2015 charleston region wage and benefits survey by Charleston Metro Chamber

2015 Charleston Region SC Wage and Benefits Survey

Conducted by:

Center for Business Research

Charleston Metro Chamber of Commerce PO Box 975, Charleston SC 29402

2015 Charleston Region SC Wage and Benefits Survey The 2015 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 2015. 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, SHRM-SCP, SPHR, GPHR, and her team of human resource professionals at SLS Consulting, LLC. Participation in the study was promoted to major employers, area industry, among the membership of the Charleston Metro Chamber as well as other local professional associations, including the local information technology community. The survey was administered on-line, with a total of nearly 31,000 employees in the Charleston region represented at the 70 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. 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 and those from non-manufacturing firms. In addition, where results are markedly different between larger and smaller firms, those data are reported separately as well. 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 70 firms in the three-county Charleston region responded, representing almost every sector and 31,000 workers or approximately 10% of total employment in the region. The largest sectors represented in the survey were Professional Scientific and Technical Services (NAICS code 54) representing 21% of participating firms and Manufacturing (NAICS codes 31-33) representing 20% of participating firms.

Participating Firms' North American Industrial Classification System (NAICS) Code 81 Other Services (except Public Administration) 4.3%

92 Public Administration/Gover nment 10.0%

72 Accommodation and Food Services 4.3%

22 Utilities 4.3% 23 Construction 1.4%

71 Arts, Entertainment and Recreation 1.4%

31-33 Manufacturing 20.0%

62 Health Care and Social Assistance 1.4% 61 Educational Services 4.3%

42 Wholesale Trade 2.9% 51 Information 1.4%

56 Administrative and Support and Waste Management and Remediation Services 5.7% 55 Management of Companies and Enterprises 1.4%

52 Finance and Insurance 12.9% 54 Professional, Scientific and Technical Services 21.4%

53 Real Estate and Rental and Leasing 2.9%

Respondents were asked about the location of their Charleston area facilities and were able to indicate multiple county locations where applicable. More than 80 percent of firms reported having a facility in Charleston County. Nearly one third noted a site in Berkeley County (30%) and in Dorchester County (29%). Forty percent of firms indicated they are stand-alone locations, while more than half reported being one of multiple facilities of a single company. One out of four responding firms (24%) pointed out that their organization was one of multiple locations globally, and 28 percent indicated they were one of multiple domestic (U.S.) locations.

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. Please indicate your firm's approximate total gross annual local payroll in the Charleston region (Berkeley, Charleston and Dorchester counties): more than $20 million, 11.3%

less than $250,000, 11.3%

$10 million to $20 million, 3.8%

$250,000 to $499,999, 17.0%

$5,000,000 to $9,999,999, 17.0% $3,000,000 to $4,999,999, 9.4%

$500,000 to $999,999, 9.4% $1,000,000 to $2,999,999, 20.8%

Manufacturing firms participating in the survey reported 4,563 workers and non-manufacturing participants reported 26,195 workers. Firms with 100 or fewer employees make up more than half (56%) of survey respondents and reported 1,486 workers, while larger firms (the other 44%, each with more than 100 employees) represent 29,272 workers. As of September 1, 2015, for your company's Charleston region location(s), please fill in the following regarding current employees: Answer Options Response Average Response Sum 139 # of full-time exempt employees 9,027 131 # of full-time non-exempt hourly employees 6,535 40 # of full-time non-exempt salaried employees 793 56 # of part-time, regular employees 2,311 485 # of contract or temporary employees 11,152 # other employees

104

Total /Overall

439

Percentage of respondents by employment level # employees # responses sum, employees 25 or fewer 17 132 26 to 50 7 226 51 to 100 15 1,128 101 to 200 10 1,395 201 to 500 9 3,162 >500 12 24,715

Total

30,758

940 30,758

% of firms 24% 10% 21% 14% 13% 17% 100%

The great majority (95%) of participants have no union representation among their employees. The Charleston regionâ&#x20AC;&#x2122;s organized labor rate among all firms â&#x20AC;&#x201C; public and private - is less than two percent, compared with a statewide unionization rate of 2.2 percent and a U.S. rate of 11.1 percent.

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: % of Respondents

Non-Manufacturing

% of Respondents

Fitness/wellness incentive

92%

401K or related plan

82%

401K or related plan

92%

Dental insurance

82%

Prescription drug coverage

92%

Medical insurance plan

80%

Dental insurance

92%

Long term disability

69%

Vision care insurance

92%

Prescription drug coverage

66%

Life insurance

92%

Vision care insurance

66%

Short term disab. or salary continuance for short term nonoccupational injury/illness

92%

Short term disab. or salary continuance for short term nonoccupational injury/illness

60%

92%

Accidental death/dismemberment

60%

Manufacturing

Medical insurance plan

Long term disability Accidental death/dismemberment Flexible Spending Accounts (for medical and dependent care) Tuition reimbursement

100%

92%

Life insurance

Employee Assistance Program (EAP)

84%

53%

83% 75%

Employee Assistance Program (EAP)

67%

Health Savings Account

58%

Professional association dues

58%

Employee discount programs

50%

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, at least half offer medical insurance and participation in a 401k or similar program.

