2009 House of Representatives Compensation Study

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2006House

Compensation StudyGuide for the 110 th Congress

Produced for theChie Administrative OfceU.S. House o Representatives

By

ICF International

9Guide for the 111 th Congress

Produced for theChie Administrative O fcer (CAU.S. House o Representatives

By ICF International


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TABLE OF CONTENTS

Page

I. INTRODUCTION................................................................................................ I-1

II. HIRING AND COMPENSATION PRACTICES................................................. II-1

Chief of Staff........................................................................................... II-1Legislative Director................................................................................. II-4Senior Legislative Aide........................................................................... II-7Legislative Aide .................................................................................... II-10Legislative Correspondent.................................................................... II-13Office Manager/Executive Assistant ..................................................... II-16Press Secretary/Communications Director........................................... II-19Scheduler ............................................................................................. II-22Staff Assistant (Washington, D.C.) ....................................................... II-25Staff Assistant (District) ........................................................................ II-28Constituent Services Representative/Caseworker ............................... II-31District Director..................................................................................... II-34Field Representative............................................................................. II-37

III. ORGANIZATIONAL STRUCTURE.................................................................. III-1

Organizational Charts............................................................................ III-1

Additional Duties ................................................................................... III-2Emergency Coordinator ................................................................... III-2Systems Administrator ..................................................................... III-2Financial Administrator..................................................................... III-2

IV. BENEFITS .......................................................................................................IV-1

Pay Increases........................................................................................ IV-1Cost of Living Adjustments (COLA).................................................. IV-1Merit Increases/Raises..................................................................... IV-2Pay Adjustments/Lump Sum Bonuses............................................. IV-3


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Leave..................................................................................................... IV-4Annual Leave ................................................................................... IV-4Sick Leave ....................................................................................... IV-6Family and Medical Leave (FMLA)...................................................IV-8Administrative Leave........................................................................ IV-9Bereavement Leave .........................................................................IV-9

Student Loan Repayment.................................................................... IV-10

Other Benefits ..................................................................................... IV-11Flexible Work Arrangements.......................................................... IV-11District Work Periods...................................................................... IV-12

V. PERFORMANCE APPRAISALS/EVALUATIONS ...........................................V-1

VI. OTHER OFFICE PRACTICES.........................................................................VI-1

Procedure Manual .................................................................................VI-1Developmental Opportunities ................................................................VI-1Dress Code ...........................................................................................VI-1Wellness Activities................................................................................. VI-1New Employee Orientation....................................................................VI-2Foreign Languages and Constituent Demographics ............................. VI-2Cultural or Ethnic Events/Holidays ........................................................ VI-2Diversity Recruitment ............................................................................ VI-3

VII. RECRUITMENT AND RETENTION................................................................ VII-1

VIII. PERCEIVED NEED FOR BENEFITS ............................................................VIII-1

IX. THE IMPACT OF EMPLOYMENT PRACTICES ............................................ IX-1

Benefits, Office Size, and Turnover ....................................................... IX-1Pay Increases and Turnover ................................................................. IX-2Performance Appraisal/Evaluation and Turnover .................................. IX-3Recruitment Strategies and Applications............................................... IX-4

X. SURVEY QUESTIONS ..................................................................................... X-1


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CHAPTER I INTRODUCTION


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2009 House Compensation Study I-1

2009 House Compensation Study

This report summarizes the results of a study conducted for the ChiefAdministrative Officer of the U.S. House of Representatives on compensation,

employment, organizational structure, benefits, and other office practices of HouseMember personal offices. The study was conducted using a Web-based survey that wassent to all 441 Representatives offices. A total of 199 (45.1%) offices providedresponses to the survey during the survey administration: June 16, 2009-July 16, 2009.This was a 13.1% increase over the 2006 response rate of 32.0%.

The next eight chapters are as follows:

Chapter II: Hiring and Compensation Practices summarizes theeducation, compensation, and experience qualifications of office staff in 13core positions.

Chapter III: Organizational Structure describes the typical organizationalstructures used in Washington, D.C. and District offices as well as thepositions that perform specialized functions (i.e., Emergency Coordinator,Systems Administrator, Financial Administrator).

Chapter IV: Benefits summarizes Members office policies related to payincreases, leave, student loan repayments, flexible work arrangements, anddistrict work periods.

Chapter V: Performance Appraisal/Evaluations summarizes the mostcommonly used appraisal/evaluation practices and the frequency with whichthey are performed.

Chapter VI: Other Office Practices discusses office practices includingproviding a procedure manual, developmental opportunities, dress code,wellness activities, new employee orientation, foreign languages, constituentdemographics, cultural or ethnic events/holidays, and diversity recruitment.

Chapter VII: Recruitment and Retention lists the most commonrecruitment sources for each core position and information on the turnoverrates for each position.

Chapter VIII: Perceived Need for Benefits reports the positive impactoffices experience as a result of providing various benefits and summarizesthe benefits employees frequently requested.

Chapter IX: The Impact of Employment Practices shows the results ofanalyses relating various office practices and outcomes. Office size predictsboth benefits offered and turnover. The relationships between benefits,performance appraisals, and turnover are displayed. Additionally, therelationship between recruiting practices and applications is depicted.

Chapter X: Survey Questions contains a complete list of the surveyquestions.

INTRODUCTION


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2009 House Compensation Study I-2


How to Use the Report

The purpose of this report is to provide Member offices with information on thetypical compensation and benefits policies employed by other Member offices. In usingthe data contained in the report, it should be noted that the overall response rateassociated with the 2009 survey (45.1%) allows for stable conclusions to be drawn aboutthe policies and practices of the current Member offices. However, it should be notedthat the response rate for specific questions might be lower than the overall responserate because not all offices answered every question.

Where possible, 2009 responses are compared to 2006 responses. For responseoptions that changed in the 2009 survey, N/A is indicated for the 2006 data.


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CHAPTER II HIRING AND COMPENSATION PRACTICES


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2009 House Compensation Study II-1


Chief of Staff Position Summary

A typical Chief of Staff: On average, earns $134,307 annually Works in the Washington, D.C. office May also perform Legislative Director and Office

Manager/Executive Assistant duties

Has been in the position for 5.2 years Has a bachelors degree May have previous experience in the House,

federal and state/local government, and theprivate sector

. Summary of Primary Duties

Acts as the Members chief policy advisor Develops and implements all policy objectives, strategies, and operating plans for the Members office Manages and directs all activities and staff of the Members Washington, D.C. and District offices Coordinates the activities of the Member with the Leadership and Committee office(s) Oversees the office budget.

Alternate Titles

Deputy Chief of Staff Chief of Staff for a particular location(e.g., Chief of Staff District)

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $72,000 $87,000 -17.2%25% $120,000 $116,000 3.4%50% (median) $130,000 $130,000 0.0%Average $134,307 $129,736 3.5%75% $157,250 $148,500 5.9%

Maximum $172,000 $160,000 7.5%.

Salary Distribution

0%

5%

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15%

20%

25%

1 0 , 0 0

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The average Chiefof Staffs salary is

$134,307


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Chief of Staff Annual Salary as a Function of Years in Position

Years in Position

Annual SalaryLess than

1 year1 to 3years

4 to 6years

7 to 9years

10 to 12years

13 years ormore Total

$70,000-$79,999 0 0 1 2 0 0 3$80,000-$89,999 0 2 0 0 0 0 2$90,000-$99,999 0 5 2 0 0 0 7$100,000-$109,999 0 11 4 2 0 0 17$110,000-$119,999 0 9 1 0 0 0 10$120,000-$129,999 0 28 6 4 3 1 42$130,000-$139,999 0 14 15 4 0 0 33$140,000-$149,999 0 5 2 4 2 2 15$150,000-$159,999 0 2 6 5 4 2 19$160,000-$169,999 0 4 11 8 11 6 40$170,000-$179,999 0 0 1 0 0 1 2Total 0 80 49 29 20 12 190

How well do the job title and the summary ofduties above describe the responsibilities of the

employee in this position?

