous private organizations Summary of Primary Duties • • • • • • • • • • • • • • Acts as the community 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 Area Director Casework Director Casework Manager Chief Caseworker Community Liaison Community Outreach Specialist Community Representative Congressional Aide Constituent Advocate Constituent Liaison Constituent Outreach Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $9.9% .6% 7.1 years • On average.000 $97.850 $51.000 $40. earns $47.810 $35.000 Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.000 $40.6% 100.

999 $20.0% 0.0% *Other includes additional roles such as overseeing all constituent service.9% 3.0% 0.2% 100.6% 3.2% 25.8% 0.000-$59.9% 0.999 $60.000-$99.000-$29.0% 2006 66.4% 0.8% 25.0% 100.0% 0.1% 4.0% 0.3% 17.6% 0.9% 8.999 $70.0% Additional Roles Performed by Employees in this Job Role None Field Representative Staff Assistant (District) Office Manager/ Executive Assistant District Director System Administrator Scheduler Financial Administrator Staff Assistant (Washington D.000-$59.000-$39.9% 2.3% 5.) Legislative Correspondent Legislative Aide Senior Legislative Aide Press Secretary/ Communications Director Chief of Staff Legislative Director 2010 52.6% 0.4% 0.3% 0.4% 7.4% 0.000-$49.0% 24.8% 0.2% 19.000-$89.0% 0.2% 2.0% 0.2% 38.999 Total 0-3 3 2 29 27 6 1 0 0 1 69 Annual Salary $1.8% 26.000-$29.0% 0.0% 0.5% 1.4% 2.C. supervising other constituent liaisons.2% 0.2010 House Compensation Study 34 Constituent Services Representative/Caseworker Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 0 1 1 1 6 1 5 2 4 14 15 3 2 1 50 26 11 8 12 84 16 10 10 13 55 5 3 4 8 21 1 5 3 3 12 0 2 2 3 7 0 0 0 4 5 64 40 32 49 254 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 2 0 1 2 1 6 1 1 2 2 8 14 7 15 5 4 19 50 11 18 9 10 36 84 7 12 5 13 18 55 2 1 0 6 12 21 0 0 2 4 6 12 0 1 1 1 4 7 0 0 0 0 5 5 30 48 25 42 109 254 Annual Salary $1.0% 2006 63.000-$69.0% 2009 68.1% 28.9% 0.3% 100.999 $30.0% 0.000-$99.999 $40.999 Total 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 very well Other* Total 2010 67.4% 0.9% 16.8% 100.0% 2009 73.999 $80.0% N/A 0.000-$69.000-$39.999 $50.6% 27.999 $30.5% 3.999 $60.2% 100.5% N/A 100.8% 24.6% 0.8% 8.0% 0.2% 1.3% 3.0% 2010 House Compensation Study .999 $20.999 $80.0% 0. and managing all casework flow.0% 0.0% 2006 8.1% N/A 0.000-$49.2% 0.6% 0.9% 17.6% 1.0% 22.9% 0.999 $90.0% 100.000-$79.000-$79.4% 0.0% 0.4% 0.8% 12.7% 35.999 $70.0% 34.000-$19.0% 0.0% 0.4% 100.5% 6.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 64.3% 3.000-$89.5% 4.0% 2.0% 100.0% 2009 21. Number of Positions per Office Positions per Office 1 2 3 4 5 6 7 8 9 10 Total 2010 22.999 $90.0% 25.1% 2.0% 2009 52.000-$19.999 $40.9% N/A 0.999 $50.1% 1.9% N/A 0.9% 24.0% 2006 71.

0% 11.5% 2009 1. only one option was available for “Master’s degree” **In 2006 and 2009.4% 2006 2.2% 2.8% Administration (MBA)* Master of Public Policy (MPP)* 0. so responses may not total to 100 percent.6% 99. in Public Policy** Other Ph.4% 0.3% *In 2006 and 2009.9% 11. **Other includes Portuguese.1 3.7 5. Ph.0% 100.g.5 0.C.0% Experience 100.4% 0.2% 18.0% Asian Pacific Islander Black..7% 100.4% 8.0% 100.9 Associate’s degree 2010 4. not of Hispanic or Latino origin Unsure Other** 2010 28.6 0. D.** Other advanced degree** 7.1% 5.1% 14.1% 71.9 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 5.D.4% 65.8 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 20.2% District office 98.8 3.3% 5.0% 10.0% Education 2009 6.2% 17.1% 100.5% 23.1% 3.)” Gender 100.0% *In 2010.6 1.1% 1.6% 2006 0.5% 3.8% Total 2009 0.1 Bachelor’s degree 63.5 0.3% 71. not of Hispanic or Latino origin Hispanic or Latino White. 2010 House Compensation Study .6% 63.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 0.7% 0.7 N/A 0. only one option was available for “Other advanced degree (e.8% 3.4% 8.7% 11.4% 2009 0.4 2.0 1.2010 House Compensation Study 35 Constituent Services Representative/Caseworker Primary Duty Station Response 2010 Washington. respondents were able to select all that apply.8% Master of Business 0.4% 2009 27.9% Commuting Between District and D.4% 98.8% Other Master’s degree* Law degree Ph.4% 0.D.4% 2006 5.1% 63. Office Response Yes No Total 2010 3.6% 65.8% 13.8% 0.0% 21.3% 20.2 0.4% 18.0 1.9% 11.4% 0.1% 97.4 0.9% 100.C.D. office 1.0% 22.0% 100.0% 0.9 1.4% 99.0% 4.8% 2009 4.1 3.1 0.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 8.0% 2009 28.7% 0.9 0.0% 7.9% 96.5 10.9% 2.0% 100.6% 100.8% 1.0% Educational Attainment High school Some college 2.9% 16.3 0.

Salary Distribution 25% 20% 15% 10% 5% 0% The average District Director’s salary is $92.650 annually • Has a bachelor’s degree.500 $79. • May also perform Field Representative duties Federal and state/local government. earns $92.000 • • • • District & Communications Director District Administrator District Chief of Staff Resource Director What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 96. campaign.779 $100.000 $92.0% 0.500 2009 $40.376 $85.000 $150.0% 2.526 $91.1 years • On average.2010 House Compensation Study 36 District Director Position Summary A typical District Director: • Has been in the position for 8.000 $71.841 $78.000 $77.200 $63.700 $86.000 $90.1% 0. or assigns appropriate staff to represent the Member in District Travels throughout the District at regular intervals to keep abreast of local concerns Alternate Titles Community Outreach Coordinator Deputy Chief of Staff Deputy District Director Director of Government Business and Community Affairs Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $42.650 $108.000 $152.0% 100.000 2006 $39.650 2010 House Compensation Study . community organizations and miscellaneous private organizations Summary of Primary Duties • • • • • • • • Oversees all District office operations Represents the Member.9% 1. • Works in the District office • May have previous experience in the House.000 $151.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.

0% 0.0% 0.7% 100.2% 13.0% 2006 94.0% 0.999 2 $100.3% 100.000-$129.8% 7.000-$59.3% 6.000-$69.5% 11.0% 2009 85.999 0 $150.0% 0.999 0 $120.5% N/A 100.999 2 $50.000-$89.) Senior Legislative Aide Legislative Correspondent 2010 50.0% 1.0% 19.000-$119.999 $100.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 91.6% 34. D.0% 100.0% 0.999 4 $80.6% 100.5% 0.000-$149.0% 2.7% 100.999 $140.0% Additional Roles Performed by Employees in this Job Role None Field Representative Scheduler Constituent Services Representative/ Caseworker Office Manager/Executive Assistant Press Secretary/ Communications Director Staff Assistant (District) Legislative Director System Administrator Financial Administrator Chief of Staff Legislative Aide Staff Assistant (Washington.0% 0.999 21 Total Annual Salary $40.000-$99.999 6 $90.2% 100.000-$79.999 $50.2% 0.7% 7.999 $60.000-$69.000-$89.999 $70.0% 2006 60.0% 0.0% 2009 96.999 1 $60.0% 2006 8.999 $150.1% 91.9% 1.000-$79.000-$129.0% 8.3% 15.999 1 $110.7% 1.999 0 $130.4% 0.0% 1.999 $110.0% 0.4% 23.4% 4.7% 0.9% 0.3% 3.1% 2.000-$149.0% 0.0% 0.999 $120.000-$109.C.0% 0.000-$99.0% 2009 50.0% 0.7% 0.000-$59.1% 1.3% 5.7% 19.7% 0.000-$49.999 $90.1% 2.000-$119.0% N/A N/A 1.0% 2010 House Compensation Study .999 Total 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 very well Other Total 2010 64.3% 8.0% 0.0% 100.0% 0.0% Number of Positions per Office Positions per Office 1 2 3 Total 2010 90.000-$49.5% 0.2% 5.000-$109.6% 27.999 4 $70.7% N/A N/A 0.0% 2006 71.000-$159.4% 1.000-$159.1% 0.0% 0.999 $80.7% 0.0% 2009 69.0% 4.0% 100.2010 House Compensation Study 37 District Director Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 1 0 1 0 3 1 0 0 0 3 1 2 0 2 6 6 1 1 0 12 10 4 3 0 21 7 2 1 2 18 2 2 0 4 10 0 1 8 2 12 1 0 1 2 4 0 0 0 4 4 0 0 1 1 2 29 12 16 17 95 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 0 2 1 0 0 3 1 1 0 0 1 3 1 1 1 0 3 6 3 6 0 1 2 12 2 8 2 5 4 21 3 3 1 4 7 18 1 1 2 1 5 10 1 0 1 4 6 12 0 0 0 1 3 4 1 0 0 0 3 4 0 0 0 1 1 2 13 22 8 17 35 95 0-3 Annual Salary 1 $40.

