2013 wage and benefits study by Charleston Metro Chamber

2013 Wage and Benefits Survey for the Charleston Region

Conducted by: Center for Business Research Charleston Metro Chamber of Commerce PO Box 975 Charleston SC 29402 November 2013

2013 Charleston SC Metro Area Wage and Benefits Survey The 2013 Wage and Benefits Survey of the Charleston Region is a study of benefit and compensation practices among employers in the three county Charleston region (Berkeley, Charleston and Dorchester). The Charleston Metro Chamber of Commerce’s Center for Business Research conducted the survey during the fall of 2013. The objective was to provide information on compensation practices of businesses operating in the three county region to: Assist companies in creating a benchmark analysis to use for strategic planning purposes; Help existing firms evaluate their own organization’s compensation practices more effectively; Provide trends and general information on typical practices in the region to prospective companies and site selection consultants looking at the Charleston region as a potential business location. Methodology The survey was designed by the Center for Business Research with input from local experts in the human resources field in order to develop the most effective questions to be included in the survey. We are very grateful for the questionnaire design assistance from Sharon L. Sellers, SPHR, GPHR, and her team of human resource professionals at SLS Consulting, LLC. Participation in the study was promoted among the membership of the Charleston Metro Chamber as well as other local professional associations, including the Tri-County Human Resource Management Association. The survey was administered on-line, with a total of more than 25,000 employees in the Charleston region represented at the 55 companies participating in the study. All information submitted by individual companies is confidential. A full copy of the aggregated results was provided to all participants in the survey. About the Center for Business Research The Center for Business Research, founded in 1990 by the Charleston Metro Chamber of Commerce, compiles, analyzes and distributes economic and demographic information on the Charleston region. Conducting both primary and secondary research, the Center is a resource for unbiased business, demographic and economic statistics, and its work has been recognized nationally through numerous awards and presentations. The Center has been conducting wage and benefits related surveys since 1997. For information contact the Center for Business Research at 843-577-2510.

Participant Profile A total of 55 organizations in the three-county metropolitan area responded, representing almost every sector and more than 25,000 workers or nearly 10% of total employment in the region. The largest single sector represented in the survey was Manufacturing (51% of firms and 32% of employees represented).

Participating companies' primary North American Industrial Classification System (NAICS) code.

72 Accommodation and Food Services, 1.8% 71 Arts, Entertainment and Recreation, 3.6%

62 Health Care and Social Assistance, 5.5%

11 Agriculture, Forestry, Fishing, and Hunting, 1.8% 92 Public Administration/Gov -ernment, 7.3%

21 Mining, 1.8%

22 Utilities, 5.5% 23 Construction, 1.8%

54 Professional, Scientific and Technical Services, 7.3% 52 Finance and Insurance, 1.8%

31-33 Manufacturing, 50.9%

51 Information, 3.6% 48-49 Transportation and Warehousing, 7.3%

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Participating firms were diverse in size as measured either by employment or payroll. Study participation was fairly evenly dispersed among small, medium and large-sized firms. As of September 3, 2013, how many employees are there at your company's Charleston region location(s)? Answer Options Response Average Response Sum # of full-time exempt employees # of full-time non-exempt hourly employees # of full-time non-exempt salaried employees # of part-time, regular employees # of contract or temporary employees # other employees

122 235 115 73 17

6,232 10,796 4,719 2,613 629

50 25,039

455

Total /Overall

Percentage of respondents by employment level # employees # responses sum, employees 25 or fewer 7 61 26 to 50 9 346 51 to 100 10 727 101 to 200 12 1,466 201 to 500 8 3,040 >500 9 19,399

Total

% of firms 13% 16% 18% 22% 15% 16%

25,039

100%

Please indicate your firm's approximate total gross annual local payroll in the Charleston region (Berkeley, Charleston and Dorchester counties): less than $250,000 (6.3%) more than $20 million (20.8%)

$10 million to $20 million (12.5%)

$5,000,000 to $9,999,999 (20.8%)

(Note: $250,000 to $499,999 = 0%)

$500,000 to $999,999 (8.3%)

$1,000,000 to $2,999,999 (18.8%)

$3,000,000 to $4,999,999 (12.5%)

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Respondents were asked about the location of their Charleston area facilities and were able to indicate multiple county locations where applicable. Nearly two-thirds (64%) of firms reported having a facility in Charleston County and nearly one quarter (24%) noted a Berkeley County location. Almost one-third (29%) reported a Dorchester County site. More than one out of four responding firms (26%) pointed out that their organization was one of multiple locations globally and 28 percent indicated they were one of multiple domestic (U.S.) locations. The great majority (89%) of participants had no union representation among their employees. The Charleston region’s organized labor rate among all firms – public and private - is approximately two percent. This compares with a statewide unionization rate of 3.3 percent and a U.S. unionization rate of 11.3 percent. To help users identify this study’s most relevant trends in benefits and compensation practices applicable to their own organizations, results are divided into those from manufacturing firms (51% of respondents) and those from non-manufacturing firms (49% of respondents). Manufacturing firms participating in the survey reported 8,062 workers and non-manufacturing participants reported 16,977 workers. Benefits Practices Firms were asked about benefits offered to full-time employees at their organizations. The following are benefits reportedly offered by at least half of participating firms to their full-time employees: Manufacturing Accidental death/dismemberment

% of Respondents 100.0%

Non-Manufacturing 401K or related plan

% of Respondents 96.3%

401K or related plan

95.8%

Dental insurance

96.3%

Medical insurance plan

95.8%

Medical insurance plan

88.9%

Life insurance

95.8%

Life insurance

88.9%

Prescription drug coverage

91.7%

Prescription drug coverage

81.5%

Dental insurance

91.7%

Vision care insurance

81.5%

Vision care insurance

83.3%

Long term disability

81.5%

Long term disability

79.2%

Accidental death/dismemberment

77.8%

Short term disability or salary continuance for short term nonoccupational injury/illness

75.0%

Short term disability or salary continuance for short term nonoccupational injury/illness

74.1%

Tuition reimbursement

75.0%

Employee Assistance Program (EAP)

66.7%

Employee Assistance Program (EAP)

66.7%

Fitness/wellness incentive

59.3%

Flexible Spending Accounts (for medical and dependent care)

54.2%

Tuition reimbursement

59.3%

Professional association dues

59.3%

Flexible Spending Accounts (for medical and dependent care)

55.6%

Study participants were asked about benefits provided for part-time employees. Many respondents noted they do not have part-time employees, but for those who did, most offer participation in a 401k program. According to survey responses, manufacturers tend to be more likely to have a 90-day waiting period for employees before most of their benefits packages become effective. Non-manufacturing participants reported no waiting period or 30 days. Write-in responses (by all participants) to the “other, please specify” option most often stated benefits are realized the first of the month after hire.