According to survey responses, manufacturers tend to have no waiting period (or less than a month) for employees before most of their benefits become effective. Non-manufacturing firms’ responses suggested a little longer to wait. For smaller firms (<100 employees) of any type, the most frequent response (28%) was “90 days” and, further, 45 percent reported a 60 or 90-day waiting period.

No waiting period First of the month after hire 30 days 60 days 90 days

Manufacturing 30%

Non-Manufacturing 14%

30%

34%

10% 20% 10%

21% 14% 18%

Among survey respondents, manufacturers were more likely to subsidize or completely cover the costs of medical insurance for an “employee-plus-family” option, while non-manufacturers were more likely to cover the “employee only.” 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 plus employee % of Manufacturing Firms only plus one children plus family 64% 36% 18% 73% Medical 60% 40% 20% 80% Dental 60% 40% 30% 80% Vision 80% 30% 20% 50% Life % of Non-Manufacturing employee employee employee plus employee Firms only plus one children plus family 78% 35% 33% 58% Medical 72% 31% 28% 53% Dental 59% 35% 24% 76% Vision 90% 10% 10% 19% Life The most popular medical insurance plan among all responding firms is the PPO (preferred provider) followed by HDHP (high deductible health plan).

The average percentage of medical insurance premiums that companies pay for their â&#x20AC;&#x153;employee onlyâ&#x20AC;? option is 78 percent as reported by manufacturing participants and 76 percent as reported by nonmanufacturing participants. Smaller firms (less than 100 employees) seemed to maximize competitiveness in their benefits plans, as 39 percent reported paying the full premium (100%) for medical coverage -- compared to 14 percent of larger firms (100+ workers) -- for the employee-only coverage. What percentage of the following insurance premiums is company-paid, if any, for the following? Average % Company-Paid, Employee Only NonAll firms with Manufacturing Manufacturing < 100 workers

Average % Company-Paid, Employee plus Dependent(s) NonAll firms Manufacturing Manufacturing with < 100

Medical (%)

Dental (%)

Vision (%)

In comparison, nationwide, the U.S. Bureau of Labor Statistics reports that as of March 2015, the employer share for employee-only coverage was slightly greater for civilian workers in the Federal Government sector (80%) than in private industry sectors (78%). For family or employee-plusdependents coverage, the employer share of premiums was one point lower in private industry (68%) than for civilians in the Federal Government sector (69%). http://www.bls.gov/news.release/ebs2.nr0.htm Participants were asked about the impact, if any, of the Affordable Care Act (ACA) on their firm. Nearly half of respondents reported no noticeable impact so far. The other half of respondents reported a mix of responses, with the most frequent being that they have increased the levels of company-paid insurance coverage. What impact has the Affordable Care Act (ACA) had -- and what impact do you predict it will have -- on your firm? Please check all that apply. Impact Predicted occurred impact Answer Options (all participants) already anticipated

47%

13%

Reduced hours of employees

17%

Reduced # of employees

11%

Reduced company-paid insurance coverage from recent/current level

17%

11%

Increased company-paid insurance coverage from recent/current level

21%

13%

No noticeable impact

Respondents were asked about another proposed law which would extend overtime pay to most salaried workers earning less than $50,440 per year (http://www.dol.gov/whd/overtime/NPRM2015/factsheet.htm). Most firms (80%) reported some employees are in this category, with the average percentage reported being 31% of full-time salaried employees. Smaller companies (< 100 workers) reported a more significant impact. Four firms reported that all (100%) of their full-time salaried workers are in this category, and 24 percent of firms reported that at least half of their full time salaried workers are. In all, 1,470 workers at all firms participating in the study are in this earning category. 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. More than 83 percent reported offering some paid vacation after six months of work, and nearly all participants (90%) 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 20 years of service

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

Response Median 5 10 15 15 19 20 21.5

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

Response Median 10 12.5 15 17.5 20 21 24.5

Most non-manufacturing (64%) and manufacturing (56%) survey participants do allow workers to carry over earned, unused paid leave into the following year, according to the survey. All manufacturers (100%) reported offering the following paid holidays off: • Independence Day (July 4) • New Year’s Day • Labor Day • Christmas Day Nearly all manufacturers (89%) offer Good Friday, Memorial Day, Thanksgiving Day, the day after Thanksgiving, and Christmas Eve as a paid holiday for their workers. The average number of paid holidays, including floating days, reported by manufacturers was 11. There were no paid holidays that all non-manufacturers reported offering in this year’s survey, but nearly all non-manufacturers participating in the survey indicated they offer as paid holidays: • New Year’s Day (98%) • Labor Day (95%) • Memorial Day (93%) • Thanksgiving Day (98%) • Independence Day (95%) • Christmas Day (95%) The average number of paid holidays, including floating days, reported by non-manufacturers was 10. The survey inquired about other paid leave such as maternity/paternity. The majority (88% of manufacturers and 73% of non-manufacturers) reported 0 days paid maternity leave beyond existing medical disability or employee-accrued. Only five survey participants reported additional paid paternity leave. For those firms who do offer additional paid maternity/paternity leave, the median was 30 days.

