download the PDF questionnaire - InfoComm

InfoComm International
2008 Dealer Compensation and Benefits Survey
Response deadline: April 4, 2008
1. In what state/province is your company’s headquarters located?
2. What is the approximate population of the nearest city or town where your company’s headquarters is located?
‘ a. Less than 15,000 ‘ c. 50,000 to 99,999 ‘ e. 500,000 to 999,999 ‘ g. 2 million or more
‘ b. 15,000 to 49,999 ‘ d. 100,000 to 499,999 ‘ f. 1 million to 1.9 million
3. Please indicate your company’s total gross revenue for:
2006: $
2007: $
2008 (forecast:) $
4. How is your company organized?
‘ a. Sole proprietorship ‘ d. Limited Liability Partnership (LLP) ‘ g. Corporation (Chapter S)
‘ b. General Partnership ‘ e. Limited Liability Company (LLC)
‘ c. Limited Partnership ‘ f. Corporation (Chapter C)
5. Please indicate the percentage of your total 2007 gross revenue that was derived from the following functions:
Staffing
% of 2007 gross revenue
a.Non-integrated sales (box sales) ........................................ %
b. Rental and staging services ............................................ %
c.Systems integration .................................................. %
d. Design consultation services (exclusive of associated equipment sales) ......... %
e. Repair service, maintenance contracts, and employees contracted to others ...... %
f. Other _____________________________________________ ................ %
Total = 100%
6. Please indicate the number of people employed at your company as of December 31, 2007 in the following categories:
Full-time
Part-time
a. Executive/Management .................... people people
b. Sales/Marketing staff ...................... people people
c. Technical staff ........................... people people
d. Administrative/other staff ................... people people
TOTALS:
total FT total PT
Page -1-

7. How many employees left your company in 2007? employees
Please include ALL employee departures (i.e., those who quit, were fired, retired, etc.)
regardless if the person was replaced.
8. What changes, if any, occurred regarding the number of people employed by your company in 2007?
‘ a. Decrease of 1-4% ‘ i. Increase of 1-4%
‘ b. Decrease of 5-9% ‘ j. Increase of 5-9%
‘ c. Decrease of 10-14% ‘ k. Increase of 10-14%
‘ d. Decrease of 15-19% ‘ l. Increase of 15-19%
‘ e. Decrease of 20-24% ‘ m. Increase of 20-24%
‘ f. Decrease of 25+% ‘ n. Increase of 25+%
‘ g. Staff decreased, but not sure by how much ‘ o. Staff increased, but not sure by how much
‘ h. No change ‘ p. Not sure
9. What changes, if any, do you expect to occur regarding the number of people employed by your company in 2008?
‘ a. Decrease of 1-4% ‘ i. Increase of 1-4%
‘ b. Decrease of 5-9% ‘ j. Increase of 5-9%
‘ c. Decrease of 10-14% ‘ k. Increase of 10-14%
‘ d. Decrease of 15-19% ‘ l. Increase of 15-19%
‘ e. Decrease of 20-24% ‘ m. Increase of 20-24%
‘ f. Decrease of 25+% ‘ n. Increase of 25+%
‘ g. Staff will decrease, but not sure by how much ‘ o. Staff will increase, but not sure by how much
‘ h. No change ‘ p. Not sure
10. Does your company set sales quotas for sales staff?
‘ a. Yes, for all sales staff
‘ b. Yes, for some sales staff
‘ c. No, but we plan to start in 2008
‘ d. No
‘ e. Not sure
IF YES:
A. In 2007, what was the average annual quota for a salesperson in your company? $__________________
B. In 2007, what percentage of your salespeople: Fell short of their quota: %
Met their quota: %
Exceeded their quota: %
C. What will the average annual quota be for a salesperson in your company for 2008? $_________________
If quotas have not yet been set, please estimate the amount.
11. What was the average percentage salary increase, if any, for the following positions in 2007?
a. Executive/Management average salary increase in 2007 = % or ‘ None
b. Sales/Marketing staff average salary increase in 2007 = % or ‘ None
c. Technical staff average salary increase in 2007 = % or ‘ None
d. Administrative and other staff not included above = % or ‘ None
Page -2-

