Culpepper Compensation Surveys are designed for business use by executives, HR professionals, finance professionals, and other management.
We do not sell data to consumers, preventing any possible or perceived conflicts of interest with our corporate participants.
Company-Sourced Participant Data
We collect compensation data directly from HR professionals in participating organizations,
and our analysts carefully verify all data before entry into our database.
You can use our data with confidence in both the source and methodology.
We harness the power of data analytics with the experience of our Compensation Specialists to ensure that our data is both accurate and reliable.
Our analysts thoroughly review all submitted survey data for completeness and accuracy. We carefully verify all new data submissions before they are imported into our report database.
All participants are required to provide us with contact information, in case we need to ask questions or resolve issues about submitted data.
If a survey submission is incomplete or contains questionable data points, our compensation analysts contact the participant directly to verify or obtain the necessary information.
Throughout the year, as new data is imported and old data is removed, we conduct detailed audits of our survey database to ensure that report outputs are reliable and valid.
Year-Round Survey Cycle
We collect and report updated compensation data year-round, allowing you to base your compensation decisions on always-current data. Since we collect and update compensation data throughout the year, our data more accurately reflects changes in the market compared to surveys that only collect and report data once a year.
At the beginning of each month, we publish new datasets with current data for our online reports. To ensure consistency in the data you are using, you have the option to use the latest dataset or continue working with an existing dataset.
Annual cash compensation in each dataset is age adjusted to a common effective date using budgeted base salary increase factors provided by our participants. You can choose from multiple datasets with different effective dates, including current, past, and future (projected) dates.
We fully recognize the sensitivity of survey participant data and hold individual company and employee-level data in strict confidence.
We only publish survey data in anonymized, aggregate form.
Security and data sufficiency controls ensure that we do not disclose your company's compensation practices
or personally identifiable information (PII) of your employees.
Customized report outputs and online tools that display your company's data, you-to-market comparisons,
and data for individual employees are restricted to licensed users authorized by your company.
We do not sell, exchange, or disclose company-identifiable or employee-identifiable data to third parties.
Privacy & Legal Compliance
We take our obligations seriously to secure the data we collect,
as well as an individual's rights to understand how we use and control their personal data.
This includes implementation of internal processes and controls to provide a consistent level of protection
for personal information and to ensure compliance with applicable data protection laws globally,
European Union General Data Protection Regulation (EU GDPR).
We adhere to Safe Harbor Guidelines from the U.S. Department of Justice (DOJ)
U.S. Federal Trade Commission (FTC), providing antitrust protection to our survey participants.
Our compensation surveys meet the U.S. Department of Labor (DOL) criteria for salary surveys
used to determine prevailing wages for work visas (e.g., H-1B) and labor certification.