Individual Compensation Stmt
| Expense | $ Amount, # Days or % of Base Salary | $ Equivalent | % of Total Compensation | |
| Annual Base Wages ($ Amount) | ||||
| Base Wage/Salary | $ 65,000.00 | |||
| Hours worked per week | 40 | |||
| Equivalent Hourly rate | $31.25 | |||
| Equivalent Daily rate | $250.00 | |||
| Hours worked per year | 2080 | |||
| Average # of workdays in a year | 260 | |||
| Days worked - actual | 227 | |||
| Annual Base Wages Total | 65,000 | 78.62% | ||
| Paid Time Off (# Days) | ||||
| Vacation | 15 | 3,750 | 4.54% | |
| Sick Leave | 5 | 1,250 | 1.51% | |
| Statutory Holidays | 10 | 2,600 | 3.14% | |
| Training Time Off Author: It is highly recommended that hours for training are tracked. If not available, use an estimate. This field is used to record paid time off for attending training or development. It does not include the course fees or development costs. Course fees are captured under Training/Development costs. | 3 | 681 | 0.82% | |
| Paid Time Off (other) Author: This could include such things as: - paid personal time - additional paid days off given during year end holiday shut down - office shut downs due to inclement weather - awarded time off for early dismissal - afternoon office closures | 0 | 0 | 0.00% | |
| Paid Time Off Total | 33 | 8,281 | 10.02% | |
| Statutory Remittances (% of Base Salary) | ||||
| Statutory Employee Remittance 1 - Social security | 2% | 1,300 | 1.57% | |
| Statutory Employee Remittance 2 - Federal pension | 0% | 0 | 0.00% | |
| Statutory Employee Remittance 3 - <name of remittance> | 0% | 0 | 0.00% | |
| Safety Statutory Remittances - Workers' Compensation | 1% | 650 | 0.79% | |
| Statutory Remittances Total | 1,950 | 2.36% | ||
| Benefits (% of Base Salary) | ||||
| Group Insurance Benefits | 2% | 1,300 | 1.57% | |
| Medical Insurance Benefits | 1% | 650 | 0.79% | |
| Contributions to Savings/Retirement Plan | 5% | 3,250 | 3.93% | |
| Professional Dues/Memberships | 0% | 0 | 0.00% | |
| Training/Development Author: Enter course fees or development costs only. Employee time off for training is recorded under Training Time Off, above. |
Author: It is highly recommended that hours for training are tracked. If not available, use an estimate. This field is used to record paid time off for attending training or development. It does not include the course fees or development costs. Course fees are captured under Training/Development costs. | 2% | 1,300 | 1.57% |
| Benefits Total | 6,500 | 7.86% | ||
| Additional Cash Compensation ($ Amount) | ||||
| Bonuses | $ - 0 | 0 | 0.00% | |
| Overtime | $ - 0 | 0 | 0.00% | |
| Other Cash Compensation | $ - 0 | 0.00% | ||
| Additional Cash Compensation Total | 0 | 0.00% | ||
| Other Employee Costs ($ Amount) | ||||
| Social Activities | $ 100.00 | 100 | 0.12% | |
| Perks | $ 100.00 | 100 | 0.12% | |
| Cell Phone | $ 750.00 | 750 | 0.91% | |
| Parking | $ - 0 | 0 | 0.00% | |
| Car allowances/mileage | $ - 0 | 0 | 0.00% | |
| Other Employee Benefits | $ - 0 | 0 | 0.00% | |
| Other Employee Costs Total | 950 | 1.15% | ||
| Employee Compensation Grand Total | 82,681 | 100.00% | ||
&G &"Calibri,Bold"&12 Calculating Staffing Costs 2015 Document #:CP-HR-3570-M-1.0 COPYRIGHT ConnectsUs Intranet Inc. www.connectsUs.com
Last Updated: Sept 14, 2016 Prohibited use without a VALID LICENSE - www.connectsUs.com/licenses/overview This is a generic template provided for reference only. Consult current legislation in your area to ensure compliance.
prepare a total compensation package (salary or wages, benefits, bonuses, commission, medical etc) for the following positions:
A. Vice President of Operations
B. Director of Production
C. Administrative Assistant
D. Service Manager
E. Sales Manager
F. Marketing Specialist
G. Account Executive
H. Driver
I. Accounting Assistant
J. Billing Specialist
K. Warehouse Associate
· Prepare one page per position, keep in mind some positions will be salaried while others may be hourly. (see sample provided for guidance)
· Also is the company offering 401k, does it match employee contributions?
· Include how your company is creating compensation packages that stand out, not just providing mandated benefits (think outside the box)
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