WAGE SURVEY DATA 2013 COMPANIES WITH EMPLOYEES Northwest Lower Michigan

Transcription

1 WAGE SURVEY DATA 2013 COMPANIES WITH 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 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 10 TO 50 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 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 EMPLOYEES 11

12 Table 48: 10 to 50 Employees Banking Branch Manager $42K-43,999 $44K-45,999 $100K-125K Collector $ Loan Officer Loan Processing-Senior $ (2) $26K-27,999 $28K-29,999 $32K-33,999 $34K-35,999 $40K-41,999 $66K-67,999 $70K-71,999 (2) $72K-73,999 $74K-75,999 (2) $80K-81,999 $82K-83,999 $88K-89,999 (2) Table 49: 10 to 50 Employees Distribution/Warehouse CDL Driver $ (13) $ (2) $ $ (12) $ (3) Driver-Route Delivery $ (4) Material Handler $ $ Material Handler-Senior $ Order Puller <$10 $ (3) Packer $26K-27,999 Receiver $ Shipper $ Shipping and Receiving Clerk $ $38K-39,999 Shipping Supervisor $ $30K-31,999 $60K-61,999 Transportation Supervisor $58K-59,999 Warehouse Manager $ (2) $42K-43,999 Warehouse Supervisor $ $48K-49,999 Warehouse Worker <$10 (3) 12

13 Table 50: 10 to 50 Employees Education/Instructional Support Teacher Instructional Aid <$20K (3) Table 51: 10 to 50 Employees Engineering/Scientific/Technical CAD Designer $ $ $ $ CAD Designer-Senior $ CAD Draftsperson $40K-41,999 (2) Civil Engineer-Senior $70K-71,999 Design Engineer Electrical Engineer $38K-39,999 $34K-35,999 $52K-53,999 Electronic Technician $ Environmental Specialist $38K-39,999 (2) $40K-41,999 $50K-51,999 Mechanical Engineer Mechanical Engineer-Senior Mechanical Engineering Manager Project Engineer Project Manager $44K-45,999 $54K-55,999 $44K-45,999 $50K-51,999 $58K-59,999 $64K-65,999 $34K-35,999 $38K-39,999 $44K-45,999 $50K-51,999 (2) $64K-65,999 (2) 13

14 Table 52: 10 to 50 Employees Executive Management <$10 $ Administrator/Head Public Official Chief Executive Officer Chief Financial Officer Chief Information Officer Chief Lending Officer Chief Operating Officer President $ (3) $ (3) $ (3) $ (2) Top Corporate Audit Officer $64K-65,999 $72K-73,999 $88K-89,999 (2) $92K-93,999 $62K-63,999 $70K-71,999 $78K-79,999 $126K-150K (3) $150K+ $50K-51,999 $52K-53,999 $70K-71,999 $80K-81,999 $100K-125K $126K-150K $150K+ $62K-63,999 $80K-81,999 $84K-85,999 $126K-150K $40K-41,999 $60K-61,999 $68K-69,999 $92K-93,999 $94K-95,999 $100K-125K (3) $126K-150K (2) $150K+ (4) $52K-53,999 $94K-95,999 Top Marketing Executive $40K-41,999 Top Sales Executive $ $54K-55,999 $96K-97,999 Treasurer $ $60K-61,999 Vice President $52K-53,999 (2) $62K-63,999 $66K-67,999 $68K-69,999 (3) $72K-73,999 $88K-89,999 $96K-97,999 14

15 Vice President of Business Development Vice President of Operations $ $ $60K-61,999 $84K-85,999 $126K-150K $38K-39,999 $60K-61,999 $66K-67,999 $80K-81,999 $100K-125K $150K+ (2) Table 53: 10 to 50 Employees Facilities Maintenance Automotive Service Technician $ $ $ Custodian <$10 (2) $ (2) Department Head $30K-31,999 $50K-51,999 Diesel Mechanic $ Maintenance Helper $ Maintenance Manager $ $26K-27,999 $30K-31,999 Maintenance Mechanic $

16 Table 54: 10 to 50 Employees Finance Accountant $50K-51,999 $100K-125K Accounting Clerk $ $ $ (2) $26K-27,999 $28K-29,999 $30K-31,999 $34K-35,999 Accounting Clerk-Senior $ Accounting Clerk-Specialist $36K-37,999 Accounting Manager-General $ Accounts Payable Coordinator $ $ Accounts Payable/Receivable $ (2) $44K-45,999 Clerk Accounts Payable/Receivable $ $44K-45,999 Manager Assistant Controller $ $52K-53,999 Controller $38K-39,999 $52K-53,999 (2) $56K-57,999 $66K-67,999 Credit and Collection Manager $34K-35,999 Department Head $ (3) $100K-125K (3) Deputy Director Finance Director $32K-33,999 $48K-49,999 $72K-73,999 $100K-125K Financial Planning Manager $38K-39,999 (4) $86K-87,999 $96K-97,999 (2) $126K-150K (2) $150K+ (2) Payroll Clerk-Senior $32K-33,999 Payroll Coordinator $46K-47,999 Tax Accountant $ $48K-49,999 $50K-51,999 Technician $46K-47,999 $50K-51,999 (3) 16

