Elwood Staffing | 2016-2017 Dollars & Sense Starting Wages and Benefits Guide by Elwood Staffing

2016-2017

AND

DOLLARS

SENSE

Starting Wages and Benefits Guide

2016-2017

AND

DOLLARS

SENSE

Starting Wages and Benefits Guide

BETTER OPPORTUNITIES. BETTER BALANCE. BETTER MATCH. Whatever better means to you, we’re the people who make it possible. Because your better drives us to seek out the best and brightest in the industry, work with the finest companies in their fields, and place the best talent in the marketplace.

Isn’t it time for something better?

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Letter from Our CEO About the Company Power Behind the Purple Trends and Forecasts

MIDWEST

SOUTH

WHITE PAPER

You Canâ&#x20AC;&#x2122;t Catch a Unicorn with Carrots

WEST

SKILLED TRADES

All Industries | Skilled Tradesmen | Wage and Benefits Offerings

West South Midwest Northeast (not reported) Elwood Staffing Locations

Mark S. Elwood Chief Executive Officer

LETTER FROM OUR

CEO

Dear Friends, For the past 10 years, we’ve surveyed our clients, business partners, and community contacts about their starting wages and benefits and compiled the results into an annual guide. Though we make small tweaks each year, each iteration of the survey remains relatively unchanged. This allows us to track year-over-year changes, identify trends, and help employers understand the current marketplace in context. This year is a little different. With the strong influx of millennials and their unique values into the workplace, the steady exit of baby boomers and their values out of the workplace, and the incredible competition for talent, we made some important improvements and additions in order to continue to provide relevant, useful information. After all, what good is data you can’t use? Here’s an introduction to the new features of this guide: TITLE We survey and report on starting wages and benefits in order to paint an accurate picture of initial offerings. Our DOLLARS approach provides employers with a base to build the rest of their pay strategies upon—like pay progression or higher SENSE wages for experienced workers. We made a slight change to the report title to reinforce our focus on initial offerings and again highlight it as the main differentiator between our report and others.

AND

2 0 1 6 -2 0 1 7

Starting Wages and Benefits Guide

GEOGRAPHICAL REGIONS After careful review, we realigned our reporting regions to match the Census Bureau’s regions, a methodology the Bureau of Labor Statistics also employs in many of its regional reports. STARTING WAGE INCREASE Wages have been relatively stagnant over the past couple of years, but sustained competition for talent created new movement. To gauge the rate of change, we asked employers if they increased their starting wages—and if so, by how much—and reported the responses for every position. ADMINISTRATIVE WAGE OFFERINGS Administrative workers rarely need specialized industry skills, and they move freely between industries when changing jobs. Because competition for administrative talent crosses industry lines, we combined reported wage offerings from employers in all industries—manufacturing, logistics and distribution, construction, and others—into individual regional reports. SMALL BUSINESS BENEFITS Small businesses struggle to attract workers in a healthy market, because—while they can compete on wages—they often cannot match the attractive health packages offered by large employers. However, small businesses have the flexibility to offer unique perks and better work-life balance to every employee—a major competitive advantage over large players. We created this new section to help small businesses benchmark their offerings and gather ideas. NONTRADITIONAL JOB PERKS A shift in workforce generations combined with creative no- or low-cost perks used by employers to boost morale during the Great Recession has ushered in an era with a new set of worker expectations, like flexible scheduling, shift swap, and unpaid time-off arrangements. This new section covers the most common perks offered in today’s light industrial settings. We work in the people business, which means we always need to be prepared for change. Unlike boxes or widgets, people have feelings, motivations, and goals that drive their behaviors. As employers, it’s our responsibility to create an environment in which our employees will flourish. Sincerely,

ABOUT THE COMPANY

At Elwood, we like to think we’re large enough to offer big-company solutions but small enough to personally show clients we care. We demonstrate this by giving clients access to all levels of Elwood management and by consistently providing flexible solutions that many firms simply cannot match. We are your total staffing solution. Representing organizations of all sizes and industries, we place a wide array of talent with skill sets ranging from light industrial, skilled trades, and construction to administrative and clerical, professional, technical, and more.

Elwood Staffing recruits and screens top industrial and administrative talent and matches them with our clients’ opportunities, creating mutually beneficial relationships that move companies and people forward.

Specializing in search and contract placement, Elwood Professional matches highly skilled engineering, information technology, and business management professionals with mid-level, VP, and executive openings.

With a focus on placing skilled trades professionals, Elwood Tradesmen supports clients throughout the U.S. for projects in a wide variety of industries. We recruit and place helpers, apprentices, journeymen, and masters.

INDUSTRIES SERVED Aerospace · Alternative Energy · Automotive · Civil & Commercial Construction Customer Service · Logistics & Distribution · Engineering · Heavy Industrial Information Technology · Manufacturing & Production · Oil & Gas · Retail · And more

COST SAVINGS

COMPETITIVE EDGE

PRODUCTIVITY

SUPERIOR CUSTOMER SERVICE

We handle the business responsibilities, including interviewing, hiring, discipline, and termination. Our rates include all hiring-related costs—such as benefits, payroll, unemployment, and workers’ compensation—and all tax filing and record keeping.

You focus on core competencies while we decrease time-toproductivity by reducing lengthy hiring processes, conducting orientations, managing timekeeping and attendance, customizing screening, and more.

FLEXIBILITY

We provide a workforce that flexes with you. Working with temporary associates allows our clients to easily flex their workforces according to fluctuations in business levels.

Our benefits package, which includes a plan that satisfies the Affordable Care Act’s Minimum Essential Coverage requirement for individuals, helps attract top talent. Benefits include health, vision, dental, life, and disability coverage; holiday pay; performance rewards; referral bonuses; and more.

In the event you are not satisfied with one of our associates, we will find a suitable replacement. We are committed to providing superior customer service and strive to become a benchmark of excellence both within and outside our industry.

WORKFORCE INTELLIGENCE

We collect and analyze data to develop and share actionable workforce resources with clients, prospects, and partner organizations. We use this knowledge to improve our operations and to provide unparalleled service to those we touch.

POWER BEHIND THE PURPLE

MARKET SUCCESS ELWOOD EXPERIENCE SMART BUSINESS STRATEGY CULTURE

AT ELWOOD STAFFING, WE BELIEVE A STRONG FOUNDATION STARTS WITH GREAT PEOPLE. We hire the industryâ&#x20AC;&#x2122;s best and brightest, then we indoctrinate them into our culture of believing in purple. This culture embodies SUPERIOR CUSTOMER SERVICE, FAMILY values, extraordinary WORK ETHIC, INTEGRITY under all circumstances, and a commitment to delivering RESULTS that garner success.

When we inject smart business and strategy into this purple-charged culture, we create an experience our associates, clients, and corporate staff crave.

This kind of experience is what separates us from the pack and rewards us with market success in the form of healthy branches and growth.

TOGETHER, WE CREATE THE ELWOOD EXPERIENCE. TOGETHER, WE ARE THE POWER BEHIND THE PURPLE.