When asked about paid community service/volunteering time and/or personal time off (PTO)â&#x20AC;&#x201D;not including any paid holidays or vacation days-- the most frequent answer among all study participants was 0 days. Paid sick leave averaged 8 days for non-manufacturers and 4 for manufacturers, though half (50%) of manufacturing participants reported 0 days of paid sick leave. Survey participants were asked for their organizationâ&#x20AC;&#x2122;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, 13 firms reported rates or data to calculate rates, with the average absenteeism rate being 9 percent (median=4.5%). The majority of manufacturing participants did not respond to the absenteeism rate question.

Compensation Practices Many organizations responding to the survey reported they update their base pay structure annually (43% of manufacturers, 63% of non-manufacturers). Many clarified that they review the structure annually and update as needed. The primary basis for pay increases among both manufacturers (100%) and non-manufacturers (88%) participating in the study was “merit-based/employee performance,” while some manufacturers reported a blend of merit and other factors such as company performance or cost of living. 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:

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

Pay Increase, Previous Year Non-Manufacturing Mode (most % reporting frequent a 0% response) increase

Average increase

Median increase

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

3.3%

none

3.5%

3.6%

3.3%

2.5%

none

3.2%

5.4%

2.8%

none

2.7%

8.9%

Smaller firms (fewer than 100 employees) participating in the survey, whether manufacturing or nonmanufacturing, reported higher pay-increase rates on average for the previous year than did larger firms (100+ workers) for exempt employees (median of 4%, average of 4.4%). For the next fiscal year, smaller firms –both manufacturing and non-manufacturing—reported results similar to the non-manufacturing trends below: Pay Increase, Budgeted Next Fiscal Year Manufacturing Non-Manufacturing Employee Average Median increase increase type 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

none

3.4%

3.6%

2.8%

none

3.8%

5.4%

2.9%

none

2.3%

2.5%

8.9%

According to the US Bureau of Labor Statistics, wages and salaries increased nationwide an average of 2.1 percent for both private industry workers and federal civilian workers, and 1.8 percent for state and local government workers for the 12-month period ending September 2015 (http://www.bls.gov/news.release/eci.nr0.htm).

Pay Formulas and Shift Differentials What is your standard pay formula for non-exempt employees in the following situations? Manufacturers

Percent Reportingâ&#x20AC;Ś

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 22% 89% 33% 33% 0% 0%

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 11% 86% 29% 11% 9% 6%

Double-time 0% 0% 33% 22% 0% 0%

Regular base rate 44% 11% 22% 33% 33% 22%

Percent Reportingâ&#x20AC;Ś Double-time 3% 3% 9% 3% 0% 0%

Regular base rate 74% 9% 46% 57% 60% 57%

Forty-four percent of manufacturing respondents reported a five-day operating schedule, and 33 percent reported seven-day operations. For non-manufacturing firms, 67% reported a five-day operating schedule, while 30% indicated they operate seven days a week. More than half of manufacturing firms (56%) participating in the study reported typical daily operations of 24 hours in the form of three 8-hour shifts; 38% reported rotating shifts. Non-manufacturing participants most frequently reported a traditional 8-hour day as typical (45%). Most manufacturers (88%) reported paying shift differentials for non-traditional work hours, while nonmanufacturers in the study typically do not (79%). The average second and third shift differential reported by manufacturers is 85 cents 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. 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 22% 19% General bonuses (holiday bonus, etc.) 33% 66% Incentive bonuses (productivity, etc.) 56% 63% Employee profit sharing 0% 16% Company stock or stock options 0% 13% Retention bonuses 0% 9% Safety bonuses 33% 6% Perfect attendance bonuses 44% 6%

Survey participants were asked about their organizationsâ&#x20AC;&#x2122; 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. Three quarters (75%) of manufacturers reported the cost to be in the range of 21% to 30% or 31% to 40% of total compensation costs (37.5% for each category). Non-manufacturing study participants were more evenly spread among all percentage categories. Nearly a third (32%) of firms with fewer than 100 employees reported fringe benefits were 11 to 20 percent of their total compensation costs. A majority (60%) of smaller firms reported fringe benefits costs to be 30 percent or less of their total compensation costs, while most (62%) larger firms (100+ employees) reported fringe benefits costs to be greater than 30% of their total compensation costs.

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

Non-manufacturers more than 60%

41-50%

11-20%

0-10%

51-60% 41-50%

11-20% 31-40% 21-30% 31-40% 21-30%

Larger Firms (100+ workers)

Small firms (<100 moreworkers) than 60%

51-60% 0-10%

51-60%

0-10% 11-20%

41-50% 41-50%

11-20%

31-40%

21-30%

31-40%

The national average percentage for fringe benefits as a percentage of total compensation costs is 30.5 percent for all private industry firms (33.7 percent for goods producing and 29.6 percent for service producing firms), according to the U.S. Bureau of Labor Statistics. (http://www.bls.gov/news.release/ecec.nr0.htm)

Study participants were asked about their companyâ&#x20AC;&#x2122;s top challenges with regard to workforce. At least half of manufacturers and non-manufacturing firms pointed out hard skills/technical skills, soft skills and industry knowledge as their key workforce challenges. Non-manufacturing participants reported a need for more engineering skills/candidates in the local workforce. Manufacturing What are your top three workforce challenges in the Charleston region? Technical skills or hard skills Soft skills (punctuality, teamwork, attitude, etc) Industry knowledge Wage expectation Retention Lack of applicants Drug test results Basic skills (math, reading, etc) Criminal background Credentials (degrees, certifications, etc). No current workforce challenges 0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

