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 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 69: 51 to 100 Employees Banking Branch Manager $46K-47,999 (3) Collector $ Credit Analyst Loan Officer Loan Processor - Senior $ $ $ (2) $ (2) $ (2) $ $ $ Operations Manager Banking $ $ $ (2) $40K-41,999 $44K-45,999 $60K-61,999 $64K-65,999 $44K-45,999 $60K-61,999 $74K-75,999 (2) $90K-91,999 $100K-125K (6) $40K-41,999 $50K-51,999 12

13 Table 70: 51 to 100 Employees Distribution/Warehouse CDL Driver $ (2) $ (3) $ (5) $ (2) $ (2) $ (3) $ $ (3) $ (2) Forklift Operator $ $ (13) $ (2) Material Handler $ $ (8) Material Handler -Senior $ $ $ Receiver $ $ Shipper $ (3) $ Shipping and Receiving Clerk $ (3) $ $ (2) $ Shipping Supervisor $ $46K-47,999 $56K-57,999 Warehouse Manager $50K-51,999 Warehouse Supervisor $ $ Warehouse Worker $ (2) $ $ $ $

14 Table 71: 51 to 100 Employees Engineering/Scientific/Technical Appraiser 1 $ CAD Designer $ CAD Designer Senior CAD Draftsperson $ Design Engineer Design Engineer Senior Electrician $ Electronic Technician $ (6) $ Engineering Director Engineering Manager $56K-57,999 $52K-53,999 $54K-55,999 (2) $58K-59,999 (2) $70K-71,999 $64K-65,999 $68K-69,999 $78K-79,999 $86K-87,999 $100K-125K Engineering Technician $ $ (4) Laboratory Technician Senior $ $52K-53,999 Manufacturing Engineer Senior Mechanical Engineer Process Engineer Product Development Engineer Project Engineer Project Manager Quality Control Engineer Quality Inspector $ $ (2) $70K-71,999 $78K-79,999 $56K-57,999 $40K-41,999 $54K-55,999 $60K-61,999 $64K-65,999 $60K-61,999 $62K-63,999 $68K-69,999 $80K-81,999 $84K-85,999 $92K-93,999 $56K-57,999 $62K-63,999 $54K-55,999 $60K-61,999 $54K-55,999 $56K-57,999 14

15 Table 72: 51 to 100 Employees Executive Management Administrator/Head Public $78K-79,999 Official Chief Executive Officer $76K-77,999 $100K-125K (2) $150K+ (4) Chief Financial Officer $52K-53,999 $84K-85,999 $90K-91,999 (3) $94K-95,999 $100K-125K $126K-150K (2) Chief Lending Officer $86K-87,999 $100K-125K Chief Operating Officer $100K-125K $126K-150K $150K+ President $100K-125K (2) $126K-150K (2) $150K+ (3) Top Engineering Executive Top Human Resources Executive Top Manufacturing Executive Top Marketing Executive Top Sales Executive Treasurer Vice President Vice President of Business Development Vice President of Operations $100K-125K $26K-27,999 $72K-73,999 $76K-77,999 $100K-125K $74K-75,999 $80K-81,999 $100K-125K $100K-125K $94K-95,999 $98K-99,999 (2) $126K-150K (2) $150K+ (2) $96K-97,999 $126K-150K (2) $42K-43,999 $78K-79,999 (2) $92K-93,999 (2) $126K-150K (2) 15

16 Table 73: 51 to 100 Employees Facilities Maintenance Custodian <$10 $ $ $ (2) Facilities Planner $ $50K-51,999 Maintenance Electrician $ Maintenance Electrician Senior Maintenance Helper $ (2) $ $ Maintenance Installer/Repairer $ $ (9) $ Maintenance Manager $ $74K-75,999 Maintenance Mechanic $ $ (3) $ Maintenance Mechanic Senior $ (6) Maintenance Supervisor $ (2) $52K-53,999 $ Maintenance Supervisor Senior $ $52K-53,999 (2) 16

17 Table 74: 51 to 100 Employees Finance Accountant $ $38K-39,999 $44K-45,999 $52K-53,999 $68K-69,999 Accounting Clerk $ $ (2) $ Accounting Clerk-Senior $ $28K-29,999 $42K-43,999 Accounting Clerk-Specialist $48K-49,999 $64K-65,999 Accounting Manager-General $48K-49,999 Accounts Payable Coordinator $ $32K-33,999 $34K-35,999 $42K-43,999 Accounts Payable/Receivable Clerk $ $ (2) $ $ $28K-29,999 Assistant Controller Controller Credit and Collection Manager Financial Analyst Payroll Clerk $ Payroll Coordinator $ Payroll Manager Tax Accountant Tax Manager $44K-45,999 $50K-51,999 $62K-63,999 $56K-57,999 $68K-69,999 $80K-81,999 (2) $90K-91,999 $92K-93,999 $96K-97,999 $34K-35,999 $46K-47,999 $32K-33,999 $66K-67,999 $52K-53,999 $90K-91,999 17

