Executive Summary 3 TABLE OF CONTENTS Survey of Pay Practices Introduction 5 Pay Practices Survey Methodology 5 Participation 5 Survey Results Questions 1-3 6 Questions 4-6 7 Questions 7-12 8 Questions 13-18 9 Questions 19-22 10 Lodging Industry Wage Data Snapshot on Housekeepers by State 11 Snapshot on Entry Level Positions by City 13 Appendix 17
EXECUTIVE SUMMARY The American Hotel & Lodging Association (AH&LA) partnered with WageWatch, Inc. to conduct a national survey of hotel pay practices (the Survey ). The survey was conducted from January to August 2014. Total participation in this survey amounts to 23% of the 53,000 hotels in the industry today and represents almost half a million employees. The Survey results provided significant insight into the current pay practices in the lodging industry. The minimum wage in the lodging industry is used mostly as a starting rate for new hires in entry-level positions in front- and back-of-the-house positions, such as front desk agent and housekeeper. Pay raises usually occur in less than six to nine months, with workers moving up through the ranks and leading into life-long careers in the hospitality industry. Further, the majority of employees receive extensive benefits packages with flexible hours and continuing education opportunities. 3
HIGHLIGHTS INCLUDE THE HOTEL INDUSTRY OFFERS GOOD, HIGH-PAYING JOBS The hotel industry is a leader in business, providing hourly and full-time employees fair and reasonable wages in jobs that offer a fast-track to a hospitality career. Nearly 40% of respondents pay 100% of their workforce above the minimum wage. Almost half pay 75% or more of their employees above the minimum wage. Overwhelmingly, most jobs in the lodging industry pay above minimum wage. More than half of respondents have starting rates above the minimum wage for eight out of 10 jobs surveyed. More than a third (35.8%) of respondents have starting rates for housekeepers above the minimum wage, not including tips. College students make up 12.6% of minimum wage workers. THE HOTEL INDUSTRY OFFERS GOOD, HIGH-PAYING JOBS WITH BENEFITS Benefits constitute a significant portion of a non-exempt hotel workers total compensation. Benefits serve a strategic function in attracting and retaining a competitive workforce. 85.8% of the Survey respondents provide medical insurance benefits to non-exempt workers. 86.8% of respondents provide paid time off benefits to non-exempt workers. Nearly 62% of the survey respondents that offer employee healthcare benefits subsidize basic individual plan premiums at 60% or greater. THE HOTEL INDUSTRY OFFERS GOOD, HIGH-PAYING JOBS WITH BENEFITS AND A FAST-TRACK TO SENIOR POSITIONS. Minimum wage positions in the hotel industry offer a fast-track to upward mobility and serve as a gateway for new workers to enter the lodging industry. 80% of minimum wage workers are eligible for promotion in less than a year and 100% are eligible in less than 2 years. On average, non-tipped, eligible employees that start at the minimum wage will earn more than the minimum wage within nine to twelve months of hire. More than half (60%) of respondents said 50% or more of their mangers began their hotel careers in an entry-level position. Half of respondents report that 50% or more of the hotel general managers started in minimum wage hotel positions. 40% of respondents said that half or more of their corporate executives began their hotel career in hourly entry-level positions. 4
