[Core] [21% incumbents] Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
  DWAs: Manage human resources activities.

[Core] [21% incumbents] Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
  DWAs: Evaluate program effectiveness. | Administer compensation or benefits programs.

[Core] [21% incumbents] Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
  DWAs: Prepare financial documents, reports, or budgets. | Prepare reports related to compliance matters. | Maintain regulatory or compliance documentation.

[Core] [21% incumbents] Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
  DWAs: Monitor external affairs or events affecting business operations. | Analyze data to inform personnel decisions.

[Core] [21% incumbents] Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
  DWAs: Administer compensation or benefits programs.

[Core] [21% incumbents] Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
  DWAs: Manage human resources activities.

[Core] [21% incumbents] Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
  DWAs: Evaluate program effectiveness. | Administer compensation or benefits programs.

[Core] [21% incumbents] Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
  DWAs: Liaise between departments or other groups to improve function or communication.

[Core] [21% incumbents] Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
  DWAs: Supervise employees. | Manage human resources activities.

[Core] [21% incumbents] Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
  DWAs: Document organizational or operational procedures.

[Core] [21% incumbents] Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
  DWAs: Develop operating strategies, plans, or procedures. | Recommend organizational process or policy changes.

[Core] [21% incumbents] Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
  DWAs: Develop organizational policies or programs. | Develop operating strategies, plans, or procedures.

[Core] [21% incumbents] Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  DWAs: Maintain knowledge of current developments in area of expertise.

[Supplemental] [21% incumbents] Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
  DWAs: Conduct employee training programs.

[Supplemental] [21% incumbents] Prepare budgets for personnel operations.
  DWAs: Prepare operational budgets.

[Supplemental] [21% incumbents] Negotiate bargaining agreements.
  DWAs: Negotiate labor disputes.

[Supplemental] [21% incumbents] Prepare personnel forecasts to project employment needs.
  DWAs: Estimate labor requirements.

[Supplemental] [21% incumbents] Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.
  DWAs: Compile operational data. | Maintain personnel records.

[Supplemental] [21% incumbents] Analyze statistical data and reports to identify and determine causes of personnel problems, and develop recommendations for improvement of organization's personnel policies and practices.
  DWAs: Analyze data to inform personnel decisions.

[Supplemental] [21% incumbents] Contract with vendors to provide employee services, such as food services, transportation, or relocation service.
  DWAs: Negotiate sales or lease agreements for products or services.

[Supplemental] [21% incumbents] Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
  DWAs: Advise others on legal or regulatory compliance matters.

[Supplemental] [21% incumbents] Represent organization at personnel-related hearings and investigations.
  DWAs: Represent the organization in external relations.

--- SKILLS ---
  Reading Comprehension (imp:4.00 lvl:4.12) — Understanding written sentences and paragraphs in work-related documents.
  Active Listening (imp:4.00 lvl:4.12) — Giving full attention to what other people are saying, taking time to understand
  Writing (imp:4.00 lvl:4.12) — Communicating effectively in writing as appropriate for the needs of the audienc
  Speaking (imp:4.00 lvl:4.12) — Talking to others to convey information effectively.
  Critical Thinking (imp:3.88 lvl:4.00) — Using logic and reasoning to identify the strengths and weaknesses of alternativ
  Active Learning (imp:3.75 lvl:4.00) — Understanding the implications of new information for both current and future pr
  Monitoring (imp:3.38 lvl:3.62) — Monitoring/Assessing performance of yourself, other individuals, or organization
  Mathematics (imp:3.00 lvl:3.12) — Using mathematics to solve problems.
  Learning Strategies (imp:3.00 lvl:3.12) — Selecting and using training/instructional methods and procedures appropriate fo
  Science (imp:1.00) — Using scientific rules and methods to solve problems.

--- KNOWLEDGE ---
  Personnel and Human Resources (imp:4.35 lvl:5.33) — Knowledge of principles and procedures for personnel recruitment, selection, tra
  English Language (imp:4.10 lvl:4.52) — Knowledge of the structure and content of the English language including the mea
  Administration and Management (imp:4.00 lvl:4.90) — Knowledge of business and management principles involved in strategic planning, 
  Customer and Personal Service (imp:3.76 lvl:5.14) — Knowledge of principles and processes for providing customer and personal servic
  Economics and Accounting (imp:3.38 lvl:3.76) — Knowledge of economic and accounting principles and practices, the financial mar
  Mathematics (imp:3.33 lvl:4.33) — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their appl
  Administrative (imp:3.05 lvl:4.67) — Knowledge of administrative and office procedures and systems such as word proce
  Law and Government (imp:3.05 lvl:3.33) — Knowledge of laws, legal codes, court procedures, precedents, government regulat
  Communications and Media (imp:2.86 lvl:3.24) — Knowledge of media production, communication, and dissemination techniques and m
  Computers and Electronics (imp:2.81 lvl:3.62) — Knowledge of circuit boards, processors, chips, electronic equipment, and comput
  Education and Training (imp:2.76 lvl:4.19) — Knowledge of principles and methods for curriculum and training design, teaching
  Sociology and Anthropology (imp:2.00 lvl:2.19) — Knowledge of group behavior and dynamics, societal trends and influences, human 
  Sales and Marketing (imp:1.95 lvl:2.81) — Knowledge of principles and methods for showing, promoting, and selling products
  Psychology (imp:1.95 lvl:2.33) — Knowledge of human behavior and performance; individual differences in ability, 
  Telecommunications (imp:1.86 lvl:1.00) — Knowledge of transmission, broadcasting, switching, control, and operation of te
  Therapy and Counseling (imp:1.80 lvl:1.86) — Knowledge of principles, methods, and procedures for diagnosis, treatment, and r
  Public Safety and Security (imp:1.80 lvl:1.71) — Knowledge of relevant equipment, policies, procedures, and strategies to promote
  Philosophy and Theology (imp:1.57 lvl:1.52) — Knowledge of different philosophical systems and religions. This includes their 
  Design (imp:1.43 lvl:0.90) — Knowledge of design techniques, tools, and principles involved in production of 
  Foreign Language (imp:1.43 lvl:0.71) — Knowledge of the structure and content of a foreign (non-English) language inclu
  Production and Processing (imp:1.40 lvl:0.90) — Knowledge of raw materials, production processes, quality control, costs, and ot
  Medicine and Dentistry (imp:1.35 lvl:0.90) — Knowledge of the information and techniques needed to diagnose and treat human i
  Engineering and Technology (imp:1.24 lvl:0.33) — Knowledge of the practical application of engineering science and technology. Th
  History and Archeology (imp:1.19 lvl:0.33) — Knowledge of historical events and their causes, indicators, and effects on civi
  Biology (imp:1.10 lvl:0.14) — Knowledge of plant and animal organisms, their tissues, cells, functions, interd
  Geography (imp:1.10 lvl:0.38) — Knowledge of principles and methods for describing the features of land, sea, an
  Building and Construction (imp:1.05 lvl:0.14) — Knowledge of materials, methods, and the tools involved in the construction or r
  Transportation (imp:1.05 lvl:0.14) — Knowledge of principles and methods for moving people or goods by air, rail, sea
  Food Production (imp:1.00) — Knowledge of techniques and equipment for planting, growing, and harvesting food
  Mechanical (imp:1.00) — Knowledge of machines and tools, including their designs, uses, repair, and main
  Physics (imp:1.00) — Knowledge and prediction of physical principles, laws, their interrelationships,
  Chemistry (imp:1.00) — Knowledge of the chemical composition, structure, and properties of substances a
  Fine Arts (imp:1.00) — Knowledge of the theory and techniques required to compose, produce, and perform