TRENDS AND FORECASTS Last year, despite a multiyear trend of relative wage stagnation, we projected wages would rise over the following 18 to 24 months, and based upon information collected in our survey, we stand behind our assessment. Wages are on the rise, indicating light industrial employers finally took some notable steps forward in this race for talent. A new question on our survey allowed us to make a slight, but very positive, change to the way we analyze wage changes. For the first time, we asked employers whether or not they raised their starting wages in the past 12 months, and if so, by how much. This data provides a very accurate picture of wage growth because we are able to track increases by individual employer instead of by groups of employers, thus limiting the risk of error that comes with analyzing the year-over-year movement between two disparate groups of survey respondents. ADMINISTRATIVE WAGES (All Industries) Competition for clerical talent is not confined within the limits of individual industries because these workers rarely need to possess industry-specific skills. Employers searching for clerical talent must benchmark their compensation package against every employer in town, not just those within the same industry or with similar environments. That said, attracting a specific set of administrative workers wasn’t the thing keeping HR professionals up at night over the past year, and Figure 1 holds the evidence: 1. The average percent of employers who raised starting administrative wages is the lowest of the groups we looked at, indicating fewer employers felt a wage increase was necessary to attract talent. 2. As a percent of hourly wage, the median increase given is relatively similar in each position, indicating no single position required special attention. Figure 1

MEDIAN HOURLY WAGE PERCENT W/ INCREASE MEDIAN INCREASE Office and Administrative Support

$13.00 - $13.49

38%

$0.50 - $0.74

Receptionist

$12.00 - $12.49

27%

$0.25 - $0.49

Customer Service Representative

$14.00 - $14.49

36%

$0.50 - $0.74

Data Entry Clerk

$12.00 - $12.49

28%

$0.50 - $0.74

Accounting/Bookkeeping Clerk

$15.00 - $15.49

35%

$0.75 - $0.99

Payroll and Timekeeping Clerk

$15.00 - $15.49

30%

$0.50 - $0.74

What does this mean? We believe HR leaders have already done the hard work to create a competitive pay strategy for administrative workers by matching the hourly wage of each position to the skill set required. Across positions, appropriate variance exists between the median hourly wages—a trend we’ve yet to see in production positions. Though employers don’t appear to be struggling to attract administrative talent today, we strongly encourage those paying in the middle (and especially at the bottom) to implement strategies to offset their lower wages and further aid in their abilities to stand out in a crowded marketplace, strategies like flexible schedules or work-from-home arrangements. These strategies will only underscore an already healthy compensation strategy. PRODUCTION WAGES (Manufacturing and Logistics & Distribution Industries) Manufacturing and logistics & distribution employers often compete for the same production talent because facilities in both industries have the same basic functions in place—functions like shipping, picking & packing, maintenance, and more. We’re not surprised that competition for talent heated up in these industries, despite an uptick in the national labor force participation rate. New market entrants absorbed newly created jobs instead of creating a pool of additional talent. As a result, HR leaders felt the pressure to reassess compensation packages to attract the talent necessary to meet higher production goals.

A few major trends play out within this group, but despite some positive movement forward, we often see the crippling results of wage discrepancy between the two industries take a toll on our logistics & distribution clients’ facilities, namely through recruiting challenges and elevated turnover (See Figure 1). Here are the trends we see playing out: 1. Manufacturing companies offer higher starting wages in six of the eight job titles we surveyed, making them the natural first choice for workers with the right skill set. 2. A higher percentage of manufacturing companies increased their pay rates over the past year, indicating greater emphasis on attracting talent (See Figure 2, Columns 4-5).

400%

350%

300%

3. Both manufacturing companies and 250% logistics & distribution companies implemented nearly identical wage raises for every position, thus 200% maintaining the same distance between the pay rates of the two industries while simultaneously failing to address areas that need greater wage increases to attract workers (See Figure 2, Columns 6-7). Figure 2

COMPARATIVE STAFFING INDUSTRY TURNOVER

Figure 1 450%

2007

2008

2009

Manufacturing Sector1

2010

2011

Distribution Sector1

2012

2013

2014

2015

Total Staffing Industry Turnover2

Column 2

Column 3

Column 4

Column 5

Column 6

Column 7

MANUFACTURING MEDIAN HOURLY WAGE

LOGS. & DIST. MEDIAN HOURLY WAGE

MANUFACTURING % THAT INCREASED WAGE

LOGS. & DIST. % THAT INCREASED WAGE

MANUFACTURING MEDIAN INCREASE

LOGS. & DIST. MEDIAN INCREASE

Packer/Hand Packing

$11.00 - $11.49

42%

33%

$0.50 - $0.74

Material Handler

$11.50 - $11.99

$11.00 - $11.49

44%

40%

$0.50 - $0.74

Shipping/Receiving Clerk

$12.00 - $12.49

$11.50 - $11.99

42%

45%

$0.50 - $0.74

Forklift Driver

$12.00 - $12.49

$11.50 - $11.99

38%

41%

$0.50 - $0.74

Testers/Inspectors

$12.50 - $12.99

$11.50 - $11.99

36%

37%

$0.50 - $0.74

Assembler/Fabricator

$11.00 - $11.49

$11.50 - $11.99

40%

33%

$0.50 - $0.74

General Labor

$11.00 - $11.49

$10.50 - $10.99

42%

32%

$0.50 - $0.74

$0.25 - $0.49

General Maintenance

$15.50 - $15.99

$13.00 - $13.49

38%

26%

$0.50 - $0.74

What does this mean? Unlike the varied hourly wage we see across administrative positions, there isn’t much variance in the median wages paid to light industrial workers across production positions in both industries (See Figure 2, Columns 2-3), which begs the question: In an environment where certain positions are harder to recruit for, require additional skills or certifications, or are more critical to business success, wouldn’t employers benefit by making strategic starting wage adjustments based on the supply and demand of a particular skill set? Furthermore, distribution companies compete for talent directly with manufacturers and experience similar highs and lows as the economy waxes and wanes, so we’re continually surprised they always lag behind their manufacturing counterparts. One unique strategy distribution companies employ to attract enough talent to meet demand is to strategically escalate pay and other incentives across all positions during the holiday season, but they end those increases and incentives abruptly after the rush. So while distribution companies are very competitive during the fourth quarter, we stand behind our data and recommend distribution employers make serious strides toward improving their overall pay strategies. After all, the cost of turnover is just as real as the cost of wages. 1. The two benchmarked groups include more than 100 of our largest clients, a sample set that remains relatively stable over time in terms of industry, geography, and seasonality. 2. D ata published by the American Staffing Association.

MIDWEST

MIDWEST ADMINISTRATIVE WORKERS

ALL INDUSTRIES

ADMINISTRATIVE WORKERS RARELY NEED SPECIALIZED INDUSTRY SKILLS, AND THEY MOVE FREELY BETWEEN INDUSTRIES. Because competition for administrative talent crosses industry lines, we combined reported wage offerings from employers in all industries—manufacturing, logistics, construction, and others—into individual regional reports.

WAGES OFFICE & ADMINISTRATIVE SUPPORT MAX: $17.00 +

RECEPTIONIST

CUSTOMER SERVICE REPRESENTATIVE

MAX: $17.00 + % OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $17.00 + 75th: $16.99

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

75th: $15.49

39%

75th: $14.49

28%

50th: $14.49

36%

50th: $13.49 50th: $12.99 25th: $12.49

25th: $12.49 MEDIAN INCREASE

$0.50 - $0.74/HR

25th: $11.49

MEDIAN INCREASE

$0.25 - $0.49/HR

$0.50 - $0.74/HR MIN: $10.00

MIN: $9.00

DATA ENTRY CLERK MAX: $17.00 +

ACCOUNTING/BOOKKEEPING CLERK (A/P & A/R) MAX/75th: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR 50th: $15.49

75th: $14.49

PAYROLL & TIMEKEEPING CLERK MAX/75th: $17.00 + % OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR 50th: $15.49

36%

31% 25th: $13.49

32% 25th: $13.49

50th: $12.49 25th: $11.49

MEDIAN INCREASE

$0.25 - $0.49/HR

$0.50 - $0.74/HR

MIN: $10.00 MIN: $9.00

MIN: $10.00

MIDWEST ADMINISTRATIVE WORKERS

ALL INDUSTRIES

SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

72%

% THAT OFFER DIFFERENTIAL

76%

22%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

$1.00 - $1.24/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

40%

20%

60%

100%

80%

NO. OF RAISES OFFERED IN FIRST YEAR 60% 50%

Merit

40%

Cost of Living

30%

Length of Service/Seniority

20%

Promotion

10%

Other

0 1 % THAT OFFER RAISE(S) IN FIRST YEAR:

80%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

10%

20%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

150-179 days 120-149 days 90-119 days 60-89 days

60%

TYPES OF BONUSES OFFERED IN FIRST YEAR 180-365 days

80%

TIMING OF FIRST RAISE 100%

30-59 days Less than 30 days

% THAT OFFER BONUS(ES) IN FIRST YEAR:

40%

55%

20%

NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

14%

Child Care Flexible Work Hours Work From Home Other % THAT OFFER NONTRADITIONAL PERK(S):