Response 2009 2006Very well 65.5% 73.0%Somewhat closely 27.3% 27.0%Does not describe 2.1% 0.0%Other 5.2% N/ATotal 100.0% 100.0%

*Other includes additional roles such as overseeing district staff, serving as a liaison with federal agencies,overseeing policy, covering committees, and administrative and policy management of congressional office.

Additional Roles Performed by Employees in this Job

Role 2009 2006None 35.0% 42.5%Legislative Director 11.0% 6.3%Office Manager/ExecutiveAssistant 10.0% 12.6%Press Secretary/ Communications Director 9.0% 8.7%

District Director 8.5% 7.1%Senior Legislative Aide 4.0% 3.1%Legislative Aide 2.5% 2.4%Scheduler 1.0% 0.8%Constituent ServicesRepresentative/Caseworker 0.5% 0.0%Legislative Correspondent 0.5% 0.0%

Number of Positions per Office

Positions perOffice 2009 2006

1 94.2% 95.3%2 5.8% 4.7%Total* 100.0% 100.0%

.

Fair Labor Standards Act Status

Response 2009 2006Exempt 89.4% 94.5%Non-exempt 10.6% 5.5%Total 100.0% 100.0%


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Chief of Staff Primary Duty Station

Response 2009 2006Washington, D.C. office 87.1% 89.1%District office 12.9% 10.9%Total 100.0% 100.0%

Commuting Between District and D.C. Office

Response 2009 2006Yes 67.0% 58.6%No 33.0% 41.4%Total 100.0% 100.0%

Experience

Average Years in 2009 2006Current position 5.2 5.2

Previous positions:

House 6.2 6.5

Federal government 2.8 2.7State/local government 5.1 2.2Private sector 5.1 3.7

Education

Educational Attainment 2009 2006Some college 4.7% 4.7%Associates degree 0.5% 0.8%Bachelors degree 53.9% 46.5%

Masters degree 22.5% 26.0%Law degree 17.3% 20.5%Other advanced degree 1.0% 0.8%

Gender

Response 2009Male 58.7%Female 41.3%Total 100.0%

.

Age

Response 200920-29 years 3.8%30-39 years 48.9%

40-49 years 24.2%50-59 years 19.9%

60 years or older 3.2%Total 100.0%

Race/Ethnicity

Response 2009American Indian or AlaskaNative 1.1%Asian 1.6%Pacific Islander 0.0%Black, not of Hispanicorigin 7.5%

Hispanic 2.7%White, not of Hispanicorigin 87.1%

Unsure 0.0%

Total 100.0%


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Legislative Director Position Summary

A typical Legislative Director: On average, earns $84,273 annually Works in the Washington, D.C. office May also perform Senior Legislative Aide duties


federal and state/local government, and the privatesector

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 Members legislative staff Monitors and reports on floor action to the Member and the Chief of Staff

Alternate Titles

Deputy Chief of Staff Legislative Counsel

Senior Advisor Policy Director

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $50,000 $42,000 19.0%25% $75,000 $67,000 11.9%50% (median) $81,000 $77,750 4.2%Average $84,273 $76,490 10.2%75% $90,000 $85,000 5.9%Maximum $152,500 $120,000 27.1%

Salary Distribution

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30%

35%

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The averageLegislative Directorsalary is $84,273


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Legislative Director Annual Salary as a Function of Years in Position

Years in Position


1 year1 to 3years

4 to 6years

7 to 9years

10 yearsor more Total

$50,000-$59,999 0 3 0 0 0 3$60,000-$69,999 0 14 2 1 0 17$70,000-$79,999 1 29 8 1 1 40$80,000-$89,999 0 23 17 4 1 45$90,000-$99,999 1 10 9 0 0 20$100,000-$109,999 0 6 4 3 2 15$110,000-$119,999 0 2 1 0 0 3$120,000-$129,999 0 2 0 0 0 2$130,000-$139,999 0 1 1 0 1 3$140,000-$149,999 0 0 0 0 0 0$150,000-159,999 0 0 0 0 1 1Total 2 90 42 9 6 149Note: Tenure categories were collapsed to maintain confidentiality of salary data.

.



Response 2009 2006Very well 82.1% 73.0%Somewhat closely 13.9% 27.0%

Does not describe 1.3% 0.0%Other 2.6% N/ATotal 100.0% 100.0%

*Other includes coordinating progressive caucus activities, filling in for the Chief of Staff, meeting with constituents, reviewing constituent communications,and writing district speeches.


Role 2009 2006None 49.4% 59.4%Senior Legislative Aide 15.6% 12.9%Legislative Aide 4.5% 9.9%Legislative Correspondent 3.9% 3.0%

Chief of Staff 0.6% 2.0%Office Manager/Executive Assistant 0.6% 4.0%Constituent ServicesRepresentative/Caseworker 0.6% 1.0%

Press Secretary/CommunicationsDirector 0.6% 0.0%

Field Representative 0.6% 0.0%



140.4%

97.0%2 33.0% 2.0%3 13.8% 1.0%4 8.5% 0.0%5 3.2% 0.0%6 0.0% 0.0%7 1.1% 0.0%Total 100.0% 100.0%


Response 2009 2006Exempt 92.6% 92.1%

Non-exempt 7.4% 7.9%Total 100.0% 100.0%


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Legislative Director Primary Duty Station




Experience


Previous positions:House 5.9 4.1Federal government 1.5 2.7State/local government 2.0 2.2Private sector 1.8 3.2

Education

Educational Attainment 2009 2006Some college 1.4% 4.7%Associates degree 0.7% 0.8%Bachelors degree 54.7% 46.5%Masters degree 26.4% 26.0%Law degree 15.5% 20.5%Other advanced degree 1.4% 0.8%

Gender


Age

Response 200920-29 years 26.8%30-39 years 59.4%40-49 years 8.7%50-59 years 5.1%60 years or older 0.0%

Total 100.0%

Race/Ethnicity

Response 2009American Indian or AlaskaNative 0.7%

Asian 2.1%Pacific Islander 0.0%Black, not of Hispanicorigin 7.0%


Unsure 1.4%

Total 100.0%


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Senior Legislative Aide Position Summary

A typical Senior Legislative Aide: On average, earns $61,622 annually Works in the Washington, D.C. office Performs no additional duties


federal government, and the private sector


Develops and plans legislative initiatives Monitors legislative developments within Committees and on the House floor Writes floor speeches for the Member Meets with constituents and special interest groups on behalf of the Member

Alternate Titles

Legislative Counsel Senior Legislative Counsel

Senior Policy Advisor/Counselor Legislative Assistant

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $21,000 $34,500 -39.1%25% $50,000 $45,000 11.1%50% (median) $60,000 $52,000 15.4%Average $61,622 $55,405 11.2%75% $68,681 $65,000 5.7%Maximum $146,000 $92,000 58.7%

Salary Distribution

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5%

10%

15%

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25%

30%

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The averageSenior Legislative

Aides salary is$61,622


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Senior Legislative Aide Annual Salary as a Function of Years in Position

Years in Position


1 year1 to 3years

4 to 6years

7 to 9years


$20,000-$29,999 0 2 0 0 0 2$30,000-$39,999 0 3 1 0 0 4$40,000-$49,999 0 18 9 0 0 27$50,000-$59,999 0 23 7 2 0 32$60,000-$69,999 0 22 15 2 1 40$70,000-$79,999 0 7 2 0 1 10$80,000-$89,999 0 7 5 2 0 14$90,000-$99,999 0 2 2 0 1 5$100,000-$109,999 0 0 0 0 0 0$110,000-$119,999 0 1 0 0 0 1$120,000-$129,999 0 0 0 1 0 1$130,000-$139,999 0 0 0 0 1 1$140,000-$149,999 0 0 0 1 0 1Total 0 85 41 8 4 138Note: Tenure categories were collapsed to maintain confidentiality of salary data.