--- ABILITIES ---
  Oral Comprehension (imp:4.00 lvl:4.12) — The ability to listen to and understand information and ideas presented through 
  Written Comprehension (imp:4.00 lvl:4.25) — The ability to read and understand information and ideas presented in writing.
  Oral Expression (imp:4.00 lvl:4.12) — The ability to communicate information and ideas in speaking so others will unde
  Written Expression (imp:4.00 lvl:4.12) — The ability to communicate information and ideas in writing so others will under
  Problem Sensitivity (imp:3.75 lvl:3.50) — The ability to tell when something is wrong or is likely to go wrong. It does no
  Speech Clarity (imp:3.75 lvl:3.88) — The ability to speak clearly so others can understand you.
  Speech Recognition (imp:3.62 lvl:3.62) — The ability to identify and understand the speech of another person.
  Deductive Reasoning (imp:3.50 lvl:3.50) — The ability to apply general rules to specific problems to produce answers that 
  Near Vision (imp:3.50 lvl:3.38) — The ability to see details at close range (within a few feet of the observer).
  Inductive Reasoning (imp:3.38 lvl:3.50) — The ability to combine pieces of information to form general rules or conclusion
  Fluency of Ideas (imp:3.25 lvl:3.38) — The ability to come up with a number of ideas about a topic (the number of ideas
  Mathematical Reasoning (imp:3.25 lvl:3.38) — The ability to choose the right mathematical methods or formulas to solve a prob
  Originality (imp:3.12 lvl:3.12) — The ability to come up with unusual or clever ideas about a given topic or situa
  Information Ordering (imp:3.12 lvl:3.12) — The ability to arrange things or actions in a certain order or pattern according
  Category Flexibility (imp:3.12 lvl:3.12) — The ability to generate or use different sets of rules for combining or grouping
  Number Facility (imp:3.12 lvl:3.38) — The ability to add, subtract, multiply, or divide quickly and correctly.
  Selective Attention (imp:2.75 lvl:2.00) — The ability to concentrate on a task over a period of time without being distrac
  Flexibility of Closure (imp:2.50 lvl:2.38) — The ability to identify or detect a known pattern (a figure, object, word, or so
  Speed of Closure (imp:2.25 lvl:2.25) — The ability to quickly make sense of, combine, and organize information into mea
  Perceptual Speed (imp:2.25 lvl:2.12) — The ability to quickly and accurately compare similarities and differences among
  Memorization (imp:2.12 lvl:2.00) — The ability to remember information such as words, numbers, pictures, and proced
  Time Sharing (imp:2.12 lvl:2.00) — The ability to shift back and forth between two or more activities or sources of
  Far Vision (imp:2.12 lvl:2.12) — The ability to see details at a distance.
  Visualization (imp:2.00 lvl:1.62) — The ability to imagine how something will look after it is moved around or when 
  Auditory Attention (imp:1.88 lvl:1.00) — The ability to focus on a single source of sound in the presence of other distra
  Trunk Strength (imp:1.75 lvl:1.25) — The ability to use your abdominal and lower back muscles to support part of the 
  Visual Color Discrimination (imp:1.75 lvl:0.88) — The ability to match or detect differences between colors, including shades of c
  Hearing Sensitivity (imp:1.62 lvl:0.62) — The ability to detect or tell the differences between sounds that vary in pitch 
  Wrist-Finger Speed (imp:1.50 lvl:0.62) — The ability to make fast, simple, repeated movements of the fingers, hands, and 
  Arm-Hand Steadiness (imp:1.25 lvl:0.25) — The ability to keep your hand and arm steady while moving your arm or while hold
  Dynamic Strength (imp:1.25 lvl:0.25) — The ability to exert muscle force repeatedly or continuously over time. This inv
  Finger Dexterity (imp:1.12 lvl:0.12) — The ability to make precisely coordinated movements of the fingers of one or bot
  Spatial Orientation (imp:1.00) — The ability to know your location in relation to the environment or to know wher
  Manual Dexterity (imp:1.00) — The ability to quickly move your hand, your hand together with your arm, or your
  Control Precision (imp:1.00) — The ability to quickly and repeatedly adjust the controls of a machine or a vehi
  Multilimb Coordination (imp:1.00) — The ability to coordinate two or more limbs (for example, two arms, two legs, or
  Response Orientation (imp:1.00) — The ability to choose quickly between two or more movements in response to two o
  Rate Control (imp:1.00) — The ability to time your movements or the movement of a piece of equipment in an
  Reaction Time (imp:1.00) — The ability to quickly respond (with the hand, finger, or foot) to a signal (sou
  Speed of Limb Movement (imp:1.00) — The ability to quickly move the arms and legs.
  Static Strength (imp:1.00) — The ability to exert maximum muscle force to lift, push, pull, or carry objects.
  Explosive Strength (imp:1.00) — The ability to use short bursts of muscle force to propel oneself (as in jumping
  Stamina (imp:1.00) — The ability to exert yourself physically over long periods of time without getti
  Extent Flexibility (imp:1.00) — The ability to bend, stretch, twist, or reach with your body, arms, and/or legs.
  Dynamic Flexibility (imp:1.00) — The ability to quickly and repeatedly bend, stretch, twist, or reach out with yo
  Gross Body Coordination (imp:1.00) — The ability to coordinate the movement of your arms, legs, and torso together wh
  Gross Body Equilibrium (imp:1.00) — The ability to keep or regain your body balance or stay upright when in an unsta
  Night Vision (imp:1.00) — The ability to see under low-light conditions.
  Peripheral Vision (imp:1.00) — The ability to see objects or movement of objects to one's side when the eyes ar
  Depth Perception (imp:1.00) — The ability to judge which of several objects is closer or farther away from you
  Glare Sensitivity (imp:1.00) — The ability to see objects in the presence of a glare or bright lighting.
  Sound Localization (imp:1.00) — The ability to tell the direction from which a sound originated.