PAY PRACTICES SURVEY METHODOLOGY SURVEY OF PAY PRACTICES WageWatch conducted a national Pay Practices Survey on behalf of the American Hotel & Lodging Association (AH&LA). WageWatch invited its customers to participate, and AH&LA invited its member lodging and hospitality management companies to participate. Participation was free of charge and was by invitation only. The response rate was very strong with 356 hotel management companies and individual properties participating nationwide. The survey was open to participation from January 2014 to August 2014. The survey participants represent over 435,000 full-time and part-time employees from an estimated 12,000 hotel properties. This report presents the Survey findings in question and answer format. The data was cleaned and aggregated by WageWatch analysts. Answers are reported for both arithmetic mean (average) and median. Both values are presented because when the median and mean are equal or are statistically indeterminate, the distribution curve is considered normal. When the mean is statistically lesser or greater in value than the median, the distribution is skewed in that direction. All minimum wage references by survey participants reflect the minimum wage in the state in which each property is located. Other questions are reported in prevalence format. Prevalence is a measure of universality or commonality amongst survey respondents and is reported as percentage utilization. This type of question is most useful in gauging how widespread pay practices and benefit offerings are amongst respondents. PARTICIPATION Total estimated participation in this survey amounts to 23% of the 53,000 hotels in the industry today and represents almost half a million employees. The Survey response statistics were as follows: Number of known hotel management companies responding was 119; Number of known hotel properties represented was 10,800*; Number of full time employees represented was 334,950; and Number of part time employee represented was 100,050. *WageWatch estimates the count to be in excess of 12,000 once an estimated 2,000 properties from the anonymous participants are factored in. This represents approximately 23% of the total hotel industry population. 5
QUESTION 1 HOW MANY EMPLOYEES DO YOU HAVE (HEADCOUNT)? Median Full Time Headcount 48 986 Part Time Headcount 17 241 SURVEY RESULTS QUESTIONS 1-3 headcount exceeds Median headcount which indicates some respondents had much larger employee counts. It also reflects a diverse hotel sample of small, single hotels and large, management companies with hotels in multiple states and markets. QUESTION 2 HOW MANY OF YOUR JOB TITLES HAVE A STARTING RATE EQUAL TO THE MINIMUM WAGE? No. Job Titles with Starting rates = Min Wage % of Survey Respondents 0 35.74% 1-5 34.53% 6-10 13.51% remainder 16.22% Over 35% of survey respondents state that all their positions have starting rates higher than the minimum wage and over 70% of survey respondents have 5 or less job titles that start at minimum wage. The other positions have hourly rates at higher than the minimum wage. QUESTION 3 HOW MANY OF YOUR JOB TITLES, WHO ARE NOT TIP ELIGIBLE, HAVE A STARTING RATE OF THE MINIMUM WAGE? Non-Tipped Job Titles with Starting rates = Min Wage % of Survey Respondents 0 57.40% 1-5 23.87% 6-10 7.55% remainder 11.18% Over 57% of survey respondents state that all their tipped positions have starting rates above the minimum wage and over 81% of survey respondents have 5 or less tipped position job titles that start at minimum wage. 6
QUESTION 4 OF ALL MINIMUM WAGE POSITIONS, APPROXIMATELY HOW MANY, BY PERCENTAGE, ARE OCCUPIED BY SEASONAL WORKERS OR BY COLLEGE STUDENTS? Median Seasonal Workers 10.0% 22.3% College Students 10.0% 12.6% SURVEY RESULTS QUESTIONS 4-6 Seasonal and college workers make up an important segment of workers earning minimum wage positions. QUESTION 5 WHICH OF THESE JOB TITLES HAVE STARTING RATES EQUAL TO THE MINIMUM WAGE? (Select all that apply.) Food Server 54.6% Restaurant Host 18.3% Prep Cook 7.9% Bartender 31.0% Bar Back 15.7% Dishwasher/Steward 24.0% Laundry Attendant 45.0% Housekeeper 64.2% Front Desk Agent 19.2% Maintenance Tech, Entry Level 12.7% Overwhelmingly, most job titles in the lodging industry pay above minimum wage. More than 50% of respondents have starting rates above the minimum wage for 8 out of the 10 job titles surveyed. Housekeeper and food server positions, which start at minimum wage more frequently, are typically tipped positions. Further, more than a third (35.8%) of respondents have starting rates for housekeepers above the minimum wage and 45.4% of respondents have starting rates above the minimum wage for food servers. QUESTION 6 If the positions selected in the previous question can earn more than the minimum wage, WHAT IS THE AVERAGE LENGTH OF TIME BEFORE EACH WOULD RECEIVE A WAGE INCREASE ABOVE MINIMUM WAGE? Median Months before increase 12 9 Over 85% of Survey respondents answered Yes. These positions can earn above minimum wage with tips. 7
