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Survey of Executive and Administrative Assistants Survey Instructions EHResearch Data Services, LLC 2591 Wexford-Bayne Road Suite 105 Sewickley, PA 15143 724.934.0800 800.330.4154, ext. 802 [email protected] www.ehresearch.com

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Page 1: Survey of Executive and Administrative Assistants Survey ...surveygizmolibrary.s3.amazonaws.com/library/80101/2015SEAAGen… · Survey of Executive and Administrative Assistants Survey

Survey of Executive and Administrative Assistants

Survey Instructions

EHResearch Data Services, LLC 2591 Wexford-Bayne Road Suite 105 Sewickley, PA 15143 724.934.0800 800.330.4154, ext. 802 [email protected] www.ehresearch.com

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Survey of Executive and Administrative Assistants

2 Copyright 2015

EHResearch Data Services, LLC

EHResearch Data Services (www.ehresearch.com), conducts pay research for corporations and associations, administers custom salary surveys, and advises select consulting firms in various aspects of compensation and benefits data. Since 1991, EHResearch has conducted numerous national and regional compensation surveys targeting the nation's most prestigious employers. EHResearch Data Services conducts annual compensation surveys in several industries and functional areas. Each year, billion dollar corporations across the United States participate in our premier survey for Executive Assistant compensation. EHResearch Data Services also conducts custom compensation surveys for our clients in targeted industries, regions, and functional specialties. Let us help you measure competitive pay for your market, members, industry or technology.

AGREEMENT This document may be utilized in the regular course of conducting business that is not in conflict or competition with EHResearch Data Services, LLC or any of its related companies. This document is confidential and proprietary information of EHResearch Data Services, LLC. This document, in whole or in part, may not be reproduced, redistributed, made publically available, displayed, rented, lent, resold, commercially exploited, adapted or redistributed without the express written permission of EHResearch Data Services, LLC. EHResearch Data Services, LLC reserves the right to recover damages from violations of the Agreement.

CONFIDENTIALITY Through our survey and research processes, EHResearch Data Services collects, analyzes, and evaluates company data and other sensitive information. EHResearch is committed to upholding the highest levels of confidentiality with regard to participation and information collected. In order to ensure the confidentiality of all data, a minimum number of observations is required in order for statistics for a variable to be provided. At no time will individual or company specific information be released to any third party, for any reason, without the advance written permission of the company. The confidentiality of individual participants’ data is maintained, and individual participant data is never revealed or identifiable. If you have any questions about this confidentiality information, please call EHResearch Data Services, LLC at (724) 934 - 0800.

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Survey of Executive and Administrative Assistants

3 Copyright 2015

EHResearch Data Services, LLC

GENERAL INFORMATION AND INSTRUCTIONS

TABLE OF CONTENTS

General Information ..................................................................................................................................... 4

Positions Surveyed ........................................................................................................................................ 4

Data Collected ............................................................................................................................................... 5

General Instructions ...................................................................................................................................... 6

Compensation Data Table Information ........................................................................................................ 7

Benchmark Job Descriptions for Surveyed Positions .................................................................................... 8

Compensation Data Table Instructions ....................................................................................................... 16

Executive Descriptions for Job Correlation ................................................................................................. 19

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Survey of Executive and Administrative Assistants

4 Copyright 2015

EHResearch Data Services, LLC

General Information

Thank you for your interest in the Survey of Executive and Administrative Assistants, with over 20 years

of providing information on pay practices and compensation levels of ‘C-level’ support staff at our nation’s

largest employers.

The Survey of Executive and Administrative Assistants collects information on 28 key Executive and

Administrative Assistant positions that reside within the top three levels of a United States organization

with annual revenues of $1 billion or more. Because organizational structures vary, not all companies will

have all 28 positions within their organization.

Participants are asked to provide data on policies and practices as well as employee compensation

information. While the policy and practice information is gathered using an online survey tool, the

employee compensation data is submitted via a Microsoft Excel workbook (compatible with older

Microsoft Excel versions 1997-2007). After passing through the password-protected entry screen,

participants can preview the online survey questions by clicking on a download link. The Microsoft Excel

workbook can be downloaded after completing the policy and practice section of the online survey.