71% 17

MIDWEST PRODUCTION WORKERS

MANUFACTURING INDUSTRY WAGES PACKER/HAND PACKER MAX: $16.99

MATERIAL HANDLER MAX: $17.00 +

SHIPPING/RECEIVING CLERK MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

42%

43%

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

42%

75th: $14.49

75th: $13.49 50th: $12.99 75th: $12.49 MEDIAN INCREASE 50th: $11.49

$0.50 - $0.74/HR

50th: $11.99 25th: $10.99

MEDIAN INCREASE

$0.50 - $0.74/HR

MEDIAN INCREASE 25th: $11.49

$0.50 - $0.74/HR

25th: $10.49

MIN: < $9.00

FORKLIFT DRIVER MAX: $17.00 +

MIN: $9.00

TESTER/INSPECTOR MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

35%

ASSEMBLER/FABRICATOR MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

75th: $14.49

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

35%

75th: $13.49

44% 75th: $13.49

50th: $12.99 50th: $12.49 25th: $11.49

MEDIAN INCREASE

$0.50 - $0.74/HR

25th: $10.99

MEDIAN INCREASE 50th: $11.49

$0.50 - $0.74/HR

25th: $10.49

MIN: $9.00

MIN: < $9.00

MACHINIST

MIN: $9.00

MACHINE FEEDER/OFFBEARER

MAX: $17.00 +

WELDER MAX: $17.00 +

MAX: $17.00 + % OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

75th: $16.49

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

44%

29%

50th: $14.49

22%

75th: $15.49

50th: $13.49

75th: $13.49 25th: $12.49

50th: $12.49 25th: $11.99

MEDIAN INCREASE

$0.75 - $0.99/HR

$0.50 - $0.74/HR

$0.75 - $0.99/HR

25th: $10.99

MIN: $10.00 MIN: $9.50 MIN: $9.00

MIDWEST PRODUCTION WORKERS

MANUFACTURING INDUSTRY WAGES GENERAL LABORER

GENERAL MAINTENANCE WORKER

MAX: $17.00 +

MAX/75th: $17.00 + % OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR 50th: $15.49

35%

44% 25th: $12.99 75th: $12.49 50th: $11.49

MEDIAN INCREASE

$0.50 - $0.74/HR

$0.75 - $0.99/HR

25th: $10.49

MIN: < $9.00

MIN: $9.00

SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

84%

% THAT OFFER DIFFERENTIAL

87%

26%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

20%

40%

60%

80%

100%

NO. OF RAISES OFFERED IN FIRST YEAR 50% 40%

Merit

30%

Cost of Living Length of Service/Seniority

20%

Promotion

10%

Other

0 1 % THAT OFFER RAISE(S) IN FIRST YEAR:

83%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

MIDWEST PRODUCTION WORKERS

MANUFACTURING INDUSTRY RAISES, BONUSES, & PERKS TIMING OF FIRST RAISE

TYPES OF BONUSES OFFERED IN FIRST YEAR 0

100%

180-365 days 150-179 days 120-149 days

80%

90-119 days 60-89 days

60%

10%

20%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

30-59 days Less than 30 days

% THAT OFFER BONUS(ES) IN FIRST YEAR:

40%

69% 20%

NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

47%

Child Care Shift Swap With Another Employee Self-Scheduling Other % THAT OFFER NONTRADITIONAL PERK(S):

72%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

91%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

29% LIMITED CARRYOVER 2% UNLIMITED CARRYOVER

MIDWEST ALL WORKERS

MANUFACTURING INDUSTRY FACILITY-WIDE BENEFITS RETIREMENT BENEFITS OFFERED IN FIRST YEAR

HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

96%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

81%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

93% PPO ANNUAL DEDUCTIBLE (SINGLE) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

PPO ANNUAL DEDUCTIBLE (FAMILY)

15%

$0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

38% 38% 17% 13% 3% 5% 2%

HDHP ANNUAL DEDUCTIBLE (SINGLE) $1,300.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

10% 14% 37% 19% 12% 8% 7% 9% 2% 2% 2% 4%

HDHP ANNUAL DEDUCTIBLE (FAMILY) 37% 41%

18% 6% 10%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

24% 22% 10% 28% 12% 4% 2% 6% *The 2016-2017 minimum allowable amount is $2600

*The 2016-2017 minimum allowable amount is $1300

HMO ANNUAL DEDUCTIBLE (SINGLE) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

27% 27% 27% 18%

HMO ANNUAL DEDUCTIBLE (FAMILY) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

9% 9% 45% 18% 9% 9%

Respondents could provide deductible information for multiple plans within each plan type. Percentages may add up to greater than 100.

MIDWEST PRODUCTION WORKERS

LOGISTICS INDUSTRY WAGES PACKER/HAND PACKER

MATERIAL HANDLER

SHIPPING/RECEIVING CLERK MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

45%

41%

MAX: $15.49

43%

MAX: $14.49

75th: $12.99 75th: $12.49

75th: $12.49 MEDIAN INCREASE

50th: $11.49

$0.50 - $0.74/HR

50th: $11.49

25th: $10.49

MIN: < $9.00

FORKLIFT DRIVER

MEDIAN INCREASE

50th: $11.99

MEDIAN INCREASE

$0.25 - $0.49/HR

25th: $11.49

$0.25 - $0.49/HR

MIN: < $9.00

TESTER/INSPECTOR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $16.49

ASSEMBLER/FABRICATOR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $15.99

40%

41%

33% MAX: $13.99

75th: $13.49 75th: $12.49 50th: $11.99 25th: $11.49

50th/75th: $12.49 MEDIAN INCREASE

50th: $11.99

MEDIAN INCREASE

$0.25 - $0.49/HR

25th: $11.49

$0.25 - $0.49/HR

MIN: $10.00

25th: $11.99

MIN: $10.00

MIN: $9.00

GENERAL LABORER

GENERAL MAINTENANCE WORKER MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $14.99

75th: $16.49

42%

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

38% 50th: $13.49 25th: $12.49

75th: $12.49 50th: $11.49

MEDIAN INCREASE

$0.25 - $0.49/HR

$0.50 - $0.74/HR

25th: $10.49 MIN: $10.00

MIN: < $9.00

MEDIAN INCREASE

$0.01 - $0.24/HR

MIDWEST PRODUCTION WORKERS

LOGISTICS INDUSTRY SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

85%

% THAT OFFER DIFFERENTIAL

76%

50%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

$0.75 - $0.99/HR

$1.00 - $1.24/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

20%

40%

60%

80%

100%

NO. OF RAISES OFFERED IN FIRST YEAR 50% 40%

Merit

30%

Cost of Living Length of Service/Seniority

20%

Promotion

10%

Other

0 1 % THAT OFFER RAISE(S) IN FIRST YEAR:

89% TIMING OF FIRST RAISE 100%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

2 0

180-365 days 120-149 days 90-119 days

60%

TYPES OF BONUSES OFFERED IN FIRST YEAR 150-179 days

80%

60-89 days 30-59 days

10%

20%

30%

40%

50%

60%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

Less than 30 days 40%

20%

% THAT OFFER BONUS(ES) IN FIRST YEAR:

65%

MIDWEST PRODUCTION WORKERS

LOGISTICS INDUSTRY RAISES, BONUSES, & PERKS NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

52%

Child Care Shift Swap With Another Employee Self-Scheduling Other % THAT OFFER NONTRADITIONAL PERK(S):

75%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR 0

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

94%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

30% LIMITED CARRYOVER 11% UNLIMITED CARRYOVER

MIDWEST ALL WORKERS

LOGISTICS INDUSTRY FACILITY-WIDE BENEFITS HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

RETIREMENT BENEFITS OFFERED IN FIRST YEAR 0

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

95%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

84%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

95% PPO ANNUAL DEDUCTIBLE (SINGLE) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

PPO ANNUAL DEDUCTIBLE (FAMILY)

23%

32% 32% 18% 18% 5%

14% 5% 45% 18% 14% 18% 9%

HDHP ANNUAL DEDUCTIBLE (FAMILY) 47%

24% 18% 6% 18%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

14% 36% 7% 14% 29%

14% *The 2016-2017 minimum allowable amount is $2600

*The 2016-2017 minimum allowable amount is $1300

HMO ANNUAL DEDUCTIBLE (FAMILY)

100%

Respondents could provide deductible information for multiple plans within each plan type. Percentages may add up to greater than 100.