--- WORK ACTIVITIES ---
  Communicating with Supervisors, Peers, or Subordinates (imp:4.48 lvl:5.71) — Providing information to supervisors, co-workers, and subordinates by telephone,
  Establishing and Maintaining Interpersonal Relationships (imp:4.43 lvl:5.43) — Developing constructive and cooperative working relationships with others, and m
  Getting Information (imp:4.33 lvl:5.33) — Observing, receiving, and otherwise obtaining information from all relevant sour
  Working with Computers (imp:4.33 lvl:3.81) — Using computers and computer systems (including hardware and software) to progra
  Making Decisions and Solving Problems (imp:4.24 lvl:4.95) — Analyzing information and evaluating results to choose the best solution and sol
  Evaluating Information to Determine Compliance with Standards (imp:4.15 lvl:4.70) — Using relevant information and individual judgment to determine whether events o
  Updating and Using Relevant Knowledge (imp:4.14 lvl:5.38) — Keeping up-to-date technically and applying new knowledge to your job.
  Communicating with People Outside the Organization (imp:4.14 lvl:4.86) — Communicating with people outside the organization, representing the organizatio
  Developing Objectives and Strategies (imp:4.00 lvl:4.48) — Establishing long-range objectives and specifying the strategies and actions to 
  Analyzing Data or Information (imp:3.95 lvl:4.67) — Identifying the underlying principles, reasons, or facts of information by break
  Organizing, Planning, and Prioritizing Work (imp:3.90 lvl:5.67) — Developing specific goals and plans to prioritize, organize, and accomplish your
  Processing Information (imp:3.86 lvl:4.67) — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying
  Resolving Conflicts and Negotiating with Others (imp:3.85 lvl:5.14) — Handling complaints, settling disputes, and resolving grievances and conflicts, 
  Documenting/Recording Information (imp:3.81 lvl:3.95) — Entering, transcribing, recording, storing, or maintaining information in writte
  Interpreting the Meaning of Information for Others (imp:3.71 lvl:3.86) — Translating or explaining what information means and how it can be used.
  Guiding, Directing, and Motivating Subordinates (imp:3.67 lvl:4.67) — Providing guidance and direction to subordinates, including setting performance 
  Providing Consultation and Advice to Others (imp:3.60 lvl:5.14) — Providing guidance and expert advice to management or other groups on technical,
  Monitoring and Controlling Resources (imp:3.58 lvl:4.25) — Monitoring and controlling resources and overseeing the spending of money.
  Performing Administrative Activities (imp:3.57 lvl:4.81) — Performing day-to-day administrative tasks such as maintaining information files
  Thinking Creatively (imp:3.55 lvl:4.30) — Developing, designing, or creating new applications, ideas, relationships, syste
  Scheduling Work and Activities (imp:3.50 lvl:4.40) — Scheduling events, programs, and activities, as well as the work of others.
  Coaching and Developing Others (imp:3.50 lvl:4.71) — Identifying the developmental needs of others and coaching, mentoring, or otherw
  Coordinating the Work and Activities of Others (imp:3.43 lvl:4.33) — Getting members of a group to work together to accomplish tasks.
  Developing and Building Teams (imp:3.40 lvl:4.05) — Encouraging and building mutual trust, respect, and cooperation among team membe
  Training and Teaching Others (imp:3.38 lvl:3.81) — Identifying the educational needs of others, developing formal educational or tr
  Identifying Objects, Actions, and Events (imp:3.29 lvl:3.57) — Identifying information by categorizing, estimating, recognizing differences or 
  Judging the Qualities of Objects, Services, or People (imp:3.00 lvl:3.48) — Assessing the value, importance, or quality of things or people.
  Monitoring Processes, Materials, or Surroundings (imp:2.81 lvl:3.38) — Monitoring and reviewing information from materials, events, or the environment,
  Selling or Influencing Others (imp:2.76 lvl:3.43) — Convincing others to buy merchandise/goods or to otherwise change their minds or
  Assisting and Caring for Others (imp:2.71 lvl:3.00) — Providing personal assistance, medical attention, emotional support, or other pe
  Staffing Organizational Units (imp:2.48 lvl:3.29) — Recruiting, interviewing, selecting, hiring, and promoting employees in an organ
  Estimating the Quantifiable Characteristics of Products, Events, or Information (imp:2.24 lvl:1.86) — Estimating sizes, distances, and quantities; or determining time, costs, resourc
  Performing General Physical Activities (imp:1.48 lvl:0.71) — Performing general physical activities includes doing activities that require co
  Handling and Moving Objects (imp:1.48 lvl:1.00) — Using hands and arms in handling, installing, positioning, and moving materials,
  Controlling Machines and Processes (imp:1.48 lvl:0.90) — Using either control mechanisms or direct physical activity to operate machines 
  Performing for or Working Directly with the Public (imp:1.48 lvl:1.14) — Performing for people or dealing directly with the public. This includes serving
  Inspecting Equipment, Structures, or Materials (imp:1.43 lvl:0.76) — Inspecting equipment, structures, or materials to identify the cause of errors o
  Operating Vehicles, Mechanized Devices, or Equipment (imp:1.05 lvl:0.05) — Running, maneuvering, navigating, or driving vehicles or mechanized equipment, s
  Repairing and Maintaining Electronic Equipment (imp:1.05 lvl:0.10) — Servicing, repairing, calibrating, regulating, fine-tuning, or testing machines,
  Drafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment (imp:1.00) — Providing documentation, detailed instructions, drawings, or specifications to t
  Repairing and Maintaining Mechanical Equipment (imp:1.00) — Servicing, repairing, adjusting, and testing machines, devices, moving parts, an