.



Response 2009 2006Very well 63.0% 78.8%Somewhat closely 28.3% 21.2%Does not describe 1.4% 0.0%

Other 7.2% N/ATotal 100.0% 100.0%

*Other includes extra roles such as handling senior committee responsibilities for the Member, serving on a minority staff committee, acting as a tax policy advisor, and coordinating with the District office.


Role 2009 2006None 52.5% 56.9%Legislative Aide 8.6% 25.0%Legislative Correspondent 3.6% 11.1%Legislative Director 2.2% 2.8%Office Manager/ExecutiveAssistant 1.4% 0.0%Constituent ServicesRepresentative/Caseworker 1.4% 0.0%Press Secretary/CommunicationsDirector 0.7% 0.0%Staff Assistant (District) 0.7% 0.0%District Director 0.7% 0.0%



1 79.5% 69.5%2 17.0% 23.7%3 3.6% 6.8%Total 100.0% 100.0%


Response 2009 2006

Exempt 91.6% 89.0%Non-exempt 8.4% 11.0%Total 100.0% 100.0%


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Legislative Aide Position Summary

A typical Legislative Aide: On average, earns $45,105 annually Works in the Washington, D.C. office Performs no additional duties

Has been in the position for 2.5 years Has a bachelors degree May have previous experience in the House and

the private sector


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

Counsel Legislative Assistant Legislative Aide/Press Assistant

Legislative Counsel Chief Writer Fellow

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $24,000 $28,000 -14.3%25% $38,520 $36,000 7.0%50% (median) $43,500 $41,000 6.1%Average $45,105 $43,433 3.8%75% $50,000 $50,000 0.0%Maximum $96,000 $76,500 25.5%

Salary Distribution

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5%10%

15%

20%

25%

30%

35%

40%

45%

50%

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The averageLegislative Aides

salary is$45,105


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Legislative Aide Annual Salary as a Function of Years in Position

Years in Position


3 years4 to 6years

7 to 9years


$20,000-$29,999 8 0 0 0 8$30,000-$39,999 54 4 1 0 59$40,000-$49,999 96 16 0 0 112$50,000-$59,999 29 9 1 0 39$60,000-$69,999 11 6 1 1 19$70,000-$79,999 2 1 0 1 4$80,000-$89,999 1 0 0 0 1$90,000-$99,999 0 1 0 0 1Total 201 37 3 2 243Note: Tenure categories were collapsed to maintain confidentiality of salary data.

1




*Other includes not being involved in constituent mail and additional roles such as correspondence,providing support to the chief of staff, and preparing and overseeing/proofreading communication materials.


Role 2009 2006None 56.6% 65.9%Legislative Correspondent 9.8% 12.2%Senior Legislative Aide 6.6% 9.1%Press Secretary/CommunicationsDirector 1.6% 0.6%

Staff Assistant 1.2% 0.0%Constituent ServicesRepresentative/Caseworker 0.8% 0.0%Scheduler 0.4% 0.6%



1 43.5% 38.1%2 38.9% 40.7%3 13.0% 15.3%4 3.8% 5.1%5 0.8% 0.8%Total 100.0% 100.0%




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Legislative Aide Primary Duty Station



Response 2009 2006Yes 12.7% 12.7%

No 87.3% 87.3%Total 100.0% 100.0%

Experience


Previous positions:

House 2.3 1.4


Education


Gender

Response 2009Male 51.5%Female 48.5%

Total 100.0%

Age


Total 100.0%

Race/Ethnicity




Unsure 0.4%

Total 100.0%


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Legislative Correspondent Annual Salary as a Function of Years in Position

Years in Position


1 year1 to 3years

4 to 6years


$20,000-$29,999 0 11 0 0 11$30,000-$39,999 0 100 6 1 107$40,000-$49,999 0 16 3 0 19$50,000-$59,999 0 2 0 1 3Total 0 129 9 2 140

Note: Tenure categories were collapsed to maintain confidentiality of salary data. .

How well do the job title and the summary of dutiesabove describe the responsibilities of the employee

in this position?


*Other includes part time work and additional roles such as data entry, tracking legislation in certain areas, and logging in mail.


Role 2009 2006None 43.0% 56.3%Legislative Aide 19.7% 12.7%Staff Assistant (Washington,D.C.) 9.2% 2.8%PressSecretary/CommunicationsDirector 3.5% 0.0%Scheduler 2.1% 1.4%Senior Legislative Aide 1.4% 1.4%Office Manager/Executive

Assistant 1.4% 1.4%Staff Assistant (District) 0.7% 0.0%



1 70.4% 100.0%2 25.4% 0.0%3 4.2% 0.0%

Total 100.0% 100.0%




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Legislative Correspondent Primary Duty Station




Experience


Previous positions:

House 1.7 0.7

Federal government 0.4 0.0State/local government 0.3 0.0

Private sector 1.3 1.8

Education

Educational Attainment 2009 2006Some college 3.5% 0.0%Associates degree 0.7% 0.0%Bachelors degree 86.6% 84.9%

Masters degree 7.7% 9.6%Law degree 1.4% 5.5%Other advanced degree 0.0% 0.0%

Gender

Response 2009Male 52.3%

Female 47.7%Total 100.0%

Age


Total 100.0%

Race/Ethnicity

Response 2009American Indian or Alaska

Native0.0%



Unsure 3.0%

Total 100.0%


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Office Manager/Executive Assistant Position Summary

A typical Office Manager/Executive Assistant: On average, earns $59,618 annually Works in the Washington, D.C. office May also perform Scheduler duties

Has been in the position for 5.5 years Has a bachelors degree May have previous experience in the House, federal

and state/local government, and the private sectorSummary of Primary Duties

Supervises Washington, D.C. office staff, including monitoring personnel matters and ensuring that office policiesand procedures are followed

Maintains office accounts and payroll accounts in accordance with the regulations of Committee on HouseAdministration governing the Members Representational Allowance

Acts as a liaison for the Member with the staff, the public, committee staff, and other members Maintains the Members files, including notes, correspondence, and all information related to travel Procures and maintains equipment for the Washington, D.C. office Ensures that the Member is provided with briefing materials for each event

Alternate Titles

Communications Director Communications Advisor Deputy Chief of Staff

Deputy Press Secretary Director of Intergovernmental Affairs Web Manager/Deputy Press Secretary

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum* $14,550 $21,000 -30.7%25% $42,500 $36,000 18.1%50% (median) $54,000 $50,000 8.0%Average $59,618 $52,922 12.7%75% $73,000 $64,000 14.1%

Maximum $135,000 $107,200 25.9%*Note: Respondents who reported a salary less than $20,000 indicated that the position did not fit the description well or that the position was shared.

SALARY DISTRIBUTION

0%

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10%

15%

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25%

1 0 , 0 0

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The average OfficeManager/ExecutiveAssistants salary is

$59,618


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Office Manager/Executive Assistant Annual Salary as a Function of Years in Position

Years in Position


3 years4 to 6years

7 to 9years

10 to 12years


$10,000-$19,999 3 2 2 0 0 7$20,000-$29,999 2 0 0 1 0 3$30,000-$39,999 10 1 0 0 0 11$40,000-$49,999 13 2 0 0 2 17$50,000-$59,999 12 3 1 0 1 17$60,000-$69,999 4 2 4 1 1 12$70,000-$79,999 2 3 2 0 3 10$80,000-$89,999 0 1 3 0 0 4$90,000-$99,999 4 1 0 1 0 6$100,000-$109,999 0 0 0 3 1 4$110,000-$119,999 0 1 0 0 0 1$120,000-$129,999 0 0 0 0 2 2$130,000-$139,999 0 0 1 1 1 3Total 50 16 13 7 11 97

Note: Tenure categories were collapsed to maintain confidentiality of salary data. 1



Response 2009 2006Very well 33.3% 34.1%Somewhat closely 44.8% 61.0%Does not describe 8.3% 4.9%

Other 13.5% N/ATotal 100.0% 100.0%

*Other includes additional roles such acting as the Scheduler, Systems Administrator, or an Executive Assistant.