0% 1.2% 29.5% 9.4 7. 2010 House Compensation Study .1% 13.1 0.5% 6. D.)” Gender 100.7% 1.4 2.5 1.0% 100.C.4 0.4 0.0% 2009 0.1 0. not of Hispanic or Latino origin Hispanic or Latino White.4% *In 2006 and 2009.7% 57. respondents were able to select all that apply.2% 98.5% 14.7% 64.5 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 5.9% 2009 2006 0.6% 79.D.0% 100.2% 86.0% 100.5 4.1% 32.6% 0.9% 28.0% 13.3% 100.0% 8.8% 22.3% 2009 8.3% 1.6% 16.2% 12. office 1.8% 18.1% 4.6 N/A 1.0% 100.0% 100.1% Master of Business 0.5% 77.2% 0.1 2.2010 House Compensation Study 38 District Director Primary Duty Station Response 2010 Washington..5% 83.4% 0.g.3 Associate’s degree 2010 2.5% 16. in Public Policy** Other Ph.** Other advanced degree** 10.0% 0.4% 100.6% 0.6% 100.0% Total 2009 2006 Commuting Between District and D. Office Response Yes No Total 2010 14.0% 65.3% 23.1 Bachelor’s degree 61.6 1.0% 0.8% 100.2% 5. not of Hispanic or Latino origin Unsure Other 2010 42.6% 2.0% District office 99.0 3.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 1.0% 3.1% 2.5% 1.0% Educational Attainment High school Some college 3.0 7.0% 48.4% 99.0% 4.2% 2009 0. only one option was available for “Other advanced degree (e.3 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 5.0% 1.1% 6.C. Ph.0% 12. only one option was available for “Master’s degree” **In 2006 and 2009.0% 2009 52.0% Administration (MBA)* Master of Public Policy (MPP)* 5.6% 8.2 1.5 2.4% 2006 0.D.5% Asian Pacific Islander Black.0% 1.6% Other Master’s degree* Law degree Ph. so responses may not total to 100 percent.5 2.0% *In 2010.D.0% Experience Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 8.8% 3.8% 1.0 2.5% 16.6 5.0% Education 2009 6.7 0.6% 85.

000 $37.000 $36. earns $47.000 $45.0 years Has a bachelor’s degree May have previous experience in the House.7% 4.184 $60.0% 100.2010 House Compensation Study 39 Field Representative Position Summary A typical Field Representative: • On average.000 $75. military.000 $46.000 2009 $14.713 $59.8% 5. and miscellaneous private organizations Summary of Primary Duties • • • Alternate Titles • • • • • Boarder Liaison Community Liaison Director of Special Projects District Coordinator District Representative Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $5.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.000 $46.3% 1.184 2010 House Compensation Study .000 $47.184 annually • Works in District office • May also perform Constituent Services Representative/Caseworker duties • • • Has been in the position for 6.000 2006 $25.000 $103.125 $45.508 $55.000 $36. District. Salary Distribution 40% 35% 30% 25% 20% 15% 10% 5% 0% The average Field Representative’s salary is $47. state/local government.2% 5.770 $92. 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 What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total 2010 83.000 $47.000 • • • • • District Senior Policy Advisor Field Director Grants Coordinator Regional Representative Senior Field Representative Acts as liaison with federal.

000-$79.000-$69.0% 0.3% 26.4% 11.1% 4.000-$49.6% 0.8% 0.000-$39.0% 2009 40.0% 0.999 12 22 11 25 50 120 Total Additional Roles Performed by Employees in this Job Role None Constituent Services Representative/ Caseworker District Director Financial Administrator System Administrator Scheduler Staff Assistant (District) Chief of Staff Legislative Aide Staff Assistant (Washington.000-$29.2010 House Compensation Study 40 Field Representative Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 1 2 0 0 4 2 0 0 2 6 2 2 1 1 9 5 2 0 0 18 18 4 2 0 40 3 5 0 1 11 1 0 2 4 15 1 2 0 4 8 0 3 1 2 7 0 1 0 1 2 33 21 6 15 120 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total Annual Salary 0 2 0 0 2 4 $1.8% 8.8% 28.3% 100.1% 1.8% 3.0% 0.000-$79.0% 0.0% 1.) Legislative Correspondent Press Secretary/ Communications Director Legislative Director Senior Legislative Aide Office Manager/ Executive Assistant 2010 48.000-$39.0% 0.5% 100.000-$10.9% 0.9% 11.0% 0.2% 1.4% 1.C.999 $70.999 $20.6% 0.0% 2006 33.9% N/A 100.1% 4.6% 7.0% 1.999 0 2 1 3 5 11 $50.8% 0.000-$59.000-$69.4% 33.3% 39.2% 5.0% 0.0% Annual Salary $1.000 $10.6% 0.1% 100.0% 3.0% 0.0% N/A N/A 0.000-$89.0% 0.999 $40.0% 2009 51.000-$109.8% 45.999 $30.999 1 8 0 3 6 18 $30.999 0 1 2 0 4 7 $80.999 1 1 2 4 7 15 $60.8% 0.0% 0.000-$19.5% 3.000-$59.0% 100.0% Number of Positions per Office Positions per Office 1 2 3 4 5 6 7 Total 2010 44.7% 0.0% 2010 House Compensation Study .0% 100.0% 3.000-$19.0% 0.8% 0.6% N/A N/A 2.999 $90.999 $80.999 $50.0% 2006 84.999 0 0 0 0 2 2 $90.6% 33.999 Total 0-3 1 2 3 11 16 2 8 1 1 0 45 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 very well Other Total 2010 55. D.999 1 1 0 1 5 8 $70.9% 0.0% 2009 57.999 1 2 2 1 3 9 $20.0% 0.6% 100.0% 0.0% 1.5% 0.8% 0.7% 37.0% 2006 57.999 $60.8% 1.9% 5.999 5 5 4 12 14 40 $40.000 3 0 0 1 2 6 $10.2% 2.0% 0.2% 0.1% 14.9% 100.7% 19.0% 13.4% 34.8% 0.8% 0.000-$89.5% 15.000-$109.000-$29.0% 100.0% 2009 88.0% 2006 44.0% 0.8% 0.0% 39.000-$10.0% 0.000-$49.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 80.

2 0.0% 99.8% 22.0% 1.0% 7.2% 11.2 Associate’s degree 2010 2.3 6.3% 40.4 2. not of Hispanic or Latino origin Unsure Other 2010 59.9% 0.0 2.8% 14.8% 2009 0. Office Response Yes No Total 2010 4. in Public Policy** Other Ph.5% 16. office 1.0% *In 2010..3% Total 2009 2006 1.5% 18.D.8% 2009 3. only one option was available for “Master’s degree” **In 2006 and 2009.C.8% Other Master’s degree* Law degree Ph.g.0% Administration (MBA)* Master of Public Policy (MPP)* 1.8% 0.9% 72.1% 2.8 1. only one option was available for “Other advanced degree (e.1% 0.8% 1.7 0. D.6% 96.9% 95.2 0.1 0.1 3.4 0.9% 8.2% 2009 32.2% 72.0% 100.0% 2009 1.0% 1.0% Education 2009 4.C.0% 9.0% 0.7 N/A N/A N/A N/A N/A N/A N/A N/A N/A Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 31.1% 74.0 1.2 N/A N/A N/A N/A N/A N/A N/A N/A N/A 2006 4.4% 9.0% 100.1% 5.D.7% 4.0% 100.)” Gender 100.7% 6.8 0.7% 1.0% 15. not of Hispanic or Latino origin Hispanic or Latino White.3 1.0% *In 2006 and 2009.7% District office 98.7% 1.1 0.5% 100.5% 0.0% 100.7% 14.0% 0.5 1.0% 2009 54.9 N/A 0.5 2.0% 81.1% 2006 0.7% 2.7% 5.1% 100.** Other advanced degree** 9.7% 0.0% Average Years in Current position Previous positions: House Federal government State/local government Private sector Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 6.0% 100.2010 House Compensation Study 41 Field Representative Primary Duty Station Response 2010 Washington.0% 5.0% Race/Ethnicity Response American Indian or Alaska Native 2010* 0.D.4% 0.1% 95.9% 100.9% 0. Ph.4 3.4% 2006 4.0% 8.0 Bachelor’s degree 80.6 5. respondents were able to select all that apply.0% Educational Attainment High school Some college 2.0% Experience 100.9% 0.7% 100.5% 45.0% Commuting Between District and D.9% 0. 2010 House Compensation Study .5% Master of Business 0.8% Asian Pacific Islander Black. so responses may not total to 100 percent.7% 9.6% 22.

0% 64.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees.C.2010 House Compensation Study 42 Financial Administrator Position Summary A typical Financial Administrator: • Has been in the position for 8. the processing of vouchers for payment or reimbursement of official expenses and payroll processing Alternate Titles • • Administrative Assistant Budget Manager Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $14.550 $15.3% 7. but is not limited to.375 $40.1 years • On average.225 $21.000 $29. office • May have previous experience in the House. Scheduler. and Systems Administrator duties Summary of Primary Duties • • Responsible for all office finances Includes. earns $29. 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% The average Financial Administrator’s salary is $29. D.375 2010 House Compensation Study . and • May also perform Officer Manager/ Executive state/local government Assistant.625 $79.3% 100.3% 0.1% 14.000 • Education Outreach What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total Salary Distribution 2010 14.375 annually • Has a bachelor’s degree • Works in Washington.