No waiting period 30 days 60 days 90 days Other (please specify)

Manufacturing 29% 6% 18% 47%

Non-Manufacturing 33% 33% 17% 17%

29%

39%

Half of manufacturing and nearly three-fourths of non-manufacturing participants subsidize or completely cover the costs of medical insurance for an “employee-only” option. Further, more than half of all study participants reported subsidizing or completely covering the cost of medical and dental insurance for their “employee plus family” option. Please indicate which benefit option(s), if any, that your organization subsidizes or covers the costs of premiums for each employee profile presented: employee employee employee plus employee % of Manufacturing Firms only plus one children plus family 50% 39% 39% 57% Medical 43% 39% 39% 57% Dental 29% 25% 29% 43% Vision % of Non-Manufacturing employee employee employee plus employee Firms only plus one children plus family 70% 67% 70% 78% Medical 59% 52% 56% 59% Dental 33% 26% 30% 33% Vision The most popular medical insurance plan among all responding firms is the PPO. The average percentage of medical insurance premiums that companies pay for their “employee only” option is 78 percent as reported by manufacturing participants and 71 percent as reported by nonmanufacturing participants. The average percentages of company- paid premiums are lower for all firms for an “employee plus dependent(s)” option.

What percentage of the following insurance premiums is company-paid, if any, for the following?

Medical (%)

Average % Company-Paid,

Employee Only Manufacturing Non-Manufacturing 71 78

Employee plus Dependent(s) Manufacturing Non-Manufacturing 69 66

Dental (%)

Vision (%)

The U.S. Bureau of Labor Statistics reports that employers nationwide as of March 2013 paid an average of 80 percent of the cost of medical premiums for single or employee-only coverage and just under 70 percent of the cost for family or “employee plus dependents” coverage (http://www.bls.gov/news.release/ebs2.nr0.htm). The employer share for employee-only coverage was slightly greater for civilian workers in the Federal Government sector (81 percent) than in private industry sectors (79 percent). For family coverage, the employer share of premiums was lower and just one point lower in private industry (68%) than for civilians in the Federal Government sector (69%). In the Charleston area study, all participating firms reported paying at least some portion of their employees’ medical insurance premiums. Half (50%) of manufacturers indicated that they pay 75% or more of the medical insurance premium for their “employee only.” Similarly, 44% of non-manufacturers indicated that they pay 75% or more of the medical insurance premium for their “employee only” option. Participants were asked about the impact, if any, of the Affordable Care Act (ACA) on their firm. Nearly one-third of respondents reported no noticeable impact so far, and nearly half said no noticeable impact is expected. The other half of respondents reported a mix of predictions, from changes in levels of company-paid insurance coverage, to reduced hours and employees, to uncertainty as to how the new law will impact their companies. What impact has the Affordable Care Act (ACA) had, or what impact do you predict it will have, on your firm? Had Predict it will Answer Options (all participants) already have No noticeable impact 32% 49% Reduced hours of employees 5% 15% Reduced # of employees 5% 12% Reduced company-paid insurance coverage from recent/current level 5% 34% Increased company-paid insurance coverage from recent/current level 2% 27% Other (please specify) – most wrote in “unsure at this time” 22%

Paid Time Off

The vast majority of all participants (89% of manufacturers and 83% of non-manufacturers) award paid vacation time based on a worker’s date of hire as opposed to a fiscal or calendar year. Nearly all participants (96%) reported offering some paid vacation after at least one year of service. How many days of paid vacation per year does your company offer to an employee after: Manufacturing Non Manufacturing

Answer Options 6 months of service 1 year of service 3 years of service 5 years of service 10 years of service 15+ years of service

Most Frequent Response (mode) 5 10 10 15 20 20

Response Median 5 10 10 15 15 20

Most Frequent Response (mode) 5 10 10 15 15 20

Response Median 7.25 11 15 15 17.5 20

Most non-manufacturing participants (74%) do allow workers to carry over earned, unused paid leave into the following year, according to the survey. However, the majority (65%) of manufacturing participants reported that if employees don’t use all earned paid leave within the required time, they lose that paid benefit. All manufacturers (100%) reported offering the following paid holidays off: Independence Day Thanksgiving Day Christmas Day Nearly all manufacturers (96%) offer New Year’s Day and Labor Day as well. In addition, more than half offer Memorial Day (80%), the day after Thanksgiving (69%), Christmas Eve (65%), and Good Friday (53%) as a paid holiday for their workers. The average number of paid holidays, including floating days, reported by manufacturers was nine. All non-manufacturers (100%) reported offering Independence Day and Thanksgiving Day as paid holidays. Nearly all non-manufacturers participating in the survey indicated they offer as paid holidays: New Years Day (96%) Christmas Day (96%) Labor Day (96%) At least half of non-manufacturing participants offer Memorial Day (88%), the day after Thanksgiving Day (80%) and Christmas Eve (69%) as paid holidays. The average number of paid holidays, including floating days, reported by non-manufacturers was 8.8 days. For paid sick leave, community service/volunteering time, and/or personal time off, the most frequent answer among all study participants was zero days. Survey participants were asked for their organization’s local absenteeism rate and if unknown, workerhour and sick-leave-hour data were requested in order to calculate an average absenteeism rate. Among non-manufacturing respondents, 30 percent reported rates or data to calculate rates, and the average absenteeism rate reported is 2 percent. About one out of three manufacturers reported absenteeism rates or data, with the average absenteeism rate being 5 percent.

Compensation Practices The majority of all organizations responding to the survey reported they update their base pay structure annually (89% of manufacturers, 90% of non-manufacturers). Some clarified that they review the structure annually and update as necessary, not always annually. The primary basis for pay increases among both manufacturers (92%) and non-manufacturers (80%) participating in the study was “merit-based/employee performance.” Study participants were asked about pay increases per employee in the firm’s previous fiscal year and those, if any, budgeted for the next fiscal year. Overall, firms expect to provide approximately the same percent increase to employees next year as they did last year, between two and three percent. There also appeared to be a decreased trend, when compared to previous years’ local surveys by the CBR, in those firms reporting no recent or budgeted pay increases. Pay Increase, Previous Year Non-Manufacturing

Manufacturing Employee Average Median type increase increase exempt non-exempt hourly non-exempt salaried

Mode (most % reporting frequent a 0% response) increase

Average increase

Median increase

Mode (most % reporting frequent a 0% response) increase

3.3%

2.8%

3.4%

2.4%

2.5%

11%

1.9%

2.3%

11%

Pay Increase, Budgeted Next Fiscal Year Manufacturing Non-Manufacturing Employee Average Median type increase increase exempt non-exempt hourly non-exempt salaried

Mode (most % reporting frequent a 0% response) increase

Average increase

Median increase

Mode (most % reporting frequent a 0% response) increase

2.8%

2.4%

11%

2.5%

1.9%

2.3%

11%

According to the state human resource management association, the average increase statewide for 2014 is three percent. Pay Formulas and Shift Differentials What is your standard pay formula for non-exempt employees in the following situations? Percent Reporting… Manufacturers Answer Options For hours more than 8 hrs/day For hours more than 40 hrs/week Hours worked on holidays Hours worked on Sundays Call-in On call Non-Manufacturers

Time & 1/2 33% 96% 13% 29% 21% 17%

Double-time 0% 0% 50% 13% 0% 4%

Regular base rate 46% 0% 17% 33% 54% 29%

Percent Reporting…

Answer Options For hours more than 8 hrs/day For hours more than 40 hrs/week Hours worked on holidays Hours worked on Sundays Call-in On call

