WAGE SURVEY DATA 2013 COMPANIES WITH 9 OR FEWER EMPLOYEES

Transcription

1 WAGE SURVEY DATA 2013 COMPANIES WITH 9 OR FEWER EMPLOYEES Northwest Lower Michigan

2 SPONSORED BY: 2

3 TABLE OF CONTENTS INTRODUCTION PAGE 5 METHODOLOGY PAGE 5 HOW TO USE THIS REPORT PAGE 6 DATA CONSIDERATIONS PAGE 7 CHARACTERISTICS OF RESPONDENTS PAGE 8 WAGE DATA FOR COMPANIES WITH 9 OR FEWER EMPLOYEES PAGE 11 3

4 NOTE: THIS REPORT IS AN EXCERPT FROM THE FULL WAGE SURVEY REPORT. AN ABRIDGED VERSION OF THE STUDY BACKGROUND IS INCLUDED ALONG WITH DATA REPORTED BY EMPLOYERS WITH 9 OR FEWER EMPLOYEES. PLEASE SEE THE FULL REPORT FOR THE FULL RESPONDENT CHARACTERISTICS INFORMATION AND DATA FOR COMPANIES OF DIFFERENT SIZES. 4

5 INTRODUCTION The following report was created by Northwestern Michigan College (NMC) in collaboration with the Traverse City Area Chamber of Commerce, Northwest Michigan Council of Governments and Traverse Area Human Resources Association (TAHRA). The partners in this study initiated wage survey research in order to provide cost effective, reliable salary data for businesses located in the Northwest Lower Peninsula region of Michigan. Compensation data for Michigan provided by Compdata Surveys was viewed as a model for this type of research; however, for most companies in this region, this type of data is cost prohibitive. Therefore the partners agreed to share in the cost of completing a wage survey of nearly 3800 companies across 10 counties. The goal was to present salary data (salaried and hourly) by job title grouped by job families and presented by size of organization. In order to structure the results, the partners defined 22 job families containing 498 job titles within those families. Survey respondents were asked to provide a tabulation of their employees by job title and level of salary. Only base salary was included in this survey. Bonus and benefit data were not requested. These results were made available to partner organizations as well as all participants of the survey. It is expected that the human resource professionals in these organizations will use these data in conducting compensation benchmark analyses within their organizations. THE METHODOLOGY Mailing lists of companies were provided by the collaborating partners. NMC staff compiled the lists removing duplicate companies. The initial request to complete the web survey was sent to TAHRA members in March, 2013 with a March 15 th due date. A second letter was sent out to nearly 3800 businesses across the 10 county region (Antrim, Benzie, Charlevoix, Emmet, Grand Traverse, Kalkaska, Leelanau, Manistee, Missaukee, Wexford). A third letter was sent out in April to those in the full contact list who had not yet responded with a new due date of May 1 st. The final reminder was mailed on June 10 th again to those who had not yet responded with a new due date of June 14. Extensions in the due date were intended to improve response rate. The survey was closed for additional responses on June 19 th. The full mailing list contained 3778 unduplicated companies with one contact name per organization. Respondents were encouraged to forward the survey link to the appropriate individual in their organization to complete the survey. They were also instructed that they could start the survey and forward the link to another individual(s) to complete the survey. The web instrument locked responses and allowed a subsequent respondent to continue to complete the survey from that point forward. Once a question was completed, a respondent was not able to edit their response. A total of 240 respondents started the survey for an overall response rate of 6.3%. NMC s experience suggests that a web based survey with no phone follow up typically experiences a 12-15% response rate. The low response rate for this survey may be attributed to the level of detail required to complete the 5

6 survey. As a result there was great variability in the time taken to complete the survey. Nearly 12% of respondents took more than 4 hours with the survey while the trimmed 1 average was 21 minutes. While 240 respondents (6.4% of the population) started the survey, 224 (5.9%) completed Part I: Company Profile and 221 (5.8%) completed the job family question. In the end 178 (4.7%) individuals representing unique companies, fully completed the survey. These 178 completes reflect wage data on a total of 386 job titles across all job families plus 19 job titles in the Other job family category. HOW TO USE THIS REPORT When using this report, the following approach is suggested: Step 1: Find the section of the report that matches your company s size: <= 9 employees, employees, employees or over 100 employees. (Ex Employees) Step 2: Find the Job Family that you re interested in. (Ex. Human Resources) Step 3: Locate the Job Title(s) and reference the wage data provided for that title both hourly and salary data. (Ex. Human Resources Assistant) NOTE: For all wage data, assume there is one response per title and wage category unless otherwise specified by a number in parentheses following the wage category. (Ex. Human Resources Assistant has a total of 11 data points) Step 4: If there are both hourly wage AND salary wage data available for the job title you are evaluating, consider converting the hourly data into estimated salaries by multiplying the hourly wage by 2080 (40 hours x 52 weeks) using the mid-point of the range. (Ex. $ $10.50 x 1 Trimmed average is the mean response time after removing responses taking longer than 3600 seconds. 6