000-$19.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 64.999 $50.0% 0.000-$29. D.000-$79.000-$79.0% 0.0% Additional Roles Performed by Employees in this Job Role None Office Manager/Executive Assistant Scheduler Systems Administrator Field Representative Chief of Staff Constituent Services Representative/Caseworker Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Staff Assistant (Washington.0% 0.999 $20.3% 7.999 Total 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 very well Other Total 2010 71.0% Number of Positions per Office Positions per Office 1 Total 2010 100.999 Total 0-3 1 0 1 0 2 Annual Salary $10.0% 0.999 $20.1% 0.0% 100.000-$29.3% 14.0% 0.1% 14.000-$49.0% 0.0% 0.000-$79.7% 100.6% 0.3% 35.0% 0.0% 0.C.0% 100.000-$19.999 $30.3% 14.) Staff Assistant (District) District Director Press Secretary/Communications Director 2010 57.0% 2010 House Compensation Study .4% 28.0% 0.999 $30.999 $50.2010 House Compensation Study 43 Financial Administrator Annual Salary as a Function of Years in Position Years in Position 4-6 7-9 10-12 13+ Total 4 0 1 0 6 0 0 1 2 3 1 0 0 1 3 0 2 0 0 2 5 2 2 3 14 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-9 10-12 13+ Total 1 2 3 6 1 1 1 3 0 2 1 3 0 1 1 2 2 6 6 14 Annual Salary $10.

not of Hispanic or Latino origin Unsure Other Race/Ethnicity Response American Indian or Alaska Native 2010 0.0 0.3% 100. so responses may not total to 100 percent.0% 0.0% 0.9 2010 85.1 0. Ph.4% 38.1% 0.D. only one option was available for “Other advanced degree (e.D. in Public Policy** Other Ph.0% 0.0% Commuting Between District and D. not of Hispanic or Latino origin Hispanic or Latino White.0% 100.D.4% 0.0% 0. Office Response Yes No Total Education Educational Attainment High school Some college Associate’s degree Bachelor’s degree Master of Business Administration (MBA)* Master of Public Policy (MPP)* Other Master’s degree* Law degree Ph.1 8.0% *In 2006 and 2009.1 0.C.0% 0..0 0.0% Note: Respondents were able to select all that apply.7% 14.0% 92.0% 0.** Other advanced degree** 2010 0.0% 2010 21.0 0.0% 0.0% 0.8 0.9 2.0 0.9% 0. 2010 House Compensation Study .5% 15.0% 21.0% 2010 0.0% 0.8% 15.0% Asian Pacific Islander Black.6% 100.2010 House Compensation Study 44 Financial Administrator Primary Duty Station Response Washington.4% 78.4% 21.2 0.0% 100.0 0.C.0% 0.g.0% 100.0% 0. D.4% 57.)” Gender Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 30.0 0. only one option was available for “Master’s degree” **In 2006 and 2009. office District office Total Experience Average Years in Current position Previous positions: House Federal government State/local government Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 8.

0% 0.500 $65.000 $33.C.675 2010 House Compensation Study .0% 0. campaign. 40% 35% 30% 25% 20% 15% 10% 5% 0% The average Systems Administrator’s salary is $33. earns $33.3% 35.7% 100.675 $46. office • Performs no other duties • • • Has been in the position for 6. community organizations.2010 House Compensation Study 45 Systems Administrator Position Summary A typical Systems Administrator: • On average.0% 14. D.0% Note: Salary data are reported as provided by survey respondents and may include the salaries of part-time or shared employees. and miscellaneous private organizations Summary of Primary Duties • • • • Maintains network hardware and software Monitors network May perform maintenance Implements network security measures Alternate Titles • • Communications Assistant Online Communications Director Salary Summary Percentile Minimum 25% 50% (median) Average 75% Maximum 2010 $16.6 years Has a bachelor’s degree May have previous experience in the House.600 • • Receptionist Staff Assistant What percentage of a full-time workweek does this employee work for your office? Percentage of Time 100% 75-99% 50-74% 25-49% Less than 25% Total Salary Distribution 2010 50.675 annually • Works in Washington.200 $29.000 $19.

0% 0.000-$19.0% 0.7% 7.0% 2010 House Compensation Study .1% 7.0% 0.999 Total Total 3 4 4 3 14 Annual Salary $10.9% 100.0% 0.9% 0.1% 7.999 $20.999 $30.0% Number of Positions per Office Positions per Office 1 Total 2010 100.000-$49.C.1% 0.999 $50.0% 0.0% 100.000-$69.2010 House Compensation Study 46 Systems Administrator Annual Salary as a Function of Years in Position Years in Position 0-3 4-6 7-9 10+ 2 1 0 0 1 0 2 1 3 0 0 1 0 1 0 2 6 2 2 4 Annual Salary as a Function of Member’s Time in Office Member’s Years in Office 0-3 4-6 7-9 10-12 13+ Total 1 1 1 0 0 3 0 1 1 1 1 4 0 1 0 2 1 4 0 0 0 0 3 3 1 3 2 3 5 14 Annual Salary $10.000-$29.000-$19.0% 0.0% 100% Additional Roles Performed by Employees in this Job Role None Legislative Correspondent Staff Assistant (Washington.1% 7.0% 0.000-$69.) Staff Assistant (District) Office Manager/ Executive Assistant Press Secretary/ Communications Director Chief of Staff Constituent Services Representative/ Caseworker Legislative Director Senior Legislative Aide Legislative Aide Scheduler District Director Field Representative Financial Administrator 2010 35.000-$29.000-$49.999 $20.999 Total 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 very well Other Total 2010 57.1% 7.0% 0.1% 42. D.999 $50.999 $30.0% 0.0% Fair Labor Standards Act Status Response Exempt Non-exempt Total 2010 57.1% 42.

C.4% 0.3% 100.)” Gender Response Male Female Total Age Response 20-29 years 30-39 years 40-49 years 50-59 years 60 years or older Total 2010 23. only one option was available for “Other advanced degree (e. not of Hispanic or Latino origin Hispanic or Latino White.4% 0.0% 0..1 0. only one option was available for “Master’s degree” **In 2006 and 2009.0% 0.5 0. 2010 House Compensation Study .4 1.0% 15.4% 2010 7. D.2010 House Compensation Study 47 Systems Administrator Primary Duty Station Response Washington.1 0.0% 100.0% *In 2006 and 2009.7% 0.4 0.0% *Other included Middle Eastern. Note: Respondents were able to select all that apply.1% 38.0% 7.0% 50.1 1.0% 100. Office Response Yes No Total Education Educational Attainment High school Some college Associate’s degree Bachelor’s degree Master of Business Administration (MBA)* Master of Public Policy (MPP)* Other Master’s degree* Law degree Ph.5% 15.7% 14.0% 7.** Other advanced degree** 2010 7.0% Commuting Between District and D.2 0. office District office Total Experience Average Years in Current position Previous positions: House Federal government State/local government Campaign Military Teaching Law Lobby Firm Journalism Community Organization Capitol Hill Internship Other 2010 6. so responses may not total to 100 percent.1% 0.D.g.0% 21.1% 2010 50.1 1. not of Hispanic or Latino origin Unsure Other* 2010 0.7% 0.0% 21.0% 0.6 7.0% 50. in Public Policy** Other Ph.1% 92.2 0.6 2010 85.D.0% 69.D.2% 0.0% 0.1 0.0% Race/Ethnicity Response American Indian or Alaska Native Asian Pacific Islander Black.8 0.C.9% 100.0% 0.4% 23. Ph.

0 2009 8. and Functional.4 24. a combination of Functional and Parity. The table shows the relative frequency of each type of organizational structure.0 17. *In 2006.0 2010 House Compensation Study . or a Spoke and Wheel Number of Employees On average what is the number of employees your office employs? # of Employees Minimum Average Maximum 2010 10. the fourth response option was “Member-as-Manager Structure” as opposed to “Other Structure”. Centralized. Organizational Charts # of Employees Parity Structure Centralized Structure Functional Structure Other Structure** 2010 17% 68% 12% 3% 2009 17% 67% 9% 7% 2006* 16% 64% 17% 3% Note: Other Structure includes combinations of two structures.0 16.7 22. **Respondents who answered “Other Structure” indicated the organization structure of their Member Office most closely resembled a hybrid of Centralized and Functional.2010 House Compensation Study 48 CHAPTER III – ORGANIZATIONAL STRUCTURE Organizational Charts There are three common organizational structures for Member offices: Parity.

Green Office Coordinator.5% 28.0% 0.1% 24.7% 14.8% 1.2% 4.1% 14.C.0% 0. D.0% 0.1% 17.0% 9.0% 3.5% 3.1% Website.0% 0.6% 3. Financial Administrator.8% 26.C.6% 2.4% 0.0% 0.4% 0.0% 0. new media.4% 1.3% 16.0% 4.6% 0.4% 54.6% 0.2% 6.0% 6.0% 10.0% Green Office Coordinator 4. and Systems Administrator. office 37.0% 2010 House Compensation Study .0% 3.6% An employee Other We do not have someone in this role What is the job title of the person who is responsible for the Emergency Coordinator and Green Office Coordinator duties? Emergency Coordinator 8.0% 0.3% 0.0% 7.0% 30.0% 0.0% 0.1% 17.5% 0.0% 0.2% 31.5% 4.0% 0.0% 8.0% 1.1% 28.0% 0.5% 13.) Staff Assistant (District) Constituent Services Representative/Caseworker District Director Field Representative Financial Administrator Systems Administrator Who performs the Financial Administrator and Systems Administrator duties? Systems Administrator Financial Administrator Technical support— District office 38.5% 9.0% Chief of Staff Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager/Executive Assistant Press Secretary/Communications Director Scheduler Staff Assistant (Washington.0% Green Office Coordinator 68.5% 1.1% 0.3% 14. Who performs the Emergency Coordinator and Green Office Coordinator duties? Emergency Coordinator 100.6% 1.2010 House Compensation Study 49 Additional Duties The survey included four types of additional duties that may be present in offices—Emergency Coordinator.2% 1.1% 1. and Smart correspondence/ phone casework support systems 34.2% 14.0% An employee A shared employee A contractor who works solely for this office A contractor who is shared between two or more offices Shared job between an employee and a contractor Other We do not have someone in this role 65.0% 1.1% Technical support— D.3% 31.0% 32.8% 2.5% 7.1% 24.7% 5.