Time & 1/2 4% 87% 26% 4% 13% 13%

Double-time 0% 0% 30% 9% 4% 0%

Regular base rate 83% 13% 39% 70% 43% 30%

Sixty-one percent of manufacturing respondents reported a five-day operating schedule, and 22 percent reported seven-day operations. For non-manufacturing firms, 56% indicated they operate seven days a week, while 44% reported a five-day operating schedule. Nearly one-third of manufacturing firms (32%) and nearly half (44%) of non-manufacturing participants reported typical daily operations of 24 hours. Manufacturing respondents were less likely to operate rotating shifts than those multiple-shift non-manufacturing firms who participated in the study. Most manufacturers (55%) reported paying shift differentials for non-traditional work hours, while nonmanufacturers were evenly split among those who do and those who don’t. The average second shift differential reported by manufacturers is 81 cents more per hour than the first shift rate. The average third shift differential among all manufacturers reporting a third shift is 88 cents more per hour than the first shift rate. The average second shift differential reported by non-manufacturers is 90 cents more per hour than the first shift rate. The average third shift differential among all non-manufacturers reporting a third shift is $1.67 more per hour than the first shift rate. The majority of all participating firms reported using some form of bonuses as part of their compensation packages for their non-executive employees. Eighty percent of manufacturers and 79 percent of non-manufacturers pointed out that they offer “incentive bonuses, productivity, etc..” Does your firm offer any of the following to non-executive employees (check all that apply): Answer Options Manufacturing Non-manufacturing Sign-on bonuses at hiring

33%

29%

General bonuses (holiday bonus, etc.)

33%

14%

Incentive bonuses (productivity, etc.)

80%

79%

Employee profit sharing

33%

14%

Company stock or stock options

13%

Retention bonuses

20%

Survey participants were asked about their organizations’ fringe benefits as a percentage of their total annual compensation costs. Total compensation was defined as the value of fringe benefits plus payroll. Fringe benefits were defined to include health and life insurance, leave & holiday pay, short & long term disability, 401K match, tuition reimbursement, payroll taxes, workers compensation, unemployment insurance and any other employer paid benefits. Nearly one-third of manufacturers reported the cost to be in the range of 31% to 40% of total compensation costs, and more than half (53%) said the cost of benefits was greater than 31% of their total compensation costs. The predominant range for non-manufacturing respondents was also 31% to 40% with more than one-third (35%) indicating this amount. A majority of non-manufacturing participants (55%) said the cost of employee benefits was greater than 31% of their total compensation costs. Percentage of firm’s total compensation which are fringe benefits Manufacturers

Non-manufacturers What percentage of your firm's total annual compensation costs are fringe benefits?

What percentage of your firm's total annual compensation costs are fringe benefits?

more than 60%, 5.9% 51-60%, 0.0% 41-50%, 17.6%

0-10%, 11.8%

51-60%, more than 0.0% 60%, 0.0% 41-50%, 20.0%

0-10%, 20.0%

11-20%, 17.6% 11-20%, 10.0%

31-40%, 29.4%

21-30%, 17.6%

31-40%, 35.0%

21-30%, 15.0%

The national average as of June 2013 was 30.8 percent for all firms (33.2 percent for goods producing and 30.4 percent for service producing firms), according to the U.S. Bureau of Labor Statistics. (ftp://ftp.bls.gov/pub/special.requests/ocwc/ect/ececqrtn.pdf)

Study participants were asked about their company’s top challenges with regard to workforce. At least half of manufacturers and non-manufacturing firms pointed out hard skills/technical skills and industry knowledge as their key workforce challenge. Manufacturing What are your top three workforce challenges in the Charleston region? 0.0%

10.0% 20.0% 30.0% 40.0% 50.0% 60.0% 70.0%

Hard skills or technical skills Industry knowledge Soft skills (punctuality, teamwork, attitude, etc) Basic skills (math, reading, etc) Lack of applicants Wage expectation Credentials (degrees, certifications, etc). Drug test results Retention Criminal background

Non-Manufacturing What are your top three workforce challenges in the Charleston region?

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Hard skills or technical skills Wage expectation Retention Industry knowledge Soft skills (punctuality, teamwork, attitude, etc) Credentials (degrees, certifications, etc). Lack of applicants Basic skills (math, reading, etc) Drug test results Criminal background

Additional Charleston Area Employer Practices and Policies Study participants were asked about pre-employment evaluation methods and recruiting tools used. What kind of pre-employment evaluation methods does your firm use, if any? Manufacturing Non-Manufacturing Aptitude or specific skills testing (Work Keys, Bennett, Actor Vector, GATB, SATB, etc.)

48%

40%

Web-based pre-screening

24%

Reference checks

56%

Interviewing

96%

Background checks (education & experience)

72%

84%

Criminal checks

64%

68%

Credit checks

24%

Hire as temps first

56%

16%

Pre-employment training

Physical

44%

Drug-testing

72%

80%

Which of the following recruiting tools does your firm use (check all that apply)? Manufacturing Non-Manufacturing Social media

48%

73%

Company website

48%

96%

Advertising via other websites (i.e. Monster.com)

68%

77%

Other Internet-based recruiting

32%

58%

Apprenticeship programs

48%

15%

Internship programs

52%

42%

Virtual job fairs

Community job fairs

24%

62%

Third party job fairs

15%

Local newspaper ads

64%

58%

Non-local newspaper ads

16%

19%

Staffing or Temp firm/Executive search firm

60%

58%

56%

35%

24%

35%

56%

65%

Local Workforce Developers (SC Works/One-Stop System/SC Dept of Employment & Workforce/SC Connect 2 Business initiative) Active recruiting on school campuses Referrals

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Participating firms were asked about outsourced functions at their facilities and about other policies they currently have and/or are considering. Which of the following functions, if any, does your facility outsource?

Manufacturing

Non-Manufacturing

No functions are outsourced

40%

Background check

40%

64%

Benefits administration

24%

Copy services

Employee compensation

24%

Employment verification

16%

36%

Finance/accounting

32%

76%

Janitorial

56%

44%

Legal

32%

Logistics/shipping

Mailroom

16%

Maintenance

12%

Marketing/public relations

16%

Outplacement

40%

16%

Payroll administration

24%

Purchasing/Procurement

Quality control

36%

Retirement administration

40%

52%

Staffing services

12%

Training/development

16%

Travel services

20%

12%

Security

40%

32%

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Participants’ Policies: Current and Under Consideration Manufacturing Participants’ Policies: Current and Under Consideration Social Media Workplace violence Have Bullying Commuting incentives (Bike to Work, etc) Telecommuting Weight-loss incentives Smoking-cessation Health-risk assessments Managed care Elder care Recognize same sex partners as dependent Random drug testing Pre-employment drug testing Drug Testing For Cause (post-incident) Job sharing Flex Time Six Sigma Lean Pets at work Non-monetary recognition (gifts, plaques, etc.) Considering

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Non-Manufacturing Participants’ Policies: Current and Under Consideration Considering

Social Media

Have

Workplace violence Bullying Commuting incentives (Bike to Work, etc) Telecommuting Weight-loss incentives Smoking-cessation Health-risk assessments Managed care Elder care Recognize same sex partners as dependent Random drug testing Pre-employment drug testing Drug Testing For Cause (post-incident) Job sharing Flex Time Six Sigma Lean Pets at work Non-monetary recognition (gifts, plaques,… 0%