Positions Surveyed

This survey collects data on Assistants to the following 28 executive positions:

Job 1: Chief Executive (or Chairman / CEO combined)

Job 2: Chairman of the Board (non-managing COB; not CEO)

Job 3: COO / President (1 level below CEO or active managing COB)

Job 4: CFO - or SVP / EVP Finance

Job 5: Controller or Head of Accounting

Job 6: Chief Tax Executive

Job 7: Corporate Treasurer or Head of Finance Operations

Job 8: CIO or Head of Information Systems (internal)

Job 9: Chief Administrative Executive

Job 10: Chief Corporate Strategy / Planning Executive

Job 11: Chief Human Resources Executive

Job 12: Chief Legal Executive or VP / General Counsel

Job 13: Head of External Relations or Communications

Job 14: Head of Operations (Manufacturing, Production, Operations, or Service Delivery)

Job 15: Head of Research / Development or Technical / Engineering

Job 16: Chief Marketing / Sales Executive

Job 17: Head of Marketing or Marketing / Product Development

Job 18: Head of Sales

Job 19: Head of Business Unit / Subsidiary ($1 Billion or More In Revenue)

Job 20: Head of Business Unit / Subsidiary ($500 Million to $1 Billion In Revenue)

Job 21: Head of Business Unit / Subsidiary ($100 to $500 Million In Revenue)

Job 22: Top Real Estate Executive

Job 23: Top Regulatory Affairs / Compliance Executive

Job 24: Top Risk Management Executive

Job 25: Top Merchandising Executive

Job 26: Chief Investment Executive

Job 27: Top Customer Service Executive

Job 28: Top Customer Advocate Executive

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Survey of Executive and Administrative Assistants

5 Copyright 2015

EHResearch Data Services, LLC

Data Collected

For the benchmark positions listed above we will collect the following information for the matched

employee:

Employee ID (optional)

Title of the Assistant in Your Company

Performance Rating

FLSA Status (Exempt/Non-Exempt)

Tenure in Job (in years)

Tenure in Company (in years)

Band or Level Designation (if used)

Salary Midpoint (if used)

Actual Base Salary (annualized based on 2,080 hours/year)

Cash Bonus

Long Term Incentive (LTI) Grant if awarded (and estimated value of same)

Age, Gender, and Education of Employee

If Employee is a Dedicated Assistant and the number of peer Executives they support (if they support more than one)

If the Employee has a Lead / Supervisory Role

Data on Supervising Executive including Title, Levels Below the CEO, and Executive’s Base Salary, Annual Bonus / Incentive, and LTI Awards. This information is requested for statistical correlation only. This data is a key predictor of assistant’s salary and is used to explain the determinates of pay for our executive assistants in regression formulae.

Policy and Practice data collected relate to questions about:

Performance ratings (if used)

FLSA exemption

Salary Grade / Bands (if used)

Job Titling

Assistant mobility and pay practices (related to the mobility or exiting of the Executive)

Executive and Administrative Long Term Incentives (if provided)

Trends and issues specific to this group of assistants Additionally, participant demographic information will be collected. Demographic information allows for

the breakdown of survey data in scopes by revenue, region and major metropolitan areas where there is

sufficient data. This information includes:

Company contact information

Company revenue for the most recent fiscal year-end

Company industry (as related to Standard Industrial Classification codes)

Region and Major Metropolitan Area (location where most of the reported positions reside).

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Survey of Executive and Administrative Assistants

6 Copyright 2015

EHResearch Data Services, LLC

General Instructions

To complete the survey the participant will login to the survey by using the unique participant link and

password provided in an email sent to the participant.

The participant will be asked to provide information in the following sequence:

Demographics

Policies & Practices

Company Policy & Practice Trends

Participant Enhancements Request

Compensation Data Table Download

Survey Order Form Download

Survey Satisfaction

Submit Your Survey. Please click on the 'Save and Go Back' or 'Save and Next Page' buttons to progress through the survey.