MIDWEST ALL INDUSTRIES

SMALL BUSINESS WE CREATED THIS NEW SECTION TO HELP SMALL BUSINESSES BENCHMARK OFFERINGS AND GATHER IDEAS. Small businesses (50 employees or fewer) struggle to attract workers in a healthy market because—while they can compete on wages—they often cannot match the attractive health packages offered by large employers. However, small businesses have the flexibility to offer unique perks and better work-life balance to employees—a major competitive advantage over large players.

JOB PERKS NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

37%

Child Care Flex Scheduling1 % THAT OFFER NONTRADITIONAL PERK(S):

73%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

80%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

27% LIMITED CARRYOVER 3% UNLIMITED CARRYOVER

1. Includes work-from-home arrangements, flexible work hours, shift swap, and/or self-scheduling.

MIDWEST ALL INDUSTRIES

SMALL BUSINESS FACILITY-WIDE BENEFITS RETIREMENT BENEFITS OFFERED IN FIRST YEAR

HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

84%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

66%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

77% PPO ANNUAL DEDUCTIBLE (SINGLE) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

PPO ANNUAL DEDUCTIBLE (FAMILY)

16%

27% 27% 22% 20% 9% 2%

10% 10% 29% 17% 14% 5% 17% 5% 2% 2% 5% 5%

HDHP ANNUAL DEDUCTIBLE (FAMILY)

29%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

41% 6% 18% 18%

19% 19% 44% 6% 6% 13% *The 2016-2017 minimum allowable amount is $2600

*The 2016-2017 minimum allowable amount is $1300

HMO ANNUAL DEDUCTIBLE (FAMILY) 50%

50%

SOUTH

SOUTH ADMINISTRATIVE WORKERS

ALL INDUSTRIES

WAGES OFFICE & ADMINISTRATIVE SUPPORT MAX: $17.00 +

RECEPTIONIST

CUSTOMER SERVICE REPRESENTATIVE

MAX: $17.00 + % OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR 75th: $15.49

75th: $14.99

34%

27%

21% 50th: $13.49

50th: $12.99

75th: $12.99

MEDIAN INCREASE 25th: $11.49

50th: $11.99

$0.50 - $0.74/HR

MEDIAN INCREASE

$0.25 - $0.49/HR

MEDIAN INCREASE 25th: $11.49

$0.25 - $0.49/HR

25th: $10.49

MIN: $9.00

MIN: < $9.00

DATA ENTRY CLERK MAX: $17.00 + % OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MIN: < $9.00

ACCOUNTING/BOOKKEEPING CLERK (A/P & A/R) MAX: $17.00 + 75th: $16.99

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

PAYROLL & TIMEKEEPING CLERK MAX: $17.00 + 75th: $16.99

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

50th: $14.99

18%

25%

50th: $14.49

22%

75th: $13.49 25th: $12.99 50th: $12.49

25th: $10.99

MIN: $9.00

25th: $12.49 MEDIAN INCREASE

MEDIAN INCREASE

$0.75 - $0.99/HR

$0.50 - $0.74/HR

$1.00 - $1.24 /HR

MIN: $9.00

SOUTH ADMINISTRATIVE WORKERS

ALL INDUSTRIES

SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

76%

% THAT OFFER DIFFERENTIAL

74%

28%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

$0.25 - $0.49/HR

$0.75 - $0.99/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

40%

20%

60%

100%

80%

NO. OF RAISES OFFERED IN FIRST YEAR 60% 50%

Merit

40%

Cost of Living

30%

Length of Service/Seniority

20%

Promotion

10%

Other

0 1 % THAT OFFER RAISE(S) IN FIRST YEAR:

75%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

10%

20%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

150-179 days 120-149 days 90-119 days 60-89 days

60%

TYPES OF BONUSES OFFERED IN FIRST YEAR 180-365 days

80%

TIMING OF FIRST RAISE 100%

30-59 days Less than 30 days

% THAT OFFER BONUS(ES) IN FIRST YEAR:

40%

52% 20%

NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

17%

Child Care Flexible Work Hours Work From Home Other % THAT OFFER NONTRADITIONAL PERK(S):

59% 31

SOUTH PRODUCTION WORKERS

MANUFACTURING INDUSTRY PRODUCTION WAGES PACKER/HAND PACKER MAX: $17.00 +

MATERIAL HANDLER MAX: $17.00 +

SHIPPING/RECEIVING CLERK MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

24%

36%

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

31% 75th: $13.99

75th: $12.99 50th: $12.49 75th: $11.99

MEDIAN INCREASE

$0.25 - $0.49/HR 50th: $10.49

50th: $11.49

MEDIAN INCREASE

$0.25 - $0.49/HR

$0.50 - $0.74/HR

25th: $10.49

MIN: $9.00

MIN: < $9.00

25th: $9.49 MIN: < $9.00

FORKLIFT DRIVER MAX: $17.00 +

TESTER/INSPECTOR MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

35%

ASSEMBLER/FABRICATOR MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

75th: $14.49

33%

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

33%

75th: $13.99

75th: $13.49 50th: $12.99 50th: $12.49

25th: $10.99

50th: $12.49 MEDIAN INCREASE

MEDIAN INCREASE

$0.25 - $0.49/HR

25th: $10.99

25th: $9.99 MIN: $9.00

MIN: < $9.00

MACHINIST MAX: $17.00 + 75th: $16.99

50th: $14.49

MIN: < $9.00

MACHINE FEEDER/OFFBEARER MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

25%

27%

WELDER MAX: $17.00 + 75th: $16.99

50th: $14.49

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

24%

75th: $13.99 25th: $13.49 50th: $12.49 25th: $11.99

MEDIAN INCREASE

$0.50 - $0.74/HR

25th: $10.49 MIN: $10.00 MIN: $9.50 MIN: < $9.00

SOUTH PRODUCTION WORKERS

MANUFACTURING INDUSTRY PRODUCTION WAGES GENERAL LABORER

GENERAL MAINTENANCE WORKER

MAX: $17.00 +

MAX/75th: $17.00 + % OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR 50th: $15.49

36%

34%

75th: $12.49

25th: $12.49 MEDIAN INCREASE

MEDIAN INCREASE

$0.25 - $0.49/HR

$0.75 - $0.99/HR

50th: $10.49 25th: $9.99 MIN: $9.50 MIN: < $9.00

SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

80%

% THAT OFFER DIFFERENTIAL

78%

26%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

$0.25 - $0.49/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

20%

40%

60%

80%

100%

NO. OF RAISES OFFERED IN FIRST YEAR 60% 50%

Merit

40%

Cost of Living

30%

Length of Service/Seniority

20%

Promotion

10%

Other

0 1 % THAT OFFER RAISE(S) IN FIRST YEAR:

88%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

SOUTH PRODUCTION WORKERS

MANUFACTURING INDUSTRY RAISES, BONUSES, & PERKS TIMING OF FIRST RAISE

TYPES OF BONUSES OFFERED IN FIRST YEAR 0

100%

180-365 days 150-179 days 120-149 days

80%

90-119 days 60-89 days

60%

20%

10%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

30-59 days Less than 30 days

% THAT OFFER BONUSES:

40%

68%

20%

NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

44%

Child Care Shift Swap With Another Employee Self-Scheduling Other % THAT OFFER NONTRADITIONAL PERK(S):

69%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

90%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

43% LIMITED CARRYOVER 3% UNLIMITED CARRYOVER

SOUTH ALL WORKERS

MANUFACTURING INDUSTRY FACILITY-WIDE BENEFITS RETIREMENT BENEFITS OFFERED IN FIRST YEAR

HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

97%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

82%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

PPO ANNUAL DEDUCTIBLE (FAMILY)

22%

41% 31% 17% 9% 6% 2%

12% 31% 31% 13% 17% 8% 10%

4% 4%

HDHP ANNUAL DEDUCTIBLE (FAMILY) 46%

23% 23% 8% 15%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

15% 38% 8% 15% 15%

23% *The 2016-2017 minimum allowable amount is $2600

*The 2016-2017 minimum allowable amount is $1300

HMO ANNUAL DEDUCTIBLE (FAMILY)