III. Salaries
Please provide the information requested for each job title that is applicable to your company. We understand some job titles
may not exactly match titles used by your company — please review the position descriptions in the survey attachment
and select the title that most closely matches the individual’s primary function (i.e., the individual spends 80% or more
of their time on activities listed in the attached position description sheet).
Only provide information for full-time staff.
• Average annual compensation — this is the total income documented on the individual’s W-2 statement (including
commissions and bonuses). If there is more than one individual in the position, please report the AVERAGE salary for
that position.
• % of total compensation from incentives — this is the percentage of total compensation that is from incentives such
as commission payments, bonuses, etc.
A. Executive/Management
Number of
FULL-TIME employees
per position
Average annual
compensation
% of total compensation
from incentives
(commission,
bonuses, etc.)
1. CEO/President ................................... $ %
2. General Manager/VP/Managing Director ............... $ %
3. Branch Manager/Area Manager/Regional Manager ....... $ %
4. Operations Manager/Product Manager/Rental Manager . . . $ %
5. Controller/Treasurer/CFO......................... .. $ %
Other (specify: ) . . . $ %
B. Sales/Marketing
Number of
FULL-TIME employees
per position
Average annual
compensation
% of total compensation
from incentives
(commission,
bonuses, etc.)
6. Director of Marketing/Marketing Manager ............ . . $ %
7. Director of Sales/Sales Manager ................... . . $ %
8. Account Executive/Account Manager/Sales Rep ....... . . $ %
9. Rental Account Executive/Rental Account
Manager/Rental Sales Rep ....................... . . $ %
10. Customer Service Representative ................. . . $ %
Other (specify: ) . . . $ %
Page -3-

For the remaining positions, please provide the following information:
• Average annual compensation — this is the total income documented on the individual’s W-2 statement (including
commissions and bonuses). If there is more than one individual in the position, please report the AVERAGE salary for
that position.
• Average starting/entry-level compensation — this is the annual compensation typically offered to an entry-level
individual when starting in the position.
C. Administrative/Other
Number of
FULL-TIME employees
per position
Average annual
compensation
Average
starting/entry-level
compensation
11. Inventory Control Manager/Equipment Manager/
Rental Inventory Control......................... .. $ $
12. Purchasing Manager ........................... . . $ $
13. General Warehouse/Material Handler .............. . . $ $
14. Administrative Assistant/Receptionist/Clerk .......... . . $ $
15. Office/Shop Manager ........................... . . $ $
Other (specify: ) . . . $ $
D. Technical Staff
Number of
FULL-TIME employees
per position
Average annual
compensation
Average
starting/entry-level
compensation
16. Chief Engineer/Engineering Manager/
Installation Manager .............................. $ $
17. Director of IT/Network Manager ................... . . $ $
18. Technician Trainer ............................. . . $ $
19. Project Manager ............................... . . $ $
20. Sales Engineer ................................ . . $ $
21. Service Technician ............................. . . $ $
22. Senior/Lead/Specialized Integration/Installation/
Network Technician .............................. $ $
23. Junior/non-specialized Integration/Installation
Technician ..................................... $ $
24. Senior/Lead/Specialized Rental and Staging
Technician ..................................... $ $
25. Junior/non-specialized Rental and Staging Technician . . . $ $
26. Control Systems Programmer .................... . . $ $
27. Design Engineer/Systems Engineer/Designer ........ . . $ $
Other (specify: ) . . . $ $
Page -4-

IV. Benefits
12. Please indicate which of the following benefits are offered by your company:
Available to ALL
full-time employees
Available to SOME
full-time employees
Available to
part-time employees
a. Health insurance ‘ ‘ ‘
b. Dental insurance ‘ ‘ ‘
c. Life insurance ‘ ‘ ‘
d. Vision plan ‘ ‘ ‘
e. Short-term disability ‘ ‘ ‘
f. Long-term disability ‘ ‘ ‘
g. Flexible medical spending account ‘ ‘ ‘
h. Annual bonus (non-sales based) ‘ ‘ ‘
i. Incentive bonus (sales/performance based) ‘ ‘ ‘
j. Sign-on bonus ‘ ‘ ‘
k. Company-paid traditional pension plan ‘ ‘ ‘
l. Employee-funded plan (e.g., 401k) ‘ ‘ ‘
m.College-level tuition reimbursement ‘ ‘ ‘
n. Professional continuing education/training ‘ ‘ ‘
o. Association/Professional dues ‘ ‘ ‘
p. Company-provided automobile ‘ ‘ ‘
q. Reimbursement for miles driven ‘ ‘ ‘
r. Vacation ‘ ‘ ‘
s. Paid holidays ‘ ‘ ‘
t. Paid sick or personal leave ‘ ‘ ‘
u. Paid bereavement leave ‘ ‘ ‘
13. Do you have a program where employees can earn equity shares in your company?
‘ a. Yes, currently in place (please describe: )
‘ b. No, but are planning to offer in the next 24 months
‘ c. No, but are considering such a plan
‘ d. No
Thank you!
Please return your survey by April 4, 2008 to:
AWP Research • 898 Broad Oaks • Herndon, VA 20170
FAX: 703-834-1749
Page -5-