Non-Manufacturing What are your top three workforce challenges in the Charleston region? Wage expectation Technical skills or hard skills Lack of applicants Soft skills (punctuality, teamwork, attitude,â&#x20AC;Ś Retention Industry knowledge No current workforce challenges Basic skills (math, reading, etc) Criminal background Credentials (degrees, certifications, etc). Drug test results 0.0%

10.0%

20.0%

30.0%

40.0%

Despite any workforce challenges, firms participating in the survey reported significant new hires in their last fiscal year as well as anticipated for the next fiscal year: • • • •

At least 50 percent of firms reported that they hired new full time employees in the past year, and 30 percent reported hiring new part-time employees. More than 40 percent reported they plan to hire full time employees in the next fiscal year and 19 percent said they anticipate hiring new part-time employees. Responses from those reporting new hires ranged from a minimum of one to a maximum of more than 300 full time workers at one firm and 700 part time workers at a different firm in the past year. Survey respondents in aggregate reported nearly 3,000 newly hired workers in the past year, with nearly 2,700 new hires anticipated in their next fiscal year.

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 56% 31% Vector, GATB, SATB, etc.) 0%

23%

Reference checks

89%

77%

Interviewing

100%

82%

Background checks (education & experience)

89%

74%

Criminal checks

89%

64%

Credit checks

22%

36%

Hire as temps first

44%

28%

Hire as interns first

11%

15%

13%

Physical

56%

21%

Drug-testing

89%

51%

Web-based pre-screening

Pre-employment training

Which of the following recruiting tools does your firm use (check all that apply)? Manufacturing Non-Manufacturing Online Social media 56% 73% Company website

56%

88%

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

89%

78%

Other Internet-based recruiting

22%

43%

Apprenticeship programs

22%

20%

Internship programs

22%

53%

Virtual job fairs

11%

13%

Community job fairs

11%

38%

Third party job fairs

23%

Local newspaper ads

22%

43%

Non-local newspaper ads

11%

13%

Staffing or Temp firm/Executive search firm

89%

53%

Local Workforce Developers (SC Works Centers or Online Tool/SC Department of Employment & Workforce/SC Personal Pathways to Success initiative) Active recruiting on school campuses

44%

30%

33%

40%

Referrals

56%

78%

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? No functions are outsourced

Manufacturing 0%

Non-Manufacturing 2%

Background check

89%

62%

Benefits administration

44%

21%

COBRA

78%

41%

Copy services

Employee compensation

Employment verification

44%

17%

Finance/accounting

11%

14%

22%

31%

Janitorial

78%

55%

Legal

22%

50%

17%

22%

Maintenance

31%

Marketing/public relations

Outplacement

56%

10%

Payroll administration

22%

33%

Purchasing/Procurement

Quality control

Retirement administration

44%

41%

Staffing services

67%

24%

10%

Travel services

56%

12%

Security

44%

26%

Logistics/shipping Mailroom

Training/development

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

Have in place

20%

40%

60%

80%

100%

Non-Manufacturing Participants’ Policies: Current and Under Consideration Non-monetary recognition (gifts,… Workplace violence Pre-employment drug testing Drug Testing For Cause (post-… Bullying Online Social Media Random drug testing Health-risk assessments Flex Time Smoking-cessation Telecommuting Weight-loss incentives Six Sigma Lean Commuting incentives (Bike to… Job sharing Pets at work Managed care Banning workers from checking… Elder care 0% Considering

20%

40%

60%

80%

100%

Have in place

Wage Rates by Occupation In addition to pay increase rates, survey participants were asked to provide hourly wages for select occupations at their firms. Results are presented for all respondents in aggregate, as well as broken down by manufacturing and non-manufacturing respondents, and by employment level. Occupations in the Sciences/Health Services field were also presented but too few responses resulted in no data for those. Job descriptions were provided for clarity to study participants and are included at the end of this report. For occupations with only one response, data were omitted to maximize confidentiality. Any responses provided in the form of annual salary were converted to hourly equivalent assuming a 40-hour work week or 2,080 hours per year.

Respondents were asked to provide average hourly wage (or hourly equivalent) for the GENERAL BUSINESS positions listed below which exist at their Charleston region firm. All respondents

Occupation Office Administrator Office Manager Jr Accountant Accountant Sr Accountant Payroll Administrator Controller Human Resources Asst Human Resources Generalist Human Resources, Senior Purchasing Clerk Purchasing Manager Customer Service Rep answered question

Response Avg of Median of responses responses Count 31 $ 17.77 $ 15.75 21 $ 24.81 $ 20.00 8 $ 23.54 $ 22.32 16 $ 24.14 $ 23.65 10 $ 35.80 $ 32.93 18 $ 24.21 $ 22.48 21 $ 46.41 $ 43.27 11 $ 20.56 $ 19.69 17 $ 24.81 $ 24.04 21 $ 38.92 $ 38.00 8 $ 21.25 $ 22.05 9 $ 40.36 $ 42.00 19 $ 17.70 $ 15.92 38