7 2080 = $21,840) This allows you to consider all the wage data points for that position putting aside how they are paid for that part of your analysis. Step 5: Depending on the nature of your analysis, consider what the data are suggesting: Is there a lot of variability in the wages such that there is not a readily identifiable norm for wage compensation for this position? Perhaps for that job title, these data can be useful only in determining a range and not a typical wage. Or you may determine that the range is not relevant and instead choose to layout all of the data points in order and eliminate the high and low values then look for data point clusters. Are there only a few data points? In this case, you may determine that this report is not useful in providing meaningful input for that particular job title. Are there some really low and/or really high data points that you may determine to be outliers? If so, you may choose to eliminate those from your analysis using only the remaining values. DATA CONSIDERATIONS When reviewing the data contained in this report, it is important to consider two limitations: These are self-reported data. The survey does not account for variables which might impact wages reported. Self-Reported Data The methodology of the study did not provide for a check on the data and therefore we must rely on the accuracy of those who have responded to the survey. The data were cleaned only minimally meaning only severe outliers were removed. However, the data do still show great variability in pay in many of the positions. Variables Impacting Wage Levels When submitting wage data for a given job title, respondents were not able to provide additional information about the incumbent. Many variables can impact pay in a given position. Some of those are: tenure in the position, education/credentials, total compensation (ex. bonus and benefits) differences and differences in job duties. As a result, the user of this report will need to apply their own judgment as to which data points to include in their analysis. 7

8 CHARACTERISTICS OF RESPONDENTS A majority of respondents have their primary company location in Grand Traverse County. [Table 1] Table 1: Responding Companies by Location [n=224] Answer Response % Antrim 14 6% Benzie 7 3% Charlevoix 17 8% Emmet 24 11% Grand Traverse % Kalkaska 7 3% Leelanau 5 2% Manistee 3 1% Missaukee 3 1% Wexford 8 4% Total % Most responding companies have 50 or fewer employees (68%). [Table 2] Table 2: Responding Companies by Size [n=224] Answer Response % 9 or fewer 81 36% % % Over % Total % A majority of responding companies are non-union (92%). [Graphic 1] Graphic 1: Responding Companies by Union, Non-Union, or Both [n=224] 8

9 Manufacturing is the most represented industry in this study with 46 respondents. [Graphic 2] There were no companies in the Utilities industry and twenty-nine respondents indicated an industry other than the thirteen presented. Graphic 2: Responding Companies by Industry [n=224] For the respondents who selected other as their industry, Table 3 indicates which industry they specified as best representing their organization. 9

10 Table 3: Other Industries Other, please specify: Church automotive service agriculture 911 Data Service Provider Media Tree Service Sales Newspaper/Publishing Homeowners Assoc Heavy Construction Electrical Transportation CPA Firm Marine design/build nonprofit, human services insurance Homeowners Association AUTO SALES Independent Senior Living Excavation Religious condo association Federal Government CMH Manufacturing, Custodial, distribution/warehouse & services automotive HD Truck Repair Transportation FINDINGS The findings from this research are presented by compensation level by job title grouped by job family and presented by company size. This excerpted report contains data only for companies with 9 or Fewer Employees. NOTE: For all wage data, assume there is one response per title and wage category unless otherwise specified by a number in parentheses following the wage category. 10

11 WAGE DATA FOR COMPANIES WITH 9 OR FEWER EMPLOYEES 11

12 Table 28: 9 or Fewer Employees Distribution/Warehouse Forklift Operator $ (10) Table 29: 9 or Fewer Employees Education/Instructional Support Teacher $ $32K-33,999 Teacher Instructional Aid <$10 (3) Table 30: 9 or Fewer Employees Engineering/Scientific/Technical Applications Engineer $ CAD Designer $ $ CAD Draftsperson $ Chemical Engineer $ Design Manager $ Design Engineer $78K-79,999 Electrical Engineer $78K-79,999 Electrician $ Engineering Manager $62K-63,999 Environmental Engineer $62K-63,999 Environmental Specialist $62K-63,999 Project Manager $ $ $78K-79,999 $84K-85,999 Research and Development $150K+ Engineer Systems Engineer $78K-79,999 12

13 Table 31: 9 or Fewer Employees Executive Management Admin/Head Public Official $ $ $36K-37,999 $42K-43,999 $46K-47,999 $68K-69,999 Chief Executive Officer $ $46K-47,999 President $ $ Treasurer Vice President $ $ $52K-53,999 <$20K $34K-35,999 $46K-47,999 $52K-53,999 $150K+ $34K-35,999 $46K-47,999 <$20K $62K-63,999 Table 32: 9 or Fewer Employees Facilities Maintenance Carpenter <$10 $ $ (2) $ (3) Custodian $ (2) Diesel Mechanic <$10 Groundskeeper <$10 $ (2) $ (2) $ HVAC Mechanic $ (3) Maintenance Helper <$10 $ Maintenance Manager $ $52K-53,999 (2) $56K-57,999 Maintenance Mechanic $ $ $ Plumber $ (3) 13