Should you close your browser without clicking a 'Save' button, data on that page will be lost. You may

use the Tab key but do not use the Enter key. Do not use your Browser Page Forward or Page

Back Buttons as this will not save your data.

If the survey can’t be completed all at one time it is best that the participant click the ‘Save and Go Back’

button on the page in which they are working before exiting the survey by closing the web Browser. To

re-enter the survey use the original participant link and password to continue with the survey.

Please provide dollar-value and text data as follows:

Dollar-value data: Please enter data using whole numbers, without dollar signs, commas,

decimal points or alpha characters. Dollar-value data includes items such as revenue, salary,

bonus, etc.

Example 1: Revenue, entered in millions, of $13,752,464,490 should be entered as 13752 (not as $13.7B).

Example 2: Salary of $51,234.67 would be entered as 51235. Dollar values for assistants may be rounded to the nearest $100 and to the nearest $1,000 for executives.

Text data: Please enter text data using standard upper and lower case configurations.

Example 1: “Executive Assistant to CEO”, the title of the assistant in your company, should be entered as Executive Assistant to CEO (not EXECUTIVE ASSISTANT TO CEO).

Please note that your survey is not complete until you click the “Finished? Submit Your Survey”

button. A ‘Thank You’ page will then be displayed indicating completion of the survey.

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Survey of Executive and Administrative Assistants

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EHResearch Data Services, LLC

Compensation Data Table Information

The survey targets assistants to executives who head all major corporate functions – in most cases no

more than three levels of organization hierarchy below the CEO or top managing executive. To determine

“levels below CEO”, this simple sketch indicates a common scheme used in many organizations. In

organizations not having a COO, other executives such as Head of HR, Head of R&D, Head of

Production or Operations, or Head of Marketing and Sales, may be at level 1, directly below the CEO.

The assistants to these executives are typically single-employee positions. Job matching consists of

identifying the assistant in your company who best resembles each benchmark job description listed

below. Executive job descriptions for correlation purposes are provided at the end of this document.

Select those that ‘fit’ reasonably well with your company structure. It is not expected that every company

will match every position.

Note that Jobs # 19-21, Head of Business Unit, are for assistants to heads of major business units, profit

centers, or product groups. Jobs 19-21 differ only according to the size of the executive’s estimated

revenue responsibility as outlined. Revenue sizes by job are as follows: Job 19: Over $1 billion, Job 20:

$500 to $1 billion, and Job 21: $100 to $500 million. Participants can report all assistants to Head of

Business Units that fall within three levels below the CEO. If available, please enter the Business Unit

Revenue for the most recent fiscal year-end for Jobs 19-21 only.

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EHResearch Data Services, LLC

Benchmark Job Descriptions for Surveyed Positions

Benchmark job descriptions for matching assistants to the surveyed positions follow. These descriptions are broad-based and generalized since the assistants to the various executives, while carrying out various tasks relative to the executive to whom they support, will perform tasks and have responsibilities that are similar across the board for assistants at this level. (For those needing assistance in correlating Assistants to Executives please see the Executive Descriptions for Job Correlation section found at the end of this instruction document.)

JOB 1: Most Senior Assistant to CHIEF EXECUTIVE (or

Chairman / CEO combined)

This is a unique position in many organizations, above and beyond other positions in the secretarial job family. Especially in very large corporations, the rank and pay of CEO assistants may approach that of middle managers and professionals; and the job is often classified as FLSA Exempt. Apart from performing advanced, diversified and confidential duties typical of executive secretaries, incumbents typically have long service with the organization, and are thoroughly familiar with its policies and personalities. They often exercise considerable judgment on behalf of the CEO, as in referring calls directed to the CEO to other appropriate people in the organization and coordinates complex travel itineraries with other executives and related arrangements. The incumbent may serve as a leader, coordinator or supervisor of one or more additional assistants or secretaries in the "Office of the Chairman / CEO"; or of others elsewhere in the Headquarters executive suite. If this job in your company includes a supervisory role, please indicate in the pay data table in the "Lead / Supervisory Role" column. Requirements - At least 10 years related experience, at successive levels of responsibility, and possesses highest level of tact, poise, and personal effectiveness.