0% 0.0% Director Scheduler 9.00 $65. and correspondence/ casework systems 3.4% Chief of Staff 28.825.8% 15.25 $7.5% 19.00 $73.3% 13.224.525.C.3% 1.4% 21.5% 4.0% 11. new media.0% 12.28 Smart phone support 3.00 $4.9% 1.500.00 Maximum $73.C. D.600.3% Staff Assistant (District) 0.82 75% $25. new media.0% 0.00 $73.680.450.0% 0.17 $5.00 Average $21.5% Press Secretary/Communications 0.450.00 Average Years of Experience 2010 House Compensation Study 5.00 $65.0% 14.0% 0.6% 9.00 $28.9% 1.0% 4.4% 0.8% Website.469.150.8% 0.27 Website.2% 30.0% 0.550.0% Financial Administrator 7.9% 0.90 $7.00 $73.0% 0.00 $63.452.0% 0. office District office support systems Minimum $1.00 $2. new media.1% 1.1% What is the labor expense for the Financial Administrator and Systems Administrator roles? (Note: Labor expense was calculated by multiplying employee salary times the percentage of time during the workweek that is dedicated to performing financial/systems administration duties) Systems Administrator Technical support— D.6% 0.4% 8.0% 8.100.C.00 $12.5% Office Manager/Executive Assistant 45.) 0.5% 9. office 4.475.79 .0% 9.4% 8.50 $6.4% Representative/Caseworker District Director 0.000.9% 1. and Technical Technical Smart correspondence/ support— support— phone casework D.387.5% 4.975. and correspondence/ casework systems 1.0% 1.9% 1.5% Legislative Correspondent 1.3% 31.5% Website.00 $65.0% 0.0% 0.0% 0.0% 6.9% 50.9% Smart phone support 1.306.0% 6.8% Legislative Director 0.8% 11.256.2% 1.0% 31.600.6% 0.00 $2.56 $16.00 $3.31 Technical support— D.4% Staff Assistant (Washington.0% 0.600.9% 10.4% Constituent Services 3.C.0% 0.2010 House Compensation Study 50 Additional Duties (Continued) What is the job title of the person who is responsible for the Financial Administrator or Systems Administrator duties? Systems Administrator Financial Administrator Technical support— District office 0.0% 1.060.00 50% (median) $18.00 How many years of experience in financial administration or systems administration did the person have before taking each of those roles? Financial Administrator Systems Administrator Financial Administrator Technical support— District office 4.0% 1.0% Senior Legislative Aide 3.000.000.9% 6.2% 13.00 $4.00 $1.0% Systems Administrator 0. office 1.7% 0.38 $10.6% 0.0% Field Representative 0.6% 3.0% Legislative Aide 1.55 $20.214.00 $5.52 $8.165.00 25% $10.

5% 39. job type.4% 26. 0% 5. 0% 4.0% 15.2010 House Compensation Study 51 CHAPTER IV . 5% 6. 0% 9. and the percentage increase is: the same for all employees based on factors.0 % . 0% 8. or merit Do not provide* Total 2010 60.0% 35.0% 0. 5% 7. 0% The average COLA increase is 3. 5% 9.0% 25.7% 100.8% 100.0% 5.0% 20. 5% 8.4% 7.8% 32. 5% Average COLA Increase How do you determine the average COLA percentage? Response It is based on the Federal COLA amount It is based on the Member Representational Allowance (MRA) increase Other Total 2010 39.3% 33. 0% 2.3% 29.7% 27. Note: Responses to “Do not provide” COLA adjustments include some offices that are newly established and have yet to implement adjustments but may intend to do so.0% *Respondents who answered “Do not provide” skipped all subsequent questions in this section. 5% 2. 5% 3.0% 37.0% 2010 House Compensation Study 10 .0% 10. 5% 5. Cost of Living Adjustments Which of the following best represents how your office provides annual cost of living adjustments (COLA)? Response Provide.2% 100.0% 2006 70. and pay adjustments/bonuses.0% Percent of Participants 30.0% 1. such as tenure. including Cost of Living Adjustments (COLA). 5% 4.2% 32. 0% 6.0% 2009 67.4% 34. salary increases/raises.4% 100.9% 36. What was the average percentage increase for COLA given in the past calendar year (2009)? 40. 0% 3. 0% 1.BENEFITS PAY INCREASES This section summarizes office policies related to pay increases.7% 30.

5% 4.0% 81.0% 57.0% 2006 67.0% 2006 57.8% 81.1% 90.5% 3. 5% 6. job type.0% N/A 3.5 % 0.0% 100.0% 98.6% 89.0% 100. 0% 7.0% 15. 0% 3.0% 10. Note: It was possible to indicate multiple criteria. 5% 3.1% 16.6% 89.4% 5. 0% 6.9% 84. job type.2% 100. What criteria are used to determine who receives a salary increase/raise and the percentage of the increase? Determines who receives a Determines % increase of Response raise raise 2010 2009 2006* 2010 2009 2006* Job Type 44.0% Percent of Participants 20.0% 5.0 % 10 .0% 2009 56.2% 1.0% 83.0% 2009 83.1% 53. 5% 9.7% 90.2010 House Compensation Study 52 PAY INCREASES Salary Increases/Raises Which of the following best represents how your office provides annual salary increases/raises? Response Provide. Does your office budget for annual salary increases? Response Yes No Total 2010 81.2% N/A 11.8% 54.0% The average salary increase/ raise is 4.8% 98.0% 84. 0% .0% 43.3% 16.9% 100.8% 28.0% 2010 47.6% Tenure 51.5% 3. 0% 2.0% 2009 94. Note: Responses to “Do not provide” salary increases/raises include some offices that are newly established and have yet to implement salary increases/raises but may intend to do so.0% What was the average percentage increase for salary increases given in the past calendar year (2009)? 25.6% Average Salary Increase/Raise 2010 House Compensation Study 5. 5% 5. or merit. Respondents were asked this question only if they indicated that the percentage increase is based on factors. 5% 7. 0% 1.0% 0. or merit Do not provide* Total 2010 93. 0% 4.9% 100.6% 48.8% 3. and the percentage increase is: the same for all employees based on factors.9% 44. such as tenure. 5% 1.9% 100.8% Performance 73. 0% 8.0% *The categories “who receives” and “% increase” were combined in 2006.1% 18. 5% 10 .3% 44.0% 0. 5% 8. 5% 2. .9% 0.7% 6.3% 29. At what time of year do you generally give salary increases/raises to your employees? Response All eligible employees are considered at the end of the calendar year All eligible employees are considered at the end of the fiscal year (Oct 1 – Sept 30) All eligible employees are considered at another time of year* Individual employees are considered on their employment date anniversary Individual employees are considered at variable points throughout the year Total *This response option was added in 2010.3% 31.1% 3. 0% 9.5% 53.7% 100. such as tenure.0% *Respondents who answered “Do not provide” skipped all subsequent questions in this section.3% 100.

3% 44.3% 79. such as tenure.5 00 $4 .5 00 $2 .0% 2006 92.8% 66.2010 House Compensation Study 53 PAY INCREASES Pay Adjustments/Lump Sum Bonuses Which of the following best represents how your office provides lump sum bonuses? Response Provide. Respondents were asked this question only if they indicated that bonuses are based on factors. Note: It was possible to indicate multiple criteria.3% 12.97 Percent 2010 House Compensation Study $5 00 $1 .2% 53.7% 54. What criteria are used to determine who receives a lump sum bonus and/or the amount of the lump sum bonus? Determines who receives a bonus 2010 2009 2006* 41.7% 100.0 00 $2 . such as tenure.0 00 $4 .0% 100.3% 69.0% 22. job type.247.0% 85.6% 44.6% 89.3% 20.8% 85.3% Determines amount of bonus 2010 2009 2006* 47.0 00 $1 .0% 2009 89.0 00 $5 .4% 7.2% 11.4% 84.8% 84. or merit.7% 100.9% 22.5 00 $3 .6% 89.5 00 Mean Lump Sum Bonus <$ 50 0 .0% 89.9% 71.5 00 $5 . job type.0% *Respondents who answered “Do not provide” skipped all subsequent questions in this section. and: the amount/percentage is the same for all employees they are based on factors.0 00 $6 .4% 64.7% 49. or merit Do not provide* Total 2010 77. What was the average (mean) amount for lump sum bonuses given in the past calendar year (2009)? 28% 24% 20% 16% 12% 8% 4% 0% The mean lump sum bonus is $3.5 00 $6 .0% 89.0% 53.3% Response Job Type Tenure Performance *The categories “who receives” and “% increase” were combined in 2006. Note: Responses to “Do not provide” lump sum bonuses include some offices that are newly established and have yet to implement bonuses but may intend to do so.0 00 $3 .

3% 27.0% 12.0% 0.0% 0.8% 11.2010 House Compensation Study 54 LEAVE This section summarizes office policies related to annual.1% 7.0% 100.0% 2006 94.5% 5.0% 100.8% 0. and bereavement leave.2% 100.5% 0. How much annual leave do employees in your office receive yearly? Response 1-7 days 8-14 days 15-21 days 22-28 days 29 days or more Total 2010 0.4% 20.9% 41.7% 29.9% 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.0% 0.0% 8-14 56.3% 29 days or more 1.0% 2009 97.2% 100.4% 0.4% 0.7% 47.5% 56.0% 100.1% 4.0% 2.2% 31.5% 25.0% 0.0% 1-7 26. Annual Leave Which of the following best represents how your office implements paid annual leave? Response Offer. What is the maximum amount of annual leave given for each level of tenure attained by employees in your office? Days Per Year of Annual Leave Years of Tenure Less than 1 year 1-3 years 4-6 years 7-10 years 11+ years 0 1.0% Note: Respondents were asked this question only if they indicated that they offered all employees the same amount of annual leave.0% *Respondents who answered “Do not offer” skipped all subsequent questions in this section.4% 65.0% 15-21 11.5% 52.4% 30.0% 0.1% 20.8% 22-28 2.0% 2006 0.5% 59.9% 2.5% 7. 2010 House Compensation Study .9% 5.6% 30.4% 43.5% 19.0% 24.5% 100.7% 49.6% 48.2% 0. sick. family and medical.0% 2.5% 54.2% 4.0% 2009 7.9% 11. and the amount is the same for all employees varies by each employee's tenure in the House varies by tenure in the federal government.0% 2. including the House Do not offer* Total 2010 100.7% 60.3% 0.5% 32.0% 37. administrative.9% 3.