Role 2009 2006Scheduler 49.0% 42.8%None 24.5% 33.3%Field Representative 3.1% 2.4%Staff Assistant (Washington, D.C.) 2.0% 11.9%Chief of Staff 2.0% 0.0%Legislative Aide 2.0% 2.4%Senior Legislative Aide 2.0% 0.0%Press Secretary/CommunicationsDirector 2.0% 0.0%Constituent ServicesRepresentative/Caseworker 1.0% 2.4%Staff Assistant (District) 1.0% 0.0%District Director 1.0% 0.0%Legislative Correspondent 1.0% 0.0%



1 92.2% 97.6%2 6.7% 2.4%3 1.1% 0.0%Total 100.0% 100.0%




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Office Manager/Executive Assistant Primary Duty Station




Experience


Previous positions:

House 5.4 4.5Federal government 1.1 1.7State/local government 1.6 1.9Private sector 4.1 2.8

Education

Educational Attainment 2009 2006High school 1.0% 0.0%Some college 8.3% 11.9%Associates degree 2.1% 9.5%Bachelors degree 77.1% 66.7%Masters degree 10.4% 9.5%Law degree 1.0% 0.0%Other advanced degree 0.0% 2.4%

Gender


Age

Response 200920-29 years 37.6%

30-39 years 22.6%40-49 years 22.6%

50-59 years 10.8%60 years or older 6.5%

Total 100.0%

Race/Ethnicity




Unsure 2.2%

Total 100.0%


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Press Secretary/Communications Director Position Summary

A typical Press Secretary/Communications Director: On average, earns $60,452 annually Works in the Washington, D.C. office Performs no other duties




Manages and coordinates all communication activities, including media contacts, for the Member and the office Develops and implements media and communications strategy for the Member Acts as the formal spokesperson and media liaison for the Member Writes speeches for the Member

Alternate Titles

Communications Director Communications Advisor Communications Assistant Deputy Communications Director

Press Secretary Deputy Press Secretary Deputy Chief of Staff District Communications Director

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $28,250 $32,000 -11.7%25% $47,000 $45,000 4.4%50% (median) $60,000 $55,000 9.1%Average $60,452 $58,756 2.9%

75% $71,523 $68,250 4.8%Maximum $120,000 $125,000 -4.0%

Salary Distribution

0%

5%

10%

15%

20%

25%

1 0 , 0 0

0

2 0 , 0 0

0

3 0 , 0 0

0

4 0 , 0 0

0

5 0 , 0 0

0

6 0 , 0 0

0

7 0 , 0 0

0

8 0 , 0 0

0

9 0 , 0 0

0

1 0 0 , 0

0 0

1 1 0 , 0

0 0

1 2 0 , 0

0 0

1 3 0 , 0

0 0

1 4 0 , 0

0 0

1 5 0 , 0

0 0

1 6 0 , 0

0 0

1 7 0 , 0

0 0

The average PressSecretary/CommunicationsDirectors salary is $60,452


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Press Secretary/Communications Director Annual Salary as a Function of Years in Position

Years in Position


3 years4 to 6years

7 to 9years

10 to 12years


$20,000-$29,999 1 0 0 0 0 1$30,000-$39,999 9 1 1 0 0 11$40,000-$49,999 25 4 0 0 0 29$50,000-$59,999 23 5 1 0 1 30$60,000-$69,999 15 15 1 0 0 31$70,000-$79,999 11 6 1 1 0 19$80,000-$89,999 10 4 2 1 0 17$90,000-$99,999 0 1 1 2 0 4$100,000-$109,999 0 0 1 0 1 2$110,000-$119,999 0 0 1 0 0 1Total 94 36 9 4 2 145Note: Tenure categories were collapsed to maintain confidentiality of salary data.

.




*Other includes additional roles such as assisting the Communications Director with press and online outreach, performing legislative assistant duties, and part-time speech writing .


Role 2009 2006None 61.0% 72.4%Legislative Aide 5.5% 5.7%Legislative Correspondent 2.1% 0.0%Senior Legislative Aide 1.4% 1.1%Scheduler 1.4% 3.4%Constituent ServicesRepresentative/Caseworker 1.4% 0.0%

Field Representative 1.4% 2.3%Office Manager/ExecutiveAssistant 0.7% 1.1%Legislative Director 0.7% 0.0% Chief of Staff 0.7% 0.0%Staff Assistant (Washington, D.C.) 0.7% 0.0%



1 88.5% 94.0%2 10.8% 6.0%3 0.7% 0.0%Total 100.0% 100.0%




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29/111



SchedulerPosition Summary

A typical Scheduler: On average, earns $48,110 annually Works in the Washington, D.C. office May also perform Office Manager/Executive

Assistant duties




Maintains Members official schedule, travel plans, and related records Briefs the Member on all scheduling activities of the Washington, D.C. office and makes recommendations on

proposed future meetings Schedules all staff meetings and briefings Coordinates scheduling of press, interview, radio, and television time with the Press Secretary

Alternate Titles

Administrative Assistant Administrative Director

Executive Assistant Executive Assistant/Scheduler

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $24,000 $24,000 0.0%25% $37,500 $37,875 -1.0%50% (median) $45,000 $46,350 -2.9%Average $48,110 $48,394 -0.6%75% $55,000 $55,625 -1.1%

Maximum $113,988 $99,000 15.1%

Salary Distribution

0%

5%10%

15%

20%

25%

30%

35%

1 0 , 0 0

0

2 0 , 0 0

0

3 0 , 0 0

0

4 0 , 0 0

0

5 0 , 0 0

0

6 0 , 0 0

0

7 0 , 0 0

0

8 0 , 0 0

0

9 0 , 0 0

0

1 0 0 , 0

0 0

1 1 0 , 0

0 0

1 2 0 , 0

0 0

1 3 0 , 0

0 0

1 4 0 , 0

0 0

1 5 0 , 0

0 0

1 6 0 , 0

0 0

1 7 0 , 0

0 0

The averageSchedulers salary

is $48,110


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SchedulerAnnual Salary as a Function of Years in Position

Years in Position

Annual Salary

Less than

1 year

1 to 3

years

4 to 6

years

7 to 9

years

10 to 12

years

13 years

or more Total$20,000-$29,999 0 6 0 0 0 0 6$30,000-$39,999 0 30 1 0 0 0 31$40,000-$49,999 0 18 8 1 0 0 27$50,000-$59,999 0 15 11 4 1 1 32$60,000-$69,999 0 1 4 2 0 1 8$70,000-$79,999 0 3 0 2 0 0 5$80,000-$89,999 0 2 0 0 1 1 4$90,000-$99,999 0 0 0 0 0 1 1$100,000-$109,999 0 0 0 0 0 0 0$110,000-$119,999 0 0 0 1 0 0 1Total 0 75 24 10 2 4 115



Response 2009 2006Very well 42.2% 58.7%Somewhat closely 43.1% 39.1%Does not describe 2.6% 2.2%Other 12.1% N/A

Total 100.0% 100.0%*Other includes additional roles such as performing office management functions, and serving as office manager.