Manufacturers

Non-manufacturers

Response Avg of Median of Response Avg of Median of Count responses responses Count responses responses 6 24 $ 18.56 $ 18.12 $ 17.57 $ 15.44 4 17 $ 23.22 $ 22.02 $ 25.18 $ 19.69 1 7 $ 23.81 $ 23.00 2 14 $ 26.92 $ 26.92 $ 23.75 $ 22.95 2 8 $ 32.93 $ 32.93 $ 36.51 $ 32.00 4 14 $ 24.91 $ 23.00 $ 24.01 $ 21.55 4 17 $ 52.56 $ 48.56 $ 44.96 $ 43.00 0 11 $ 20.56 $ 19.69 3 14 $ 24.30 $ 24.04 $ 24.92 $ 23.56 5 16 $ 31.54 $ 31.25 $ 41.23 $ 38.76 2 6 $ 23.96 $ 23.96 $ 20.35 $ 20.09 1 8 $ 40.15 $ 37.36 5 14 $ 19.43 $ 20.50 $ 17.09 $ 15.11

General Business occupations, continued:

All firms with <100 workers

All firms with 100 or more workers

Response Avg of Median of Response Avg of Median of Count responses responses Count responses responses 12 18 $ 18.71 $ 15.38 $ 17.14 $ 18.00 9 12 $ 28.94 $ 22.00 $ 21.71 $ 19.85 2 6 $ 31.25 $ 31.25 $ 20.96 $ 20.43 3 13 $ 29.92 $ 24.50 $ 22.81 $ 23.00 1 9 $ 33.90 $ 32.21 2 16 $ 29.13 $ 29.13 22.48 $ 23.59 $ 7 14 $ 43.84 $ 41.00 $ 47.69 $ 43.87 1 10 $ 19.01 $ 18.96 3 14 $ 29.83 $ 25.00 $ 23.73 $ 23.43 5 16 $ 43.50 $ 42.79 $ 37.49 $ 35.83 2 6 $ 24.88 $ 24.88 $ 20.04 $ 20.09 2 7 $ 52.16 $ 52.16 $ 36.98 $ 42.00 6 13 $ 21.87 $ 21.10 $ 15.78 $ 15.22

Respondents were asked to provide average hourly wage (or hourly equivalent) for the INFORMATION TECHNOLOGY positions listed below which exist at their Charleston region firm.

All respondents

Occupation Information Assurance Scrum Master Software Developer, Systems Software Software Developer, Applications Mobile Applications Developer Database Administrator Linux Administrator User Interface/User Experience Engineer Quality Assurance Tester (IT industry) Systems Administrator answered question

Response Avg of Median of Count responses responses 2 $ 40.88 $ 40.88 0 3

$ 40.26

$ 40.00

4 1 3 1

$ 41.34

$ 40.64

$ 25.06

$ 26.78

$ 29.00

1 14 17

$ 38.35

$ 38.59

Information Technology occupations, continued

Non-manufacturers

Manufacturers

Response Avg of Median of Response Avg of Median of Count responses responses Count responses responses 2 0 $ 40.88 $ 40.88 0 0 0

$ 40.26

$ 40.00

1 0 0 0

3 1 3 1

$ 39.10

$ 38.50

$ 25.06

$ 26.78

$ 29.00

1 11

$ 40.05

$ 41.13

0 3

$ 32.13

$ 30.89

All firms with <100 workers

All firms with 100 or more workers

Response Avg of Median of Response Avg of Median of responses responses responses responses Count Count 0 2 $ 40.88 $ 40.88 0 0 1

$ 40.39

0 0 0 0

4 1 3 1

$ 41.34

$ 40.64

$ 25.06

$ 26.78

$ 29.00

1 12

$ 37.25

$ 38.59

0 2

$ 44.94

Respondents were asked to provide average hourly wage (or hourly equivalent) for the following positions in a MANUFACTURING/INDUSTRIAL ENVIRONMENT which exist at their Charleston region firm.

All respondents

Occupation Production Worker/Operator Production manager/supervisor/team leader Industrial Electrician Machinery/Maintenance mechanic Production Engineer/Industrial Engineer Mechanical Engineer Mechanical Engineering Technician Electrical Engineer Electrical Engineering Technician Electronics Engineer (except Computers) Electronics Engineering Technician Safety Engineer Quality Control Cargo/Warehouse/Material handler Cargo/Warehouse/Materials Manager Commercial Driver answered question

Response Avg of Median of Count responses responses 8 $ 15.92 $ 14.75

6 3

$ $

26.64 23.49

$ $

26.09 23.00

21.23

22.00

3 6

$ $

43.75 38.12

$ $

40.00 35.53

2 4

$ $

34.76 32.72

$ $

34.76 35.43

1 5 3

$ $

39.38 23.62

$ $

38.46 27.88

15.10

16.31

2 2 14

$ $

22.25 17.25

$ $

22.25 17.25

1 1

Manufacturing/Industrial occupations, continued

Manufacturers

Non-manufacturers

Response Avg of Median of Response Avg of Median of Count responses responses Count responses responses 6 2 $ 16.56 $ 14.75 $ 14.00 $ 14.00

5 1

23.80

2 4

$ $

35.63 34.68

1 2

36.00

28.37

1 2

20.54

22.68

17.80

16.41

$ $

35.63 35.53

1 2

45.00

36.00

1 2

29.43

31.17

1 1 2

0 4 1

38.97

37.91

14.21

16.00

0 1

2 1

22.25

21.43

Manufacturing/Industrial occupations, continued

All firms with <100 workers

All firms with 100 or more workers

Response Avg of Median of Response Avg of Median of Count responses responses Count responses responses 5 3 $ 16.07 $ 14.50 $ 15.67 $ 15.00