Survey Attachment: Job Titles and Descriptions
Please review these job titles and descriptions prior to completing Section III (salary information).
A. Executive/Management
1. CEO/President — Responsible for executive decision making and all aspects of the company. Responsible for
establishing company strategy.
2. General Manager/VP/Managing Director — Responsible for a particular function of the company such as sales,
finance, etc. Responsible for establishing strategic plans for department.
3. Branch Manager/Area Manager/Regional Manager — Responsible for managing all functions of a particular branch.
Responsible for implementing strategic plans assigned to the branch.
4. Operations Manager/Product Manager/Rental Manager — Oversees the operations area which includes warehouse
personnel, technicians, dispatch, scheduling of personnel, equipment purchases, etc.
5. Controller/Treasurer/CFO — Oversees all financial/accounting operations.
B. Sales/Marketing
6. Director of Marketing/Marketing Manager — Responsible for managing all aspects of marketing including marketing
staff. Responsible for establishing and implementing marketing strategy.
7. Director of Sales/Sales Manager — Responsible for managing all aspects of sales including sales staff. Responsible
for establishing and implementing sales strategy, focusing on obtaining new business independently or in cooperation
with marketing.
8. Account Executive/Account Manager/Sales Rep — Sales of integrated systems and/or equipment to customers.
Focus is typically on current customer base and expanding repeat business, along with obtaining new customers.
9. Rental Account Executive/Rental Account Manager/Rental Sales Rep — Sales of rental or staging equipment, labor
or other services for customer events. Focus is typically on current customer base and expanding repeat business,
along with obtaining new customers.
10. Customer Service Representative — Responds to customer complaints or issues. Takes orders from walk-in or call-in
orders. Assists customers in assessing AV needs. Must have technical knowledge of AV equipment.
C. Administrative/Other
11. Inventory Control Manager/Equipment Manager/Rental Inventory Control — Plans and directs the maintenance of
an adequate inventory of materials and equipment.
12. Purchasing Manager — Purchases adequate inventory of materials and equipment.
13. General Warehouse/Material Handler — Responsible for general warehouse responsibilities. Not assigned to specific
department, but pulls equipment when needed, returns equipment when checked in, etc. Operates forklift.
14. Administrative Assistant/Receptionist/Clerk — Responsible for general office and administrative duties. Often entrylevel.
15. Office/Shop Manager — Responsible for all office administrative functions. May include financial/accounting tasks and
supervision of other administrative staff.
OVER ºº

D. Technical Staff
16. Chief Engineer/Engineering Manager/Installation Manager — Responsible for managing all aspects of a client
project including supervision of subordinate technicians. Extensive knowledge of equipment with ability to substitute
other equipment. Q.C.’s equipment, maintains and operates equipment. Troubleshoots problems for client. Tweaks gear.
Should have electrical engineering degree or 10+ years on the job experience.
17. Director of IT/Network Manager — Specifies and recommends upgrades and maintenance plans for all hardware and
software used by the company. Manages the network, servers and desktop computers. Manages network technicians
and other IT employees.
18. Technician Trainer — Develops, implements, and conducts classes for personnel on an as-needed basis. Assesses
needs of business and holds training sessions on an as-needed basis.
19. Project Manager — Manages and oversees projects. Plans and coordinates timing, purchases, and logistics.
20. Sales Engineer — Works with sales personnel and customers to determine needs in areas of equipment and
personnel. Conducts site surveys.
21. Service Technician — Repairs equipment for both business and customers. Equipment repairs may include multi-level
mixing boards, amplifiers, monitors, projectors, slide projectors, industrial and broadcast VCRs, cameras, etc. May
spend a lot of time on the road servicing customer needs.
22. Senior/Lead/Specialized Integration/Installation/Network Technician — Technician highly skilled in one or more
technical disciplines and significant integration experience. Knowledgeable in all phases of systems integration, capable
of working independently, can take lead or supervisory role on most projects, able to effectively interface with client and
other trades. Often has some formal technical training and holds advanced certification.
23. Junior/non-specialized Integration/Installation Technician — Less experienced integration tech who does general
installation work, usually under supervision. Familiar with most equipment and its functionality. Understands relationship
of various components. May or may not have formal technical training, often has basic certification.
24. Senior/Lead/Specialized Rental and Staging Technician — Highly skilled in one or more technical or specialized
disciplines. Intermediate to advanced knowledge of all technical elements of events. Capable of working without
supervision in most settings. May serve as on-site lead tech or supervisor on most shows. Experienced with all aspects
of show set up, operation, troubleshooting, and "lower-end" technical direction.
25. Junior/non-specialized Rental and Staging Technician — Less experienced and specialized, but understands
technical elements of typical shows. Capable of set-up and operation of most show equipment. Normally works under
supervision, assists specialized staff.
26. Control Systems Programmer — Specializes in programming control systems for AMX and/or Crestron control
systems.
27. Design Engineer/Systems Engineer/Designer— Designs facilities and systems based on analysis of customers’
needs. Creates detailed drawings and proposals for facilities and systems using CAD programs. Extensive knowledge of
audio, video and control systems as well as architectural and cabling requirements.