--- WORK STYLES ---
  Dependability (imp:5.00) — A tendency to be reliable, responsible, and consistent in meeting work-related o
  Attention to Detail (imp:4.00) — A tendency to be detail-oriented, organized, and thorough in completing work.
  Integrity (imp:3.00) — A tendency to be honest and ethical at work.
  Dependability (imp:2.65) — A tendency to be reliable, responsible, and consistent in meeting work-related o
  Attention to Detail (imp:2.63) — A tendency to be detail-oriented, organized, and thorough in completing work.
  Integrity (imp:2.43) — A tendency to be honest and ethical at work.
  Leadership Orientation (imp:2.07) — A tendency to lead, take charge, offer opinions, and provide direction at work.
  Cautiousness (imp:2.06) — A tendency to be careful, deliberate, and risk-avoidant when making work-related
  Cautiousness (imp:2.00) — A tendency to be careful, deliberate, and risk-avoidant when making work-related
  Cooperation (imp:1.84) — A tendency to be pleasant, helpful, and willing to assist others at work.
  Achievement Orientation (imp:1.80) — A tendency to establish and maintain personally challenging work-related goals, 
  Self-Control (imp:1.77) — A tendency to remain calm and composed and to manage emotions effectively in res
  Self-Confidence (imp:1.76) — A tendency to believe in one's work-related capabilities and ability to control 
  Initiative (imp:1.69) — A tendency to be proactive and take on extra responsibilities and tasks that may
  Intellectual Curiosity (imp:1.68) — A tendency to seek out and acquire new work-related knowledge and obtain a deep 
  Perseverance (imp:1.58) — A tendency to exhibit determination and resolve to perform or complete tasks in 
  Social Orientation (imp:1.49) — A tendency to seek out, enjoy, and be energized by social interaction at work.
  Stress Tolerance (imp:1.49) — A tendency to cope and function effectively in stressful situations at work.
  Adaptability (imp:1.22) — A tendency to be open to and comfortable with change, new experiences, or ideas 
  Tolerance for Ambiguity (imp:1.20) — A tendency to be comfortable with ambiguity and uncertainty at work.
  Sincerity (imp:1.19) — A tendency to be genuine and sincere in interactions with others at work, withou
  Empathy (imp:1.07) — A tendency to show concern for others and be sensitive to others' needs and feel
  Innovation (imp:1.02) — A tendency to be inventive, to be imaginative, and to adopt new perspectives on 
  Leadership Orientation (imp:1.00) — A tendency to lead, take charge, offer opinions, and provide direction at work.
  Optimism (imp:0.66) — A tendency to exhibit a positive attitude and positive emotions at work, even un
  Humility (imp:0.58) — A tendency to be modest and humble when interacting with others at work.
  Innovation () — A tendency to be inventive, to be imaginative, and to adopt new perspectives on 
  Achievement Orientation () — A tendency to establish and maintain personally challenging work-related goals, 
  Intellectual Curiosity () — A tendency to seek out and acquire new work-related knowledge and obtain a deep 
  Tolerance for Ambiguity () — A tendency to be comfortable with ambiguity and uncertainty at work.
  Initiative () — A tendency to be proactive and take on extra responsibilities and tasks that may
  Adaptability () — A tendency to be open to and comfortable with change, new experiences, or ideas 
  Self-Confidence () — A tendency to believe in one's work-related capabilities and ability to control 
  Perseverance () — A tendency to exhibit determination and resolve to perform or complete tasks in 
  Humility () — A tendency to be modest and humble when interacting with others at work.
  Sincerity () — A tendency to be genuine and sincere in interactions with others at work, withou
  Empathy () — A tendency to show concern for others and be sensitive to others' needs and feel
  Cooperation () — A tendency to be pleasant, helpful, and willing to assist others at work.
  Optimism () — A tendency to exhibit a positive attitude and positive emotions at work, even un
  Social Orientation () — A tendency to seek out, enjoy, and be energized by social interaction at work.
  Stress Tolerance () — A tendency to cope and function effectively in stressful situations at work.
  Self-Control () — A tendency to remain calm and composed and to manage emotions effectively in res