QUESTION 7 WHAT IS THE MINIMUM EDUCATION REQUIREMENT FOR YOUR MINIMUM WAGE, STARTING PAY, JOB TITLES? The overwhelming majority (76.5%) of survey respondents said that there is no minimum education requirement for entry level positions. The remaining 23.5% of respondents require a high school diploma or GED. SURVEY RESULTS QUESTIONS 7-12 QUESTION 8 WHAT PERCENT OF YOUR WORKFORCE IS PAID THE MINIMUM WAGE? Thirty-seven percent of respondents pay 100% of their employees above the minimum wage, and 45.1% of respondents pay 75% or more of their employees above the minimum wage. Tables for these questions can be found in the Appendix. QUESTION 9 WHAT PERCENT OF YOUR FULL TIME EMPLOYEES ARE PAID ABOVE THE MINIMUM WAGE, INCLUDING TIPS? Over 70% of Survey respondents said that the majority (76 100%) of their full-time employees are paid above minimum wage. QUESTION 10 WHAT PERCENT OF YOUR PART TIME EMPLOYEES ARE PAID ABOVE THE MINIMUM WAGE, INCLUDING TIPS? Over 60% of Survey respondents said that 76% to 100% of their part-time employees are paid above minimum wage. QUESTION 11 WHAT IS THE MINIMUM AMOUNT OF TIME A NEW HIRE HOURLY EMPLOYEE HAS TO STAY IN THE JOB BEFORE BEING ELIGIBLE FOR A PROMOTION? Hourly employees have the opportunity to move ahead in their career quickly, with 80.7% eligible for promotion in less than a year and 100% reporting that new hires are promotion eligible within two years. QUESTION 12 WHAT IS THE AVERAGE LENGTH OF TIME AN HOURLY EMPLOYEE STAYS IN A JOB BEFORE BEING PROMOTED? On average, the overwhelming majority (75.3%) of hourly employees earn promotions within two years of employment. 8
QUESTION 13 WHAT IS THE AVERAGE LENGTH OF TIME AN HOURLY EMPLOYEE STAYS WITH YOUR COMPANY? Low turnover of hourly employees speaks to competitive pay and benefit practices as well as career opportunities within the organization. The majority of Survey respondents (53.3%) report that hourly employees stay with the company more than three years on average. SURVEY RESULTS QUESTIONS 13-18 QUESTION 14 WHAT IS THE AVERAGE LENGTH OF TIME A SALARIED EMPLOYEE STAYS WITH YOUR COMPANY? The overwhelming majority (81.3%) of salaried employees are also loyal employees, staying with their company an average of three years or more. Tables for these questions can be found in the Appendix. QUESTION 15 HOW MANY GENERAL MANAGERS DO YOU CURRENTLY EMPLOY COMPANY-WIDE? The number of responses to this question by Survey participants were insufficient for reporting results. QUESTION 16 WHAT PERCENTAGE OF YOUR GENERAL MANAGERS STARTED THEIR CAREERS FROM AN HOURLY HOTEL POSITION? Almost one hundred percent of Survey respondents (90.8%) report that at least some of their General Managers started their careers in hourly hotel positions. While about 50% of respondents state that 50% or more of their General Managers began in entry level positions. QUESTION 17 FOR THE HOTEL POSITIONS, WHAT PERCENTAGE OF MANAGERS (ALL DEPARTMENTS) BEGAN THEIR HOTEL CAREER AT AN HOURLY ENTRY LEVEL POSITION? Upward mobility in the lodging industry is evident in other management positions with 98.2% of Survey respondents reporting that at least some of their hotel department heads began their hotel career in hourly hotel positions. Over 60% of Survey respondents reported that 50% or more of their managers began their hotel career in an entry level hourly position. QUESTION 18 FOR THE CORPORATE OFFICE, WHAT PERCENTAGE OF EXECUTIVES (DIRECTOR, VP, C-SUITE) BEGAN THEIR HOTEL CAREER AT A HOURLY ENTRY LEVEL POSITION? The overwhelming majority (86.4%) report that at least some of their top executives began their hotel career at an hourly entry level position. 40% of respondents stated that 50% or more of their corporate executives began their hotel career in an hourly entry level position. 16% of respondents said that 26% - 50% of their managers began their hotel career in an hourly entry level position. 9
