Built with government requirements in mind, Radford US Prevailing Wage Reports streamline the gathering of necessary information required in the visa application for specific job roles in hundreds of locations across the US, including counties and key metropolitan areas often defined by zip codes.
Report Methodologies
Radford’s Surveys collect data from a wide range of companies in various industries throughout the US, focusing on technology, retail and e-commerce, media and gaming, manufacturing, life sciences, financial technology, and energy and renewables firms. Participating Radford companies report data; no self-reported by individuals is used by Radford. Companies submit incumbent data annually after their pay administration effective date to reflect the most current data.
How is Data Validated?
Data is reviewed, analyzed and screened to ensure proper data integrity prior to publication, including:
- Both a digital review of the data and individual Survey Consultant analysis validates the data prior to publication of any data, aggregated to protect confidentiality and data privacy.
- Reliability of survey data against current results uses job-based and region-based expectations. Data falling above or below predetermined standards and expected norms requires a participant’s verification for its accuracy.
- Survey Consultants contact participants via telephone and/or e-mail to verify data. Discussions may include proper job matching and/or the accuracy and completeness of submitted information prior to finalization of the data submission and inclusion in the Radford Global Compensation Database results.
Base Salary Employee Average and Median
Calculation of the employee weighted average salary is the sum of the salaries of all incumbents reported for that job divided by the total number of incumbents reported for that same job. The median salary is the middle value in a sorted array of salaries from high to low. Half of the employees are paid above the median value and half are paid below the median value. The methods used to produce this report are reasonable and consistent with recognized statistical standards.
Publication Schedule and Report Date
The report date reflects the data publication date. Collection of compensation data throughout the year
allows for representation of the current labor market at time of publication. Updates to Radford’s survey
Custom Report databases occur four times per year.
Data Collection Timing
Our decision to publish on a rolling schedule reflects the reality that participating companies conduct their pay administration processes at different times during the year. An annual publication would become out of date to current market practices over time as a larger percentage of companies award their next round of pay changes.
Each database refresh reflects the addition of new participants, updated data from continuing participants
(where pay administration occurred and data reflects compensation changes effective at least 3-4 months
ago), and the removal of data from companies who are no longer participating in the survey where data is at least one year old. Publication updates are sent to participants following each release. Changes are made to the survey job lists, job descriptions and instructions annually in February while changes to calculation explanations, definitions and related documents are posted on our website with the first publication in July because it reflects data received in the new survey year. Until those release dates, documents referencing the previous calendar year are the most current Radford reference materials. Our data review process ensures complete and accurate data reflecting our commitment to protect the confidentiality of individual participant data submission.
To order, log onto the Radford Network and click on the link titled "Order H1-B or GLTI Report" on the Home Page.