JOB 1-b: Additional Assistant(s) to

CEO (or Chairman / CEO)

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

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Survey of Executive and Administrative Assistants

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EHResearch Data Services, LLC

JOB 2: Assistant to CHAIRMAN

OF BOARD (non-managing COB; not CEO)

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, board meetings and coordinates complex travel itineraries with other board members and senior executives. Operates personal computer and business software. Requirements - At least 10 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 3: Assistant to COO /

PRESIDENT (1 level below CEO or active

managing COB)

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares complex reports, correspondence, memoranda etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of meetings. Operates personal computer and business software. Requirements - At least 10 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 4: Assistant to CFO or SVP /

EVP Finance

Performs advanced, diversified and confidential secretarial / assistant duties related to the finance function of the organization. Requires broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and coordinates complex travel itineraries with other executives and related arrangements. Prepares and distributes minutes of staff meetings. May coordinate assistants within the finance / accounting function on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

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JOB 5: Assistant to

CONTROLLER or Head of Accounting

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 6: Assistant to CHIEF TAX

EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 7: Assistant to CORPORATE TREASURER or Head of

Finance Operations

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 8: Assistant to CIO or Head of Information Systems

(internal)

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. May coordinate assistants within the IT function on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

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JOB 9: Assistant to CHIEF ADMINISTRATIVE

EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and coordinates complex travel itineraries with other executives and related arrangements. Prepares and distributes staff minutes of meetings. May coordinate assistants within the administrative functions (e.g. IT, HR, Finance) on a project basis. Operates personal computer and business software. Requirements - At least 10 years related experience, requiring and possesses high level of tact, poise, and personal effectiveness.

JOB 10: Assistant to CHIEF

CORPORATE STRATEGY / PLANNING EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 11: Assistant to CHIEF

HUMAN RESOURCES EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. May coordinate assistants within the HR function on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 12: Assistant to CHIEF LEGAL

EXECUTIVE or VP / General Counsel

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Prepares and distributes minutes of staff meetings. May coordinate assistants within the legal function on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

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JOB 13: Assistant to HEAD OF

EXTERNAL RELATIONS OR COMMUNICATIONS

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. both internally and externally. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 14: Assistant to HEAD OF OPERATIONS (Mfg., Production, Ops., or

Service Delivery)

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. May utilize the assistance of one or more lower level manufacturing / operations secretaries on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 15: Assistant to HEAD OF

RESEARCH / DEVELOPMENT OR

TECHNICAL / ENGINEERING

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

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JOB 16: Assistant to CHIEF

MARKETING / SALES EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of organization policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. May coordinate assistants within the marketing / sales function on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 17: Assistant to HEAD OF

MARKETING or Marketing / Product Development

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 18: Assistant to HEAD OF

SALES (match positions with marketing and sales

responsibility to job 16)

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 19: Assistant to HEAD OF

BUSINESS UNIT / SUBSIDIARY (>$1 Billion

revenue)

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of business unit policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. May utilize the assistance of one or more lower level secretaries on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

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JOB 20: Assistant to HEAD OF

BUSINESS UNIT / SUBSIDIARY ($500M -

$1B rev.)

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of business unit policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. May utilize the assistance of one or more lower level secretaries on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 21: Assistant to HEAD OF

BUSINESS UNIT / SUBSIDIARY ($100M -

$500M rev.)