17 Table 55: 10 to 50 Employees Healthcare Admitting Representative $ Case Manager (RN) $ (3) Clinical Psychologist $86K-87,999 Home Health Aide <$10 (30) Laboratory Manager Medical Assistant $ $ (4) $ (6) $ (5) $ $ Medical Billing Specialist $ $ (4) $ (2) $ $ $ (2) $ $ $ $92K-93,999 $52K-53,999 $56K-57,999 $68K-69,999 Medical Records Clerk <$10 Medical Social Worker-MSW $60K-61,999 (11) Medical Technologist $ $ $ $ $ (2) $64K-65,999 Nurse-LPN $ $ (10) $ (2) Nurse Manager/Head Nurse $ $ (5) Nurse Practitioner $ $ Nurse-RN-General Duty $ $ $ (2) $ (2) $ $ (10) Patient Accounts Representative $ $ $

18 Patient Care Technician $ Physician Assistant $ $ Physical Therapist-Licensed $ (2) $ $ Physical Therapy Director $74K-75,999 $84K-85,999 $60K-61,999 $62K-63,999 $70K-71,999 Table 56: 10 to 50 Employees Hospitality/Food Service Bar Staff <$10 (9) Chef $ (2) $ (2) Cook <$10 (2) $ (5) $ (5) Cook s Assistant <$10 (9) Food Service Helper <$10 (27) $ $ (2) $ Head Cook $ Hostess <$10 $26K-27,999 $44K-45,999 (2) $34K-35,999 $ (2) Housekeeping <$10 $ Reservation Staff <$10 (2) $24K-25,999 Sales <$10 (2) Wait Staff <$10 (42) <$20K Table 57: 10 to 50 Employees Human Resources Human Resources Director $40K-41,999 $60K-61,999 $66K-67,999 Human Resources Generalist $ $26K-27,999 Human Resources Manager $ $36K-37,999 $60K-61,999 18

19 Table 58: 10 to 50 Employees Information Technology Applications Programmer $42K-43,999 $44K-45,999 $96K-97,999 $100K-125K Applications Programmer-Lead $56K-57,999 Applications Programmer- $50K-51,999 Senior Database Administrator $34K-35,999 Database Administrator $150K+ Supervisor Department Head $30K-31,999 $32K-33,999 (2) $34K-35,999 $42K-43,999 $50K-51,999 Documentation Specialist $28K-29,999 Help Desk Coordinator $ $ Help Desk Supervisor $36K-37,999 Information Systems Manager $ $44K-45,999 (3) $76K-77,999 IT/IS Director $52K-53,999 Network Administrator $ $50K-51,999 $54K-55,999 Programmer/Analyst-Senior $54K-55,999 Software Technician $30K-31,999 (2) $32K-33,999 System Administrator $44K-45,999 Systems Analyst $60K-61,999 Systems Analyst-Senior $80K-81,999 Systems and Programming $58K-59,999 Manager Technician $ $ (3) $ $ $ $26K-27,999 $30K-31,999 (3) $46K-47,999 $48K-49,999 (2) $64K-65,999 $ (2) $ (2) Telecommunications $ Supervisor Telecommunications Technician $ (2) $

20 Table 59: 10 to 50 Employees Legal Attorney-Staff $50K-51,999 $52K-53,999 $62K-63,999 Compliance/Regulatory Officer $44K-45,999 (Legal) Legal Secretary $ Table 60: 10 to 50 Employees Manufacturing Assembler-Electronic <$10 (17) $ (4) $ (3) $ (6) CNC Operator $ (2) $ (2) $ $ (2) $ $ CNC Programmer $ (4) $ (2) $ $ Director of Operations $54K-55,999 $56K-57,999 General Manager $62K-63,999 Inspector $ $ Inspector-Senior $ $46K-47,999 Job Estimator-Manufacturing $ $ Machine Operator $ (4) $ $ $ Machine Operator-Senior $ Machine Set-Up/Adjuster $

21 Machinist $ $ $ (5) $ (6) $ (7) $ Manufacturing Manager $42K-43,999 Manufacturing Manager- $ Senior Painter-Industrial $ $ Plant Manager $ (2) $90K-91,999 Plant Superintendent $ $58K-59,999 $62K-63,999 $66K-67,999 Polisher $ $ Preventative Maintenance Technician $ Production Scheduler $ Production Supervisor $ $ (2) $ $ Production Worker-General $ (13) $ (5) Quality Control Manager $ $ Tool and Die Maker $ (2) $ (2) Welder $ $ $ (2) $ (3) $ (3) $ (4) $ (2) $ (2) $ (3) $46K-47,999 $48K-49,999 (4) 21