0% Which of the following describes how your office accepts the transfer of unused annual leave accrued during previous employment? Response Accept.8% 29.5% is limited 25.4% 11.0% 2009 44.0% 2006 70.0% 89.4% 100.7% 18. but choosing to skip the question.7% 13.5% 8.7% 100.1% 1.2% 3.6% 0.8% 90.8% 100.2% 30.0% 2009 91.0% 100. and the amount 10.0% 2006 75.1% 100.7% 2009 7.0% N/A 10.0% 2009 69.3% 9.1% 0.6% 24.3% 10.0% 5.8% 33.0% 16.3% 4.2% 2.0% Yes.1% No* 100.1% 100.1% 62.8% 2006 14.2010 House Compensation Study 55 LEAVE Annual Leave (Continued) Does your office allow employees to roll over paid annual leave from one year to the next? Response 2010 2009 74.5% N/A 86.5% 100.9% 100. If an employee leaves your office.9% 8.5% is unlimited but the amount 63. if accrued during previous employment in the House if accrued from the federal government (other than House) if accrued from previous organizations outside the federal government Do not accept 2010 9.7% 100.0% 24. is he or she paid for unused paid annual leave? Response Yes No Total 2010 72.3% 8.7% 2.2% 67.2% 27.6% 13.0% Does your office have a formal written annual leave policy? Response Yes No Total 2010 90.0% Note: It was possible to indicate multiple responses.0% 2006 51.8% 100. 2010 House Compensation Study .5% 19.0% Note: Respondents were asked this question only if they indicated that the amount of annual leave roll-over is limited.8% 14.3% 7. Percentages may not add to or may exceed 100% due to participants viewing.9% 58. What is the maximum number of annual leave days that can be rolled over from one year to the next? Response 1-7 days 8-14 days 15-21 days 22-29 days 30 days or more Total 2010 52.0% Total *Respondents who answered “no” skipped all subsequent questions in this section.

0% 0.7% 16.0% 29 days or more 0.0% 0.0% 0.1% 5.0% 0.9% 100.3% 16.2% 100.0% 0.7% 6.e.4% 66.0% 2009 31.0% 2010 94.7% 16.0% 0.0% 0. and the amount is the same for all employees varies by each employee's tenure in the House varies by tenure in the federal government.0% 8-14 85. 2010 House Compensation Study .0% 0.0% 0.6% 5.0% 0.0% 1-7 14.0% 0. which of the following best describes your office’s response when employees are sick? Response Employees are directed to use their annual leave Employees are able to take sick days on an as needed basis. including the House Do not offer Total Given that your office does not have a formal sick leave policy.7% 85.3% 65.0% Note: Respondents were asked this question only if they indicated that they offered all employees the same amount of sick leave.5% 85.7% 66.0% 0.2% 100.0% 2009 92.3% 78.6% 0.0% 100.2010 House Compensation Study 56 LEAVE Sick Leave Which of the following best represents how your office implements paid sick leave? Response Offer.7% 0.0% 1.2% 4.0% 0.0% 40.8% 7.2% 2.0% 14.3% 14.7% 22-28 0.0% 2006 92.0% 14.9% 61.7% 100.5% 100.8% 87.2% 2.0% How much sick leave do employees in your office receive yearly? Response 1-7 days 8-14 days 15-21 days 22-28 days 29 days or more Total 2010 32.7% 15-21 0.0% 0. What is the maximum amount of paid sick leave given for each level of tenure attained by employees in your office? Days Per Year of Sick Leave Years of Tenure Less than 1 year 1-3 years 4-6 years 7-10 years 11+ years 0 0.3% N/A 7. Note: Respondents were asked this question only if they indicated that they do not offer sick leave.0% 14. taking time off for sickness is strongly discouraged) Other Total 2010 60.7% 71..0% 0.3% 16. and it does not affect their leave Employees are encouraged to work if at all possible (i.0% 0.3% 0.7% Note: Respondents were asked this question only if they indicated that the amount of sick leave they offered varied by tenure in the House or in the federal government.

3% 16.2% 16.0% 14.0% 2009 90.9% 5.9% Note: It was possible to indicate multiple responses.0% Total *Respondents who answered “no” skipped all subsequent questions in this section.2% 100.2% 100.7% 19.9% 42.8% 0.0% 89.0% 0.0% 0.0% 64.5% 81.2% Note: Respondents were asked this question only if they indicated that the amount of annual leave roll-over is limited. Percentages may not add to or may exceed 100% due to participants viewing.0% 2006 13.4% 87. if accrued during previous employment in the House the federal government. 2010 36.2% 9.3% 2.5% 28.0% Do you provide departing employees with a written report documenting unused paid sick leave? Response Yes No Total 2010 18.0% 2006 8.0% 97.0% 2009 10.8% 0.2% 2009 0.6% 100.0% Response Yes. but choosing to skip the question.5% 4.9% 2009 35. and the amount 21.8% 89. Does your office allow employees to donate unused paid sick leave to an office-wide leave bank? Response Yes No Total 2010 4.2010 House Compensation Study 57 LEAVE Sick Leave (Continued) Does your office allow employees to roll over paid sick leave from one year to the next? What is the maximum number of paid sick leave days that can be rolled over from one year to the next? Response 1-7 days 8-14 days 15-21 days 22-28 days 29 days or more Total 2010 42.5% 13.1% N/A N/A Does your office have a formal written sick leave policy? Response Yes No Total 2010 86.5% 100.6% N/A 86.3% 91.7% limited 63.5% is unlimited but the amount is 15.6% 0.4% 0.5% 100.0% Which of the following describes how your office accepts the transfer of unused paid sick leave accrued during previous employment? Response Accept.8% 2006 45.9% 0.0% 22.3% 85.0% 14.0% 2006 50.0% 100.1% 0. 2010 House Compensation Study .2% 100.0% 2009 33.5% 95.2% 54.7% 100.0% 2009 12.8% No* 100.5% 100.3% 38.0% 2006 14.1% 21.2% 100.7% 100.0% 100. outside the House organizations outside the federal government Do not accept 2010 6.3% 14.8% 100.

4 6.1 7.6% 25.3% 51.5% 24.0% 2.3% 1.9% 60.8% 0.3% 5.9 6.8% 7.7% 17.0% 11.7 7.4% 5.8% 100.7% 14.1% 1.6% 6.0% 0.4% 35.0% 11.8% 1.0% 1.6 7.2% *Respondents who answered “Do not offer paid FMLA leave” skipped all subsequent questions in this section.0% 0.6% 3.1% 15.0% 8.0% Are employees required to work a certain amount of time before they qualify for FMLA? Response 1-3 months 4-6 months Yes. 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.5% 1. all employees are eligible 2010 5.3% 0.0% 57.0% 77.0% 33.0% 0.7% 33.0% 2009 86.2 6.2010 House Compensation Study 58 LEAVE Family and Medical Leave (FMLA) Leave under the Family and Medical Leave Act (FMLA) is used for qualifying life events.4% 1.9% 3.4% 3.0% 0.6 6.0% 2006 80.8% 3.7% 0. but does not require the leave to be paid.9% 2.0% 0.4% 20.2% 18.4% 1.0% 0.9 7.4% 3.4% 12.2% N/A N/A 19.7% 0.1 7.4% 0.0% 0.4% 3.0% 0.3% 100.7% 2.4% 7. What is the maximum number of paid weeks of FMLA leave your office offers for each of the following qualifying events? Type of Qualifying Life Event A B C D 1.0 6.4% 7.0% 23.0% 1.1% 13.4% 3. How is family and medical leave (FMLA) implemented in your office? Response Offer paid leave.1% 1.4% 0.5 Weeks of Paid FMLA Leave 0 1 2 3 4 5 6 7 8 9 10 11 12 More than 12 2010: Average Number of Weeks 2009: Average Number of Weeks 2006: Average Number of Weeks 2010 House Compensation Study .3% 30. Sick leave is used for short-term medical needs.4% 3. 7-9 months employees are required 10-12 months to work for: 13-18 months 19-24 months No.5% 100.7% 9.3% 21.4 6.1% 0.4% 1.6% 17.5% 23.5% 3. informally on a case-by-case basis formally based on a written policy Do not offer paid FMLA leave* Total 2010 90.

3% Several times per month 39.8% 100.2010 House Compensation Study 59 LEAVE Family and Medical Leave (FMLA) Which employees are permitted to take leave for the birth and care of a newborn child or for the placement of a child for adoption or foster care? Both female and male employees. employees must take leave during a single period of time 19.7% 19.7% Both female and male employees.3% Never Birth and care of a newborn child Placement of a child for adoption or foster care 23.9% 11.9% 79.6% Several times per week 7.0% Female employees only Birth and care of a newborn child Placement of a child for adoption or foster care 2.5% About once per month 21.0% Birth and care of a newborn child Placement of a child for adoption or foster care How often are employees expected to check-in with your office when they are out for the birth and care of a newborn child or for the placement of a child for adoption or foster care? Less than once per month 7.3% Are employees permitted to take intermittent leave for the birth and care of a newborn child or for the placement of a child for adoption or foster care? Yes.0% No.5% 36. and male employees receive the same amount of leave as female employees 63.7% 25.0% 23.0% 2010 House Compensation Study .2% 94.4% 1. employees can take intermittent leave 81.1% 18.0% 77.9% 8.4% Does your office have a lactation lounge or designated space for breastfeeding? Response Yes No Total 2010 5. but male employees receive less leave than female employees 33.

0% 2006 0.2% 5.9% 16.0% 0.1% 4.7% 2006 94.9% 39.6% 31.2% 42.3% 2.2% 100.8% 40. for weather or special event educational programs jury duty blood donation vote other* Do not offer 2010 87.2% 0.2% 48.4% 39.4% 32.4% 57.9% 1.0% 2.0% 0.8% 48.3% 0.0% 6.1% 26.0% 13.3% 15.3% 87.4% Total 100.5% 4.6% 18.0% 7.1% 2006 36.0% 15.0% *Respondents who answered “no” skipped all subsequent questions in this section.8% 47.1% 4.4% 2009 84.9% 78.6% 28.1% 90.3% 62. It was also granted for personal reasons and unexpected emergencies. What is the maximum number of paid bereavement leave days that your office offers? Response 1 day 2 days 3 days 4 days 5 days 6 days 7 days 8 days 9 days 10 days 11 or more days Total 2010 0.0% Note: It was possible to indicate multiple groups.0% 100.3% 11.0% 100. For which of the following groups of people can bereavement leave be used? Response Immediate family Extended family Friends 2010 94.9% 44.8% 0.0% 12. Note: It was possible to indicate multiple circumstances.7% 45.2% 17.0% 6.0% 100.6% 77.9% 80.8% 3.2010 House Compensation Study 60 LEAVE Administrative Leave For which of the following circumstances is administrative leave authorized by your office? Response Offer.7% 0.2% 15.6% No* 14.2% 63.7% 34. Bereavement Leave Does your office offer paid bereavement leave? Response 2010 2009 2006 Yes 85.0% 2009 1.0% 7.6% 1.7% * Respondents selecting “Other” indicated that administrative leave was determined at the Member’s discretion.0% 0.5% 2009 89.0% 2010 House Compensation Study .5% 0.6% 81.4% 18.3% 100.1% 12.7% 84.1% 45.2% 0.2% 2.1% 13.2% 42.