20%

40%

60%

80%

100%

Average Wages In addition to pay increase rates, survey participants were asked to provide hourly wages for select occupations at their firms. Occupational titles were chosen in congruence with other recent workforce-related studies of the Charleston region and were meant to be somewhat comprehensive in nature and not to align with any particular governmental occupational code. For example, many production workers in local manufacturing organizations are responsible for more than one process or function such as assembly and the operation of a specific machine or tool. Also, the skills necessary for many production occupations are mostly transferrable between manufacturing sectors. Therefore, in this study it is more realistic to categorize many production workers in the “Process/Production Operator” occupation versus a specific “metal-cutting machine operator” occupation. Similar reasoning applies to occupations surveyed such as “Office Manager.” Job descriptions were provided for clarity to study participants and are included at the end of this report. To help measure relativity of the resulting wages, a count of firms responding to each occupational title is provided, and wage data are divided according to manufacturing and non-manufacturing participants. For occupations with fewer than three responses, data were omitted to maintain confidentiality and maximize reliability. Manufacturing: Please provide average hourly wage (or hourly equivalent) for the General Business positions below which exist at your Charleston region firm. Response Count

Office Administrator

Average Wage $18.15

Office Manager

$27.23

$22.00

Jr Accountant

$19.61

$19.72

Answer Options

Accountant Sr Accountant

$26.98

$27.00

$37.96

$35.50

Human Resources Assistant

$12.95

$15.79

Human Resources Generalist

$23.56

$25.33

Human Resources, Senior

$28.92

$30.00

Purchasing Clerk

$22.63

$22.70

Purchasing Manager

$33.62

$29.57

$18.85

$18.26

Customer Service Representative

Median Wage $17.00

Manufacturing: Please provide average hourly wage (or hourly equivalent) for the Information Technology positions below which exist at your Charleston region firm. Answer Options

Response Count

Software Developer, Systems Software

Software Developer, Applications

Mobile Applications Developer -

Database Administrator

Average Wage $33.05

Median Wage $29.93

Not released --

Not released -Not released ---

Linux Administrator

Not released --

User Interface/User Experience Engineer

Quality Assurance Tester (IT industry)

Systems Administrator

$33.82

$32.00

Manufacturing: Please provide average hourly wage (or hourly equivalent) for the following positions in a Manufacturing/Industrial environment which exist at your Charleston region firm. Response Count

Process/Production Operator

Average Wage $17.31

Production Manager/Supervisor

$33.97

Answer Options

Industrial Electrician Machinery/Maintenance Mechanic

Median Wage $16.50 $31.25

$23.64

$23.65

$23.27

$23.00

Production Engineer/Industrial Engineer

$40.13

$39.25

Mechanical Engineer

$39.46

$40.95

Mechanical Engineering Technician

Electrical Engineer

Electrical Engineering Technician

Electronics Engineer (except Computers)

Not released Not released Not released --

Electronics Engineering Technician

Not released $26.54

Safety Engineer

Not released $30.60

Quality Control

$27.08

$23.80

Cargo/Warehouse/Material handler

$15.55

$15.31

Commercial Driver

Not released

Manufacturing: Please provide average hourly wage (or hourly equivalent) for the following Science/Health Services positions which exist at your Charleston region firm. Only 2 manufacturing firms responded to this group of occupations, so no data is released.

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The following data apply to non-manufacturing study participants. Where respondents reported annual salaries, an hourly equivalent was calculated by dividing by 2,080 hours or the average 40-hour work week during a 52-week year. Non-manufacturing: Please provide average hourly wage (or hourly equivalent) for the General Business positions below which exist at your Charleston region firm. Response Count

Answer Options

9 7 5 11 7 10 11 10 8 8 8

Office Administrator Office Manager Jr Accountant Accountant Sr Accountant Human Resources Assistant Human Resources Generalist Human Resources, Senior Purchasing Clerk Purchasing Manager Customer Service Rep

Average Wage

$19.43 $20.58 $22.11 $25.67 $34.82 $16.69 $26.85 $41.37 $15.43 $38.19 $17.86

Median Wage

$19.58 $21.61 $21.13 $24.70 $31.02 $15.63 $25.47 $37.45 $16.99 $39.44 $17.23

Non-manufacturing: Please provide average hourly wage (or hourly equivalent) for the Information Technology positions below which exist at your Charleston region firm. Response Count

Answer Options

Average Wage Not released $37.10

Median Wage Not released $31.35 Not released $31.47

Software Developer, Systems Software

Software Developer, Applications

Mobile Applications Developer

Database Administrator

Not released $29.89

Linux Administrator

User Interface/User Experience Engineer

Quality Assurance Tester (IT industry)

Not released --

Systems Administrator

$38.48

$34.35

Non-manufacturing: Please provide average hourly wage (or hourly equivalent) for the following positions in an Industrial Environment which exist at your Charleston region firm. Since these are data from non-manufacturing firms, the following occupations applied to respondents who had these typically industrial occupations but in non-manufacturing environments. Response Count

Process/Production Operator

Production Manager/Supervisor

Average Wage Not released $44.51

Industrial Electrician

$31.99

$28.95

Machinery/Maintenance Mechanic

$27.47

$28.85

Production Engineer/Industrial Engineer

Mechanical Engineer

Not released $42.71

Not released $43.01

Mechanical Engineering Technician

Electrical Engineer

$38.55

$38.17

Electrical Engineering Technician

Electronics Engineer (except computers)

Not released --

Electronics Engineering Technician

Safety Engineer

Not released $36.35

Not released $36.88

Quality Control

Not released $17.09 $19.45

Answer Options

Cargo/Warehouse/Material Handler

Not released $17.19

Commercial Driver

$19.33

Median Wage Not released $48.00

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Appendix: Survey Questions and Total Results 1. Based on your product/service, please select your company's primary North American Industrial Classification System (NAICS) code. Answer Options

Response Percent

Response Count

1.8%

5.5%

1.8%

50.9%

0.0%

7.3%

3.6%

1.8%

0.0%

7.3%

0.0%

5.5%

3.6%

1.8%

0.0%

7.3%

11 Agriculture, Forestry, Fishing, and Hunting 21 Mining 22 Utilities 23 Construction 31-33 Manufacturing 42 Wholesale Trade 44-45 Retail Trade 48-49 Transportation and Warehousing 51 Information 52 Finance and Insurance 53 Real Estate and Rental and Leasing 54 Professional, Scientific and Technical Services 55 Management of Companies and Enterprises 56 Administrative and Support and Waste Management and Remediation Services 61 Educational Services 62 Health Care and Social Assistance 71 Arts, Entertainment and Recreation 72 Accommodation and Food Services 81 Other Services (except Public Administration) 92 Public Administration/Government answered question

2. County of Local Operation (check all that apply): Answer Options Berkeley County Charleston County Dorchester County

Response Percent

Response Count

23.6% 63.6% 29.1%

13 35 16

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3. As of September 3, 2013, for your company's Charleston region location(s), please fill out the following: Answer Options

# of full-time exempt employees # of full-time non-exempt hourly employees # of full-time non-exempt salaried employees # of part-time, regular employees # of contract or temporary employees # other employees

Response Average

122 235 115 73 17 2 answered question

Response Sum

6,232 10,796 4,719 2,613 629 50 55

4. Optional: Please indicate your firm's approximate total gross annual local payroll in the Charleston region (Berkeley, Charleston and Dorchester counties): Answer Options less than $250,000 $250,000 to $499,999 $500,000 to $999,999 $1,000,000 to $2,999,999 $3,000,000 to $4,999,999 $5,000,000 to $9,999,999 $10 million to $20 million more than $20 million