--- TRANSFERABLE SKILLS ---
  Judgment and Decision Making (imp:3.88 lvl:4.00) — Considering the relative costs and benefits of potential actions to choose the m
  Time Management (imp:3.62 lvl:3.75) — Managing one's own time and the time of others.
  Management of Personnel Resources (imp:3.62 lvl:3.75) — Motivating, developing, and directing people as they work, identifying the best 
  Social Perceptiveness (imp:3.50 lvl:3.88) — Being aware of others' reactions and understanding why they react as they do.
  Complex Problem Solving (imp:3.38 lvl:3.25) — Identifying complex problems and reviewing related information to develop and ev
  Systems Analysis (imp:3.25 lvl:3.75) — Determining how a system should work and how changes in conditions, operations, 
  Systems Evaluation (imp:3.25 lvl:3.88) — Identifying measures or indicators of system performance and the actions needed 
  Management of Financial Resources (imp:3.25 lvl:3.75) — Determining how money will be spent to get the work done, and accounting for the
  Coordination (imp:3.12 lvl:3.50) — Adjusting actions in relation to others' actions.
  Negotiation (imp:3.12 lvl:3.25) — Bringing others together and trying to reconcile differences.
  Service Orientation (imp:3.12 lvl:3.12) — Actively looking for ways to help people.
  Persuasion (imp:3.00 lvl:3.38) — Persuading others to change their minds or behavior.
  Instructing (imp:3.00 lvl:3.12) — Teaching others how to do something.
  Operations Analysis (imp:2.75 lvl:2.88) — Analyzing needs and product requirements to create a design.
  Management of Material Resources (imp:1.88 lvl:1.75) — Obtaining and seeing to the appropriate use of equipment, facilities, and materi
  Programming (imp:1.75 lvl:0.88) — Writing computer programs for various purposes.
  Technology Design (imp:1.50 lvl:0.62) — Generating or adapting equipment and technology to serve user needs.
  Operations Monitoring (imp:1.50 lvl:0.50) — Watching gauges, dials, or other indicators to make sure a machine is working pr
  Quality Control Analysis (imp:1.50 lvl:0.88) — Conducting tests and inspections of products, services, or processes to evaluate
  Equipment Selection (imp:1.00) — Determining the kind of tools and equipment needed to do a job.
  Installation (imp:1.00) — Installing equipment, machines, wiring, or programs to meet specifications.
  Operation and Control (imp:1.00) — Controlling operations of equipment or systems.
  Equipment Maintenance (imp:1.00) — Performing routine maintenance on equipment and determining when and what kind o
  Troubleshooting (imp:1.00) — Determining causes of operating errors and deciding what to do about it.
  Repairing (imp:1.00) — Repairing machines or systems using the needed tools.

--- NATIONAL WAGES ---
  total_employment : 22,940
  annual_median    : $149,230
  annual_pct10     : $89,160
  annual_pct25     : $113,170
  annual_pct75     : $200,610
  annual_pct90     : $256,570
  annual_mean      : $162,640
  hourly_median    : $71.75

--- GEOGRAPHIC DISPERSION ---
  highest_state    : Washington ($199,190)
  lowest_state     : Mississippi ($89,250)
  dispersion_ratio : 2.232x

--- TOP STATES BY WAGE (46 total) ---
  Management of Companies and Enterprises  emp:    5,500  median: $ 161,580
  Finance and Insurance                    emp:    4,270  median: $ 161,170
  Professional, Scientific, and Technical Services emp:    3,160  median: $ 167,950
  Health Care and Social Assistance        emp:    1,410  median: $ 133,360
  Federal, State, and Local Government, excluding State and Local Government Schools and Hospitals and the U.S. Postal Service (OEWS Designation) emp:    1,390  median: $ 119,120
  Administrative and Support and Waste Management and Remediation Services emp:    1,270  median: $ 124,290
  Educational Services                     emp:    1,260  median: $ 119,570
  Manufacturing                            emp:      980  median: $ 162,990
  Information                              emp:      980  median: $ 172,090
  Wholesale Trade                          emp:      730  median: $ 161,220

--- TOP INDUSTRIES BY EMPLOYMENT (19 total) ---
  Management of Companies and Enterprises  emp:    5,500  median: $ 161,580
  Finance and Insurance                    emp:    4,270  median: $ 161,170
  Professional, Scientific, and Technical Services emp:    3,160  median: $ 167,950
  Health Care and Social Assistance        emp:    1,410  median: $ 133,360
  Federal, State, and Local Government, excluding State and Local Government Schools and Hospitals and the U.S. Postal Service (OEWS Designation) emp:    1,390  median: $ 119,120
  Administrative and Support and Waste Management and Remediation Services emp:    1,270  median: $ 124,290
  Educational Services                     emp:    1,260  median: $ 119,570
  Manufacturing                            emp:      980  median: $ 162,990
  Information                              emp:      980  median: $ 172,090
  Wholesale Trade                          emp:      730  median: $ 161,220

exact_match_status : found
matched_title      : Compensation and benefits
match_score        : 0.8475
wikidata_qid       : Q3456103
word_count         : 1,198
wikipedia_url      : https://en.wikipedia.org/wiki/Compensation_and_benefits
license            : CC BY-SA 4.0
fetched_at         : 2026-06-02T20:00:43.066852Z

--- WIKIPEDIA FULL TEXT ---
Compensation and benefits refer to remuneration provided by employers to employees for work performed. In the United States, it is commonplace for a significant amount of a worker's earnings to manifest as benefits; in 2012, among those working in wholesale trade, approximately one third of remuneration was through benefits.
Compensation is the direct monetary payment received for work, commonly referred to as wages. It includes various financial forms such as salary, hourly wages, overtime pay, sign-on bonuses, merit and retention bonuses, commissions, incentive or performance-based pay, and restricted stock units (RSUs). Benefits refer to non-monetary rewards offered by employers, which supplement base pay and contribute to employee well-being and satisfaction. These benefits may include health insurance, retirement savings plans, paid time off (PTO), and childcare support. 
In the United States, workers often seek employers with desirable benefits, especially healthcare, which is one of the most sought-after benefits.