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of business unit policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. May utilize the assistance of one or more lower level secretaries on a project basis. Operates personal computer and business software. Requirements - At least 7 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 22: Assistant to TOP REAL ESTATE EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 23: Assistant to TOP

REGULATORY AFFAIRS / COMPLIANCE EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring broad and comprehensive experience, skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

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JOB 24: Assistant to TOP RISK

MANAGEMENT EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness

JOB 25: Assistant to TOP

MERCHANDISING EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 26: Assistant to CHIEF

INVESTMENT EXECUTIVE

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 27: Assistant to TOP

CUSTOMER SERVICE EXECUTIVE

(match to job 28 if department focuses on customer retention and

attraction research)

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

JOB 28: Assistant to TOP

CUSTOMER ADVOCATE

Performs advanced, diversified and confidential secretarial / assistant duties requiring skill and knowledge of departmental policies and practices. Prepares correspondence, memoranda, reports, etc. Initiates routine and

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EXECUTIVE (match to job 27 if

department focuses on individual customer issue

resolution and or relationship management)

some non-routine correspondence and memoranda. Screens telephone calls and visitors, and resolves routine and some complex inquiries. Schedules and maintains calendar of appointments, meetings and travel itineraries, and coordinates related arrangements. Prepares and distributes minutes of staff meetings. Operates personal computer and business software. Requirements - At least 5 years related experience, at successive levels of responsibility, and possesses high level of tact, poise, and personal effectiveness.

Compensation Data Table Instructions

Effective Date of Data Should Be April 1, 2015. Data rows: Numbered rows appear for each job, starting with #1, Assistant to CEO or Chairman / CEO.

If an executive has more than one assistant, choose the one who is highest-paid / most senior; except for Job # 1: Where the CEO (or CEO / Chairman) has more than one assistant, the highest-paid / most

senior should be reported under Job #1. Additional employees can be included on rows Job #1b and Job #1c.

Where one assistant supports two or more executives (not Job #1 for the CEO or Chairman/CEO position), data for that assistant may be copied / repeated on each relevant row. (Please enter further information required under data columns ‘Dedicated 1-on-1 Assistants’ and ‘Num. of Execs. Supported’ as described below.)

We ask that data rows not be inserted* or deleted from the table layout. Maintaining the layout

enables faster loading of the survey analysis database, and faster production of the final survey report. “No job match” rows in the table that do not apply to your company can be left blank.

* Only for Jobs 19-21, Assistant to Head of Business Units, can additional rows be added

to allow reporting of all assistants in the appropriate job category for heads of business units up to three levels below the CEO.

Data columns: Most column headings are self explanatory. Some headings include examples of the

form of response desired.

When entering any numerical dollar information such as salary, bonus, etc., please enter the data using whole numbers without dollar signs, decimal points or other alpha characters.

For example, salary of $51,234.67 would be entered as 51235 in the Compensation Data Table. Dollar values may be rounded to nearest $100 for assistants (or $1,000 for executive pay.)

Numbers which have been inadvertently loaded as alphanumeric must be cleaned / converted before processing, therefore please review your data if you are populating fields by copy / paste or export from your HRIS application. (In some Excel versions, the exclamation box (!) to the left of a cell shows that it is alphanumeric. Older Excel versions show, in the formula bar for a spreadsheet cell, a quote mark (‘) or caret mark (^) preceding the number to indicate that it is alphanumeric.)

We request ALL columns be completed unless they do not apply to your company, at which point they can be left blank.

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Data Column Definitions:

“Job # and Job Match List – Assistant To:”: These are the positions to which your employees should be

matched. Please do not change these 2 columns.

“ID of Employee”: This is optional, for your own convenience in tracking employees for future survey

submissions. Letter or number designations may be entered. Do not use Social Security Numbers.

“Assistant Title in Your Company”: Provide the actual title of the assistant as used in your organization.

(The survey report tracks titling practices. For this purpose, the title of the individual employee is

preferred over “standard” organization titles like “Assistant IV”, if different.)

“Performance Rating”: Provide the performance rating code assigned to the employee as found in your

HRIS application. Letter or number designations may be entered.

“FLSA”: Please indicate if the employee is classified as FLSA Exempt or Non-Exempt. When entering

this information please use only Exempt or Non-Exempt. Do not use E or NE, 0 or 1, or some other such

designation.

“Tenure in Job (Yrs.)”: Enter years of service in the position. Years may be rounded to nearest half (.5)

year. A new employee can be labeled as an arbitrary .1 (a tenth of a year).