Role 2009 2006Office Manager/ExecutiveAssistant 40.5% 24.4%None 27.6% 17.8%Staff Assistant (Washington, D.C.) 5.2% 4.4%Constituent ServicesRepresentative/Caseworker 5.2% 0.0%Legislative Aide 4.3% 6.7%Legislative Correspondent 3.4% 2.2%Press Secretary/CommunicationsDirector 2.6% 0.0%Field Representative 2.6% 0.0%Staff Assistant (District) 1.7% 0.0%



1 80.4% 100.0%

2 18.6% 0.0%3 1.0% 0.0%

Total 100.0% 100.0%


Response 2009 2006Exempt 85.2% 80.4%Non-exempt

14.8% 19.6%Total 100.0% 100.0%


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SchedulerPrimary Duty Station




Experience


Previous positions:

House 2.4 1.4

Federal government 1.0 1.1State/local government 1.1 0.7

Private sector 3.3 2.0

Education

Educational Attainment 2009 2006High school 5.3% 0.0%Some college 8.8% 6.5%Associates degree 0.0% 4.3%

Bachelors degree 78.1% 87.0%Masters degree 7.0% 2.2%Law degree 0.9% 0.0%Other advanced degree 0.0% 0.0%

Gender

Response 2009

Male 17.8%Female 82.2%Total 100.0%

Age


40-49 years 6.4%50-59 years 5.5%60 years or older 2.8%

Total 100.0%

Race/Ethnicity

Response 2009

American Indian or AlaskaNative 0.0%



Unsure 3.6%

Total 100.0%


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Staff Assistant (Washington, D.C.) Position Summary

A typical Staff Assistant (Washington, D.C.): On average, earns $30,521 annually Works in the Washington, D.C. office May also perform Legislative Correspondent duties

Has been in the position for 1.9 years Has a bachelors degree May have previous experience in the House and

the private sectorSummary of Primary Duties

Greets and screens visitors Responds to constituent requests for information Performs general administrative duties

Alternate Titles

Communications Assistant Deputy Scheduler Office Liaison

Special Assistant Staff Assistant/Press Assistant Staff Assistant/Office Manager

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $16,000 $18,000 -11.1%25% $27,500 $25,000 10.0%50% (median) $30,000 $28,000 7.1%Average $30,521 $29,872 2.2%75% $32,800 $30,000 9.3%Maximum $54,000 $71,000 -23.9%

Salary Distribution

0%

10%

20%

30%

40%

50%

60%

70%

1 0 , 0 0

0

2 0 , 0 0

0

3 0 , 0 0

0

4 0 , 0 0

0

5 0 , 0 0

0

6 0 , 0 0

0

7 0 , 0 0

0

8 0 , 0 0

0

9 0 , 0 0

0

1 0 0 , 0

0 0

1 1 0 , 0

0 0

1 2 0 , 0

0 0

1 3 0 , 0

0 0

1 4 0 , 0

0 0

1 5 0 , 0

0 0

1 6 0 , 0

0 0

1 7 0 , 0

0 0

The average StaffAssistants salary inWashington D.C. is

$30,521


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Staff Assistant (Washington, D.C.) Annual Salary as a Function of Years in Position

Years in Position


3 years4 to 6years

7 to 9years

10 to 12years


$10,000-$19,999 1 0 1 0 0 2$20,000-$29,999 54 0 1 0 0 55$30,000-$39,999 53 0 0 0 0 53$40,000-$49,999 8 2 1 1 0 12$50,000-$59,999 0 0 0 1 0 1Total 116 2 3 2 0 123

Note: Tenure categories were collapsed to maintain confidentiality of salary data.




*Other includes additional roles such as acting as systems administrator, giving tours, and coordinating interns.


Role 2009 2006None 49.6% 56.3%Legislative Correspondent 12.2% 10.3%Office Manager/ExecutiveAssistant 3.3% 5.7%

Scheduler 3.3% 4.6%Legislative Aide 3.3% 2.3%Constituent ServicesRepresentative/Caseworker 1.6% 2.3%

Press Secretary/CommunicationsDirector 0.8% 0.0%

Staff Assistant (District) 0.8% 0.0%



1 91.2% 87.3%2 8.8% 10.1%3 0.0% 1.3%4 0.0% 1.3%Total 100.0% 100.0%


Response 2009 2006Exempt 58.8% 48.3%

Non-exempt 41.2% 51.7%Total 100.0% 100.0%


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Staff Assistant (Washington, D.C.) Primary Duty Station




Experience


Previous positions:

House 1.2 0.2Federal government 0.6 0.4

State/local government 0.4 0.1Private sector 1.5 1.8

Education

Educational Attainment 2009 2006Some college 4.1% 6.9%Associates degree 0.0% 0.0%


Gender



Age


Total 100.0%

Race/Ethnicity


Native0.8%



Unsure 5.0%

Total 100.0%


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Staff Assistant (District) Position Summary

A typical Staff Assistant (District): On average, earns $30,633 annually Works in the District office May also perform Constituent Services

Representative/Caseworker duties


federal government, and the private sector


Responds to constituent requests for information Maintains handout literature regarding the District and the House Performs general administrative duties

Alternate Titles

Congressional Aide Office Coordinator Receptionist

District Executive District Office Manager Executive Assistant

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $12,000 $16,006 -25.0%25% $25,788 $25,000 3.2%50% (median) $29,120 $28,500 2.2%Average $30,633 $30,883 -0.8%75% $35,000 $33,000 6.1%Maximum $55,000 $79,966 -31.2%

Salary Distribution

0%

10%

20%

30%

40%

50%

60%

70%

1 0 , 0 0

0

2 0 , 0 0

0

3 0 , 0 0

0

4 0 , 0 0

0

5 0 , 0 0

0

6 0 , 0 0

0

7 0 , 0 0

0

8 0 , 0 0

0

9 0 , 0 0

0

1 0 0 , 0

0 0

1 1 0 , 0

0 0

1 2 0 , 0

0 0

1 3 0 , 0

0 0

1 4 0 , 0

0 0

1 5 0 , 0

0 0

1 6 0 , 0

0 0

1 7 0 , 0

0 0

The average StaffAssistants salary in

the District is$30,633


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Staff Assistant (District) Primary Duty Station




Experience


Previous positions:

House 1.5 0.4


Education

Educational Attainment 2009 2006High school 9.2% 11.7%Some college 13.8% 19.5%Associates degree 8.3% 3.9%

Bachelors degree 67.0% 62.3%Masters degree 1.8% 2.6%Law degree 0.0% 0.0%

Other advanced degree 0.0% 0.0%

Gender

Response 2009


Age


30-39 years 14.2%40-49 years 11.3%50-59 years 15.1%60 years or older 8.5%

Total 100.0%

Race/Ethnicity

Response 2009




Unsure 5.7%

Total 100.0%


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Constituent Services Representative/Caseworker Position Summary

A typical Constituent Services Representative/Caseworker: On average, earns $44,850 annually Works in the District office May also perform Field Representative 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

Casework Manager Casework Director Casework Supervisor

Community Representative Congressional Aide Outreach Liaison

Salary Summary

Percentile 2009 20062006-2009

ChangeMinimum $15,810 $13,500 17.1%25% $35,000 $31,000 12.9%50% (median) $42,000 $40,000 5.0%Average $44,850 $40,814 9.9%75% $51,651 $46,500 11.1%Maximum $97,000 $115,000 -15.7%

Salary Distribution

0%

5%

10%

15%

20%

25%

30%

35%

40%

1 0 , 0 0

0

2 0 , 0 0

0

3 0 , 0 0

0

4 0 , 0 0

0

5 0 , 0 0

0

6 0 , 0 0

0

7 0 , 0 0

0

8 0 , 0 0

0

9 0 , 0 0

0

1 0 0 , 0

0 0

1 1 0 , 0

0 0

1 2 0 , 0

0 0

1 3 0 , 0

0 0

1 4 0 , 0

0 0

1 5 0 , 0

0 0

1 6 0 , 0

0 0

1 7 0 , 0

0 0

The averageConstituent Services

Representative/Caseworkerssalary is $44,850


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Constituent Services Representative/Caseworker Annual Salary as a Function of Years in Position

Years in Position


1 year1 to 3years

4 to 6years

7 to 9years

10 to 12years


$10,000-$19,999 0 0 1 0 0 0 1$20,000-$29,999 0 19 3 2 2 2 28$30,000-$39,999 2 77 22 4 1 0 106$40,000-$49,999 1 40 28 11 8 13 101$50,000-$59,999 0 13 15 14 6 14 62$60,000-$69,999 0 4 3 3 2 12 24$70,000-$79,999 0 2 4 2 3 8 19$80,000-$89,999 0 2 1 1 2 1 7$90,000-$99,999 0 0 0 0 0 2 2Total 3 157 77 37 24 52 350

.