Response Percent

Response Count

6.3% 0.0% 8.3% 18.8% 12.5% 20.8% 12.5% 20.8%

3 0 4 9 6 10 6 10

5. Please check all that apply regarding your Charleston region firm: Answer Options a stand-alone location corporate headquarters one of multiple domestic (U.S.) locations one of multiple locations globally Other (please specify)

Response Percent

Response Count

40.7% 29.6% 27.8% 25.9%

22 16 15 14 4

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6. Please check the boxes next to the following benefits which your firm offers to fulltime employees. Answer Options

Response Percent

Response Count

401K or related plan

96.1%

Accidental death/dismemberment

88.2%

Adoption assistance

13.7%

Auto (vehicle or allowance)

17.6%

Cancer insurance

33.3%

5.9%

94.1%

9.8%

66.7%

0.0%

33.3%

3.9%

Fitness/wellness incentive

45.1%

Flexible spending accounts (for medical and dependent care)

54.9%

Health reimbursement account

25.5%

Health savings account

37.3%

Hearing care insurance

2.0%

Legal coverage/Prepaid legal

17.6%

Life insurance

92.2%

Long-term care insurance

17.6%

Long term disability

80.4%

Medical insurance plan

92.2%

Other retirement/pension plan

33.3%

5.9%

Prescription drug coverage

86.3%

Professional association dues

49.0%

Short term disability or salary continuance for short term non-occupational injury/illness

74.5%

Stock option plans (option for future buy)

3.9%

Stock purchase plans

5.9%

Tuition reimbursement

66.7%

Vision care insurance

82.4%

Daycare/daycare assistance Dental insurance Education savings plan (529, etc) Employee assistance program (EAP) Employee assistance trust fund Employee discount programs ESOP

Pet Insurance

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7. Please check the boxes next to the following benefits which your firm offers to part-time (less than 30 hours per week) employees. Answer Options Medical Dental Vision 401K or related Retirement Answered question

Response Percent

Response Count

30.8% 30.8% 30.8% 92.3% 46.2%

4 4 4 12 6 13

8. How long of a waiting period, if any, is there for your employees before they can receive benefits? Answer Options No waiting period 30 days 60 days

Response Percent

Response Count

31.4% 20.0% 17.1% 31.4%

11 7 6 11

90 days 12 Other (please specify) Most “Other (please specify)” write-in responses included “first day of month following hire date” or “first day of month following 30 days after hire date.” 9. What type of medical insurance plan(s) do you offer? Check all that apply. Response Percent

Answer Options

HDHP PPO HMO Indemnity POS CDHP EPO

Response Count

15.9% 93.2% 13.6% 0.0% 4.5% 6.8% 0.0%

7 41 6 0 2 3 0

10. What impact has the Affordable Care Act (ACA) had, or what impact do you predict it will have, on your firm? (check all that apply) Answer Options

Had already

No noticeable impact Reduced hours of employees Reduced # of employees Reduced company-paid insurance coverage from recent/current level Increased company-paid insurance coverage from recent/current level Other (please specify) – most wrote in “unsure at this time”

Predict it will have

32% 5% 5% 5%

49% 15% 12% 34%

27% 22%

11. Please indicate which benefit option(s), if any, that your organization subsidizes or covers the costs of premiums (or claims, if self-insured) for each employee profile presented. employee employee employee employee Response Answer Options only plus one plus children plus family Count Medical Dental

79% 67% 40%

69% 60% 33%

71% 62% 38%

88% 76% 50%

Vision Other (please specify) Most “Other (please specify)” write-in responses included “employee life insurance.”

42 36 24 6

12. What percentage of the following insurance premiums is company paid, if any, for the employee only (or % of claims company-paid if self-insured)? Medical (%) Average % of premium company-paid Median % of premium company-paid Count of responses

74% 75% 39

Dental (%) 71% 75% 36

Vision (%) 44% 50% 33

13. What percentage of the following insurance premiums is company paid, if any, for the "employee plus dependents" (or % of claims company-paid if self-insured)? Medical (%) Average % of premium company-paid Median % of premium company-paid Count of responses

67.5% 75% 37

Dental (%) 64% 75% 35

Vision (%) 37% 25% 31

14. What percentage of your firm's total annual compensation costs are fringe benefits? (To calculate: Value of Fringe Benefits divided by Total Compensation. Total Compensation = Fringe Benefits + Payroll. Fringe Benefits include health and life insurance, leave & holiday pay, short & long term disability, 401K match, tuition reimbursement, payroll taxes, workers comp, unemployment insurance and any other employer paid benefits.) Answer Options 0-10% 11-20% 21-30% 31-40% 41-50% 51-60% more than 60%

Response Percent

16.2% 13.5% 16.2% 32.4% 18.9% 0.0% 2.7%

15. Which of the following functions, if any, does your facility outsource? Answer Options

Response Percent

Response Count

2% 52% 32% 2% 4% 30% 8% 18% 60% 44% 6% 4% 14% 6% 16% 32% 0% 0% 44% 26% 2% 14% 26%

1 26 16 1 2 15 4 9 30 22 3 2 7 3 8 16 0 0 22 13 1 7 13

No functions are outsourced Background check Benefits administration Copy services Employee compensation Employment verification Finance/Accounting IT Janitorial Legal Logistics/shipping Mailroom Maintenance Marketing/public relations Outplacement Payroll administration Purchasing/procurement Quality control Retirement administration Staffing services Training/development Travel services Security

16. What was the average percent pay increase (if any) per full-time employee during your firm's last fiscal year?

Manufacturing

Non-Manufacturing

Mode (most % reporting Employee Average Median frequent a 0% type increase increase response) increase exempt non-exempt hourly non-exempt salaried

Average increase

Median increase

Mode (most % reporting frequent a 0% response) increase

3.3%

2.8%

3.4%

2.4%

2.5%

11%

1.9%

2.3%

11%

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17. What is the average percent pay increase (if any) per full-time employee budgeted for your firm's next fiscal year?

Manufacturing

Non-Manufacturing

Mode (most % reporting Employee Average Median frequent a 0% type increase increase response) increase exempt non-exempt hourly non-exempt salaried

Average increase

Median increase

Mode (most % reporting frequent a 0% response) increase

2.8%

2.4%

11%

2.5%

1.9%

2.3%

11%

18. Does your firm award paid vacation time based on a worker’s date-of-hire or your firm’s fiscal/calendar year? (check both if applicable) Answer Options Date-of-hire Fiscal/calendar year

Response Percent

Response Count

86.0% 38.0%

43 19

19. How many days of paid vacation per year does your company offer to an employee after: Most Frequent Response (mode)

Response Median

6 months of service

1 year of service

3 years of service

5 years of service

10 years of service

17.5

15+ years of service

Answer Options

20. Which of the following paid holidays do you provide employees each year: Answer Options

Response Percent

Response Count

New Year’s Day

96.2%

Martin Luther King Jr. Day

34.6%

Presidents’ Day

15.4%

Good Friday

48.1%

3.8%

Easter Monday

Memorial Day

84.6%

4th of July

100.0%

Labor Day

96.2%

Columbus Day

1.9%

Veterans Day

11.5%

100.0%

Day after Thanksgiving Day

75.0%

Christmas Eve

67.3%

Christmas Day

98.1%

Other (please specify)

25.0%

Thanksgiving Day

Most “Other (please specify)” write-in responses included “New Year’s Eve” or at least one “floating day.”