“Tenure in Company (Yrs.)”: Enter years of service in the company. Years may be rounded to nearest

half (.5) year. A new employee can be labeled as an arbitrary .1 (a tenth of a year).

“Band or Level Designation”: Enter the band, grade or level, if assistant jobs are graded or banded in

your organization. Letter or number designations may be entered.

“Salary Midpoint”: Provide the salary midpoint or control rate for assistant’s job title, grade, or band, if

used in your organization.

“Base Salary”: Supply the current base salary for the employee. Use current / latest available figure in

effect as of April 1, 2015. Salary should be annualized based on 2,080 hours per year.

“Cash Bonus”: Supply the cash bonus or incentive payment, if any, paid in latest 12 month period. Use

annual equivalent dollars; sum all payments if more than one (but small “spot” awards under $500 need

not be included if infrequent and not part of normal compensation planning process.)

“LTI Grant”: Enter ‘Yes’ or ‘No’ based on if the assistant has received a Long Term Incentive award in

the past year. (Long Term Incentive grants can include cash, stock or units.) Please enter only Yes or

No in this field.

“Value of LTI Grant”: If ‘Yes’ was answered to “LTI Grant”, try to provide a “present value” estimate of the

dollar value of the award.

"Age of Employee”: Supply the age of the employee. Age is used as part of the pay prediction equations

in the survey report.

“Gender”: Select the gender of the employee as ‘Male’ or ‘Female’. Gender is used as a historical look-

back and prevalence change. Please enter only Male or Female. Do not use M or F, 0 or 1, or some

other such designation.

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“Education”: Supply education level of the employee, if available. Enter 12 for high school graduate or

equivalent, 14 for associate degree, 16 for bachelor degree, 18 for master degree, JD, or MBA. Education

is used in trend reporting.

“Dedicated 1-on-1 Assistant”: Answer ‘Yes’ if the assistant principally supports the single executive to

which the position is matched (may include minimal support to others in the executive’s department).

Answer ‘No’ if the assistant regularly supports (works for) two or more executives who are peers.

Example: If the assistant only supports the Chief Administrative Executive answer ‘Yes’ but if the

assistant supports both the Chief Tax Executive and the Controller answer ‘No’.

“Num. of Execs Supported”: If “Dedicated 1-on-1 Assistant” is ‘No”, indicate the number of executives

the assistant supports. Example: If the assistant supports both the Chief Tax Executive and the

Controller then “Dedicated 1-on-1 Assistant” is ‘No’ and “Num. of Execs Supported” is 2. (The Assistant

data should be reported in both the Chief Tax Executive and the Controller row.)

“Lead / Supervisory Role”: Answer ‘Yes’ if the assistant serves a role managing or coordinating the work

of other assistants or support staff. This question is principally intended to assess the prevalence of

“lead” roles among CEO’s assistant or other top assistants; or where a VP’s assistant leads or

coordinates the work of a departmental support pool. (A ‘Yes’ answer need not mean authority over

personnel actions affecting other assistants.)

“Actual Title of Executive Supported”: Provide the executive’s actual title in your organization that the

assistant supports.

“Levels Below CEO”: This is the executive’s level in the organization hierarchy. Enter levels as: CEO = 0;

executive reporting directly to the CEO = 1; executive reporting to an executive who is one level below the

CEO = 2, etc. This data is one of the major breakout criteria in the survey report.

“Executive Base Salary”: Provide the executive’s base salary. This data is a key predictor of assistant’s

salary and is requested for statistical correlation only.

“Executive Bonus or Incentive”: Enter the executive’s most recent annual (short-term) cash bonus or

incentive. This data is a key predictor of assistant’s salary and is requested for statistical correlation.

“Executive LTI Award”: Enter the estimated present or “grant” value of the executive’s most recent long-

term incentive grant. This data is a key predictor of assistant’s salary and is requested for statistical

correlation.

“Job Location”: Indicate the executive’s / assistant’s work location, ONLY IF not the same metro area as

the principal corporate headquarters reported in the Participant Demographics section in the online

survey submission tool.