4 0

22.17

19.50

2 3

$ $

35.59 23.49

$ $

35.59 23.00

24.93

19.75

22.00

2 4

$ $

35.63 34.02

$ $

35.63 35.00

1 2

46.32

35.43

1 2

30.00

1 2

35.43

1 1 1

0 4 2

$ $

39.61 21.49

$ $

39.18 21.49

14.21

16.00

0 0

2 2

$ $

22.25 17.25

$ $

22.25 17.25

Appendix: 2015 Survey Questions and Total Results 1. Based on your product/service, please select your company's primary North American Industrial Classification System (NAICS) code. Response Percent

Response Count

11 Agriculture, Forestry, Fishing, and Hunting

0.0%

21 Mining

0.0%

22 Utilities

4.3%

23 Construction

1.4%

31-33 Manufacturing

20.0%

42 Wholesale Trade

2.9%

44-45 Retail Trade

0.0%

48-49 Transportation and Warehousing

0.0%

51 Information

1.4%

52 Finance and Insurance

12.9%

53 Real Estate and Rental and Leasing

2.9%

54 Professional, Scientific and Technical Services

21.4%

55 Management of Companies and Enterprises

1.4%

56 Administrative and Support and Waste Management and Remediation Services 61 Educational Services

5.7%

4.3%

62 Health Care and Social Assistance

1.4%

71 Arts, Entertainment and Recreation

1.4%

72 Accommodation and Food Services

4.3%

81 Other Services (except Public Administration)

4.3%

92 Public Administration/Government

10.0%

2-digit NAICS Code & Sector Name:

answered question

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

Response Percent

Response Count

30.0 % 81.4 % 28.6 %

21 57 20

3. As of September 1, 2015, for your company's Charleston region location(s), please complete the following regarding current employees: 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

Response Sum

139

9,027

131

6,535

793

2,311

485

11,152

104

940 70

answered question

4. The US Department of Labor is considering changes to the federal overtime rules that would extend overtime pay to most salaried workers earning less than $50,440 per year. The change is proposed to go into effect in 2016. What percent of your workforce are full-time salaried earning less than $50,440? Answer Options

% of FT-salaried employees earning < $50,440

Response Average

31%

Response Count

5. 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

11.3% 17.0% 9.4% 20.8% 9.4% 17.0% 3.8% 11.3%

6 9 5 11 5 9 2 6

6. 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

Response Percent

39.7% 24.1% 27.6% 24.1%

Response Count

23 14 16 14

7. Please check the boxes next to the following benefits which your firm offers to fulltime employees. Response Percent

Response Count

401K or related plan Accidental death/dismemberment

83.6 % 65.7 %

56 44

Adoption Assistance

10.4 %

Auto (vehicle or allowance)

22.4 %

Cancer insurance

29.9 %

Daycare/daycare assistance

9.0 %

Dental insurance

83.6 %

Education Savings Plan (529, etc)

3.0 %

Employee Assistance Program (EAP)

55.2 %

Employee assistance trust fund

0.0 %

Employee discount programs

35.8 %

ESOP Fitness/wellness incentive

3.0 % 50.7 %

2 34

Flexible Spending Accounts (for medical and dependent care)

53.7 %

Health Reimbursement Account

26.9 %

Health Savings Account

41.8 %

Hearing care insurance

9.0 %

Legal Coverage/Prepaid Legal

16.4 %

Life insurance

85.1 %

Long Term Care Insurance

22.4 %

Long term disability

73.1 %

Medical insurance plan

83.6 %

Other retirement/pension plan

37.3 %

Pet Insurance

10.4 %

Prescription drug coverage

70.1 %

Professional association dues

44.8 %

Provide standing desks

23.9 %

Reimburse medical travel abroad

7.5 %

Short term disab. or salary continuance for short term non-occupational injury/illness Stock option plans (option for future buy)

65.7 %

6.0 %

Stock purchase plans Tuition reimbursement

9.0 % 49.3 %

6 33

Vision care insurance

70.1 %

Answer Options

8. 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

47.8 % 30.4 % 30.4 % 69.6 % 34.8 %

11 7 7 16 8 23

9. How long of a waiting period, if any, is there for your employees before they can receive benefits? Answer Options No waiting period First of the month after hire 30 days 60 days 90 days

Response Percent

Response Count

16.7 % 33.3 % 18.5 % 14.8 % 16.7 %

9 18 10 8 9

10. What type of medical insurance plan(s) do you offer? Check all that apply. Answer Options

HDHP PPO HMO Indemnity POS CDHP EPO

Response Percent

Response Count

39.2 % 80.4 % 21.6 % 5.9 % 3.9 % 0.0 % 0.0 %

20 41 11 3 2 0 0

11. 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) Impact Predicted Answer Options occurred impact already anticipated 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

47% 17% 4% 17%

13% 9% 11% 11%

21%

13%

12. 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 Vision

75% 57% 31% 71%

35% 27% 20% 12%

29% 22% 14% 10%

61% 49% 41% 22%

Life Other (please specify) The â&#x20AC;&#x153;Other (please specify)â&#x20AC;? write-in responses included long-term and/or short-term disability.