21. How many paid holidays, including floating days, do you provide employees each year? Answer Options # of days

Response Average

Response Median

22. Not including any paid holidays or vacation days, how many paid days of the following does your Charleston region firm offer to employees annually? Answer Options sick leave community service/volunteering paid time off (PTO)

Response Average

Response Median

8 1 3

5 0 0

23. If a worker doesn’t use all earned paid leave within the required time, what happens? Answer Options

Some or all carries over to next year Loses it Gets paid Can donate

Response Percent

Response Count

56.5% 45.7% 17.4% 0.0%

26 21 8 0

24 & 25. If you know the absenteeism rate for your Charleston region firm, please indicate it here (%): Response Average

Response Median

6.95 answered question

4 14

26. What is your standard pay formula for non-exempt employees in the following situations? Answer Options For hours more than 8 hrs/day For hours more than 40 hrs/week Hours worked on holidays Hours worked on Sundays Call-in On call

Time & 1/2

Double-time

Regular base rate

Response Count

19% 91% 19% 17% 17% 15%

0% 0% 40% 11% 2% 2%

64% 6% 28% 51% 49% 30%

39 46 41 37 32 22

answered question

27. How often is your firm’s base pay structure updated? Answer Options Annually Every two years Every five years

Response Percent

Response Count

90% 5% 5%

35 2 2

21% 8 Other (please specify) Most “Other (please specify)” responses clarified that a review of the structure does not necessarily result in an update. Also some responded “as needed” or “every three years.”

28. How often does your firm conduct formal employee performance reviews (check all that apply)? Answer Options

New employees

Existing employees

every 30 days

24%

every 60 days

27%

every 90 days

55%

semi-annually

18%

annually

45%

80%

29. What is your firm's primary basis for pay increases (check all that apply)? Response Percent

Response Count

29.4%

9.8%

Cost of living

37.3%

Merit-based/Employee performance

86.3%

Seniority

5.9%

Other (please specify)

9.8%

Answer Options

Company performance Production

Most “Other (please specify)” responses clarified that hourly employees’ increases were across the board and/or negotiated.

30. Does your firm offer any of the following to non-executive employees (check all that apply): Response Percent

Response Count

Sign-on bonuses at hiring

31%

General bonuses (Holiday bonus, etc)

24%

Incentive bonuses (productivity, etc.)

79%

Employee profit sharing

24%

14%

Answer Options

Company stock or stock options Retention bonuses

31. How many days does your Charleston region firm typically operate per week? Answer Options

Response Percent

Response Count

52%

40%

3 or 4

32. How many hours does your Charleston region firm typically operate per 24-hour period? Answer Options

Response Percent

Response Count

34.0%

4.0%

14.0%

8.0%

0.0%

14.0%

24.0%

14.0%

8 hours 9 hours 10 hours 12 hours 24 hrs: four 6-hour shifts 24 hrs: three 8-hour shifts 24 hrs: two 12-hour shifts

Other (please specify) Some “Other” responses included “varying lengths according to type of job” and “mix of shifts.”

33. If your firm operates more than one shift, do you have rotating shifts? Answer Options

Response Percent

Response Count

50% 50%

18 18

Yes No

34. Does your firm pay shift differentials for non-traditional work hours? Answer Options

Response Percent

Response Count

51% 49%

21 20

Yes No

35. If yes, what is the average rate? (Please enter the dollar OR percentage rate your firm pays in shift differentials for non-traditional work hours.) Answer Options second shift ($) OR second shift (%) third shift ($) OR third shift (%) weekend ($) OR weekend (%)

Response Average

Response Count

$0.85

7.25%

$1.24

14.8%

$1.90

36. Which of the following plans or policies do you have or are you considering implementing for employees? Answer Options

Non-monetary recognition (gifts, plaques, etc.)

% Have

% Considering

40%

Lean

34%

Six sigma

26%

Flex time

28%

Drug testing for cause (post-incident)

72%

Pre-employment drug testing

78%

Random drug testing

54%

Recognize same sex partners as dependent

18%

Elder care

Managed care

Health-risk assessments

36%

Smoking-cessation

38%

Weight-loss incentives

22%

Telecommuting

20%

Bullying

38%

14%

Workplace violence

62%

Social media

38%

Pets at work

Job sharing

Commuting incentives (Bike to Work, etc)

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37. What kind of pre-employment evaluation methods does your firm use, if any? Answer Options

Response Percent

Response Count

Aptitude or specific skills testing (Work Keys, Bennett, Actor Vector, GATB, SATB, etc.) Web-based pre-screening

44.0%

16.0%

Reference checks

56.0%

Interviewing

96.0%

Background checks (education & experience)

78.0%

Criminal checks

66.0%

Credit checks

14.0%

Hire as temps first

36.0%

6.0%

Physical

44.0%

Drug-testing

76.0%

Pre-employment training

38. Which of the following recruiting tools does your firm use (check all that apply)? Response Percent

Response Count

Social media

60.8%

Company website

72.5%

Advertising via other websites (i.e. Monster.com)

72.5%

Other Internet-based recruiting

45.1%

Apprenticeship programs

31.4%

Internship programs

47.1%

2.0%

Community job fairs

43.1%

Third party job fairs

11.8%

Local newspaper ads

60.8%

Non-local newspaper ads

17.6%

Staffing or temp firm/executive search firm

58.8%

Answer Options

Virtual job fairs

Local Workforce Developers (SC Works/One-Stop System/SC Dept. of Employment & Workforce/SC Connect 2 Business initiative) Active recruiting on school campuses

45.1%

29.4%

Referrals

60.8%

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39. What are your company's top three workforce challenges in the Charleston region? (check 3) Response Percent

Response Count

Credentials (degrees, certifications, etc.)

21.3%

Industry knowledge

40.4%

Wage expectation

31.9%

Retention

21.3%

Basic skills (math, reading, etc.)

27.7%

Soft skills (punctuality, teamwork, attitude, etc.)

40.4%

Hard skills or technical skills

59.6%

Lack of applicants

25.5%

4.3%

10.6%

Answer Options

Criminal background Drug test results

0 47

Other (please specify) Answered Question

40. What specific education, training or certification programs do you find lacking in the local workforce? Open-ended Answers

Lack of blue collar work experience or of desire to do blue collar work (operating and maintaining equipment, etc.) STEM related jobs (IT/Engineering functions) Engineering degrees (4 years Bachelor's) High school/GED PHP Development Electronics or electrical background Math, English, science, trade skills (plumbing, electrical, etc) Willingness to work Lack of high school diploma, basic math skills Industrial Workers and associated skills mentioned above. The number of Electrical Engineering and IT graduates has declined. More employers competing for the same candidates. Hard to find good information technology candidates answered question

