Annual NCASG Surveys
Survey results are complimentary for participants of central human resources agencies of state governments; membership in the NCASG is not required for participation.
Participation generally runs from July – August for all three surveys.
For new participants, please contact the survey coordinator noted for each survey below to participate.
For non-participants, please complete the NCASG Survey Order Form to receive the survey results. After completing the order form, payments can be made online. To pay by check or for assistance with survey purchases, you may email Terry Pickett.
NCASG Salary Survey – This survey is typically completed by about 40 state governments. It provides actual minimum, average, and actual high pay for approximately 190 non-executive benchmark jobs and more than 50 executive jobs. It also provides pay range minimums and maximums, the number of incumbent employees, degree of job match to the benchmark, and comments explaining actual pay rates outside of the pay range.
Survey Coordinator: Steven Ainger, Iowa
NCASG Benefits Survey – This survey is typically completed by about 35 state governments and includes a broad array of employee benefits information. For paid and unpaid leaves it includes vacation amounts, legal and personal holidays, sick leave, military leave, educational leave, leave sharing, and other miscellaneous paid leaves. The survey includes data on insurance programs and premiums for health, prescription drugs, dental, vision, life, long term care, and disability. It includes data on retirement pension benefits and employer/employee contributions are included, miscellaneous benefits such as wellness programs, meal and lodging rates, mileage rates, and educational assistance.
Survey Coordinator: Lynn Hart, North Dakota
NCASG Pay Structures and Practices Survey – This survey is typically completed by about 35 state governments and includes a broad array of information on state pay structures and pay mechanisms. This includes recent year general pay increases, step increases, merit pay, longevity pay, premium pay, pay for performance, overtime pay, and promotional pay. The survey also includes data on employee turnover rates, compensation philosophies and relation to market pay, and compensation initiatives, research, and projects.
Survey Coordinator: Toni Gillis, Delaware