51 42 27 41 4

13. 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

76% 81% 44

Dental (%) 72% 90% 37

Vision (%) 43% 26% 32

14. 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

50% 55% 38

Dental (%) 44% 50% 34

Vision (%) 27% 0% 32

15. 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

12.2 % 20.4 % 16.3 % 28.6 % 12.2 % 8.2 % 2.0 %

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

No functions are outsourced Background check Benefits administration COBRA 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

Response Percent

Response Count

2.0 % 66.7 % 25.5 % 47.1 % 2.0 % 5.9 % 21.6 % 13.7 % 29.4 % 58.8 % 45.1 % 13.7 % 7.8 % 25.5 % 3.9 % 17.6 % 31.4 % 0.0 % 2.0 % 41.2 % 31.4 % 7.8 % 19.6 % 29.4 %

1 34 13 24 1 3 11 7 15 30 23 7 4 13 2 9 16 0 1 21 16 4 10 15

17. 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%

none

3.5%

3.6%

3.3%

2.5%

none

3.2%

5.4%

2.8%

none

2.7%

8.9%

18. 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% increase increase type response) increase exempt non-exempt hourly non-exempt salaried

Average increase

Median increase

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

none

3.4%

3.6%

2.8%

none

3.8%

5.4%

2.9%

none

2.3%

2.5%

8.9%

19. Approximately how many new hires occurred at your firm last fiscal year? 20. Approximately how many new hires does your firm anticipate for NEXT fiscal year?

Last Fiscal Year FT non- FT nonFT exempt exempt Employee type: exempt hourly salaried % reporting at least 1 hire Sum of responses Average response Median response

Part-time

Next Fiscal Year FT nonFT nonexempt exempt FT hourly salaried exempt

Part-time

51%

41%

10%

30%

41%

29%

19%

1013

967

918

914

827

922

5.5

21. Does your firm award paid vacation time based on a workerâ&#x20AC;&#x2122;s date-of-hire or your firmâ&#x20AC;&#x2122;s fiscal/calendar year? (check both if applicable) Answer Options Date-of-hire Fiscal/calendar year

Response Percent

Response Count

84% 44%

42 22

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

Response Median

9.5

1 year of service

3 years of service

5 years of service

10 years of service

15 years of service

20 + years of service

Answer Options 6 months of service

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

Response Percent

Response Count

34.0 % 17 New Year’s Eve 98.0 % 49 New Year’s Day 46.0 % 23 Martin Luther King Jr. Day 32.0 % 16 Presidents’ Day 36.0 % 18 Good Friday 12.0 % 6 Easter Monday 92.0 % 46 Memorial Day 96.0 % 48 4th of July 96.0 % 48 Labor Day 14.0 % 7 Columbus Day 26.0 % 13 Veterans Day 96.0 % 48 Thanksgiving Day 72.0 % 36 Day after Thanksgiving Day 62.0 % 31 Christmas Eve 96.0 % 48 Christmas Day 36.0 % 18 Floating Holiday 16.0 % 8 Other (please specify) 50 Answered question “Other (please specify)” write-in responses included “day after Christmas,” “birthday” and other miscellaneous comments.

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

Response Average

Response Median

25. How many days of paid maternity leave (beyond any existing medical disability or employee-accrued leave) does your firm provide? If the answer is "none" please enter a 0. Answer Options # of days

Response Average

Response Median

12.5

26. How many days of paid paternity leave (beyond any existing medical disability or employee-accrued leave) does your firm provide? If the answer is "none" please enter a 0. Answer Options # of days

Response Average

Response Median

27. 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

12 2 5

5 0 0

28. If a worker doesnâ&#x20AC;&#x2122;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

62.5 % 31.3 % 14.6 % 4.2 %

30 15 7 2

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

Response Median

8.3 answered question

3 18

31. 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

14% 86% 30% 16% 7% 5%

2% 2% 14% 7% 0% 0%

68% 9% 41% 52% 55% 50%

37 43 37 33 27 24

answered question

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

Response Percent

Response Count

59% 23% 18%

23 9 7

18% 7 Other (please specify) Most “Other (please specify)” responses clarified that a review of the structure does not necessarily result in change. Also some responded “as needed” or “when hire someone new.”

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

New employees

Existing employees

Firm does not do formal performance reviews

every 30 days

22%

every 60 days

14%

every 90 days

39%

semi-annually

22%

27%

annually

45%

78%

Answer Options

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

Response Count

Company performance

44.9 %

Production

8.2 %

Cost of living

28.6 %

Merit-based/Employee performance

89.8 %

Seniority

12.2 %

Other (please specify)

2.0 %

Answer Options

35. 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

19.5 %

General bonuses (Holiday bonus, etc)

58.5 %

Incentive bonuses (productivity, etc.)

61.0 %

Employee profit sharing

12.2 %

Company stock or stock options

9.8 %

Retention bonuses

7.3 %

Safety bonuses

12.2 %

Perfect attendance bonuses

14.6 %

Answer Options

36. How many days does your Charleston region firm typically operate per week? Response Percent

Response Count

63.3 %

6.1 %

30.6 %

Answer Options

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

Response Percent

Response Count

40.8 %

14.3 %

18.4 %

4.1 %

0.0 %

20.4 %

8.2 %

6.1 %

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 “varies by department” and “16 hrs, two 8-hour shifts.”