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Qs 41-44: Respondents were asked to report wage rates for select in-demand occupations. To help measure applicability of the resulting wages, a count of firms responding to each occupational title is provided, and wage data is divided according to manufacturing and non-manufacturing participants. For occupations with fewer than three responses, data was omitted to maintain confidentiality and maximize reliability. Where respondents reported annual salaries, an hourly equivalent was calculated by dividing by 2,080 hours or the average 40-hour work week during a 52-week year. The following job descriptions were provided to survey participants to assist in reporting the appropriate wage rate: General Business Occupations Office Administrator - varied duties requiring knowledge of office systems & procedures; does NOT supervise other employees; usually HS degree or equivalent & maybe some college. Office Manager - varied duties requiring knowledge of office systems & procedures; may supervise other office employees; usually associate's degree or higher. Junior Accountant - computes, classifies, and records numerical data to keep financial records complete; may also check the accuracy of figures, calculations, and postings pertaining to business transactions recorded by other workers; entry level position; may have associate's or four year degree. Accountant - analyzes financial information and prepares financial reports to determine or maintain record of assets, liabilities, profit and loss, tax liability, or other financial activities within an organization; normally has more than three years of experience & a four year degree. Senior Accountant - Same responsibilities as "Accountant" and also may supervise other accountants; has a four year degree & may have a CPA certification. Human Resources Assistant - compiles and keeps personnel records; may prepare reports and perform other tasks with this information for authorized persons; may have some college education or may serve as an entry level position for those with a four year degree. Human Resources Generalist - has overall general human resources knowledge and may perform one or all of the following: screens, recruits, interviews, and places workers; administers benefits, assesses and coaches for employee development, participates in company strategic planning, negotiates with labor unions, participates in employee relations, assesses overall company risk involving employee management. Has four year degree and usually 5+ years of experience; may possess a certification. Human Resources, Senior - oversees the human resources department of an organization, with capability/responsibility to perform duties listed for other HR positions; supervises other HR employees; Has four year degree and usually 7+ years of experience; may possess a certification. Purchasing Clerk - compiles information and records to draw up purchase orders for procurement of materials and services; may have on-the-job experience, vocational training, or an associateâ&#x20AC;&#x2122;s degree. Purchasing Manager - plans, directs, or coordinates the activities of buyers, purchasing officers, and related workers involved in purchasing materials, products, and services; normally has a four-year degree. Customer Service Rep - interacts with customers to provide information in response to inquiries about products and services and to handle and resolve complaints; good communication skills and computer skills needed. Information Technology Occupations Software Developer, Systems Software - Research, design, develop, and test operating systems-level software, compilers, and network distribution software for medical, industrial, military, communications, aerospace, business, scientific, and general computing applications. Set operational specifications and formulate and analyze software requirements. May design embedded systems software. Apply principles and techniques of computer science, engineering, and mathematical analysis. Software Developer, Applications - Develop, create, and modify general computer applications software or specialized utility programs. Analyze user needs and develop software solutions. Design software or customize software for client use with the aim of optimizing operational efficiency. May analyze and design databases within an application area, working individually or coordinating database development as part of a team. May supervise computer programmers. Mobile Applications Developer - Experience creating both native & mobile web applications from

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conception to production. Design, architect, code and oversee quality assurance of organizationâ&#x20AC;&#x2122;s mobile application product lines. Collaborates in cross-functional teams and explores creative opportunities on mobile platforms. Database Administrator - Administer, test, and implement computer databases, applying knowledge of database management systems. Coordinate changes to computer databases. May plan, coordinate, and implement security measures to safeguard computer databases. Linux Administrator - experienced in a cloud based Linux Server environment including hands-on experience and expertise with Linux Server architecture, design, and server virtualization. Experienced with technical documentation and architecture; interacts with technical and non-technical employees across the organization. Creates templates and standards for new and existing documentation. Defines and develops a consistent approach and standards for technical documentation. User Interface/User Experience Engineer - Conducts front end analysis, interviewing, focus groups, requirements gathering. Uses storyboarding, user scenario development, high-level use case definition, and user and task analysis to capture and develop user requirements, UI Templates and integrate elements into user interaction designs. Creates, evaluates, and modifies high and low-fidelity prototypes to support development process. Facilitate iterative testing of prototypes. Quality Assurance Tester (IT industry) - Leverages existing test automation and writes overarching unit tests to cover sections of project functionality. Responsible for writing automated test tools, as needed, to enhance the productivity and capability of the test teams. Leads other testers and coordinates test activities between scrum teams. Often has experience with Agile with Scrum software development methodologies. Systems Administrator - Responsible for provisioning, installation/configuration, operation, and maintenance of systems hardware and software and related infrastructure. May install, configure, and support an organization's local area network (LAN), wide area network (WAN), and Internet systems or a segment of a network system. May monitor network to ensure network availability to all system users and may perform necessary maintenance to support network availability. May assist in network modeling, analysis, planning, and coordination between network and data communications hardware and software. May supervise computer user support specialists and computer network support specialists. May administer network security measures. Industrial Occupations Process/Production Operator - Operate or tend machines to process or produce a wide variety of materials. Observe production and monitor equipment to ensure safe and efficient operation. Collect samples of materials or products for laboratory testing. Production Manager/Supervisor - Direct or coordinate production, processing, distribution, or marketing activities of industrial organizations. Review schedules and orders to oversee inventory and staffing requirements, and work procedures. Knowledge of production processes, quality control. Knowledge of coordination of people and resources. Industrial Electrician - Responsible for the installation, operation, maintenance and repair of electrical apparatus and machinery used in an industrial (manufacturing) environment. Must be able to read and interpret blueprints, schematics, and diagrams. Machinery/Maintenance mechanic - Repair or replace malfunctioning machinery or equipment. Maintain the operating condition of industrial production or processing machinery or equipment. Examines parts for defects, breakage, or excessive wear. Knowledge of machines and tools. Production Engineer/Industrial Engineer - Design, develop, test, and evaluate integrated systems for managing industrial production processes, including human work factors, quality control, inventory control, logistics and material flow, cost analysis, and production coordination. Mechanical Engineer - Plan and design tools, engines, machines, and other mechanically functioning equipment. Oversee installation, operation, maintenance, and repair of equipment. Ability to read and interpret blueprints, technical drawings, schematics or computer generated reports. Ensure compliance with specifications, codes or customer requirements. May use CAD (computer assisted design) software. Mechanical Engineering Technician - Applies theory and principles of mechanical engineering to modify, develop, test, or calibrate machinery and equipment under direction of engineering staff or physical scientists. Electrical Engineer - Research, design, develop, test, or supervise the manufacturing and installation of electrical equipment, components, or systems for commercial, industrial, military, or scientific use. Prepare technical drawings and specifications of electrical systems. Ensure compliance with specifications, codes, or customer requirements. Operate computer assisted engineering or design software.