SURVEY RESULTS QUESTIONS 19-22 QUESTION 19 DOES YOUR COMPANY OFFER THE FOLLOWING BENEFITS TO HOURLY EMPLOYEES: Prevalence of Benefit Offering Medical Insurance 85.9% Dental Insurance 85.8% Tuition Reimbursement 49.7% Paid Time off 86.9% 401k/Retirement Plan 75.9% Flex Schedule 52.4% The vast majority of the hotel industry provides an extensive program of benefits to its hourly employees, including health and dental benefits, retirement plans, paid time off, flexible schedules and continuing education opportunities. QUESTION 20 IF YOU OFFER MEDICAL INSURANCE, WHAT PERCENTAGE OF THE PREMIUM IS PAID BY THE EMPLOYEE FOR BASIC LEVEL INDIVIDUAL COVERAGE? Employees who receive healthcare benefits can also expect that the majority of their plan premiums will be subsidized by their employer. Results show that 87.4% of survey respondents offer healthcare benefits to their employees. Nearly 62% of the survey respondents that offer employee healthcare benefits subsidize basic individual plan premiums at 60% or greater. QUESTION 21 DO YOU OFFER CONTINUING EDUCATION/CERTIFICATION/ RECERTIFICATION COURSES TO HOURLY EMPLOYEES? More than 40% of survey respondents offer education assistance to their employees. For those who offer education assistance, the average number of participating employees is: Median Offer Educational Assistance 10.0 15.5 QUESTION 22 IF YOUR COMPANY HAS CONDUCTED AN EMPLOYEE ENGAGEMENT SURVEY WITHIN THE LAST THREE YEARS, CAN YOU PROVIDE THE RANKING RESPONSE REGARDING OVERALL JOB SATISFACTION? Skip if not applicable. Answers should add up to 100%. Median Rating Rating Very Satisfied 75.0% 64.9% Satisfied 16.0% 22.4% Neutral 5.0% 9.3% Somewhat Satisfied 5.0% 6.4% Unsatisfied 2.0% 4.2% An overwhelming majority of employees rate their overall job satisfaction as Very Satisfied 10
LODGING INDUSTRY AVERAGE WAGE DATA SNAPSHOT ON HOUSEKEEPERS BY STATE The following tables provide a snapshot of the average current wages paid by state to Housekeeping Attendants for select service and full service hotels. This position is typically an entry level minimum wage position. The data presented does not include tip earnings. A large majority of Housekeeping Attendants do receive tips. The tables demonstrate that in the 45 states represented below, average pay is above the national minimum wage. The data is from the WageWatch 2013 National Benchmark Report. Housekeeping Attendant Wages Select Service Hotels State Alabama $8.34 Alaska $10.34 Arizona $8.60 Arkansas $7.99 California $9.49 Colorado $8.80 Connecticut $9.46 Delaware $10.17 Florida $8.68 Georgia $8.91 Idaho $7.92 Illinois $9.84 Indiana $8.41 Iowa $8.99 Kansas $8.31 Kentucky $8.70 Louisiana $9.11 Maine $9.11 Maryland $9.65 Massachusetts $10.32 Michigan $9.05 Minnesota $9.09 Mississippi $7.77 Current Rate Missouri $8.89 State Current Rate Montana $8.58 Nebraska $8.63 Nevada $9.51 New Hampshire $9.21 New Jersey $9.84 New Mexico $8.63 New York $10.58 North Carolina $8.60 Ohio $8.94 Oregon $9.17 Pennsylvania $9.76 Rhode Island $8.86 South Carolina $8.28 Texas $8.52 Utah $8.83 Vermont $8.85 Virginia $10.07 Washington $9.84 West Virginia $8.06 Wisconsin $8.57 Wyoming $9.56 US National $9.08 11
SNAPSHOT ON HOUSEKEEPERS BY STATE (CONT.) Housekeeping Attendant Wages Full Service Hotels State Current Rate State Current Rate LODGING INDUSTRY AVERAGE WAGE DATA Alabama $8.51 Arizona $9.80 Arkansas $8.08 Colorado $10.57 Connecticut $10.21 Florida $9.89 Georgia $9.27 Indiana $9.87 Iowa $9.50 Kentucky $9.13 Louisiana $10.22 Maryland $10.77 Michigan $10.13 Missouri $9.56 Nebraska $8.54 Nevada $11.39 New Mexico $9.28 North Carolina $8.95 Ohio $10.57 Oklahoma $8.34 Oregon $10.16 South Carolina $9.05 Tennessee $8.93 Texas $9.20 Utah $9.86 Virginia $10.82 Wisconsin $9.92 12