1% 23.13.2% 3.9% 7.3% 4.4% 12.7% 100.3% 8.0% 2006 73.4% 1.4% 19.0% How does your office respond if an employee leaves prior to the end of their Student Loan Repayment contract year? Response Employees are not required to pay back contributed money Employees pay back a portion of contributed money Employees pay back all contributed money Other* Total 2010 79.2% 20.2% 3.8% 16.0% 2.8% 1.0% 31.7% 1.0% 0.9% 3.7% 24.1% 13.2010 House Compensation Study 61 STUDENT LOAN REPAYMENT Which of the following best represents how your office participates in the student loan repayment program? Response All employees are eligible for the same amount All employees are eligible.1% 0.0% 0.9% 8.0% 2006 0.1% 20.0% 0.0% 2010 0. or that it is determined on a case-by-case basis.1% 3.0% 9.1% 4.8% 0.4% 27.3% 2009 76.9% 5.5% 4.4% 5.1% 10.6% 2.6% 22.7% 21.4% 3.5% 2.6% 2.8% 6.9% 14.9% 11.0% 6.8% 6.5% 18.0% 0.0% 0.5% 6.4% 2.0% 11.0% 100.6% 20.1% 6.8% 100.6% 4.3% 2.7% 3.0% 0.5% 100.7% 8.4% 36.3% 17.6% 6.1% 3.7% 100.3% 1. 2010 House Compensation Study .3% 16.8% 3.7% 10.0% 1.0% 2.2% 10.2% 16. the average amount of student loan repayments being allocated is $652.8% 10.3% 14.5% 7.1% 0.0% 2009 68.1% 3.0% 17.6% 7.1% 12. What is the average amount of monthly student loan repayment per employee in your office? Average Repayment $50/month $100/month $150/month $200/month $250/month $300/month $350/month $400/month $450/month $500/month $550/month $600/month $650/month $700/month $750/month $800/month $850/month Total How many employees in your office currently receive a student loan repayment? Response 0 1 2 3 4 5 6 7 or more Total 2010 4. 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* 2010 66.2% 19.8% 14. that they reserve the right to make a reimbursement.0% 0.1% 2.0% 0.0% 0.0% 2009 3.0% 15.0% 0.2% 2.2% 5.7% 2.0% 2009 0.1% 100.2% 18.2% 1.6% 2.0% 2006 0.1% *Respondents who selected this option skipped all subsequent questions about student loan repayment policies.9% 8.2% 100.1% 0.4% 5.4% 9.0% Across Member offices. *Respondents selecting “Other” indicated that they have not dealt with this happening.0% 0.2% 3.5% 100.0% 0.0% 26.

2010 House Compensation Study

62

OTHER BENEFITS
The benefits covered in this section are flexible work arrangements such as flex-time, 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? Response Offer for flex-time telecommuting part-time work job sharing other Do not offer* 2010 45.4% 16.5% 22.7% 26.8% 4.1% 1.0% 54.6% 2009 67.7% 17.7% 19.2% 40.0% 1.5% 5.4% 42.3% 2006 50.5% 39.1% 45.7% 71.7% 37.0% 2.2% 49.5%

*Respondents who selected “Do not offer” skipped all subsequent questions in this section. Note: It was possible to indicate multiple arrangements.

Which of the following positions in your office are part-time? Title Chief of Staff Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager/ Executive Assistant Press Secretary/Communications Director Scheduler Staff Assistant (Washington, D.C.) Staff Assistant (District) Constituent Services Rep./Caseworker District Director Field Representative Financial Administrator Systems Administrator No positions are part-time 2010 0.0% 2.2% 0.0% 4.3% 2.2% 2.2% 0.0% 2.2% 2.2% 19.6% 34.8% 2.2% 21.7% 21.7% 10.9% 17.4% 2009 0.0% 0.0% 1.3% 2.7% 2.7% 5.3% 0.0% 1.3% 4.0% 16.0% 22.7% 1.3% 28.0% N/A N/A 32.0% 2006 3.5% 3.5% 1.2% 5.9% 2.4% 8.2% 3.5% 4.7% 5.9% 9.4% 14.1% 3.5% 14.1% N/A N/A N/A

Note: It was possible to indicate multiple positions.

2010 House Compensation Study

2010 House Compensation Study

63

OTHER BENEFITS AND POLICIES Flexible Work Arrangements (Continued)
Which positions in your office does your office permit job sharing between two employees in your office? Title Chief of Staff Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager/ Executive Assistant Press Secretary/ Communications Director Scheduler Staff Assistant (Washington, D.C.) Staff Assistant (District) Constituent Services Representative/ Caseworker District Director Field Representative Financial Administrator Systems Administrator Job sharing is not permitted 2010 0.0% 0.0% 0.0% 2.2% 6.5% 0.0% 2.2% 0.0% 0.0% 4.3% 2.2% 0.0% 0.0% 4.3% 6.5% 43.5% 2009 0.0% 0.0% 0.0% 0.0% 0.0% 1.3% 1.3% 0.0% 0.0% 1.3% 1.3% 0.0% 0.0% N/A N/A 54.7% 2006 0.0% 0.0% 1.4% 2.9% 1.4% 4.3% 4.3% 2.9% 1.4% 1.4% 10.0% 1.4% 7.1% N/A N/A N/A Which positions in your office are shared between one of your employees and an employee simultaneously appointed to a position in another House office? Title Chief of Staff Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager/ Executive Assistant Press Secretary/ Communications Director Scheduler Staff Assistant (Washington, D.C.) Staff Assistant (District) Constituent Services Representative/ Caseworker District Director Field Representative Financial Administrator Systems Administrator No positions are shared 2010 8.7% 0.0% 4.3% 8.7% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 26.1% 17.4% 41.3% 2009 4.0% 0.0% 1.3% 1.3% 0.0% 16.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% N/A N/A 46.7% 2006 4.2% 0.0% 2.8% 1.4% 0.0% 9.9% 1.4% 1.4% 0.0% 0.0% 0.0% 0.0% 0.0% N/A N/A N/A

Note: It was possible to indicate multiple positions.

Note: It was possible to indicate multiple positions.

Which of the following positions are eligible for telecommuting? Title Chief of Staff Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager/Executive Assistant Press Secretary/ Communications Director Scheduler Staff Assistant (Washington, D.C.) Staff Assistant (District) Constituent Services Rep./Caseworker District Director Field Representative Financial Administrator Systems Administrator No positions are eligible for telecommuting 2010 30.4% 21.7% 21.7% 23.9% 21.7% 30.4% 26.1% 21.7% 15.2% 15.2% 23.9% 30.4% 23.9% 32.6% 19.6% 32.6% 2009 17.3% 17.3% 10.7% 13.3% 14.7% 16.0% 20.0% 12.0% 4.0% 5.3% 13.3% 14.7% 10.7% N/A N/A 48.0% 2006 14.7% 11.8% 4.4% 10.3% 8.8% 13.2% 13.2% 11.8% 4.4% 2.9% 10.3% 11.8% 11.8% N/A N/A N/A

For the employees who typically telecommute, when do they engage in telecommuting? Title Almost every day On certain days of the week Sporadically throughout the year Almost every day during recess periods Only on certain days of the week during recess periods Total 2010 12.0% 16.0% 60.0% 0.0% 12.0% 100.0%

Note: It was possible to indicate multiple positions.

2010 House Compensation Study

2010 House Compensation Study

64

OTHER BENEFITS AND POLICIES Flexible Work Arrangements (Continued)
Which of the following positions are eligible for flex-time? Title Chief of Staff Legislative Director Senior Legislative Aide Legislative Aide Legislative Correspondent Office Manager/Executive Assistant Press Secretary/ Communications Director Scheduler Staff Assistant (Washington, D.C.) Staff Assistant (District) Constituent Services Representative/ Caseworker District Director Field Representative Financial Administrator Systems Administrator Job sharing is not permitted
Note: It was possible to indicate multiple positions

Which of the following options best describes your office’s policy for those employees who use flex-time? Title Flex-time can be used throughout the year, and there are no restrictions on when flex-time can be used Flex-time can be used throughout the year, but employees must work during certain core hours Flex-time can only be used during recess periods, but during this time, there are no restrictions on when flextime can be used Flex-time can only be used during recess periods, and employees must work during certain core hours Total 2010 25.0%

2010 18.2% 20.5% 22.7% 20.5% 20.5% 20.5% 18.2% 15.9% 13.6% 15.9% 25.0% 18.2% 22.7% 20.5% 20.5% 52.3%

43.7%

12.5%

18.8% 100.0%

District Work Periods
How does your Washington, D.C. office’s work schedule change when the House is not in session? Response No change Less than 5 days per week with the same amount of hours as when the House is in session Less than 5 days per week with reduced hours each day Time of the beginning and end of the work day are flexible Certain employees do not work during recess periods Employees telecommute with increased frequency Other* 2010 27.3% 2.3% 6.8% 56.8% 0.0% 15.9% 6.8% 2009 39.2% 0.0% 2.3% 53.8% 0.8% 6.2% 7.7%

*Respondents selecting “Other” indicated that the office closes an hour early and that more time is dedicated to training and skill development. Note: It was possible to indicate multiple arrangements.