18 Table 75: 51 to 100 Employees Healthcare Admitting Representative $ (2) $ (3) $ Behavioral Health Therapist $46K-47,999 (2) $48K-49,999 $52K-53,999 (2) $56K-57,999 (3) $60K-61,999 (2) Clinical Psychologist $64K-65,999 Medical Assistant $ Medical Billing Specialist $ $ $ Medical Records Clerk $ $ Medical Records Coder $ Medical Technologist $ $ Medical Transcriptionist $ Nurse LPN $ $ Nurse RN General Duty $ $ (3) $ Nurse Manager/Head Nurse $ $ Occupational Therapist Patient Accounts $ Representative Patient Care Technician $ $ $ $ (3) Surgical Technician Cert./Cert. $ Eligible Surgical Technician Non- $ Certified Transporter $ Unit Secretary $ $60K-61,999 18

19 Table 76: 51 to 100 Employees Human Resources Benefits Coordinator $50K-51,999 Fringe Benefits Specialist $44K-45,999 $52K-53,999 Human Resources Assistant $ $58K-59,999 Human Resources Director $50K-51,999 $64K-65,999 Human Resources Generalist $ $ $36K-37,999 $54K-55,999 Human Resources Manager $44K-45,999 $52K-53,999 $54K-55,999 (2) $60K-61,999 $68K-69,999 $72K-73,999 $92K-93,999 Recruiter $54K-55,999 $56K-57,999 $58K-59,999 $60K-61,999 (6) $62K-63,999 (2) $64K-65,999 $66K-67,999 (2) $68K-69,999 $74K-75,999 Safety Administrator $46K-47,999 Safety Director $70K-71,999 Staffing Coordinator $34K-35,999 Training Manager $88K-89,999 19

20 Table 77: 51 to 100 Employees Information Technology Applications Programmer $ Applications Programmer Lead $84K-85,999 Computer Operations Specialist $ Data Architect $58K-59,999 Data Entry Clerk $ Database Analyst $64K-65,999 Department Head $100K-125K Desktop/Computer Support $ Coordinator Desktop/Computer Support $46K-47,999 Specialist Documentation Specialist $ Help Desk Coordinator $ Information Security Administrator $48K-49,999 $86K-87,999 IT / IS Director $70K-71,999 (2) Information Systems Manager Network Administrator $42K-43,999 $40K-41,999 $44K-45,999 $48K-49,999 $50K-51,999 $58K-59,999 Programmer / Analyst $50K-51,999 (2) $76K-77,999 Software Technician $ Systems Administrator $ $46K-47,999 Technician $ (2) $ Technology Director Telecommunications Supervisor $40K-41,999 $64K-65,999 20

21 Table 78: 51 to 100 Employees Manufacturing Assembler - Electronic $ $ (8) $ (2) $ (3) $ (3) $ (2) Assembler - Heavy $ (2) Assembler - Light Non- Electronic $ (16) $ (4) $ (3) $ (2) $ (6) $ $ (2) Assembler Light Non- $ (7) Electronic Senior CNC Operator $ (5) $ (3) $ (5) $ (2) $ (5) $ (3) $ $ (14) $ (2) $ (2) $ (4) CNC Programmer $ $ (4) $ $ (3) $ (4) General Manager Inspector $ (15) $ (2) $ (3) $ (4) $100K-125K $126K-150K 21

22 Machine Operator <$10 (6) $ (17) $ (3) $ (4) $ (2) $ (2) $ $ Machine Operator Senior $ (4) $ $ $ $ $ (2) $ Machine Set-Up/Adjuster $ (3) $ $ (3) $ $ $ $ $ Machinist $ (2) $ (4) $ (4) $ (4) $ $ (2) $ (4) $ (2) $ (2) $ $ Manufacturing Manager Manufacturing Manager Senior Milling Machine Operator $ (2) Senior $ (5) Painter Industrial $ $ $ (3) Plant Superintendent $46K-47,999 $34K-35,999 $60K-61,999 $68K-69,000 $100K-125K $150K+ 22