22 Table 61: 10 to 50 Employees Marketing/Communications Communications Manager $30K-31,999 $40K-41,999 Communications Specialist $40K-41,999 (2) Creative Services Director $44K-45,999 $58K-59,999 Graphic Designer/Artist $ Marketing Coordinator $26K-27,999 (2) Marketing Director $42K-43,999 $64K-63,000 $64K-65,999 $74K-75,999 Marketing Manager $34K-35,999 $40K-41,999 $54K-55,999 Public Relations Manager $64K-65,999 Technical Writer $42K-43,999 Table 62: 10 to 50 Employees Materials Management Buyer $30K-31,999 Driver-Light/Non-Mfr $ $ (2) Inventory and Production Control Mgr $ $28K-29,999 $70K-71,999 Inventory Clerk <$10 $28K-29,999 $ $ Purchasing Manager $

23 Table 63: 10 to 50 Employees Not-For-Profit Administrator for Nonprofit $82K-83,999 Organizations Community Outreach $ Specialist Counselor <$10 (11) $ (2) $ (3) $ (2) $ $ (2) Fundraising Coordinator $ (.5) Program Coordinator $ (2) $ Program Director $ $72K-73,999 Volunteer Coordinator $ (.5) 23

24 Table 64: 10 to 50 Employees Office Administration Administrative Assistant <$10 (5) $ $ (2) $ (4) $ <$20K $26K-27,999 $28K-29,999 (2) $30K-31,999 $32K-33,999 $ (2) $ $ (2) Clerk <$10 $ $ Clerk County/City $ (2) Clerk-Senior $36K-37,999 Executive Assistant $ $38K-39,999 $ Office Manager $ $ (2) $ $ Office Manager-Senior $ (9) $ $ Office Specialist $ (2) $ Receptionist <$10 $ (3) $ (2) $ (4) $ (2) $ Secretary $ (3) Telephone Operator $ $ $ $30K-31,999 $32K-33,999 $34K-35,999 (3) $36K-37,999 $38K-39,999 $44K-45,999 $48K-49,999 $50K-51,999 $50K-51,999 $32K-33,999 $36K-37,999 $44K-45,999 24

25 Table 65: 10 to 50 Employees Other Drivers $ $ $ Laborers <$10 $ (2) Landscape Foreman $ (2) Lawn Quality Control $ Office $ $ Wood Craftsman $ (7) Table 66: 10 to 50 Employees Real Estate/Construction Equipment Operator-Heavy $ (6) $ (2) $ (2) $ (7) $ $ $ $80K-81,999 Table 67: 10 to 50 Employees Sales/Service Cashier <$10 (17) $ $ Customer Service Director $40K-41,999 $64K-65,999 Customer Service Manager $ $28K-29,999 $30K-31,999 25

26 Customer Service Representative Customer Service Representative-Senior Customer Service Supervisor <$10 (2) $ (5) $ (12) $ (8) $ (2) $ $ (2) $ (2) $ (2) $ $ $ Customer Service $ Representative-Technical Field Service Technician <$10 (3) $ $ (3) $ (3) $ (6) $ (8) Inside Sales Manager $ $ Order Entry Clerk $ Sales Assistant $ (15) $ (2) $ $ $ Sales Engineer Sales Manager-District (Supervisory/Managerial) Sales Manager-National (Supervisory/Managerial) $20K-21,999 (2) $28K-29,999 (2) $ $28K-29,999 $70K-71,999 $28K-29,999 $62K-63,999 $36K-37,999 $44K-45,999 $88K-89,999 $28K-29,999 $64K-65,999 $48K-49,999 $30K-31,999 $38K-39,999 $44K-45,999 $46K-47,999 $54K-55,999 $70K-71,999 $86K-87,999 26

27 Sales Representative-Inside $ $ (4) $ $ Sales Representative-Inside- Senior <$20K (3) $20K-21,999 (3) $24K-25,999 $26K-27,999 (2) $28K-29,999 (4) $40K-41,999 $52K-53,999 $70K-71,999 $100K-125K $126K-150K $78K-79,999 $150K+ (4) Sales Representative- International Sales Representative-Outside $ <$20K $30K-31,999 (2) $32K-33,999 $34K-35,999 $36K-37,999 (2) $42K-43,999 $50K-51,999 (2) $60K-61,999 $70K-71,999 $80K-81,999 $86K-87,999 $100K-125K (2) $126K-150K Stock Clerk <$10 (4) $ (3) Store Clerk <$10 (12) $ (4) $ (2) $ (4) $ (3) $ $ Store Manager $ (3) $ Warranty Coordinator $ $ $22K-23,999 $28K-29,999 $40K-41,999 $42K-43,999 27

28 Table 68: 10 to 50 Employees Utilities Water Treatment Plant $ (3) Operator No wage data was provided for the Insurance job family for companies with employees. 28