“Business Unit Revenue”: For Jobs #19 - #21 ONLY, enter the Business Unit Revenue for the most

recent fiscal year-end.

When saving the Excel file please name the file as follows: (your company name_2015SEAA).

You may send the file as an email attachment to [email protected]. If you password

protect the Excel file please include the password in a separate email.

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Executive Descriptions for Job Correlation

In previous survey years executive information was used for matching Assistants to the surveyed

positions. Below is a listing of those benchmark descriptions for executives to aid in correlation of

executive assistants.

Job 1 CHIEF EXECUTIVE (or Chairman / CEO combined)

The most senior full-time executive in the organization, accountable to the Board of Directors and shareholders for the profitability and long-term growth of the company. Other titles may include "President / CEO".

Job 2 CHAIRMAN OF BOARD (non-managing COB; not CEO)

A “non-managing” Chairman, who presides over the activities and meetings of the Board of Directors; but does not actively manage the company on a full-time basis. Sometimes an emeritus position for a past CEO; a semi-retired company founder; a major stockholder maintaining oversight; etc. May exercise quasi-supervisory or “consultative” authority over the CEO. For survey purposes, both the Chair and CEO, if not the same individual, are at “level 0” (zero) on the organization chart - i.e., at the top of the hierarchy.

Job 3 COO / PRESIDENT (1 level below CEO or active managing COB)

Supports the CEO in the development and realization of corporate objectives; coordinates / directs operations or operating units of the corporation. May posses "President / COO" title. Typically the #2 Headquarters executive (many companies do not have a COO interposed between the CEO and senior executives heading the various other major corporate functions).

Job 4 CFO or SVP / EVP Finance Responsible for the development and implementation of the organization's financial plans and policies and the effectiveness of the financial functions of the organization. Often titled SVP- Finance, or EVP – Finance. Sometimes Vice Chairman.

Job 5 CONTROLLER OR Head of Accounting

Responsible for the organization's accounting practices including: maintenance of fiscal records, preparation of financial reports and evaluation of the operation's results.

Job 6 CHIEF TAX EXECUTIVE Responsible for the preparation of tax related reports and filings, and ensuring compliance with federal, state, and local tax regulations. Often carries VP or Director title.

Job 7 CORPORATE TREASURER or Head of Finance Operations

Responsible for banking, custody and credit functions, financial relations and investment activities.

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Job 8 CIO or Head of Information Systems (Internal)

Responsible for planning, designing, implementing, and monitoring the company's investment in computer and management information systems, in support of business operations. (NOTE: This executive manages internal systems. For companies mainly engaged in a computer-related business, the executive principally charged with delivering computer products or services to the company’s customers would be job # 14, “Head of Operations or Services”. In this case, an executive charged with developing new computer-related products or services would then be job # 15.)

Job 9 CHIEF ADMINISTRATIVE EXECUTIVE

Directs and coordinates the planning, development, and implementation of multiple administrative, staff or support functions for the organization (e.g., IT, HR, Finance, etc.).

Job 10 CHIEF CORPORATE STRATEGY / PLANNING EXECUTIVE

Directs the long-range planning and development programs of the corporation to meet corporate goals and objectives for growth and profitability. May direct merger, acquisition, and divestiture initiatives.

Job 11 CHIEF HUMAN RESOURCES EXECUTIVE

Responsible for the design and implementation of all personnel-related policies for the corporation. May include labor relations, where the workforce is unionized.

Job 12 CHIEF LEGAL EXECUTIVE or VP / General Counsel

Protects the interests of the corporation by providing legal counsel and related services. Directs legal staff. Often titled VP or SVP and General Counsel.

Job 13 HEAD OF EXTERNAL RELATIONS OR COMMUNICATIONS

Responsible for all communication activities with the public and media; may include functions such as investor relations, government relations, etc.

Job 14 HEAD OF OPERATIONS (Mfg., Production, Ops., or Service Delivery)

Responsible for the efficient and quality manufacture, operations or processing of products or services from the production or operating facilities of the corporation; to fill ongoing orders and requirements of consumers or business customers.