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Electrical Engineering Technician - Test or modify developmental or operational electrical machinery or electrical control equipment and circuitry in industrial or commercial plants or laboratories. Usually work under direction of engineers or technologists. Electronics Engineer (except Computers) - Research, design, develop, or test electronic components and systems for commercial, industrial, military, or scientific use employing knowledge of electronic theory and materials properties. Design electronic circuits and components for use in fields such as telecommunications, aerospace guidance and propulsion control, acoustics, or instruments and controls. Ensure compliance with specifications, codes, or customer requirements. Operate computer assisted engineering or design software. Electronics Engineering Technician - Lay out, build, test, troubleshoot, repair, and modify developmental and production electronic components, parts, equipment, and systems, such as computer equipment, missile control instrumentation, electron tubes, test equipment, and machine tool numerical controls. Apply principles and theories of electronics, electrical circuitry, engineering mathematics, electronic and electrical testing, and physics. Usually work under direction of engineering staff. Safety Engineer - Develops and conducts tests to evaluate product safety levels and recommend measures to reduce or eliminate hazards. Investigate causes of accidents, injuries, or illnesses related to product usage in order to develop solutions to minimize or prevent recurrence. Evaluates potential health hazards or damage that could occur from product misuse. Quality Control - Conduct analyses of in-process materials, samples, finished goods, or stability samples. Interpret test results, compare them to established specifications and control limits, and make recommendations about product release. Good communication skills. Knowledge of raw materials, production processes, and costs. Cargo/Warehouse/Material Handler - Manually moves freight, stock, or other materials or perform other general labor. Read work orders, sort cargo, and record number of units handled or moved. Commercial Driver - Drives a tractor-trailer combination or a truck with a capacity of at least 26,000 pounds. May be required to unload truck. Requires commercial driversâ&#x20AC;&#x2122; license. Ensures mechanical, safety, and emergency equipment is in good working order. Science/Health Services Occupations Chemist I - Studies the structures, compositions, reactions, and other properties of substances. They use their knowledge to develop new and improved products, processes, and materials. May work in laboratories and/or offices. Chemist II - Studies the structures, compositions, reactions, and other properties of substances. They use their knowledge to develop new and improved products, processes, and materials. May work in laboratories and/or offices. May supervise other laboratory employees, and a Ph.D degree may be required. Biomedical Engineer - Analyzes and design solutions to problems in biology and medicine, with the goal of improving the quality and effectiveness of patient care. Works in manufacturing, universities, hospitals, research facilities of companies and educational and medical institutions, teaching, and government regulatory agencies. Laboratory Technician - Performs routine medical laboratory tests for the diagnosis, treatment, and prevention of disease. May work under the supervision of a medical technologist. Registered Nurse - Assesses patient health problems and needs, develop and implement nursing care plans, and maintain medical records. Administers nursing care to ill, injured, convalescent, or disabled patients. May advise patients on health maintenance and disease prevention or provide case management. RN degree and licensing required. Licensed Practical Nurse (LPN) - Cares for ill, injured, or convalescing patients or persons with disabilities in hospitals, nursing homes, clinics, private homes, group homes, and similar institutions. May work under the supervision of a registered nurse. Degree and Licensing required. Certified Nursing Assistant (CNA) - Provides basic patient care under direction of nursing staff. Perform duties such as feed, bathe, dress, groom, or move patients, or change linens. May transfer or transport patients. Requires certification. Orderlies or Transport Specialist - Transports patients to areas such as operating rooms or x-ray rooms using wheelchairs, stretchers, or movable beds. May maintain stocks of supplies or clean and transport equipment.

Manufacturing Firms Responses:

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Manufacturing: Please provide average hourly wage (or hourly equivalent) for the general business positions below which exist at your Charleston region firm. Response Count

Office Administrator

Average Wage $18.15

Office Manager

$27.23

$22.00

Junior Accountant

$19.61

$19.72

Accountant

$26.98

$27.00

$37.96

$35.50

Answer Options

Senior Accountant

Median Wage $17.00

Human Resources Assistant

$12.95

$15.79

Human Resources Generalist

$23.56

$25.33

Human Resources, Senior

$28.92

$30.00

Purchasing Clerk

$22.63

$22.70

Purchasing Manager

$33.62

$29.57

$18.85

$18.26

Customer Service Rep

Manufacturing: Please provide average hourly wage (or hourly equivalent) for the information technology positions below which exist at your Charleston region firm. Answer Options

Response Count

Software Developer, Systems Software

Software Developer, Applications

Mobile Applications Developer

Database Administrator

Linux Administrator

Average Wage $33.05

Median Wage $29.93

Not released --

User Interface/User Experience Engineer

Quality Assurance Tester (IT industry)

Systems Administrator

$33.82

$32.00

Manufacturing: Please provide average hourly wage (or hourly equivalent) for the following positions in a manufacturing/industrial environement which exist at your Charleston region firm. Response Count

Process/Production Operator

Average Wage $17.31

Production Manager/Supervisor

$33.97

$31.25

$23.64

$23.65

$23.27

$23.00

Answer Options

Industrial Electrician Machinery/Maintenance mechanic

Median Wage $16.50

Production Engineer/Industrial Engineer

$40.13

$39.25

Mechanical Engineer

$39.46

$40.95

Mechanical Engineering Technician

Electrical Engineer

Not released Not released

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Electrical Engineering Technician

Electronics Engineer (except computers)

Electronics Engineering Technician

Safety Engineer

Quality Control

Not released --

Not released $30.60

Not released $26.54

$27.08

$23.80

Cargo/Warehouse/Material handler

$15.55

$15.31

Commercial Driver

Not released

Manufacturing: Please provide average hourly wage (or hourly equivalent) for the following science/health services positions which exist at your Charleston region firm. Only 2 manufacturing firms responded to this group of occupations, so no data is released.

Non-Manufacturing Firms Responses: Non-manufacturing: Please provide AVERAGE hourly wage (or hourly equivalent) for the GENERAL BUSINESS positions below which exist at your Charleston region firm. Answer Options Office Administrator Office Manager Junior Accountant Accountant Senior Accountant Human Resources Assistant Human Resources Generalist Human Resources, Senior Purchasing Clerk Purchasing Manager Customer Service Rep

Response Count

9 7 5 11 7 10 11 10 8 8 8

Average Wage

Median Wage

$19.43 $20.58 $22.11 $25.67 $34.82 $16.69 $26.85 $41.37 $15.43 $38.19 $17.86

$19.58 $21.61 $21.13 $24.70 $31.02 $15.63 $25.47 $37.45 $16.99 $39.44 $17.23

Non-manufacturing: Please provide avearge hourly wage (or hourly equivalent) for the Information Technology positions below which exist at your Charleston region firm. Answer Options

Response Count

Software Developer, Systems Software

Software Developer, Applications

Mobile Applications Developer

Average Wage Not released $37.10

Median Wage Not released $31.35 Not released $31.47

Database Administrator

Not released $29.89

Linux Administrator

User Interface/User Experience Engineer

Not released

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Quality Assurance Tester (IT industry)

Systems Administrator

$38.48

$34.35

Non-manufacturing: Please provide average hourly wage (or hourly equivalent) for the following positions in an industrial environment which exist at your Charleston region firm. Since these are data from non-manufacturing firms, the following occupations applied to respondents who had these typically industrial occupations but in non-manufacturing environments. Response Count

Process/Production Operator

Production manager/supervisor

Average Wage Not released $44.51

Industrial Electrician

$31.99

$28.95

Machinery/Maintenance mechanic

$27.47

$28.85

Not released $43.01

Answer Options

Median Wage Not released $48.00

Mechanical Engineer

Not released $42.71

Mechanical Engineering Technician

Electrical Engineer

$38.55

$38.17

Electrical Engineering Technician

Electronics Engineer (except Computers)

Not released --

Electronics Engineering Technician

Safety Engineer

Not released $36.35

Not released $36.88

Quality Control

Cargo/Warehouse/Material handler

Not released $17.19

Not released $17.09

Commercial Driver

$19.33

$19.45

Production Engineer/Industrial Engineer

Non-manufacturing: Please provide average hourly wage (or hourly equivalent) for the following science/health services positions which exist at your Charleston region firm. Not enough firms responded to this group of occupations, so no data is released. 45. Is there a labor union represented among your employees? Answer Options No Yes

Response Percent

89% 11%

For questions or more information, please contact the Charleston Metro Chamber of Commerce’s Center for Business Research, 843-577-2510.