LODGING INDUSTRY AVERAGE WAGE DATA SNAPSHOT ON ENTRY LEVEL POSITIONS BY CITY The following tables provide a snapshot of the average current wages paid in seven major cities to Housekeeping Attendants and Front Desk Agents for select service hotels, and Housekeeping Attendants and Stewart/Dishwashers for full service hotels. These positions are typically minimum wage positions. In each city, the average wages paid far exceed the federal minimum wage. The data presented does not include tip earnings. A large majority of Housekeeping Attendants and Front Desk Agents receive tips. The data was derived from the WageWatch 2013 National Benchmark Report. Housekeeping Attendant Wages Select Service Hotels City Base Pay San Diego $9.83 Seattle $11.19 Los Angeles $11.33 Boston $11.36 Philadelphia $12.12 Chicago $14.26 San Francisco $17.22 Housekeeping Attendant Wages Full Service Hotels City Base Pay San Diego $13.19 Seattle $13.89 Los Angeles $14.61 Philadelphia $14.98 Chicago $16.26 Boston $18.38 San Francisco $19.58 Front Desk Agent Wages Select Service Hotels City Base Pay San Diego $11.00 Philadelphia $11.57 Seattle $11.71 Los Angeles $11.75 Boston $11.87 Chicago $12.95 San Francisco $16.95 Steward/Dishwasher Wages Full Service Hotels City Base Pay San Diego $13.31 Seattle $13.81 Philadelphia $14.36 Los Angeles $15.47 Chicago $15.98 Boston $17.08 San Francisco $18.65 13
ABOUT WAGEWATCH, INC. APPENDIX For more than a decade, industry associations, trade groups and employers have recognized WageWatch, Inc. as a leader in providing detailed, accurate Web-based compensation surveys reports. WageWatch conducts compensation and benefits surveys for a number of industries including lodging, healthcare, gaming, non-profit, and universities. Our PeerMark compensation survey enables subscribers to retrieve detailed industry and geo/market specific compensation reports that are customized to each company s needs. Our lodging salary survey is conducted with employers and disseminated via the WageWatch website (www.wagewatch.com), and is the most comprehensive database with over 5,000 properties reporting wages for over 400,000 incumbents in our 2013 and 2014 Hospitality Peermark Surveys. Our consulting team is comprised of accounting, compensation, and information technology professionals who provide wage and salary reports and analysis to our clients in multiple industries. WageWatch routinely conducts compensation studies and analysis of market competitiveness for its subscribers and association partners. We help our clients understand the metrics and explain what the data and related statistics mean for their business so they can make informed decisions. ABOUT AH&LA Serving the hospitality industry for more than a century, the American Hotel & Lodging Association (AH&LA) is the sole national association representing all segments of the 1.8 million-employee U.S. lodging industry, including hotel owners, REITs, chains, franchisees, management companies, independent properties, state hotel associations, and industry suppliers. Headquartered in Washington, D.C., AH&LA provides focused advocacy, communications support, and educational resources for an industry generating $155.5 billion in annual sales from 4.9 million guestrooms. 14
APPENDIX DEFINITIONS The sum of all values of a data set divided by the number of values in that set. The average is also called the arithmetic mean. Base Pay The sum of all salaries or wages in a data set divided by the number of employees in the given position. Exempt or Non-exempt An exempt employee is paid a salary and is not compensated for overtime hours worked per the Federal Fair Labor Standards Act or per more stringent State regulations. Under Federal law, an employee may be considered exempt by meeting certain responsibility and compensation criteria under the following four categories: administrative, executive, professional, and outside sales. A non-exempt employee does not meet the criteria and is paid for overtime hours worked. Full Service Hotel Full service hotels have a larger staff and larger facilities to accommodate guests who require more services and amenities. They