*Other includes additional roles such as handling office accounts, driving for the Congressman and Office Manager, handling grants and managing

special projects.


Role 2009 2006None 52.9% 63.2%Field Representative 17.1% 19.5%Staff Assistant (District) 4.0% 4.3%District Director 1.1% 0.0%Scheduler 0.9% 0.9%Staff Assistant (Washington D.C.) 0.6% 0.9%Office Manager/ExecutiveAssistant 0.6% 5.2%

Legislative Correspondent 0.6% 0.9%

Senior Legislative Aide 0.6% 0.0%Press Secretary/CommunicationsDirector 0.3% 0.0%



1 21.0% 8.2%2 25.8% 38.2%3 25.8% 25.9%

4 12.9% 16.5%5 8.9% 6.5%6 3.2% 3.5%7 2.4% 1.2%Total 100.0% 100.0%




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Constituent Services Representative/Caseworker Primary Duty Station




Experience


Previous positions:

House 3.4 1.9


Education

Educational Attainment 2009 2006High school 4.7% 5.1%

Some college 11.0% 14.5%Associates degree 7.6% 3.4%


Gender

Response 2009


Age


30-39 years 20.2%40-49 years 17.5%50-59 years 23.9%60 years or older 11.0%

Total 100.0%

Race/Ethnicity

Response 2009




Unsure 2.4%

Total 100.0%


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District Director Primary Duty Station




Experience

Years of Experience in 2009 2006Current position 6.0 5.4

Previous positions:

House 3.5 2.5Federal government 2.5 1.6State/local government 4.0 5.4Private sector 7.5 7.3

Education


Gender



Age


40-49 years 29.8%50-59 years 18.5%60 years or older 14.5%

Total 100.0%

Race/Ethnicity


Native0.0%



Unsure 1.6%

Total 100.0%


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Field Representative Position Summary

A typical Field Representative: On average, earns $47,713 annually Works in District office May also perform Constituent Services

Representative/Caseworker duties




Acts as liaison with federal, District, and local agencies for the Member and constituents Assesses casework for problems requiring legislative action and makes recommendations to the District Director

and Chief of StaffAlternate Titles

District Representative Grants Coordinator Community Liaison District Coordinator Field Director Regional Representative

Director of Special Projects Boarder Liaison District Senior Policy Advisor Senior Field Representative Senior Field Representative for Grant Management Senior Fields Representative for Labor Relations

Salary Summary

Percentile 2009 20062004-2006

ChangeMinimum $14,000 $25,000 -44.0%25% $36,000 $37,125 -3.0%50% (median) $46,000 $45,000 2.2%Average $47,713 $46,508 2.6%75% $59,770 $55,000 8.7%

Maximum $92,000 $75,000 22.7%

Salary Distribution

0%

5%10%

15%

20%

25%

30%

35%

1 0 , 0 0

0

2 0 , 0 0

0

3 0 , 0 0

0

4 0 , 0 0

0

5 0 , 0 0

0

6 0 , 0 0

0

7 0 , 0 0

0

8 0 , 0 0

0

9 0 , 0 0

0

1 0 0 , 0

0 0

1 1 0 , 0

0 0

1 2 0 , 0

0 0

1 3 0 , 0

0 0

1 4 0 , 0

0 0

1 5 0 , 0

0 0

1 6 0 , 0

0 0

1 7 0 , 0

0 0

The average FieldRepresentativessalary is $47,713


45/111



Field Representative Annual Salary as a Function of Years in Position

Years in Position


1 year1 to 3years

4 to 6years

7 to 9years

10 to 12years


$10,000-$19,999 0 1 0 0 1 1 3$20,000-$29,999 0 10 4 1 2 0 17$30,000-$39,999 0 32 10 1 0 0 43$40,000-$49,999 2 25 22 1 0 0 50$50,000-$59,999 0 12 7 5 6 1 31$60,000-$69,999 1 9 7 5 4 2 28$70,000-$79,999 0 0 4 4 0 3 11$80,000-$89,999 0 0 2 0 1 3 6$90,000-$99,999 0 0 0 0 1 1 2Total 3 89 56 17 15 11 191

How well do the job title and the summary ofduties above describe the responsibilities of theemployee in this position?


*Other includes part time work and additional roles such as coordinating grants and procurement work,managing coalitions, running the outreach program and other special projects.


Role 2009 2006None 51.3% 44.7%Constituent ServicesRepresentative/Caseworker 26.4% 37.9%Legislative Correspondent 3.6% 0.0%Scheduler 2.1% 0.0%Staff Assistant (District) 1.6% 3.9%District Director 1.6% 0.0%Press Secretary/CommunicationsDirector 0.5% 0.0%



1 40.4% 33.8%2 33.0% 45.1%3 13.8% 14.1%4 8.5% 4.2%5 3.2% 2.8%6 0.0% 0.0%7 1.1% 0.0%Total 100.0% 100.0%




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47/111

CHAPTER III ORGANIZATIONAL STRUCTURE


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2009 House Compensation Study III-1


Organizational ChartsThere are three common organizational structures for Member offices: Parity, Centralized, and Functional. Thechart at the bottom of the page shows the relative frequency of each type of organizational structure.

CentralizedStructure

67%

FunctionalStructure

9%

Parity Structure17%

Other Structure7%

Note: Other Structure includes combinations of two structures.Percents in parentheses represent 2006 values.*In 2006, the fourth response option was Member-as-Manager Structure as opposed to Other.

Number of EmployeesOn average what is the number of employees your office employs?

# of Employees 2009

Minimum 8.0Average 16.7Maximum 22.0

(17%)

(16%)

(3%)*

(64%)


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2009 House Compensation Study III-2


Additional Duties

The survey included three types of additional duties that may be present in officesEmergency Coordinator,Systems Administrator, and Financial Administrator. Respondents indicated which position (if any) within the officeis responsible for performing these duties.

Who performs the Emergency Coordinator, Systems Administrator, and Financial Administrator duties?

Duty

IncumbentEmergencyCoordinator

SystemsAdministrator

FinancialAdministrator

An employee 99.3% 55.5% 64.2%A shared employee 0.0% 24.1% 32.1%A contractor 0.0% 11.7% 1.5%Shared between an employee and a contractor 0.0% 8.0% 0.7%Other* 0.7% 0.7% 1.5%* For the Emergency Coordinator duties, respondents selecting other did not specify who was responsible. For the Systems Administrator duties, respondents selecting other indicated that the responsibilities were shared between an employee and a contractor. For the Financial Administrator duties, respondents selecting other indicated that a part-time employee was responsible or that the responsibilities were shared between an employee and a shared employee.

What is the job title of the person who is responsible for the Emergency Coordinator, SystemsAdministrator, and Financial Administrator duties?

Duty

IncumbentEmergencyCoordinator

SystemsAdministrator

FinancialAdministrator

Chief of Staff 10.3% 0.0% 19.5%Legislative Director 2.9% 1.4% 0.0%

Senior Legislative Aide 4.4% 2.7% 1.1%Legislative Aide 9.6% 14.9% 0.0%Legislative Correspondent 8.8% 27.0% 1.1%Office Manager/Executive Assistant 29.4% 16.2% 58.6%Press Secretary/Communications Director 0.7% 6.8% 0.0%Scheduler 12.5% 4.1% 11.5%Staff Assistant (Washington, D.C.) 20.6% 25.7% 1.1%Staff Assistant (District) 0.0% 0.0% 1.1%Constituent Services Representative/Caseworker 0.0% 0.0% 3.4%District Director 0.7% 1.4% 2.3%Field Representative 0.0% 0.0% 0.0%


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CHAPTER IV - BENEFITS


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52/111

2009 House Compensation Study IV-2


PAY INCREASES

Merit Increases/RaisesWhich of the following best represents how your office provides annual merit increases/raises?