2010 House Compensation Study

Note: Respondents were asked this question only if they indicated that they conducted performance appraisals/evaluations. Respondents were asked this question only if they indicated that they do not conduct regular performance appraisals/evaluations.4% 2.0% N/A 17.7% 37.0% 2006 78.8% 0.1% 14.8% 2006 40. but there is no formal policy/practice Do not conduct regular performance appraisals/evaluations 2010 37.0% 0.0% 0.9% 61.5% 10.2010 House Compensation Study 65 CHAPTER V – PERFORMANCE APPRAISAL/EVALUATIONS Which processes reflect the performance appraisal/evaluation practice(s) of your office? Response Supervisor(s) fill out written evaluations Peer(s)/subordinate(s) fill out written evaluations Staff fill out self-evaluations Staff and supervisors hold formal meetings to discuss performance All staff are evaluated formally Only specific staff are evaluated Informal evaluations are conducted.1% 40.1% 56.6% 2.7% 22. the Member is not directly involved in performance reviews Total 2010 17.7% 2006 15.5% 100.2% 2009 38.0% 5.6% 20.7% 72.0% 2009 46.0% 0.1% 7.8% N/A N/A N/A N/A *Respondents selecting “Other” indicated that performance appraisals/evaluations were conducted both periodically and at a set time per year.0% N/A N/A N/A *Respondents selecting “Other” indicated that they do not conduct regular performance appraisals/ evaluations because they have not typically conducted them in the past and because they are not worth the time invested.5% 3.9% 4.6% N/A N/A 2.3% 1.1% 21. .4% 53. Note: It was possible to indicate multiple reasons.1% 4.6% 2009 30. for all positions Yes. Why does your office not conduct annual/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 Not a priority Policy changes Other* 2010 0.0% 9.3% 0.1% 0.6% 16.0% 28.7% 7.2% 25.2% Is the Member directly involved in performance reviews? Response Yes.1% 4.8% 23. 2010 House Compensation Study .9% 6.9% 35.5% 100.3% 2.0% 15. When are performance appraisals/evaluations generally conducted in your office? Response All staff are evaluated on a set date one time per year All staff are evaluated on a set date more than one time per year All staff are evaluated on a set date less than one time per year Staff are evaluated on an individual basis based on employment anniversary date Staff are evaluated on an individual basis based on job type Staff are evaluated on an individual basis sporadically Other* Total 2010 50.2% 38.8% 18.2% 7.5% 46.3% 5.1% 28.0% 10. but only for some positions No.0% 57.0% Note: It was possible to indicate multiple processes.5% 14.7% 0.5% 6.0% 5.2% 100.0% 80.4% 38.1% 85.

3% 28.4% 10.0% 100.1% 100.8% 28.1% 2. such as those available through the on-site and online House Learning Center.1% 2009 73.0% 36.1% 100.9% 2.4% 0.0% Business attire Business causal Casual No dress code Total Wellness Activities Are employees authorized to participate in wellness activities (e.0% 19.1% 100.3% 3.8% 34. Note: It was possible to indicate multiple developmental opportunities.2% 16.5% 18.4% 6.1% *Respondents selecting “Other” indicated House offered programs.0% 2009 68.3% 14.1% 3. exercise.8% 100.4% 16.3% 27.g.0% 100.0% Developmental Opportunities Which of the following developmental opportunities are offered to your employees? Response On-site training classes Off-site training classes Formal on-the-job training program Other* 2010 75. during any time of day and year but only during lunch breaks but only during district work periods it’s decided on a case-by-case basis No Other* Total 2010 74.0% 2.2% 1. smoking cessation classes/groups) during normal work hours? Response Yes. Dress Code Which of the following best describes the dress code? Washington.6% 69.1% 5.3% 59. office when the House… has adjourned is in is NOT in for a District session session work period 100.1% 1.1% 100.0% *Respondents selecting “Other” indicated participation was authorized but during lunch or off hours.7% 26.0% 2006 45.C.2% 1.0% 2009 85.1% 1. D. use a wellness/fitness center.2010 House Compensation Study 66 CHAPTER VI – OTHER OFFICE PRACTICES Procedure Manual Does your office have written personnel policies and a procedure that is provided to all employees at the start of employment? Response Yes No Total 2010 83.5% 28.0% 76.5% 0.6% 60.9% 14..0% 100.1% 0.0% Dress Code District office 37. 2010 House Compensation Study .0% 100.7% 24.0% 2.8% 60.6% N/A N/A N/A N/A 44.

0% What type of leave are employees permitted to use for cultural.4% 59.3% 100.0% 33.4% 25.6% 100.6% 100.3% 100.1% 37.5% 1.8% 3.5% 2.5% Is it a priority for your office to have your staff demographics reflect your constituents’ demographics? Response Yes No Total 2010 61. Creole.1% 100.5% 1.2% 37.0% 2006 74.0% 100.8% 100.0% 2.0% 1.6% 6.0% 2009 75.0% 2009 61.4% 55.0% 3.0% 1.1% 9.0% 0.9% 100.information on the Office of offered online orientation for new Compliance (OOC) to new employees? employees? Response Yes No Total 2010 40. ethnic.3% 38.0% 26.2% 24. Cantonese.5% 1. Thai.7% 78.1% *Respondents selecting “Other” indicated that administrative leave can be used. Urdu.5% 5. ethnic.0% Response Yes No Total 2010 62.0% 2009 62.0% 0. Cultural.0% 2009 27.4% 5.5% 2. that the office closes for these events/holidays. Arabic.8% 3.7% 100.9% 2009 41.2010 House Compensation Study 67 OTHER OFFICE PRACTICES New Employee Orientation Does your office provide an orientation for new employees in addition to the House-offered online orientation? Does your office require Does your office provide employees to access the House. Hindi.5% 1. or religious events/holidays? Response Yes No Total 2010 71.6% 11. Hmong.0% 2009 21.9% 100.8% 100.0% *Other responses include the following languages that were each selected by less than 1% of respondents: Amharic.6% 1. 2010 House Compensation Study .0% Foreign Languages and Constituent Demographics Is fluency in foreign languages a priority in your office? Response Yes No Total 2010 23. or Religious Events/Holidays Does your office provide any type of leave that covers cultural.5% 2. or religious events/holidays? Response Leave specifically devoted to cultural or ethnic events/ holidays Paid annual leave Unpaid leave Other* 2010 75.0% Response Yes No Total 2010 67.3% 1. Ethnic.5% 1.9% 38. Greek.4% 100. Polish.7% 76.3% 2009 12.6% 72. Ghanaian (specific language was not indicated).1% 28.0% 2. and that it is decided on an informal case-by-case basis.0% Which languages other than English are spoken or required in your office? Responses Spanish Vietnamese Korean Mandarin French German Japanese Russian Chamorro Tagalog Other* 2010 24.

6% 5.3% 0.9% 11.0% 2009 39. Diversity Recruitment Does your office specifically reach out to affiliated institutions such as African American.4% 2.0% 100.6% 22. Office Hours How does your District office account for work performed in the evenings and on weekends? Responses Employees are expected to work weekends/evenings when necessary.0% To which affiliated institutions does your office reach out? Responses Congressional Tri-Caucus Hispanic Caucus Black Caucus Asian Pacific Caucus Historically Black or Hispanic Colleges or Universities Other Universities/University Groups Community Groups Congressional Staff Associations Total 2010 40.2% 11.8% 100.9% 11.1% 2. ethnic.6% 100.0% .0% 2009 55.0% Provide any reasons why employees are not provided leave that covers cultural.1% 100. but they do receive additional compensation for that work (e.6% 4. or religious events/holidays? Response 1-3 days/year 4-6 days/year 7-9 days/year 10-12 days/year 13 or more days/year Total 2010 75.g.0% 32.5% 28.4% 21. Hispanic or Latino.1% 100.9% 21.3% 7.1% 0.6% 18.4% 28. or Asian American or Pacific Islander education institutions or organizations when recruiting new employees? Response Yes No Total 2010 24. or Religious Events/Holidays How much leave are employees permitted to use for cultural.4% 3.4% 100. or religious events/holidays: Response Have never encountered a request or need Annual leave/Federal holidays are sufficient to cover such events Decided on a case-by-case basis It would not apply to everyone Employees must use their own time Total 2010 53. Ethnic.0% Note: Respondents were asked this question only if they indicated that they reach out to affiliated institutions when recruiting new employees.6% 21.7% 15.7% 11. ethnic.0% Note: Respondents were asked this question only if they indicated that they do not offer any type of leave that covers cultural or ethnic events/holidays.2010 House Compensation Study 68 OTHER OFFICE PRACTICES Cultural..0% 100.6% 7.0% 16.6% 67.0% 76.6% 0.2% 2.0% 2009 32.5% 16. allotted comp time) Employees very rarely work weekends/evenings Total 2010 House Compensation Study 2010 49. and they do not receive any additional compensation for that work Employees are expected to work weekends/evenings when necessary.1% 5.0% 100. paid overtime. given a bonus.5% 34.

6% 0.0% 0.0% 0.1% 0.8% 30.0% What are the typical start and stop times that reflect the core hours within your District office? Start Time (AM) 8:00 8:30 9:00 9:30 10:00 4:30 0.1% 0.1% 0.2% 2010 6.0% 1.1% 0.0% 4.5% 11.0% 1.C.1% 2010 House Compensation Study .0% 1. D.3% 0.0% 1.1% 0.5% 10.1% 0.0% 83.1% Stop Time (PM) 6:00 6:30 7:00 1. office when the House has adjourned for a District work period? Start Time (AM) 8:00 8:30 9:00 9:30 10:00 4:00 0.C.5% 40 hours 45 hours No.0% 0.0% 0.0% 0.0% 43.1% Stop Time (PM) 5:30 6:00 6:30 0.1% 0.0% 1.6% 0.0% 2.1% 0.8% Does your office have a requirement for the minimum number of hours per week that a full-time employee must work? Response 30 hours 35 hours Yes: 70. office on days when the House is NOT in session? Start Time (AM) 8:00 8:30 9:00 9:30 10:00 5:00 1.7% 1.1% 1.6% 1.1% 2.0% 6:00 1.1% 0.0% 1.2% 0.7% 3.0% 0.2% 31.2% 7.0% 44.0% 3.0% 0.1% 2. employees are not required to work a minimum number of hours per week 2010 1.0% 1.0% 3.0% 7:00 1.4% 2.0% 0.1% 13.2010 House Compensation Study 69 OTHER OFFICE PRACTICES Office Hours Does your office have a requirement for the minimum number of hours per day that a full-time employee must work? Response 7 hours 8 hours 9 hours No.4% 86.1% 0.1% 0.0% 2. employees are not required to work a minimum number of hours per day Yes: 70.0% 0. office on days when the House is in session? Start Time (AM) 8:00 8:30 9:00 5:00 1.3% 1.0% 0.2% 0.1% 1.1% 8:00 0.2% 0.1% 0.2% 8.2% 4.0% 0.2% 8:30 0.0% 3.6% 7:30 0.4% 2.0% 7:00 1.0% 11.1% 2.1% 6:30 0.0% 1.1% 5:30 0.1% 1.1% 0.1% 0.1% 0.0% 1. D.0% 0.2% 25.2% 42.0% 1.C.4% 29.0% What are the typical start and stop times that reflect the core hours within your Washington.0% 1. D.0% 0.0% Stop Time (PM) 5:00 5:30 24.0% 1.6% 10.0% 0.5% 29.0% 8.1% 0.1% 14.0% 5.1% Stop Time (PM) 4:30 5:00 5:30 6:00 0.0% 0.0% 2.0% 2.2% 9.0% 1.0% What are the typical start and stop times that reflect the core hours within your Washington.1% 3.1% 0.0% 0.5% What are the typical start and stop times that reflect the core hours within your Washington.