20% 40% 40%

40% 20% 20%

20%

SOUTH PRODUCTION WORKERS

LOGISTICS INDUSTRY WAGES PACKER/HAND PACKER

MAX: $14.49

MATERIAL HANDLER

SHIPPING/RECEIVING CLERK

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

36%

58%

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $14.99

47%

MAX: $13.99 75th: $13.49 75th: $12.49

50th: $12.49 75th: $11.99

MEDIAN INCREASE 50th: $10.99

MEDIAN INCREASE

$0.50 - $0.74/HR

25th: $10.49

MEDIAN INCREASE 25th: $11.49

$0.50 - $0.74/HR

50th: $10.49 MIN: $10.00

MIN: $9.00

MIN/25th: $9.00

FORKLIFT DRIVER

TESTER/INSPECTOR

ASSEMBLER/FABRICATOR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

43%

17%

20%

MAX: $14.99

75th: $13.49

MAX: $13.49 50th/75th: $12.49

50th: $11.49

MEDIAN INCREASE

$0.50 - $0.74/HR

$0.50 - $0.74/HR MIN/25th: $10.50

MEDIAN INCREASE MAX/75th: $11.49 50th: $10.49

25th: $9.99 MIN: $9.00

MIN/25th: $9.00

GENERAL LABORER

GENERAL MAINTENANCE WORKER MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR 75th: $15.49

17%

33% 50th: $13.49

MEDIAN INCREASE

MEDIAN INCREASE MAX: $11.49

$0.50 - $0.74/HR

25th: $11.49

25th/50th/75th: $10.49 MIN: $10.00 MIN: $9.00

$0.50 - $0.74/HR

SOUTH PRODUCTION WORKERS

LOGISTICS INDUSTRY SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

60%

% THAT OFFER DIFFERENTIAL

44%

38%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

$0.25 - $0.49/HR

$1.00 - $1.24/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

20%

40%

60%

80%

Merit Cost of Living Length of Service/Seniority Promotion Other

100%

NO. OF RAISES OFFERED IN FIRST YEAR 80% 70% 60% 50% 40% 30% 20% 10% 0 1

% THAT OFFER RAISE(S) IN FIRST YEAR:

73% TIMING OF FIRST RAISE 100%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

1 0

180-365 days 120-149 days 90-119 days

60%

TYPES OF BONUSES OFFERED IN FIRST YEAR 150-179 days

80%

60-89 days 30-59 days

10%

20%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

Less than 30 days 40%

20%

% THAT OFFER BONUS(ES) IN FIRST YEAR:

65%

SOUTH PRODUCTION WORKERS

LOGISTICS INDUSTRY RAISES, BONUSES, & PERKS NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

64%

Child Care Shift Swap With Another Employee Self-Scheduling Other % THAT OFFER NONTRADITIONAL PERK(S):

65%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

78%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

22% LIMITED CARRYOVER 11% UNLIMITED CARRYOVER

SOUTH ALL WORKERS

LOGISTICS INDUSTRY FACILITY-WIDE BENEFITS HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

RETIREMENT BENEFITS OFFERED IN FIRST YEAR 0

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

78%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

82%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

83% PPO ANNUAL DEDUCTIBLE (SINGLE)

PPO ANNUAL DEDUCTIBLE (FAMILY)

15%

38% 31% 23%

8% 8% 42% 8% 17% 17%

HDHP ANNUAL DEDUCTIBLE (FAMILY) 70%

30%

10%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

71% 43%

*The 2016-2017 minimum allowable amount is $2600 *The 2016-2017 minimum allowable amount is $1300

25% 25% 25%

25%

33% 33% 33%

Respondents could provide deductible information for multiple plans within each plan type. Percentages may add up to greater than 100.

SOUTH ALL INDUSTRIES

SMALL BUSINESS WE CREATED THIS NEW SECTION TO HELP SMALL BUSINESSES BENCHMARK OFFERINGS AND GATHER IDEAS. Small businesses (50 employees or fewer) struggle to attract workers in a healthy market because—while they can compete on wages—they often cannot match the attractive health packages offered by large employers. However, small businesses have the flexibility to offer unique perks and better work-life balance to every employee—a major competitive advantage over large players.

JOB PERKS NON-TRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

39%

Child Care Flex Scheduling1 % THAT OFFER NONTRADITIONAL PERK(S):

61%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

86%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

40% LIMITED CARRYOVER 5% UNLIMITED CARRYOVER

1. Includes work-from-home arrangements, flexible work hours, shift swap, and/or self-scheduling.

SOUTH ALL INDUSTRIES

SMALL BUSINESS FACILITY-WIDE BENEFITS HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

RETIREMENT BENEFITS OFFERED IN FIRST YEAR 0

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

78%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

67%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

82% PPO ANNUAL DEDUCTIBLE (SINGLE) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

PPO ANNUAL DEDUCTIBLE (FAMILY)

44% 44% 16% 12% 4%

5% 14% 36% 9% 23% 14% 5% 5%

HDHP ANNUAL DEDUCTIBLE (FAMILY) 44% 44%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

11% 11%

38% 13% 25% 13%

25% *The 2016-2017 minimum allowable amount is $2600

*The 2016-2017 minimum allowable amount is $1300

HMO ANNUAL DEDUCTIBLE (FAMILY)

17% 17% 50% 17%

20% 20% 40% 20%

Respondents could provide deductible information for multiple plans within each plan type. Percentages may add up to greater than 100.

YOU CAN’T

CATCH A UNICORN WITH CARROTS

It’s no secret millennials have been flooding the workplace. In fact, in the next four years alone, over 30 million more are poised to enter the working world, and by 2020, this generation will make up more than half the workforce. The sheer amount makes it seem like recruiting for and filling open positions should be a breeze, right? So why isn’t it? Finding and captivating a millennial is almost as hard as snagging a magical unicorn with a boring ol’ carrot. It takes a combination of tactful recruiting techniques, compelling company culture, and attractive benefits to entice a millennial to take a second look at your company. In this day and age, understanding how to recruit millennial talent is key to keeping your organization running smoothly and successfully. After all, millennials are your next generation of leaders.

ENGAGE MILLENNIALS WHERE THEY ARE Job boards and career fairs, while still a necessary component of any recruiting strategy, are not enough when it comes to finding millennials. And though it’s newer to the scene, social media is already congested with job posts and doesn’t drive the amount of traffic necessary to staff your workforce. There’s no doubt in a labor market like ours—where job seekers are inundated with opportunity—it pays to inject a little creativity into your recruiting strategy. Why not engage these 20- and 30-somethings where they are? It’s much easier to connect with people when you engage in their interests and passions versus trying to steer them in your door with advertisements. Consider aligning your organization with the thing that is valuable to 70% of millennials1—giving back and paying it forward. By connecting with local charitable organizations in your community, your company can snag valuable, and practically undivided, face time with millennials. Not only does this put your organization in a positive, philanthropic light, but it gives you an opportunity to enter an unsaturated recruiting channel and show millennials a small glimpse of what working with your organization would be like. Whether it’s partnering with local volunteer organizations or another creative avenue that aligns with both your company’s and incoming millennials’ goals, stretching beyond normal recruiting channels is necessary to reach untapped candidates. ATTRACTION IS IN THE DETAILS As millennials entered the job market, employers quickly learned this group is different than previous generations. This confident, tech savvy generation doesn’t believe in putting its nose to the grindstone to get noticed; millennials will constantly employ new technology or streamline processes to get the job done faster, because they value work-life balance. They are creative, and they seek job opportunities where they will be assessed, praised, and rewarded on their end product—not on the number of hours it took to achieve it. If your organization hasn’t already, it’s worth it (and necessary) to review your current attraction strategies and seek opportunities and areas for improvement. Offering options like flexible scheduling or voluntary overtime attracts this generation that places a high value on personal lives.