14 Table 33: 9 or Fewer Employees Finance Accountant $ <$20K Accounting Clerk Specialist <$20K Accounts Payable/ Receivable $32K-33,999 Clerk Accounts Payable/ Receivable <$20K Supervisor Cashier <$10 (8) Department Head $ Financial Planning Manager <$20K Payroll Clerk $ $32K-33,999 Payroll Coordinator <$20K Technician $ (2) $ (2) $ (2) Table 34: 9 or Fewer Employees Healthcare Medical Billing Specialist $ $38K-39,999 $ (2) Medical Records Coder $ (2) Physical Therapist-Licensed $ (2) $50K-51,999 $62K-63,999 $80K-81,999 Physical Therapy-Director $50K-51,999 Unit Secretary $ Table 35: 9 or Fewer Employees Hospitality/Food Service Chef $ (2) Cook <$10 (5) $ (2) Sales <$10 (2) $26K-27,999 $ Wait Staff $ (5) 14

15 Table 36: 9 or Fewer Employees Human Resources Compensation and Benefits $ Manager Department Head/Director <$10 Human Resources Manager $44K-45,999 $48K-49,999 Recruiter <$10 $44K-45,999 Safety Supervisor <$10 Table 37: 9 or Fewer Employees Insurance Risk Manager $ (10) <$20K $20K-21,999 Table 38: 9 or Fewer Employees Legal Attorney-Staff $50K-51,999 $70K-71,999 $100K-125K (3) Attorney-Staff-Senior $100K-125K Legal Secretary $ $ $ Paralegal $ $ $$ Paralegal - Senior $ $40K-41,999 Table 39: 9 or Fewer Employees Marketing/Communication Advertising Manager <$10 Art Director $ Copy Writer $ Marketing Manager <$10 Photographer $42+ 15

16 Table 40: 9 or Fewer Employees Manufacturing Assembler-Light-Non-electric <$10 (25) $ (15) $ (15) $ (20) Chemical Operator $ CNC Operator $ (2) General Manager $64K-65,999 Job Estimator-Mfr $ Machinist $ Manufacturing Manager $40K-41,999 $60K-61,999 Manufacturing Manager-Senior $68K-69,999 Production Scheduler-Senior $44K-45,999 Production Supervisor $ Punch Press Operator $ (2) Quality Control Manager $52K-53,999 Table 41: 9 or Fewer Employees Materials Management Buyer <$10 Inventory and Production <$10 Control Mgr Materials Mgmt Dir $46K-47,999 Purchasing Clerk <$10 Table 42: 9 or Fewer Employees Not-for-Profit Administrator for Nonprofit Organizations $ $34K-35,999 $42K-43,999 $44K-45,999 Development Director $38K-39,999 Program Coordinator $ Support Services Director $38K-39,999 Volunteer Coordinator $

17 Table 43: 9 or Fewer Employees Office Administration <$20K $38K-39,999 Administrative Assistant <$10 $ $ $ Office Manager $ $ $ $ $ <$20K $30K-31,999 $36K-37,999 $40K-41,999 $64K-65,999 Office Manager Senior $ $44K-45,999 Secretary $ $30K-31,999 Table 44: 9 or Fewer Employees Other Clerical $ General Manager $ Public Accountant $ $46K-47,999 $50K-51,999 $78K-79,999 $98K-99,999 Tasting Room Manager $ Traders $34K-35,999 (3) Winemaker $62K-63,999 Table 45: 9 or Fewer Employees Real Estate/Construction Equipment Operator-Heavy $ $

18 Table 46: 9 or Fewer Employees Sales Service Cashier <$10 (8) Customer Service Manager <$10 Customer Service $ Representative $ Field Service Engineer <$10 Field Service Technician $ (3) $ $ $ $ $ $ Sales Assistant <$10 (2) $ Sales Manager-District $ (Supervisory/Managerial) Sales Manager-Regional $ (Supervisory/Managerial) $ Sales Representative-Inside $ (2) $ $ $26K-27,999 $30K-31,999 $40K-41,999 Sales Representative-Inside- $ Senior Sales Representative-Outside $ $150K+ Sales Representative-Outside- $84K-85,999 Senior Store Clerk <$10 (8) $ $ (4) $ Store Manager $ $26K-27,999 Table 47: 9 or Fewer Employees Utilities Custodian <$10 No wage data was provided for the Information Technology or the Banking job families for companies with fewer than 9 employees. 18