== Components of pay ==

Employee compensation and benefits are divided into four basic categories: guaranteed pay, variable pay, benefits, and equity-based compensation. There are also other ways workers may be compensated, such as intangible benefits.


=== Guaranteed pay ===
Guaranteed pay is a fixed monetary reward to be given to the worker, to be consistently paid even when there is no work to be done. The most common form of guaranteed pay is base salary.
With a base salary, the worker is paid on an hourly, daily, weekly, bi-weekly, semi-monthly or monthly rate.  Base salary is provided for doing the job the employee is hired to do, unconditional on performance or circumstance. Many countries, provinces, states or cities dictate a minimum wage.
In addition to base salary, allowances may be paid to an employee for specific purposes other than performing the job. These can include allowances for transportation, housing, meals, cost of living, seniority, or as payments in lieu of medical or pension benefits. The use of allowances varies widely by country, as well as job level and the nature of job duties.


=== Variable pay ===
Variable pay is a non-fixed monetary (cash) reward that is contingent on discretion, performance, or results achieved.
There are different types of variable pay plans, such as bonus schemes, sales incentives (commission), overtime pay, and more.
An example where this type of plan is prevalent is how the real estate industry compensates real estate agents. A common variable pay plan might be the sales person receives 50% of every dollar they bring in up to a level of revenue at which they then bump up to 85% for every dollar they bring in going forward. Typically, this type of plan is based on an annual period of time requiring a "resetting" each year back to the starting point of 50%. Sometimes this type of plan is administered so the sales person never resets or falls down to a lower level.
It also includes Performance Linked Incentive which is variable and may range from 130% to 0% as per performance of the individual as per his key result areas (KRA).


=== Benefits ===
There are a wide variety of benefits offered to employees such as Paid Time-Off (PTO), various types of insurance (such as life, medical, dental, and disability), participation in a retirement plan (such as pension or 401(k)), or access to a company car, among others.  Some benefits are mandatory which are regulated by the government while others are voluntarily offered to fulfill the need of a specific employee population.  Benefit plans are typically not provided in cash but form the basis of an employees' pay package along with base salary and bonus. In some areas, preference for employers who offer benefits varies between gender, with women preferring additional benefits.
In the United States, "qualified" employee benefit plans must be offered to all employees, while "non-qualified" benefit plans may be offered to a select group such as executives or other highly-paid employees.  When implementing a benefit plan, HR Departments must ensure compliance with federal and state regulations. Many states and countries dictate different minimum benefits such as minimum paid time-off, employer's pension contribution, sick pay, among others.
In the United Kingdom, salary sacrifice arrangements are used to provide non-cash benefits. An agreement is put in place to reduce an employee's entitlement to cash pay in return for the non-cash benefit. The arrangement must not reduce the employee's cash earnings below the National Minimum Wage (NMW) threshold. 


=== Equity-based compensation ===

Equity-based compensation is an employer compensation plan using the employer's shares as employee compensation. The most common form is stock options, yet employers use additional vehicles such as restricted stock, restricted stock units (RSU), employee stock purchase plan (ESPP), performance shares (PSU) and stock appreciation rights (SAR). A stock option is defined as "a contract right granted to an individual to purchase a certain number of shares of stock at a certain price (and subject to certain conditions) over a defined period of time." Performance shares (PSU) awards of company stock given to managers and executives only if specified organization performance criteria are met, such as earnings per share target


=== Other benefits ===
An employee may receive intangible benefits, such as a desirable work schedule.  That could be a schedule that is controlled by the employee and can be adjusted to accommodate occasional non-work activities, or one that is highly predictable, which makes it easier for the employee to arrange childcare or transportation to work.
Access to training programs, mentorship, opportunities to travel or to meet other people in the same field, and similar experiences are all intangible benefits that may appeal to some employees.


== Pay aggregates ==

Various combinations of the aforementioned categories are referred to as pay aggregates. Common aggregates are explained below.
Together, guaranteed and variable pay comprise total cash compensation. The ratio of base salary to variable pay is referred to as the pay mix. For example, a person receiving a bonus equal to 25% of base salary would have an 80/20 pay mix. Organizations often set the total cash compensation for sales people at a market level, then they split the total cash compensation into the base salary component and the incentive component following a 70/30 pay mix, while other (non-sales) employees may have a 90/10 pay mix.
Total guaranteed package or fixed cost to company are aggregates that include guaranteed pay and benefits. This represents the total fixed cost of the reward package and is useful for budgeting. All forms of variable pay (annual bonus and equity compensation) are excluded from this aggregate.
Total direct pay refers to total cash compensation plus equity compensation. Benefits are excluded from this aggregate. Total direct pay includes all the elements that may be negotiated by a job candidate, especially for senior executive positions where annual and long-term incentives are more substantial.
Total compensation would include all four categories: guaranteed pay (salary and allowances), variable pay, benefits and equity compensation.
Remuneration is a term often used to refer to total cash compensation or total compensation.
As noted above, total rewards would include total compensation as well as intangible benefits such as culture, leadership, recognition, workplace flexibility, development and career opportunity.


== See also ==
Reward management


== References ==

--- SEMANTIC NEIGHBORS (5) ---

  Title: Pharmacy benefit management (similarity: 0.5246)
  URL: https://en.wikipedia.org/wiki/Pharmacy_benefit_management
  QID: Q7180823
  Extract: In the United States, a pharmacy benefit manager (PBM) is a third-party administrator of prescription drug programs for commercial health plans, self-insured employer plans, Medicare Part D plans, the Federal Employees Health Benefits Program, and state government employee plans. PBMs operate inside

  Title: Executive compensation in the United States (similarity: 0.4675)
  URL: https://en.wikipedia.org/wiki/Executive_compensation_in_the_United_States
  QID: Q16836021
  Extract: In the United States, the compensation of company executives is distinguished by the forms it takes and its dramatic rise over the past three decades. Within the last 30 years, executive compensation or pay has risen dramatically beyond what can be explained by changes in firm size, performance, and

  Title: Workers' compensation (similarity: 0.4364)
  URL: https://en.wikipedia.org/wiki/Workers'_compensation
  QID: Q1184466
  Extract: Workers' compensation or workers' comp is a form of insurance providing wage replacement and medical benefits to employees injured in the course of employment in exchange for mandatory relinquishment of the employee's right to sue their employer for the tort of negligence.