Implementing programs that allow employees to have a voice and avenue for continuous learning and growth is also important. These programs can range from roundtables and rotational assignments to mentorships, tuition reimbursement, discounted classes, and more. Millennials look for opportunities that allow them to grow, and employing one or more of these programs shows them it’s possible to do so within your organization. In fact, a recent survey conducted by Deloitte shows 83% of millennial employees who plan to stick around for more than five years feel satisfied with their employers’ commitment to professional development versus only 53% of employees who plan to quit within the next two years— indicating professional development is important for longevity.2 INNOVATE YOUR HIRING PROCESS Once you’ve figured out how to find millennials and attract them to your organization, there’s only one thing left to do: hire them! But now is not the time to let up on the reins. Ensure your hiring practices, from application to onboarding, are technology friendly, relatively quick, and full of important details. Even though millennials are looking for quick and easy, they still want to be informed. Interviewing a millennial is different than interviewing a member of any other generation, and the archaic mindset of “just be thankful we’re offering a job” doesn’t work anymore. This generation will interview you during their job interview, and no question is off limits. It’s important your organization is prepared for discussions ranging from supervisor personality and the after-hours social scene to requests for a flexible schedule, relaxed dress code, and gym reimbursement—all before you’ve extended an offer. Millennials are accustomed to having facts available at their fingertips (thanks, Google), and they aren’t just going to accept a position because they are so grateful someone offered it to them. The more open you are about all facets of employment at your company, the more likely they’ll be to stick around—through the hiring process and for years to come. THE BOTTOM LINE The market may be swamped with millennial talent, but unless your organization has adapted its strategy beyond using the unappetizing carrot to attract this younger generation, they’re apt to pass you by for another company. Implement a recruitment plan tailored to millennials, and you’ll be sure to build a workforce that’s prepared to take your organization into the next decade.

1. S chulte, Brigid. “Millennials Are Actually More Generous than Anybody Realizes.” The Washington Post, 24 June 2015. Web. 16 May 2016. 2. “Millennial Survey 2016 | Deloitte | Social Impact, Innovation.” Deloitte. N.p., n.d. Web. 17 Mar. 2016.

WEST

WEST ADMINISTRATIVE WORKERS

ALL INDUSTRIES

WAGES OFFICE & ADMINISTRATIVE SUPPORT MAX: $17.00 +

RECEPTIONIST

CUSTOMER SERVICE REPRESENTATIVE

MAX: $17.00 + % OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

75th: $16.49

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

75th: $15.99

41%

75th: $14.49

31%

50th: $13.99

25th: $12.49

50th: $12.49 MEDIAN INCREASE

$0.50 - $0.74/HR

MIN: < $9.00

25th: $11.49

25th: $12.49 MEDIAN INCREASE

MEDIAN INCREASE

$0.50 - $0.74/HR

$0.75 - $0.99/HR

MIN: < $9.00

DATA ENTRY CLERK MAX: $17.00 +

MIN: $9.00

ACCOUNTING/BOOKKEEPING CLERK (A/P & A/R) MAX/75th: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

PAYROLL & TIMEKEEPING CLERK MAX/75th: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR 50th: $15.49

75th: $14.49

41% 50th: $13.99

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR 50th: $15.49

41%

33% 25th: $13.49

34% 25th: $13.49

50th: $12.49 25th: $11.49

MEDIAN INCREASE

$0.50 - $0.74/HR

$0.75 - $0.99/HR

$0.50 - $0.74/HR

MIN: $9.50 MIN: < $9.00

MIN: $9.50

WEST ADMINISTRATIVE WORKERS

ALL INDUSTRIES

SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

61%

% THAT OFFER DIFFERENTIAL

40%

14%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

$1.00 - $1.24/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

40%

20%

60%

100%

80%

Merit Cost of Living Length of Service/Seniority Promotion Other

NO. OF RAISES OFFERED IN FIRST YEAR 80% 70% 60% 50% 40% 30% 20% 10% 0 1

% THAT OFFER RAISE(S) IN FIRST YEAR:

74%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

10%

20%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

150-179 days 120-149 days 90-119 days 60-89 days

60%

TYPES OF BONUSES OFFERED IN FIRST YEAR 180-365 days

80%

TIMING OF FIRST RAISE 100%

30-59 days Less than 30 days

% THAT OFFER BONUS(ES) IN FIRST YEAR:

40%

55%

20%

NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

20%

Child Care Flexible Work Hours Work From Home Other % THAT OFFER NONTRADITIONAL PERK(S):

65% 47

WEST PRODUCTION WORKERS

MANUFACTURING INDUSTRY WAGES PACKER/HAND PACKER MAX: $17.00 +

MATERIAL HANDLER MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

SHIPPING/RECEIVING CLERK MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

51%

53%

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

51%

75th: $14.49

75th: $13.99 75th: $12.99 50th: $12.49 MEDIAN INCREASE 50th: $11.49

50th: $11.99

$0.50 - $0.74/HR

25th: $10.49

MIN: < $9.00

FORKLIFT DRIVER MAX: $17.00 +

MEDIAN INCREASE

$0.50 - $0.74/HR

MIN: < $9.00

TESTER/INSPECTOR MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

25th: $10.99

ASSEMBLER/FABRICATOR MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

42%

38%

75th: $15.99

47%

75th: $13.99

50th: $13.49

75th: $13.49

50th: $12.49

25th: $10.99

MEDIAN INCREASE

$0.50 - $0.74/HR

25th: $10.99

MEDIAN INCREASE 50th: $11.49

$0.50 - $0.74/HR

25th: $10.49

MIN: < $9.00

MIN: $9.00

MACHINIST MAX/75th: $17.00 + 50th: $16.99

MIN: < $9.00

MACHINE FEEDER/OFFBEARER MAX: $17.00 +

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

37%

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

75th: $14.99

WELDER MAX/75th: $17.00 + 50th: $16.49

41%

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

42%

25th: $13.99 25th: $13.49 50th: $12.49 MEDIAN INCREASE

MEDIAN INCREASE

$0.50 - $0.74/HR

$0.75 - $0.99/HR

$1.00 - $1.24/HR

25th: $10.99

MIN: $10.00 MIN: $9.00

MIN: < $9.00

WEST PRODUCTION WORKERS

MANUFACTURING INDUSTRY WAGES GENERAL LABORER

GENERAL MAINTENANCE WORKER

MAX: $17.00 +

MAX/75th: $17.00 + 50th: $16.99

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

45%

45% 25th: $13.49

75th: $12.49 50th: $11.49

MEDIAN INCREASE

$0.50 - $0.74/HR

$0.75 - $0.99/HR

25th: $10.49

MIN: < $9.00

SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

77%

% THAT OFFER DIFFERENTIAL

70%

26%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

$0.75 - $0.99/HR

$1.50 - $1.74/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

20%

40%

60%

80%

100%

NO. OF RAISES OFFERED IN FIRST YEAR 60% 50%

Merit

40%

Cost of Living

30%

Length of Service/Seniority

20%

Promotion

10%

Other

0 1 % THAT OFFER RAISE(S) IN FIRST YEAR:

72%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

WEST PRODUCTION WORKERS

MANUFACTURING INDUSTRY RAISES, BONUSES, & PERKS TIMING OF FIRST RAISE

TYPES OF BONUSES OFFERED IN FIRST YEAR 0

100%

180-365 days 150-179 days 120-149 days

80%

90-119 days 60-89 days

60%

20%

10%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

30-59 days Less than 30 days

% THAT OFFER BONUSES:

40%

66% 20%

NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

55%

Child Care Shift Swap With Another Employee Self-Scheduling Other % THAT OFFER NONTRADITIONAL PERK(S):

71%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

93%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

66% LIMITED CARRYOVER 5% UNLIMITED CARRYOVER

WEST ALL WORKERS

MANUFACTURING INDUSTRY FACILITY-WIDE BENEFITS HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

RETIREMENT BENEFITS OFFERED IN FIRST YEAR 0

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

87%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

74%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

87% PPO ANNUAL DEDUCTIBLE (SINGLE) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

PPO ANNUAL DEDUCTIBLE (FAMILY)

20%

37% 32% 23% 4% 3% 10%

11% 21% 30% 21% 17% 12% 6% 5% 2% 3% 5%

HDHP ANNUAL DEDUCTIBLE (FAMILY) 44% 34%

25% 6% 3% 3%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

19% 34% 19% 9% 13% 6% 3% 9% *The 2016-2017 minimum allowable amount is $2600

*The 2016-2017 minimum allowable amount is $1300

HMO ANNUAL DEDUCTIBLE (FAMILY) 33%

11% 44% 11%

11% 22% 22% 11% 11% 22%

Respondents could provide deductible information for multiple plans within each plan type. Percentages may add up to greater than 100.