23 Plant Manager Preventative Maintenance $ Technician Production Scheduler $ $ Production Supervisor $ (6) $ Production Supervisor Senior $ (4) $ $ Production Worker General <$10 (37) $ (3) $ (18) $ $ $ (8) Production Worker Lead $ $ $ Punch Press Operator $ (9) $ (7) $ (3) Quality Control Supervisor Quality Control Manager Quality Technician <$10 (2) $ $ (7) $ (6) $ $ (4) $68K-69,000 $80K-81,999 $98K-99,999 $100K-125K $50K-51,999 $64K-65,999 $30K-31,999 $40K-41,999 $44K-45,999 $46K-47,999 $48K-49,999 $52K-53,999 $56K-57,999 $52K-53,999 $58K-59,999 $52K-53,999 $54K-55,999 $40K-41,999 $50K-51,999 $68K-69,000 (2) $70K-71,999 (2) $42K-43,999 23

24 Tool and Die Maker $ (2) $ (2) $ $ $ (21) Welder $ (2) $ $ (2) $ (6) Welder - Senior $ (2) $ (6) $ Table 79: 51 to 100 Employees Marketing/Communications Advertising Specialist $44K-45,999 Communications Manager $46K-47,999 Copy Writer $54K-55,999 Creative Services Director $46K-47,999 Graphic Designer/Artist $ $38K-39,999 Marketing Coordinator $ (2) $32K-33,999 $44K-45,999 $86K-87,999 Marketing Specialist $44K-45,999 Marketing Manager $54K-55,999 $74K-75,999 Marketing Director $80K-81,999 $84K-85,999 Media Producer $

25 Table 80: 51 to 100 Employees Materials Management Buyer $42K-43,999 Buyer Senior $ (4) Driver Light/Non <$10 Manufacturing Inventory and Production Control Manager Inventory Clerk $ $ Materials Management Director Purchasing Clerk $ $ $ Purchasing Manager Scheduling Manager Traffic Manager $ $62K-63,999 $66K-67,999 $68K-69,999 $58K-59,999 $44K-45,999 $54K-55,999 $80K-81,999 $50K-51,999 Table 81: 51 to 100 Employees Not-For-Profit Case Manager Counselor $ (2) $36K-37,999 (9) $38K-39,999 (4) Development Director Housing Program Manager $28K-29,999 (2) Program Coordinator $ (5) $ (3) Program Director $44K-45,999 (2) $48K-49,999 Social Worker $36K-37,999 (3) $38K-39,999 (2) $42K-43,999 $46K-47,999 $50K-51,999 (2) 25

26 Table 82: 51 to 100 Employees Office Administration Administrative Assistant $ (3) $ (2) $ $30K-31,999 $34K-35,999 $38K-39,999 $ (3) $ (3) $ (6) Executive Assistant $ $50K-51,999 $ Executive Secretary $42K-43,999 (2) Office Manager $ $ Office Specialist $ $ Receptionist <$10 (2) $ $ (4) $ (2) $ (2) Secretary $ $ Telephone Operator $ $34K-35,999 $36K-37,999 (2) $38K-39,999 (3) $40K-41,999 (2) $44K-45,999 $46K-47,999 Table 83: 51 to 100 Employees Other Program Assistant <$10 (7) $ (10) Program Manager $ (13) $ (4) $ (3) $

27 Table 84: 51 to 100 Employees Sales/Service Customer Service Director $84K-85,999 $96K-97,999 Customer Service Manager $40K-41,999 $46K-47,999 $56K-57,999 $64K-65,999 $66K-67,999 (2) $84K-85,999 Customer Service Representative Customer Service Representative-Senior Customer Service Supervisor Field Service Engineer <$10 $ $ $ $ $ $ $ $ Field Service Technician $ $ Order Entry clerk $ $24K-25,999 $32K-33,999 (2) $38K-39,999 $ $44K-45,999 (2) $48K-49,999 $42K-43,999 $50K-51,999 $100K-125K (3) Sales Assistant <$10 $ Sales Engineer Sales Manager-District (Supervisory/Managerial) Sales Manager-National (Supervisory/Managerial) Sales Manager-Regional (Supervisory/Managerial) $54K-55,999 $66K-67,999 (2) $74K-75,999 $90K-91,999 $100K-125K (2) $60K-61,999 (2) $68K-69,999 $78K-79,999 $126K-150K 27

28 Sales Representative Inside $ (4) $ (2) $ Sales Representative International <$20K (2) $23K-23,999 $24K-25,999 $28K-29,999 (3) $30K-31,999 (5) $32K-33,999 $34K-35,999 (2) $36K-37,999 (4) $40K-41,999 $42K-43,999 (5) $44K-45,999 (2) $50K-51,999 $54K-55,999 $32K-33,999 $50K-51,999 $70K-71,999 $78K-79,999 Sales Representative Outside $26K-27,000 (4) $28K-29,999 (2) $30K-31,999 (3) $100K-125K (2) Sales Representative Outside Senior $46K-47,999 No wage data was provided for the Education/Instructional Support, Hospitality/Food Service, Insurance, Legal, Real Estate/Construction and Utilities job families for companies with employees. 28