  Title: Employee compensation in the United States (similarity: 0.4737)
  URL: https://en.wikipedia.org/wiki/Employee_compensation_in_the_United_States
  QID: Q5374280
  Extract: Employer compensation in the United States refers to the cash compensation and benefits that an employee receives in exchange for the service they perform for their employer. Approximately 93% of the working population in the United States are employees earning a salary or wage.

  Title: Production coordinator (similarity: 0.3929)
  URL: https://en.wikipedia.org/wiki/Production_coordinator
  QID: Q1415225
  Extract: A production coordinator is a position in film, television or video production.

model_pass1          : claude-sonnet-4-20250514
model_pass2          : claude-haiku-4-5-20251001
inference_confidence : high
confidence_notes     : Strong source data with comprehensive O*NET information, clear wage data, and direct Wikipedia match providing definitional context for the field.
inferred_at          : 2026-06-03T12:28:36.858069+00:00
tokens_input         : 4,595
tokens_output        : 4,015
cost_usd             : $0.043265
wikipedia_used       : True
wikipedia_title      : Compensation and benefits
wikipedia_note       : Wikipedia confirms compensation and benefits as the comprehensive remuneration framework provided by employers, with benefits representing a significant portion of worker earnings in the United States. This aligns with the managerial oversight role of designing and administering these programs.

--- PROSE FIELDS ---

ROLE SUMMARY:
Compensation and Benefits Managers plan, direct, and coordinate organizational compensation and benefits activities, ensuring programs remain competitive and compliant with regulations. They design benefit policies, analyze wage data, and manage employee compensation structures while overseeing teams responsible for employment and benefits administration. These managers serve as strategic partners who balance organizational costs with employee satisfaction through comprehensive total rewards programs.

DAY IN THE LIFE:
A typical day involves analyzing compensation data against market rates and government regulations to develop competitive pay structures. They communicate with benefits providers and employees to resolve questions about health insurance, retirement plans, or other benefit programs. Time is spent reviewing compliance requirements for government reporting and evaluating the effectiveness of current benefit offerings. They collaborate with HR teams to design tools that help employees select benefits and guide managers through compensation decisions. Regular meetings with senior leadership focus on budget planning and strategic alignment of compensation philosophy with business objectives.

WHO THRIVES:
Successful professionals in this role exhibit strong analytical thinking combined with excellent interpersonal skills, as evidenced by the high importance of communication and relationship-building activities. They demonstrate exceptional attention to detail and dependability, critical for ensuring regulatory compliance and accurate compensation administration. Individuals who excel possess a blend of enterprising and conventional personality traits, enjoying both leadership responsibilities and systematic, data-driven work. They thrive on complex problem-solving and possess the social perceptiveness needed to balance employee needs with organizational constraints.

CAREER ENTRY:
This role requires considerable preparation, with 76.2% of practitioners holding bachelor's degrees and an additional 14.3% having master's degrees. Entry typically requires several years of experience in human resources, compensation analysis, or benefits administration. Professional certifications in compensation and benefits, along with knowledge of employment law and financial analysis, strengthen candidacy for these management positions.

CAREER TRAJECTORY:
Compensation and Benefits Managers often advance to senior HR executive roles, including Chief Human Resources Officer or VP of Total Rewards positions. Some transition to consulting roles, leveraging their expertise to advise multiple organizations on compensation strategy. Others may move into broader business leadership roles where their understanding of organizational cost structures and employee motivation proves valuable for general management responsibilities.

MARKET INTELLIGENCE:
The field employs 22,940 professionals with a median annual salary of $149,230 according to BLS OEWS May 2025, ranging from $89,160 to $256,570 for the 10th to 90th percentiles. Geographic variation is substantial, with Washington state offering the highest wages at $199,190 compared to Mississippi's $89,250, representing a 2.23x ratio. Major employment concentrations exist in Management of Companies and Enterprises (5,500), Finance and Insurance (4,270), and Professional Services (3,160), reflecting the role's importance across diverse industries. The profession benefits from ongoing demand as organizations navigate complex benefits landscapes and compete for talent through total rewards strategies.

AUTOMATION OUTLOOK:
The role shows moderate resilience to automation given its emphasis on interpersonal relationship management, strategic decision-making, and regulatory interpretation. While data analysis and reporting functions may become more automated, the core activities of communicating with stakeholders, mediating complex benefits issues, and designing competitive compensation strategies require human judgment and relationship skills that remain difficult to automate.