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

Response Percent

Response Count

38% 61%

12 19

Yes No

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

Response Percent

Response Count

38% 62%

12 20

Yes No

40. 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

$0.72

8.3%

$0.73

11.3%

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

% Have

% Considering

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

63%

Pets at work

11%

Lean

22%

Six sigma

20%

Flex time

43%

Job sharing

Drug testing for cause (post-incident)

67%

Pre-employment drug testing

65%

Random drug testing

50%

Elder care

Managed care

Health-risk assessments

52%

Smoking-cessation

39%

Weight-loss incentives

15%

13%

Telecommuting

22%

Commuting incentives (Bike to Work, etc)

Bullying

54%

Workplace violence

65%

Online social media

39%

Banning workers from checking work emails/texts/calls when off duty

17%

42. What kind of pre-employment evaluation methods does your firm use, if any? Response Percent

Response Count

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

35.4 %

18.8 %

Reference checks

79.2 %

Interviewing

85.4 %

Background checks (education & experience)

77.1 %

Criminal checks

70.8%

Credit checks

33.3 %

Hire as temps first

31.3 %

Pre-employment training

10.4 %

Physical

27.1 %

Drug-testing

58.3 %

Hire as interns first

14.6 %

Answer Options

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

Response Count

Online social media

69.4 %

Company website

81.6 %

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

79.6 %

Other Internet-based recruiting

38.8 %

Apprenticeship programs

20.4 %

Internship programs

46.9 %

Virtual job fairs

12.2 %

Community job fairs

32.7 %

Third party job fairs

18.4 %

Local newspaper ads

38.8 %

Non-local newspaper ads

12.2 %

Staffing or temp firm/executive search firm

59.2 %

32.7 %

38.8 %

73.5 %

Answer Options

Local Workforce Developers (SC Works Centers or Online Tool / SC Dept. of Employment & Workforce / SC Personal Pathways to Success initiative) Active recruiting on school campuses Referrals

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

Response Count

No current workforce challenges

11.1 %

Basic skills (math, reading, etc)

13.3 %

Credentials (degrees, certifications, etc).

6.7 %

Criminal background

6.7 %

Drug test results

8.9 %

Industry knowledge

26.7 %

Lack of applicants

33.3 %

Retention

22.2 %

Soft skills (punctuality, teamwork, attitude, etc)

37.8 %

Technical skills or hard skills

42.2 %

Wage expectation

35.6 %

Answer Options

Other (please specify): mostly “credit checks” and “fit into office culture” Answered Question

5 45

45. What specific education, training or certification programs do you find lacking in the local workforce? Answers concentrated in the following areas:

Advanced IT including programming and software development STEM / Engineering including AutoCAD Training & Surveying Inadequate Workkeys

scores

Customer Service Sales Manufacturing labor / Assembly answered question

Qs 46-49: 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 as well as by employment size. For occupations with only one response, data were omitted to maximize confidentiality. Any responses provided in the form of annual salary were converted to hourly equivalent assuming a 40-hour work week or 2,080 hours per year. Actual data results are presented in the Wage Rates By Occupation section of this study. The following job descriptions were provided to survey participants to assist in reporting the appropriate wage rate: General Business 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. Jr 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. Sr Accountant - Same responsibilities as "Accountant" and also may supervise other accountants; has a four year degree & may have a CPA certification. Payroll Administrator - issue and distribute paychecks, manage direct deposits, benefits withholding, payroll deductions, FSAs, federal and state payroll tax deposits and returns, W-2s, wage and hour law compliance, and paid leave, vacation and sick time reporting. HS diploma and may require associates degree. Controller - Manage firm's finance/accounting functions, providing financial information about all company activities to support decisions about the company's future. Four year degree and CPA certification usually required, along with years of experience. Human Resources Asst - 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 fouryear 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 Information Assurance - Conduct system assessments including physical security controls and user interviews in accordance with regulations; coordinate and assess vulnerability testing on major applications and infrastructure; Develop, implement & execute a security and controls assessment test plan; Conduct program compliance reviews to ensure compliance with federal policies. Scrum Master - Anticipate & proactively track, record, remove and escalate impediments; report risks, impediments, sprint and release progress; facilitate/identify/manage interactivity dependencies within product development; facilitate estimation of Scrum activities with an understanding of problem domain. Software Developer, Systems Software - Research, design, develop, and test operating systemslevel 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 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 nontechnical 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.

Manufacturing/Industrial Production Worker/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/team leader - 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. 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. Cargo/Warehouse/Materials Manager - Plan, direct, or coordinate transportation, storage, or distribution activities in accordance with organizational policies and applicable government laws or regulations. Includes logistics managers. 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.

Sciences/Health Services 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. 50. Occupations requested by study participants to be added to questionnaire for the next study: IT, Civil Engineering, Hospitality, Legal, Finance, and more in the Manufacturing field.

51. Is there a labor union represented among your employees? Answer Options No Yes

Response Percent

95.2% 4.8%

For questions or more information, please contact the Charleston Metro Chamber of Commerceâ&#x20AC;&#x2122;s Center for Business Research, 843-577-2510.