1% 9. and issues with regard to recruitment and retention.3% 77. Percentage of employees hired by location: Response Washington.0% 7.1% 3. former interns.4% 18.8% 6.9% 22.0% 38.0% N/A N/A *In 2006.3% 1. a listserv) A college or university sponsored career fair or placement office A community sponsored job/career fair An institute or organization focusing on increasing diversity in the workplace House New Member Services Constituent newsletters District listservs Internal email lists (e. D.4% 40.1% 3.8% 7.4% 11.1% 0.gov) Newspaper advertisement Job ad in a trade/professional publication.1% 2.4% 3. Office alumni outreach.4% 36.2% 2.4% 6. CoS lists.0% 7. and obtaining resumes from job banks off the Hill as “Other” means of recruitment. 2010 House Compensation Study .5% 8.2% 18.2% 8.4% 15. a newsletter.8% 2009 34.4% 1.. LD list) 52. experiences.8% 11.6% 21.6% 4 5 Very often 12.House.3% 85.0% 43.3% 14.1% Note: Respondents indicated District recommendations. or an email list (i.1% 2.1% 3.C.9% 14.6% 2 3 Sometimes 19.2010 House Compensation Study 70 CHAPTER VII – RECRUITMENT AND RETENTION This section summarizes information on the practices.1% 1.9% 48.7% 12.9% 5.3% 63.2% 1.3% 6.7% 94.g.2% 27. metro area Home District Home State (outside of home district) Another state 2010 31. the House job list.5% 75.6% 74.1% 3.3% 1.gov) Current House employee referral Internal job posting (HouseNet.0% 10. participants indicated percent of employees hired from home district and percent of employees hired outside home district.1% 2.3% 1.3% 73.9% 11..1% 25.0% 12.3% 21.6% 7.4% 2. word of mouth.0% 8.0% 1.7% 15. How often does your office use each of the following means to recruit for staff openings? 1 Never Response A job advertisement on the Internet (not including House.4% 1.6% 77.8% N/A 2006* N/A 48.e.4% 16.

8% 33.3% 0.4% 4.) Staff Assistant (District) Constituent Services Representative/Caseworker District Director Field Representative Financial Administrator Systems Administrator 2010 Average 2009 Average 2006 Average Large problem 3.8% 4.0% 3.8% 14.6% 2.6% 10.4% 1.7% Response Chief of Staff Legislative Director Senior Legislative Director Legislative Aide Legislative Correspondent Office Manager/Executive Assistant Press Secretary/Communications Director Scheduler Staff Assistant (Washington.0% 0.6% 0.9% 29.5% 74.5% 25.7% 31.4% 14.7% 5.6% 4.6% 14.0% 6. D.8% 44.6% 1.2% 18.4% 4.2% 3.0% 0.4% 23. How much of a problem is turnover for each of the following jobs? We have no such position 0.5% 4.4% 0.0% 12.9% 55.2010 House Compensation Study 71 RECRUITMENT AND RETENTION Which job in your office has the highest turnover rate? Response Chief of Staff Legislative Director Senior Legislative Director Legislative Aide Legislative Correspondent Office Manager/Executive Assistant Press Secretary/Communications Director Scheduler Staff Assistant (Washington.5% 75.2% 0.6% 75.0% 26.2% 70.7% 0.1% Note: Offices could select more than one option if multiple options had equivalent turnover rates.9% 78.5% 9.2% 10.0% 3.4% Moderate problem 3.1% 1.4% 77.1% 24.5% 63.2% 63.7% 8.1% 1.4% 1.0% 1.2% 1.1% 2.8% No problem 90.C.2% 7.1% 4.0% 2009 2.5% 4.5% 1.2% 2010 House Compensation Study .3% 2.9% 53.8% 31.8% 16.1% 8.2% 76.9% 88.1% 10.1% 13.6% 4.2% 1.2% 1.4% 1.2% 1.2% 3.0% 1.4% 8.) Staff Assistant (District) Constituent Services Representative/Caseworker District Director Field Representative Financial Administrator Systems Administrator Other 2010 8.2% 2.0% 3.2% 4.C.7% 7.4% 6.0% 12.4% 15.0% 67.3% 13.8% 19.4% N/A N/A 1.2% 2.7% 63.9% 0.1% 16.3% 0. D.2% 67.0% 1.1% 0.8% 8.2% 1.2% 1.8% Small problem 2.5% 30.9% 5.5% 11.1% 2.7% N/A N/A 1.1% 1.1% 5.7% 1.4% 1.3% 11.5% 7.5% 11.1% 1.3% 8.7% 0.9% 69.2% 9.6% 2006 2.9% 61.2% 3.0% 0.5% 12.4% 7.9% 19.5% 1.6% 4.3% 6.3% 11.1% 16.4% 84.4% 9.2% 10.

2% 1.1% 1.7% 9. or that it is common for employees to pursue leadership offices after leaving a Member Office.1% N/A N/A 1.7% 4.3% 0.6% 10.3% 22.0% 0.5% 20.0% 100.4% 12.0% 0.0% 2006 61.0% 4.2% 10.1% 7.6% 3.1% 1.1% N/A 1.1% 6.2% 100. 2010 House Compensation Study .1% 1.2% 1.8% 0.1% 1.0% 3.0% 3.1% 1.1% 0.4% 2.1% 1.1% 1.5% 0.4% 3.1% 2.1% 0.4% 2.6% 2.8% 5.8% 12.2010 House Compensation Study 72 RECRUITMENT AND RETENTION What is the primary reason employees state for leaving the organization? Response Career opportunity Attending school Higher wages Lack of promotion opportunities Inadequate performance Retirement Moving away Working on a campaign Dissatisfied with work schedule Family responsibilities Workload is too high Other Unsure Total 2010 45.0% 0.8% 5.4% 100.0% N/A 0.0% 2.2% 2.2% 1.2% 2.0% 19.0% 5.0% 2009 45.2% N/A 100.0% * Respondents who selected “Other” indicated each employee has a unique venture he/she opts to pursue.0% What is the most common venture that employees pursue after leaving a Member office? Response Another House office Graduate school Lobby firm House committee Law Campaign Federal agency Other education program Community organization Consulting Exiting the workforce Senate State/local government Journalism Military Teaching Other* Unsure Total 2010 33.1% 15.

2010 House Compensation Study 73 CHAPTER VIII – IMPACT OF EMPLOYMENT PRACTICES BENEFITS. . though the results were not statistically significant. whereas smaller offices tend to offer longer maximum allowances for sick leave than larger offices. Although not statistically significant. Offices that provide higher average student loan repayments tend to report fewer problems with turnover than offices that provide lower average student loan repayments. and COLA increases tend to be smaller than offices that offer lower pay increases. Offices that offer higher lump sum bonuses. Relationships between turnover and other benefits policies are not statistically significant. Larger Office Size Salary Increases Office Size Lump Sum Bonuses Sick Leave FMLA Leave Smaller COLA Increases Smaller Annual Leave Lower Average Higher Average Amount Amount Shorter Maximum Leave Period Longer Maximum Leave Period Note: These relationships are reported due to their directional nature. AND TURNOVER This section illustrates relationships between benefits. offices with longer maximum allowances for bereavement. and sick leave also reported fewer problems with turnover. FMLA. Larger Larger offices tend to offer longer maximum allowances for FMLA leave than smaller offices. OFFICE SIZE. though the results were not statistically significant. salary increases. office size and problems with turnover. More Problems Problems with Turnover Monthly Student Loan Repayment Maximum Bereavement Leave Maximum FMLA Leave Fewer Problems Maximum Sick Leave Lower Average Amount Higher Average Amount Note: The relationship between monthly student loan repayment and turnover is statistically significant (p<.05). 2010 House Compensation Study Note: These relationships are reported due to their directional nature.

For each of the specific types of flexible work arrangements (i. Mean differences for flex time and part-time work are not statistically significant. flex time. 1.e.05)..2 1.4 Not Offered Offered 1.6 Turnover Problems 1. offices reported fewer problems with turnover across each of these compared to offices that do not offer these arrangements. Offices that provide flexible work arrangements reported fewer problems with turnover than offices that do not provide any type of flexible work arrangements. 2010 House Compensation Study . and parttime work). 1.0 Flexible Work Arrangements Note: The mean difference between offices that offer flexible work arrangements and those that do not offer the arrangements is statistically significant (p<.05).0 Telecommuting Flex Time Part-Time Work Note: The mean difference between offices that offer telecommuting and those that do not is statistically significant (p<.2010 House Compensation Study 74 FLEXIBLE WORK ARRANGEMENTS AND TURNOVER This section illustrates how flexible work arrangements relate to problems with turnover.4 Not Offered Offered 1.6 Turnover Problems 1. telecommuting.2 1.

2010 House Compensation Study 75 DEVELOPMENTAL OPPORTUNITIES AND TURNOVER This section illustrates how the availability of developmental opportunities relates to problems with turnover. Offices that provide opportunities for employees to attend off-site training.4 Not Offered Offered 1. and on-site training reported fewer problems with turnover compared to offices that do not provide these developmental opportunities. 2010 House Compensation Study .05) whereas the mean difference between offices that offer on-site training and offices that do not offer on-site training was not found to be statistically significant. 1.6 Turnover Problems 1. formal on-the-job training.2 1.0 Of f -site training classes Formal on-the job training On-site training classes Note: Mean differences between offices that offer off-site training and between offices that offer formal onthe job training and offices that do not offer either of these are statistically significant (p<.

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

Sign up to vote on this title
UsefulNot useful