--- REASONED EDGES ---
  [career_pathway] Compensation, Benefits, and Job Analysis Specialists (13-1141.00) — confidence:high
    reasoning: Direct career progression pathway with shared compensation and benefits knowledge domain and similar work activities.
    data: Shared Personnel and Human Resources knowledge (imp:4.3)
    data: Similar work activities in benefits administration
    data: Primary-Short O*NET relationship
  [skill_overlap] Human Resources Managers (11-3121.00) — confidence:high
    reasoning: Significant overlap in human resources knowledge, management activities, and communication requirements with similar job zone complexity.
    data: Personnel and Human Resources knowledge
    data: Management of Personnel Resources transferable skill
    data: Similar RIASEC profile emphasizing Enterprising traits
  [knowledge_overlap] Financial Managers (11-3031.00) — confidence:medium
    reasoning: Strong overlap in Economics and Accounting knowledge and financial analysis capabilities required for compensation planning.
    data: Economics and Accounting knowledge (imp:3.4)
    data: Mathematics skills for financial analysis
    data: Management-level decision making
  [career_pathway] Human Resources Specialists (13-1071.00) — confidence:high
    reasoning: Natural progression from specialist to management role with shared HR knowledge and similar work environments.
    data: Personnel and Human Resources knowledge domain
    data: Primary-Short O*NET relationship
    data: Similar workplace communication activities
  [task_similarity] Budget Analysts (13-2031.00) — confidence:medium
    reasoning: Similar analytical work involving financial planning, compliance reporting, and evaluation of program effectiveness.
    data: Mathematics knowledge and analytical skills
    data: Evaluating Information to Determine Compliance work activity
    data: Financial planning and analysis tasks

--- NORMALIZER SIGNALS ---
  match_keywords   : ['compensation manager', 'benefits manager', 'total rewards', 'compensation director', 'benefits director', 'employee benefits', 'compensation planning', 'benefits administration']
  exclude_keywords : ['benefits specialist', 'compensation analyst', 'hr generalist', 'payroll coordinator', 'benefits clerk']
  title_patterns   : ['compensation and benefits manager', 'compensation manager', 'benefits manager', 'total rewards manager', 'compensation director']
  common_variations: ['comp and benefits manager', 'compensation & benefits manager', 'total rewards director', 'employee benefits manager', 'compensation program manager', 'benefits director', 'global benefits manager', 'compensation planning manager']

total_terms    : 40
top_words      : ['benefits', 'compensation', 'others', 'tendency', 'pay', 'equipment', 'programs', 'activities', 'performance', 'principles', 'total', 'includes', 'personnel', 'management', 'resources', 'plans', 'human', 'salary', 'procedures', 'control']
source_layers  : onet_tasks | onet_dimensions | dwas | wikipedia | inference

TERM                    COUNT     FREQ  DOMINANT SOURCE      SOURCE BREAKDOWN
──────────────────────────────────────────────────────────────────────────────────────────
benefits                   55  0.01662  wikipedia            wikipedia:51%  inference:24%  onet_tasks:15%
compensation               47  0.01420  wikipedia            wikipedia:51%  inference:28%  onet_tasks:13%
others                     43  0.01299  onet_dimensions      onet_dimensions:88%  wikipedia:7%  dwas:2%
tendency                   42  0.01269  onet_dimensions      onet_dimensions:100%
pay                        33  0.00997  wikipedia            wikipedia:97%  inference:3%
equipment                  23  0.00695  onet_dimensions      onet_dimensions:100%
programs                   19  0.00574  dwas                 dwas:26%  onet_tasks:21%  onet_dimensions:21%
activities                 17  0.00514  onet_dimensions      onet_dimensions:53%  dwas:18%  inference:18%
performance                17  0.00514  wikipedia            wikipedia:53%  onet_dimensions:41%  onet_tasks:6%
principles                 16  0.00483  onet_dimensions      onet_dimensions:100%
total                      16  0.00483  wikipedia            wikipedia:81%  inference:19%
includes                   15  0.00453  onet_dimensions      onet_dimensions:80%  wikipedia:20%
personnel                  14  0.00423  onet_tasks           onet_tasks:50%  onet_dimensions:29%  dwas:21%
management                 14  0.00423  onet_dimensions      onet_dimensions:50%  inference:29%  onet_tasks:14%
resources                  14  0.00423  onet_dimensions      onet_dimensions:64%  dwas:21%  inference:14%
plans                      14  0.00423  wikipedia            wikipedia:64%  onet_dimensions:14%  dwas:14%
human                      13  0.00393  onet_dimensions      onet_dimensions:54%  dwas:23%  inference:23%
salary                     13  0.00393  wikipedia            wikipedia:92%  inference:8%
procedures                 12  0.00363  onet_dimensions      onet_dimensions:67%  dwas:25%  onet_tasks:8%
control                    12  0.00363  onet_dimensions      onet_dimensions:100%
objects                    12  0.00363  onet_dimensions      onet_dimensions:100%
cash                       12  0.00363  wikipedia            wikipedia:100%
benefit                    11  0.00332  wikipedia            wikipedia:55%  inference:27%  onet_tasks:18%
ideas                      11  0.00332  onet_dimensions      onet_dimensions:100%
design                     10  0.00302  onet_dimensions      onet_dimensions:60%  onet_tasks:20%  inference:20%
orientation                10  0.00302  onet_dimensions      onet_dimensions:90%  onet_tasks:10%
needs                      10  0.00302  onet_dimensions      onet_dimensions:80%  onet_tasks:10%  inference:10%
problems                   10  0.00302  onet_dimensions      onet_dimensions:90%  onet_tasks:10%
services                   10  0.00302  onet_dimensions      onet_dimensions:60%  onet_tasks:20%  dwas:10%
production                 10  0.00302  onet_dimensions      onet_dimensions:80%  wikipedia:20%
techniques                 10  0.00302  onet_dimensions      onet_dimensions:100%
materials                  10  0.00302  onet_dimensions      onet_dimensions:100%
body                       10  0.00302  onet_dimensions      onet_dimensions:100%
states                     10  0.00302  wikipedia            wikipedia:90%  inference:10%
variable                   10  0.00302  wikipedia            wikipedia:100%
policies                    9  0.00272  onet_tasks           onet_tasks:67%  onet_dimensions:11%  dwas:11%
government                  9  0.00272  onet_dimensions      onet_dimensions:33%  onet_tasks:22%  wikipedia:22%
rules                       9  0.00272  onet_dimensions      onet_dimensions:89%  onet_tasks:11%
organizational              9  0.00272  inference            inference:44%  dwas:33%  onet_tasks:11%
sales                       9  0.00272  wikipedia            wikipedia:56%  onet_dimensions:33%  dwas:11%