Benefit Cost Comparisons Between State and Local Governments and Private-Sector Employers PDF Download
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Author: Kenneth J. McDonnell Publisher: ISBN: Category : Languages : en Pages : 12
Book Description
This paper examines some of the causes of the differences in total compensation costs between state and local government employers and private-sector employers. As of September of 2007, overall total compensation costs were 51.4 percent higher among state and local government employers ($39.50 per hour worked) than among private-sector employers ($26.09 per hour worked) (calculated from Figure 1). Total compensation costs consist of two major categories: wages and salaries and employee benefits. For both of these categories, state and local government employers' costs were higher than those of private-sector employers: 42.6 percent higher for wages and salaries and 72.8 percent higher for employee benefits (calculated from Figure 1). The differences in compensation costs between public-sector and private-sector employers are driven by the differing mix of job functions, work force composition, and concentrations of workers. The composition of the benefit package is another major factor in explaining the difference in compensation costs. Benefit participation rates are higher for state and local government employees and the costs of providing these benefits are higher.The PDF for the above title, published in the June 2008 issue of EBRI Notes, also contains the fulltext of another June 2008 EBRI Notes article abstracted on SSRN: quot;The Number of Individual Account Retirement Plans Owned by American Families.quot.
Author: Kenneth J. McDonnell Publisher: ISBN: Category : Languages : en Pages : 12
Book Description
This paper examines some of the causes of the differences in total compensation costs between state and local government employers and private-sector employers. As of September of 2007, overall total compensation costs were 51.4 percent higher among state and local government employers ($39.50 per hour worked) than among private-sector employers ($26.09 per hour worked) (calculated from Figure 1). Total compensation costs consist of two major categories: wages and salaries and employee benefits. For both of these categories, state and local government employers' costs were higher than those of private-sector employers: 42.6 percent higher for wages and salaries and 72.8 percent higher for employee benefits (calculated from Figure 1). The differences in compensation costs between public-sector and private-sector employers are driven by the differing mix of job functions, work force composition, and concentrations of workers. The composition of the benefit package is another major factor in explaining the difference in compensation costs. Benefit participation rates are higher for state and local government employees and the costs of providing these benefits are higher.The PDF for the above title, published in the June 2008 issue of EBRI Notes, also contains the fulltext of another June 2008 EBRI Notes article abstracted on SSRN: quot;The Number of Individual Account Retirement Plans Owned by American Families.quot.
Author: United States. Office of Personnel Management. Intergovernmental Personnel Programs Publisher: ISBN: Category : Government publications Languages : en Pages : 24
Book Description
The purpose of this report is to explore the concept of comparability which integrates salary and benfits and to assess its potential for State and local governments. The booklet highlights the experience of California and discusses some of the aspects of the system proposed by the Federal Government for Federal employees. It is not intended to be a "how to" publication, but an informational piece which provides State and local decision-makers and employee organizations basic information needed to understand what is involved in the concept.
Author: USA Government Accountability Office Publisher: Nova Science Publishers ISBN: 9781604566055 Category : Civil service Languages : en Pages : 0
Book Description
Over the past half-century, the number of state and local government workers has grown significantly. In 2006, this sector accounted for about 12 percent of the nation's workforce. Since 1996, accounting standards calling for state and local governments to report their liabilities for future pension costs have been in place, but standards calling for similar treatment of the future costs of retiree health benefits have only recently been issued. It is unclear as yet, what actions state and local governments may take once the future costs of these benefits are known. However, future decisions about the appropriate levels of benefits for retirees will likely occur in a broader context of persistent fiscal challenges that state and local governments will face in the next decade. Hence, concerns have been raised about the public sector's capacity to meet the rising cost of providing its retirees with promised pension and other post-employment benefits, such as retiree health care. State and local retiree benefits are not subject, for the most part, to federal laws governing private sector retiree benefits. Nevertheless, there is a federal interest in ensuring that all Americans have a secure retirement, an interest that is reflected in preferential tax treatment for contributions and investment earnings associated with qualified pension plans in both the public and the private sectors. This is an excerpted and indexed edition.
Author: Carla Tighe Murray Publisher: ISBN: Category : United States Languages : en Pages : 48
Book Description
Introduction and summary. Defining military compensation ; Comparing military and civilian compensation ; Factors that complicate military-civilian comparisons -- Military pay, promotions, and rank -- Estimates of military compensation. Total compensation for enlisted personnel by years of experience ; Cash earnings for selected occupations -- Comparing increases in military and civilian pay. The "gap" between changes in basic pay and civilian earnings ; Issues in using the "pay gap" to evaluate military compensation ; Increases in regular military compensation versus the employment cost index -- Comparing levels of military and civilian pay. Cash compensation ; Noncash and deferred benefits ; General limitations of military-civilian comparisons -- Linking military compensation to recruiting and retention. Effectiveness of using pay to resolve occupational shortages or surpluses ; Effects of cash and noncash compensation on recruiting and retention -- Options to increase the visibility and efficiency of military compensation. Integrating the components of total compensation ; Increasing cash relative to noncash compensation -- Appendix A: Total compensation for the median enlisted member -- Appendix B: How pay changes with deployment -- Appendix C: Types of occupation- or skills-based compensation.
Author: Christopher G. Reddick Publisher: CRC Press ISBN: 1420051938 Category : Political Science Languages : en Pages : 448
Book Description
Fiscal realities and changing social priorities are requiring a dramatic shift in the way that benefits are selected and awarded to employees, especially in the public sector. This means that public administrators and policy researchers must consider new parameters and contingencies, both financial and social, when evaluating choices and making pol
Author: Kenneth J. McDonnell
Author: Kenneth J. McDonnell
Author: United States. Office of Personnel Management. Intergovernmental Personnel Programs
Author: USA Government Accountability Office
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Author: Carla Tighe Murray
Author: Christopher G. Reddick
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