WEST PRODUCTION WORKERS

LOGISTICS INDUSTRY WAGES PACKER/HAND PACKER

MATERIAL HANDLER

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $14.49

SHIPPING/RECEIVING CLERK

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $16.49

38%

MAX: $16.49

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

36%

36% 75th: $13.49 75th: $12.99

75th: $11.99

MEDIAN INCREASE

$1.00 - $1.24/HR

50th: $11.49

MEDIAN INCREASE 50th: $11.49

25th/50th: $10.49

25th: $10.49

MIN: $9.00

MIN: < $9.00

MIN: $9.00

FORKLIFT DRIVER

TESTER/INSPECTOR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $16.49

$1.00 - $1.24/HR

ASSEMBLER/FABRICATOR

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $16.49

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $15.49

29%

38%

29%

75th: $12.99

50th: $11.49

MEDIAN INCREASE

75th: $11.99

MEDIAN INCREASE

75th: $11.99

MEDIAN INCREASE

$1.00 - $1.24/HR

50th: $11.49

$1.00 - $1.24/HR

50th: $11.49

$1.00 - $1.24/HR

MIN/25th: $10.00

GENERAL LABORER

MAX: $14.49

75th: $11.99

GENERAL MAINTENANCE WORKER

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

MAX: $16.49

% OF COMPANIES THAT INCREASED STARTING WAGE IN PAST YEAR

27%

75th: $14.49

33%

50th: $11.49

$1.00 - $1.24/HR

MEDIAN INCREASE

$1.00 - $1.24/HR

MEDIAN INCREASE

25th/50th: $10.49 MIN/25th: $10.00 MIN: < $9.00

WEST PRODUCTION WORKERS

LOGISTICS INDUSTRY SHIFT DIFFERENTIALS 2nd SHIFT

3rd SHIFT

% THAT OFFER DIFFERENTIAL

WEEKEND SHIFT

% THAT OFFER DIFFERENTIAL

60%

% THAT OFFER DIFFERENTIAL

75%

33%

MEDIAN DIFFERENTIAL

$0.50 - $0.74/HR

$1.25 - $1.49/HR

$1.00 - $1.24/HR

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

20%

40%

60%

80%

100%

NO. OF RAISES OFFERED IN FIRST YEAR 60% 50%

Merit

40%

Cost of Living

30%

Length of Service/Seniority

20%

Promotion

10%

Other

0 1 % THAT OFFER RAISE(S) IN FIRST YEAR:

71% TIMING OF FIRST RAISE 100%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

1 0

180-365 days 120-149 days 90-119 days

60%

TYPES OF BONUSES OFFERED IN FIRST YEAR 150-179 days

80%

60-89 days 30-59 days

10%

20%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

Less than 30 days 40%

20%

% THAT OFFER BONUS(ES) IN FIRST YEAR:

53%

WEST PRODUCTION WORKERS

LOGISTICS INDUSTRY RAISES, BONUSES, & PERKS NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

63%

Child Care Shift Swap With Another Employee Self-Scheduling Other % THAT OFFER NONTRADITIONAL PERK(S):

72%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

94%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

57% LIMITED CARRYOVER 10% UNLIMITED CARRYOVER

WEST ALL WORKERS

LOGISTICS INDUSTRY FACILITY-WIDE BENEFITS HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

RETIREMENT BENEFITS OFFERED IN FIRST YEAR 0

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

94%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

88%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

91% PPO ANNUAL DEDUCTIBLE (SINGLE) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

PPO ANNUAL DEDUCTIBLE (FAMILY)

26% 26%

56% 30%

11%

8% 35% 42% 19% 8% 8% 19%

HDHP ANNUAL DEDUCTIBLE (FAMILY)

33% 42% 8% 17% 8% 8%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

50% 40% 10% 10% 10%

*The 2016-2017 minimum allowable amount is $2600 *The 2016-2017 minimum allowable amount is $1300

HMO ANNUAL DEDUCTIBLE (FAMILY) 71%

14% 14%

50% 17% 33%

Respondents could provide deductible information for multiple plans within each plan type. Percentages may add up to greater than 100.

WEST ALL INDUSTRIES

SMALL BUSINESS WE CREATED THIS NEW SECTION TO HELP SMALL BUSINESSES BENCHMARK OFFERINGS AND GATHER IDEAS. Small businesses (50 employees or fewer) struggle to attract workers in a healthy market because—while they can compete on wages—they often cannot match the attractive health packages offered by large employers. However, small businesses have the flexibility to offer unique perks and better work-life balance to every employee—a major competitive advantage over large players.

JOB PERKS NONTRADITIONAL PERKS 0

20%

40%

60%

80%

CAREER PROGRESSION PROGRAM OFFERED IN FIRST YEAR (e.g., professional certification or formal training program)

Full-time Nursing Room Tuition Reimbursement Relaxed Dress Code Unpaid Time Off (Scheduled)

YES

Unpaid Time Off (Unscheduled/Emergency)

45%

Child Care Flex Scheduling1 % THAT OFFER NONTRADITIONAL PERK(S):

62%

PAID TIME OFF (PTO) PTO TYPES OFFERED IN FIRST YEAR 0

20%

40%

60%

NO. OF PTO DAYS OFFERED IN FIRST YEAR

80% 100%

10% 20%

30% 40%

50%

1 Paid Sick Days

2 3 4

Paid Personal/Vacation Days

5 6 7

Paid Holidays

8 9 10

Paid Facility Shutdown

11-14 15

% THAT OFFER PTO IN FIRST YEAR:

81%

16-19 20 + % THAT ALLOW CARRYOVER OF UNUSED DAYS:

47% LIMITED CARRYOVER 15% UNLIMITED CARRYOVER

1. Includes work-from-home arrangements, flexible work hours, shift swap, and/or self-scheduling.

WEST ALL INDUSTRIES

SMALL BUSINESS FACILITY-WIDE BENEFITS HEALTH PLANS OFFERED IN FIRST YEAR 0

20% 40%

60%

RETIREMENT BENEFITS OFFERED IN FIRST YEAR 0

80% 100%

20% 40%

60%

ANCILLARY BENEFITS OFFERED IN FIRST YEAR

80% 100%

20% 40%

60%

80% 100%

Employee Assistance Program Traditional 401(k)

PPO

Financial Counseling Pet Insurance Roth 401(k)

HDHP

Wellness Programs Long-term Disability Defined Benefit Pension

HMO

Short-term Disability Life Insurance

% THAT OFFER HEALTH COVERAGE IN FIRST YEAR:

Other Vision Insurance

73%

% THAT OFFER RETIREMENT BENEFITS IN FIRST YEAR:

Dental Insurance

63%

Acc. Death/Dism. Insurance % THAT OFFER ANCILLARY BENEFIT(S) IN FIRST YEAR:

65% PPO ANNUAL DEDUCTIBLE (SINGLE) $0.00 - $499.99 $500.00 - $999.99 $1,000.00 - $1,999.99 $2,000.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

PPO ANNUAL DEDUCTIBLE (FAMILY)

17%

38% 33% 21% 5% 2% 17% 2%

11% 21% 40% 13% 13% 8% 15% 5%

2% 3%

HDHP ANNUAL DEDUCTIBLE (FAMILY) 35% 35%

26%

$2,600.00 - $2,999.99 $3,000.00 - $3,999.99 $4,000.00 - $4,999.99 $5,000.00 - $5,999.99 $6,000.00 - $6,999.99 $7,000.00 - $7,999.99 $8,000.00 - $8,999.99 $9,000.00 - $9,999.99 $10,000.00 and greater

17% 17% 4% 9%

32% 37% 16% 11%

*The 2016-2017 minimum allowable amount is $2600 *The 2016-2017 minimum allowable amount is $1300

HMO ANNUAL DEDUCTIBLE (FAMILY) 46%

8% 23% 15% 8%

33% 8% 25% 25% 8%

Respondents could provide deductible information for multiple plans within each plan type. Percentages may add up to greater than 100.