Job 15 HEAD OF RESEARCH / DEVELOPMENT OR TECHNICAL / ENGINEERING

Responsible for the design, development or engineering of new or improved products or services for the company, resulting from research and the application of technology.

Job 16 CHIEF MARKETING / SALES EXECUTIVE

Responsible for attaining maximum sales volume through marketing strategies and sales force allocation. Develops marketing, pricing and distribution policies. May also have responsibility for new product or brand development and / or the advertising function.

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Job 17 HEAD OF MARKETING or Marketing / Product Development

Develops and refines the corporation's marketing strategies in accordance with budgeted objectives and market conditions. Often a peer of Job #18. May report to Job #16, or to CEO or COO if there is no overall marketing and sales executive.

Job 18 HEAD OF SALES Develops and directs the sales force to obtain volume and margin sales objectives. Often a peer of Job #17. May report to Job #16, or to CEO or COO if there is no overall marketing and sales executive.

Jobs 19, 20,

21

HEAD OF BUSINESS UNIT / SUBSIDIARY*

Manages the operations of a major business segment, line of business, or geographic segment (e.g., domestic, multi-national, international). Responsible for profit and loss in scope of responsibility. May direct several other subordinate executives managing smaller subsidiaries, divisions, or regional sub-units.

Job 22 TOP REAL ESTATE EXECUTIVE

Overall responsibility for real estate activities for the organization. Advises executive management on the acquisition, management, and sale of land and facilities. Typically includes targeted geographic and demographic research, identifying future facility location, site acquisition, and leasing of space.

Job 23 TOP REGULATORY AFFAIRS / COMPLIANCE EXECUTIVE

Ensures that the policies and practices of the organization comply with all applicable laws and regulations. Reviews and interprets pending legislation and proposed regulations, which may impact the organization. Communicates to impacted areas of the organization.

Job 24 TOP RISK MANAGEMENT EXECUTIVE

Plans and directs the development of risk management and loss prevention programs that provide protection for the organization's assets. Utilizes knowledge of tax and insurance strategies, securities, insurance, pension plans, and real estate. May investigate accidents involving the organization's products and oversees coordination between insurance companies and attorneys.

Job 25 TOP MERCHANDISING EXECUTIVE

Directs the organization's buying and merchandising activities. Determines selection and pricing of merchandise and oversees buyers in the purchase of goods for resale. May direct sales promotion activities. May be involved in retail store planning and merchandise display.

Job 26 CHIEF INVESTMENT EXECUTIVE

Responsible for the management and direction of client investment activities and firm-wide investment performance, assuring that portfolios meet or exceed established performance goals and are managed within established guidelines. Establishes and implements investment policies and strategies. Communicates current investment outlook to company, clients and prospects. Ensures the effective organization and administration of investment management functions while providing investment management leadership as it relates to strategy, policies, philosophy.

Job 27 TOP CUSTOMER SERVICE EXECUTIVE

Directs the organization’s customer service and where present call center personnel, policies and long-term plans. Ensures operations are run efficiently and effectively through service analysis. Frequently reports to a Top Sales or Top Sales and Marketing Executive.

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Job 28 TOP CUSTOMER ADVOCATE EXECUTIVE

Responsible for the leadership of the customer advocate / insight group with focus on sales market research, company brand, and customer attraction and retention. May identify new business or product ventures based on customer and brand research studies. Serves as the “voice of the customer” at the executive level internally.

* There are 3 sub-categories, by revenue size of the Group / Business Unit being managed by the Executive. Job 19: 0ver $1 billion, Job 20: $500 million to $1 billion, Job 21: $100 to $500 million

If you have any questions, or have problems using our electronic survey tool, please contact the

Survey Team by email at [email protected] or by phone at 800.330.4154, Ext. 802. Thank

you for your participation!

EHResearch Data Services, LLC 2591 Wexford-Bayne Road Suite 105 Sewickley, PA 15143 724.934.0800 800.330.4154, ext. 802 [email protected] www.ehresearch.com