Werling Associates, Inc. is proud to announce the publication of the annual 2009 Texas Society for Healthcare Human Resources Administration and Education (TSHHRAE) Wage and Benefit Survey. This survey is part of a continuing effort to provide human resource-related consulting services and support to the healthcare community. Please take a moment to review this page outlining highlights from the survey. Please contact us if you need additional information. To purchase the survey, complete the order form above and mail or fax it to Werling Associates, Inc., or e-mail to christy@werling.com.

SPONSORSHIP
Werling Associates, Inc. would like to thank all participants for making this survey possible. In addition, we would like to thank The Texas Society for Healthcare Human Resources Administration and Education for sponsoring the survey.

TIMING OF SURVEY
Wage data is reported as of February 1, 2009. Survey published on May 12, 2009.

REPORT
The report provides the job title, job description, experience, minimum education or certification, exempt or nonexempt status for each job, and average sign-on bonus for each position. Data includes the number of organizations reporting data, the total number of employees, the weighted average of actual wages, minimum and maximum pay, the median, 25th and the 75th percentile of the actual wages, the weighted average pay range and the shift differential converted to hourly pay. In accordance with Department of Justice wage survey guidelines for safe harbor, results are provide where at least five organizations reported wage data. All individual participants' data is kept confidential.

METHOD OF DATA COLLECTION AND ANALYSIS
The survey data was gathered by mailing and e-mailing questionnaires. Participants were asked to report data where at least 80% of the duties described are performed by the incumbents(s).

DATA INTERPRETATION
As with any survey, the information contained in the report must be interpreted with caution. Even with proper job matches, the reported wages reflect differentials based on a broad range of seniority and experience, job responsibility, organizational size, geographical differences and differences in pay policies. Users should take these differences into consideration when establishing pay rates.