offer guests services such as bed turn-down, newspaper delivery, security guards, wake-up calls, room service and a shuttle to and from an airport or other nearby attractions. They have at least one full-service restaurant and lounge, gift shop, gym and may include other services such as coffee shop, pool, spa services and meeting and conference space. Select Service Hotel Select service hotels offer fewer services and amenities than full-service hotels. They do not have a full service restaurant or lounge, they may or may not have a gym, and normally do not have a pool. They may offer complimentary breakfast service, and tend to appeal more to leisure travelers, as opposed to conference and business-type travelers. To appeal to cash-conscious travelers on the go, limited-service hotels often offer microwaves and mini-fridges, as well as cable TV and Internet, in their rooms. Economy Hotel Economy Hotels usually have the lowest operating costs due to their lack of extras. Room rates are typically lower, because these hotels cater to budgetconscious travelers. 15
APPENDIX POSITION TITLES AND DESCRIPTIONS Front Desk Agent Performs guest check in and check out. Makes reservations or adjustments to existing reservations. Informs guests of special events, in-house groups, occupancy, and other situations affecting front desk operations. Handles cash and credit transactions. Housekeeper/ Room Attendant Cleans rooms, bathrooms, and fixtures. Changes bedding, vacuums and dusts. Performs miscellaneous duties such as replenishing supplies. May clean public areas. Steward/ Dishwasher Cleans and sanitizes plate ware, silverware, glassware, pots/pans, utensils and equipment; places clean items on specified shelves; cleans kitchen area; may assist with set-up and storage of kitchen items. 16
QUESTION 7 WHAT IS THE MINIMUM EDUCATION REQUIREMENT FOR YOUR MINIMUM WAGE, STARTING PAY, JOB TITLES? APPENDIX SURVEY RESPONSE TABLES FOR QUESTIONS 7 10 No Requirement 76.5% High School Diploma/GED 23.5% Some College (non-degree) 0% 2 Year College Degree 0% 4 Year College Degree 0% QUESTION 8 WHAT PERCENT OF YOUR WORKFORCE IS PAID THE MINIMUM WAGE? None 37.0% 1-25% 45.1% 26-50% 13.1% 51-75% 2.1% 76-100% 2.7% QUESTION 9 WHAT PERCENT OF YOUR FULL TIME EMPLOYEES ARE PAID ABOVE THE MINIMUM WAGE, INCLUDING TIPS? None 3.2% 1-25% 6.2% 26-50% 7.1% 51-75% 12.1% 76-100% 71.5% QUESTION 10 WHAT PERCENT OF YOUR PART TIME EMPLOYEES ARE PAID ABOVE THE MINIMUM WAGE, INCLUDING TIPS? None 6.2% 1-25% 15.3% 26-50% 8.0% 51-75% 10.3% 76-100% 60.2% 17
QUESTION 11 WHAT IS THE MINIMUM AMOUNT OF TIME A NEW HIRE HOURLY EMPLOYEE HAS TO STAY IN THE JOB BEFORE BEING ELIGIBLE FOR A PROMOTION? APPENDIX SURVEY RESPONSE TABLES FOR QUESTIONS 11 13 No formal requirement 40.1% Less than a year 40.6% 1-2 years 18.4% 2-3 years 0.6% More than 3 years 0.3% QUESTION 12 WHAT IS THE AVERAGE LENGTH OF TIME AN HOURLY EMPLOYEE STAYS IN A JOB BEFORE BEING PROMOTED? Less than 1 year 17.3% 1-2 years 58.0% 2-3 years 17.6% 3-5 years 5.5% 5-10 years 1.6% 10+ years 0.0% QUESTION 13 WHAT IS THE AVERAGE LENGTH OF TIME AN HOURLY EMPLOYEE STAYS WITH YOUR COMPANY? Less than 1 year 3.8% 1-2 years 16.5% 2-3 years 26.3% 3-5 years 33.7% 5-10 years 15.2% 10+ years 4.4% 18
QUESTION 14 WHAT IS THE AVERAGE LENGTH OF TIME A SALARIED EMPLOYEE STAYS WITH YOUR COMPANY? APPENDIX SURVEY RESPONSE TABLES FOR QUESTIONS 14 18 Less than 1 year 1.0% 1-2 years 3.2% 2-3 years 14.6% 3-5 years 39.5% 5-10 years 32.4% 10+ years 9.4% QUESTION 16 WHAT PERCENTAGE OF YOUR GENERAL MANAGERS STARTED THEIR CAREERS FROM AN HOURLY HOTEL POSITION? None 9.2% 1-25% 28.4% 26-50% 14.2% 51-75% 14.9% 76-100% 33.3% QUESTION 17 FOR THE HOTEL POSITIONS, WHAT PERCENTAGE OF MANAGERS (ALL DEPARTMENTS) BEGAN THEIR HOTEL CAREER AT AN HOURLY ENTRY LEVEL POSITION? None 1.8% 1-25% 21.8% 26-50% 15.7% 51-75% 23.2% 76-100% 37.5% QUESTION 18 FOR THE CORPORATE OFFICE, WHAT PERCENTAGE OF EXECUTIVES (DIRECTOR, VP, C-SUITE) BEGAN THEIR HOTEL CAREER AT A HOURLY ENTRY LEVEL POSITION? None 13.6% 1-25% 30.2% 26-50% 16.2% 51-75% 17.4% 76-100% 22.6% 19