Response 2009 2006

Provide, and the percentage increase is: 94.1% 57.0%the same for all employees 3.7% 0.0%based on factors, such as tenure, job type, or merit 90.4% 57.0%

Do not provide* 5.9% 43.0%Total 100.0% 100.0%*Respondents who answered Do not provide skipped all subsequent questions in this section.Note: Responses to Do not provide merit increases/raises include some offices that are newly established and have yet to implement merit increases/raises but may intend to do so.

What criteria are used to determine who receives a merit increase/raise and/or the percentage of the increase?

ResponseDetermines who receives a

raiseDetermines % increase of

raise2009 2006* 2009 2006*

Job Type 44.8% 81.6% 44.0% 81.6%Tenure 53.6% 89.8% 53.6% 89.8%Performance 84.0% 98.0% 84.8% 98.0%*The categories who receives and % increase were combined in 2006.Note: It was possible to indicate multiple criteria; Respondents were asked this question only if they indicated that the percentage increase is based on factors, such as tenure, job type, or merit.

At what time of year do you generally give meritincreases/raises to your employees?

Response 2009 2006End of calendar year 56.5% 67.9%End of fiscal year(Oct 1 Sept 30) 3.2% 0.0%Employment dateanniversary 11.3% 3.8%Throughout the year 29.0% 28.3%Total 100.0% 100.0%

.

Does your office budget for annual merit increases?

Response 2009Yes 83.3%No 16.7%Total 100.0%

What was the average percentage increase for merit increases given in the past calendar year (2008)?

0%

5%

10%

15%

20%

25%

0 . 0 %

0 . 5 %

1 . 0 %

1 . 5 %

2 . 0 %

2 . 5 %

3 . 0 %

3 . 5 %

4 . 0 %

4 . 5 %

5 . 0 %

5 . 5 %

6 . 0 %

6 . 5 %

7 . 0 %

7 . 5 %

8 . 0 %

8 . 5 %

9 . 0 %

9 . 5 %

1 0 . 0 %

1 0 . 5 %

1 1 . 0 %

Average Merit Increase/Raise

P e r c e n

t o

f P a r t

i c i p a n

t s

The average meritincrease/raise is

5.7%


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PAY INCREASES

Pay Adjustments/Lump Sum BonusesWhich of the following best represents how your office provides lump sum bonuses?

Response 2009 2006Provide, and: 89.0% 92.3%

the amount/percentage is the same for all employees 22.8% 20.9%they are based on factors, such as tenure, job type, ormerit 66.2% 71.4%

Do not provide* 11.0% 7.7%Total 100.0% 100.0%*Respondents who answered Do not provide skipped all subsequent questions in this section.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.

What criteria are used to determine who receives a lump sum bonus and/or the amount of the lump sumbonus?

ResponseDetermines whoreceives a bonus

Determines amount ofbonus

2009 2006* 2009 2006*Job Type 44.8% 85.7% 44.0% 85.7%Tenure 53.6% 89.3% 53.6% 89.3%Performance 84.0% 89.3% 84.0% 89.3%*The categories who receives and % increase were combined in 2006.Note: It was possible to indicate multiple criteria; Respondents were asked this question only if they indicated that bonuses are based on factors, such as tenure,

job type, or merit.

What was the average amount for lump sum bonuses given in the past calendar year (2008)?

0%

4%

8%

12%

16%

20%

< $ 5 0

0 $ 5

0 0

$ 1 , 0 0

0

$ 1 , 5 0

0

$ 2 , 0 0

0

$ 2 , 5 0

0

$ 3 , 0 0

0

$ 3 , 5 0

0

$ 4 , 0 0

0

$ 4 , 5 0

0

$ 5 , 0 0

0

$ 5 , 5 0

0

$ 6 , 0 0

0

$ 6 , 5 0

0

$ 7 , 0 0

0

$ 7 , 5 0

0

$ 8 , 0 0

0

Average Lump Sum Bonus

P e r c e n

t

The averagelump sum

bonus is $3 521


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LEAVE

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

Annual LeaveWhich of the following best represents how your office implements paid annual leave?

Response 2009 2006Offer, and the amount 97.7% 94.5%

is the same for all employees 29.6% 19.7%varies by each employee's tenure in the House 48.1% 47.3%varies by tenure in the federal government,including the House 20.0% 27.5%

Do not offer* 2.2% 5.5%Total 100.0% 100.0%*Respondents who answered Do not offer skipped all subsequent questions in this section.

How much annual leave do employees in your office receive yearly?

Response 2009 20061-7 days 7.5% 0.0%8-14 days 32.5% 12.5%15-21 days 52.5% 56.2%22-28 days 7.5% 31.3%29 days or more 0.0% 0.0%Total 100.0% 100.0%

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

What is the maximum amount of annual leave given for each level of tenure attained byemployees in your office?

Days Per Year of Annual Leave

Years of Tenure 0 1-7 8-14 15-21 22-2829 daysor more

Less than 1 year 1.2% 17.4% 67.4% 12.8% 1.2% 0.0%1-3 years 0.0% 5.6% 50.6% 40.4% 3.4% 0.0%4-6 years 0.0% 1.1% 13.8% 69.0% 13.8% 2.3%7-10 years 0.0% 0.0% 4.8% 67.9% 23.8% 3.6%11+ years 0.0% 0.0% 3.8% 36.3% 51.3% 8.8%

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.


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LEAVE

Annual Leave (Continued)Does your office allow employees to roll over paid

annual leave from one year to the next?

Response 2009 2006Yes, 67.0% 70.9%

and the amount isunlimited 8.5% 8.1%but the amount islimited 58.5% 62.8%

No* 33.1% 29.1%Total 100.0% 100.0%*Respondents who answered no skipped all subsequent questions in this section.

What is the maximum number of annual leave daysthat can be rolled over from one year to the next?

Response 2009 20061-7 days 44.0% 51.7%8-14 days 24.0% 18.4%15-21 days 16.0% 11.2%22-28 days 5.3% 3.8%29 days or more 10.7% 14.9%Total 100.0% 100.0%Note: Respondents were asked this question only if they indicated that the amount of annual leave roll-over is limited.

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


Does your office have a formal writtenannual leave policy?


Which of the following describes how your office accepts the transfer of unused annual leave accruedduring previous employment?

Response 2009 2006Accept, 7.7% 14.0%

if accrued during previous employment inthe House 2.3% N/A

if accrued from the federal government(other than House) 4.6% 10.5%if accrued from previous organizationsoutside the federal government 0.8% N/A

Do not accept 90.8% 86.0%Note: It was possible to indicate multiple responses. Percentages may not add to or exceed 100% due to participants viewing, but choosing to skip the question.


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LEAVE

Sick LeaveWhich of the following best represents how your office implements paid sick leave?

Response 2009 2006Offer, and the amount 92.5% 92.3%is the same for all employees 85.7% 78.0%varies by each employee's tenure in the House 6.0% 14.3%varies by tenure in the federal government,including the House 0.8% N/A

Do not offer* 7.5% 7.7%Total 100.0% 100.0%*Respondents who answered Do not offer skipped all subsequent questions in this section.

How much sick leave do employees in your office receive yearly?

Response 20091-7 days 31.3%8-14 days 65.2%15-21 days 2.6%22-28 days 0.0%29 days or more 0.9%Total 100.0%Note: Respondents were asked this question only if they indicated that they offered all employees the same amount of sick leave.

What is the maximum amount of paid sick leave given for each level of tenure attained by employees inyour office?

Days Per Year of Sick Leave

Years of Tenure 0 1-7 8-14 15-21 22-2829 daysor more

Less than 1 year 0.0% 33.3% 66.7% 0.0% 0.0% 0.0%1-3 years 0.0% 22.2% 22.2% 44.4% 11.1% 0.0%4-6 years 0.0% 22.2% 22.2% 0.0% 44.4% 11.1%7-10 years 0.0% 12.5% 12.5% 12.5% 0.0% 62.5%11+ years 0.0% 12.5% 12.5% 12.5% 0.0% 62.5%

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.


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LEAVE

Sick Leave (Continued)Does your office allow employees to roll over paid

sick leave from one year to the next?

Response 2009 2006Yes, 35.8% 45.2%

and the amount isunlimited 19.5% 28.5%but the amount islimited 16.3% 16.7%

No* 64.2% 54.8%Total 100.0% 100.0%*Respondents who answered no skipped all subsequent questions in this section.

What is the maximum number of paid sick leavedays that can be rolled over from one year to the

next?

Response 2009 20061-7 days 33.3% 50.1%8-14 days 38.9% 21.3%15-21 days 5.6% 14.4%22-28 days 0.0% 0.0%29 days or more 22.2% 14.2%Total 100.0% 100.0%Note: Respondents were asked this question only if they indicated that the amount of annual leave roll-over is limited.

Does your office allow employees to donate unusedpaid sick leave to an office-wide leave bank?


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


Which of the following describes how your officeaccepts the transfer of unused paid sick leave

accrued during previous employment?

Response 2009 2006Accept, if accrued duringprevious employment in 0.8% 13.1%

the House 0.8% N/Athe federal government,outside the House 0.0% N/Aorganizations outside thefederal government 0.0% N/A

Do not accept 97.6% 86.9%Note: It was possible to indicate multiple responses.Percentages may not add to or exceed 100% due to participants viewing, but choosing to skip the question.

Does your office have a formal writtensick leave policy?



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LEAVE

Family and Medical Leave (FMLA)Leave under the Family and Medical Leave Act (FMLA) is used for qualifying life events, which include thefollowing:

Type A: Birth Parent Bonding with/Caring for NewbornType B: Adoption of a Child or Foster CareType C: Care for ill Immediate Family MemberType D: Employees Serious (debilitating) Health Condition

FMLA mandates a maximum of 12 weeks of leave, but does not require the leave to be paid. Sick leave is used forshort term medical needs.

How is family and medical leave (FMLA) implemented in your office?

Response 2009 2006Offer paid leave , 86.4% 80.2%

informally on a case-by-case basis 35.3% N/Aformally based on awritten policy 51.1% N/A

Do not offer paid FMLAleave* 13.5% 19.8%Total 100.0% 100.0%*Respondents who answered Do not offer paid FMLA leave skipped all subsequent questions in this section.

What is the maximum number of paid weeks of FMLA leave your office offers for each of the followingqualifying events?

Type of Qualifying Life EventWeeks of PaidFMLA Leave A B C D

0 2.3% 5.0% 11.7% 11.4%1 1.1% 3.8% 1.3% 1.3%2 5.7% 8.8% 13.0% 7.6%3 1.1% 3.8% 1.3% 1.3%4 17.2% 18.8% 19.5% 15.2%5 3.4% 2.5% 1.3% 3.8%6 26.4% 20.0% 20.8% 19.0%7 0.0% 0.0% 0.0% 0.0%8 8.0% 3.8% 5.2% 8.9%9 1.1% 0.0% 1.3% 1.3%

10 2.3% 2.5% 1.3% 1.3%11 0.0% 0.0% 0.0% 0.0%12 28.7% 28.8% 20.8% 26.6%

More than 12 2.2% 2.6% 2.6% 2.6%2009: AverageNumber of Weeks 7.4 6.9 6.0 6.7

2006: AverageNumber of Weeks 7.6 7.2 6.9 7.5


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LEAVE

Administrative Leave For which of the following circumstances is administrative leave authorized by your office?

Response 2009 2006Offer, for 84.9% 36.3%

weather or special event 44.2% 87.9%educational programs 42.7% 78.1%

jury duty 45.2% 90.9%blood donation 17.1% 39.4%vote 26.1% 57.6%other* 4.0% 18.2%

Do not offer 15.1% 63.7%Note: It was possible to indicate multiple circumstances.* Respondents selecting Other indicated that administrative leave was determined on a case-by-case basis, as needed by the Chief of Staff. It was

also granted for military duty, bereavement, religious holidays, school, and personal appointments.

Bereavement LeaveDoes your office offer paid bereavement leave?

Response 2009 2006Yes 81.7% 84.6%No* 18.3% 15.4%Total 100.0% 100.0%*Respondents who answered no skipped all

subsequent questions in this section.

For which of the following groups of people canbereavement leave be used?

Response 2009 2006Immediate family 89.8% 94.8%Extended family 47.2% 48.1%Friends 15.7% 13.0%

Note: It was possible to indicate multiple groups.

What is the maximum number of paid bereavement leave days that your office offers?

Response 2009 20061 day 1.1% 0.0%2 days 4.4% 2.7%3 days 32.2% 34.3%4 days 2.2% 2.6%5 days 42.2% 28.9%

6 days 0.0% 1.3%7 days 6.7% 11.8%8 days 0.0% 0.0%9 days 0.0% 0.0%10 days 7.8% 13.2%11 or more days 3.3% 5.2%Total 100.0% 100.0%

The averagemaximum

number ofbereavementdays is 5.0


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OTHER BENEFITS

The benefits covered in this section are flexible work arrangements such as flextime, telecommuting, part-timework, 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 ArrangementsDoes your office offer flexible work arrangements?

Response 2009 2006Offer

flextime 17.7% 39.1%flextime during recess only 13.8% N/Atelecommuting 19.2% 45.7%part-time work 40.0% 71.7%

job sharing 1.5% 37.0%

other 5.4%* 2.2%Do not offer** 42.3% 49.5%Note: It was possible to indicate multiple arrangements.*Respondents selecting Other indicated that comp time was offered (e.g.,for weekends and working late)and some allowed an employee to have reduced working hours .**Respondents who selected Do not offer skipped all subsequent questions in this section.

Which of the following positions in your office arepart-time?

Title 2009 2006Chief of Staff 0.0% 3.5%Legislative Director 0.0% 3.5%Senior Legislative Aide 1.3% 1.2%Legislative Aide 2.7% 5.9%Legislative Correspondent 2.7% 2.4%Office Manager/ExecutiveAssistant 5.3% 8.2%Press Secretary/ Communications Director 0.0% 3.5%Scheduler 1.3% 4.7%Staff Assistant (Washington,D.C.) 4.0% 5.9%

Staff Assistant (District) 16.0% 9.4%Constituent ServicesRepresentative/Caseworker 22.7% 14.1%District Director 1.3% 3.5%Field Representative 28.0% 14.1%No positions are part-time 32.0% N/ANote: It was possible to indicate multiple positions.

Which of the following positions are eligible fortelecommuting?

Title 2009 2006Chief of Staff 17.3% 14.7%Legislative Director 17.3% 11.8%Senior Legislative Aide 10.7% 4.4%Legislative Aide 13.3% 10.3%Legislative Correspondent 14.7% 8.8%Office Manager/ExecutiveAssistant 16.0% 13.2%Press Secretary/ Communications Director 20.0% 13.2%Scheduler 12.0% 11.8%Staff Assistant (Washington,D.C.) 4.0% 4.4%

Staff Assistant (District) 5.3% 2.9%Constituent ServicesRepresentative/Caseworker 13.3% 10.3%District Director 14.7% 11.8%Field Representative 10.7% 11.8%No positions are eligible fortelecommuting 48.0% N/ANote: It was possible to indicate multiple positions.


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CHAPTER V PERFORMANCE APPRAISALS/EVALUATIONS


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2009 House Compensation Study V-1


PERFORMANCE APPRAISAL/EVA

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2009 House of Representatives Compensation Study

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