SKILLED TRADES

NATIONWIDE SKILLED TRADES

ALL INDUSTRIES ELWOOD TRADESMEN® Whether it’s partnering with one of our local offices to meet your trades needs or tapping our national projects group for larger scale recruitment, we provide tradesmen for projects in a wide variety of industries, including: · Aerospace · Civil Construction · Commercial Construction

· Federal Contracting · Heavy Industrial

· Manufacturing · Restoration

· Solar Energy · Wind Energy

Elwood Staffing’s #1 FASTEST-GROWING service line 1,194,301 TOTAL CONTRACT HOURS worked last year Backed by Elwood Staffing’s more than 35 YEARS of experience Over 600 CLIENT PROJECTS COMPLETED in 2015 Supported projects in 37 STATES (both locally and through our dedicated national project offices)

RAISES, BONUSES, & PERKS TYPES OF RAISES OFFERED IN FIRST YEAR 0

20%

40%

60%

80%

100%

NO. OF RAISES OFFERED IN FIRST YEAR 50% 40%

Merit

30%

Cost of Living Length of Service/Seniority

20%

Promotion

10%

Other

0 1 % THAT OFFER RAISE(S) IN FIRST YEAR:

87% TIMING OF FIRST RAISE 100%

2 0

180-365 days 120-149 days 90-119 days

60%

TYPES OF BONUSES OFFERED IN FIRST YEAR 150-179 days

80%

MEDIAN NUMBER OF RAISES OFFERED IN FIRST YEAR:

60-89 days 30-59 days

10%

20%

30%

40%

50%

Profit Sharing Performance Incentive Safety Incentive Attendance Incentive Holiday Bonus Production Incentive Other

Less than 30 days 40%

20%

% THAT OFFER BONUS(ES) IN FIRST YEAR:

66%

NATIONWIDE SKILLED TRADES

ALL INDUSTRIES

CARPENTERS HELPERS

CARPENTERS APPRENTICES

CARPENTERS JOURNEYMEN

CONCRETE WORKERS HELPERS

CONCRETE WORKERS APPRENTICES

CONCRETE WORKERS JOURNEYMEN

DRYWALLERS HELPERS

DRYWALLERS APPRENTICES

DRYWALLERS JOURNEYMEN

MAX: $30.99

75th: $22.99 50th: $21.99

MAX: $19.99

MIN/25th: < $20.00

MAX: $20.99

MIN: < $20.00

75th: $17.49

MAX: $16.00 + 75th: $15.49

50th: $15.99

MAX: $16.00 +

MAX: $15.99

MAX: $16.00 + MAX: $15.49

MIN/25th: < $15.00

MIN: < $15.00

50th: $13.99

25th: $12.49 MIN: < $12.00

~ The scale of the graph was adjusted to save vertical space.

75th: $13.49

50th: $12.49 MIN/25th: < $12.00

MIN/25th/50th: < $12.00

NATIONWIDE SKILLED TRADES

ALL INDUSTRIES

ELECTRICIANS HELPERS

ELECTRICIANS APPRENTICES

ELECTRICIANS JOURNEYMEN

FITTERS HELPERS

FITTERS APPRENTICES

FITTERS JOURNEYMEN

WELDERS STRUCTURAL HELPERS

WELDERS STRUCTURAL APPRENTICES

MAX: $39.00 +

WELDERS STRUCTURAL JOURNEYMEN MAX: $39.00 +

75th: $28.99 MAX: $27.99

75th: $24.99 50th: $23.99

75th: $23.99 50th: $22.99 25th: $21.99

MAX: $21.00 + 75th: $20.99

MAX: $21.00 +

25th: $20.99 MIN: < $20.00

50th: $20.99 MIN/25th: < $20.00

MIN: $20.00

MAX: $18.49 50th: $17.49 MAX/75th: $16.00 + 50th: $15.49

75th: $17.49 MAX/75th: $16.00 +

50th: $16.49 25th: $15.99

MAX/75th: $16.00 +

25th: $15.49 MIN: < $15.00

50th: $15.49 MIN/25th: < $15.00

MIN: < $15.00 50th: $14.49

75th: $16.49

50th: $14.49

25th: $13.99 25th: $13.49 25th: $12.99 MIN: < $12.00

MIN: < $12.00

~ The scale of the graph was adjusted to save vertical space.

NATIONWIDE SKILLED TRADES

ALL INDUSTRIES

WELDERS PIPE HELPERS

WELDERS PIPE APPRENTICES

WELDERS PIPE JOURNEYMEN

HVAC/ SHEET METAL WORKERS HELPERS

HVAC/ SHEET METAL WORKERS APPRENTICES

HVAC/ SHEET METAL WORKERS JOURNEYMEN

MILLWRIGHTS HELPERS

MILLWRIGHTS APPRENTICES

MILLWRIGHTS JOURNEYMEN MAX: $39.00 +

MAX: $35.99 MAX: $30.99

75th: $27.99 75th: $26.99 50th: $25.99

75th: $25.99

25th: $21.99

50th: $21.99

MAX: $21.00 +

MAX: $20.99 MIN: $20.00

25th/50th: $20.99

MAX: $20.99 +

MIN: < $20.00

75th: $18.49

50th: $16.99 MAX/75th: $16.00 + 50th: $15.49

MAX/75th: $16.00 + 50th: $15.99 50th: $15.49 MIN/25th: < $15.00

MIN/25th: < $15.00

75th: $16.49 50th: $15.49 MIN/25th: < $15.00

25th: $13.49

50th: $13.49 25th: $12.49

25th: $12.49

MIN: < $12.00

~ The scale of the graph was adjusted to save vertical space.

75th: $16.99 MAX: $16.00 + 75th: $15.99

25th: $20.99

NATIONWIDE SKILLED TRADES

ALL INDUSTRIES

PAINTERS HELPERS

PAINTERS APPRENTICES

PAINTERS JOURNEYMEN

PLUMBERS HELPERS

PLUMBERS APPRENTICES

PLUMBERS JOURNEYMEN

MAX: $31.99

75th: $26.99

50th: $24.99

MAX: $21.99 75th: $20.99

25th: $20.99

MIN/25th/50th: < $20.00

MIN: < $20.00

MAX: $18.49

MAX: $16.00 + 75th: $15.49

MAX: $16.49

MAX: $16.00 + 75th: $15.99

75th: $15.49 MIN/25th/50th: < $15.00

75th: $16.49 50th: $15.49 MIN/25th: < $15.00

50th: $13.49

MIN/25th: < $12.00

MIN: < $12.00

25th: $12.49

~ The scale of the graph was adjusted to save vertical space.

METHODOLOGY

INFORMATION COLLECTION Elwood Staffing compiled the information within from 1,313 anonymous responses to its April 2016 wage and benefits survey. A strong mix of client companies, business partners, and other local employers received the survey. As such, responses represent the starting wages and benefits offered to employees regardless of permanent or temporary status or a business relationship with Elwood Staffing. REGIONS We divide and report responses by region using the Census Bureau’s regional divisions as a guide, a methodology the Bureau of Labor Statistics also employs in many of its regional reports. WAGE RANGES To eliminate data entry error, respondents selected hourly wage offerings for each position from a list broken into $0.50 buckets (e.g., $9.00-$9.49/hr). The wages listed throughout the document represent the top end of each range response, with an exception for the minimum wage listed. The minimum wage listed is represented by the bottom end of the lowest range provided by all respondents. Administrative and Production Less than $9.00—Greater than $17.00 Skilled Trades (Helpers) Less than $12.00—Greater than $16.00 Skilled Trades (Apprentices) Less than $15.00—Greater than $21.00 Skilled Trades (Journeymen) Less than $20.00—Greater than $39.00 WAGE DISTRIBUTION CATEGORIES Min: the lowest starting wage offered by any responding facility 25th percentile: 3 out of 4 responding facilities offer a higher starting wage 50th percentile: 2 out of 4 responding facilities offer a higher starting wage 75th percentile: 1 out of 4 responding facilities offers a higher starting wage Max: the highest starting wage offered by any responding facility CALCULATIONS Where applicable, we report two pieces of information: 1) the percent of respondents that offers a group of benefits; and 2) within that group, the percent that offers each specific benefit. For example, the following calculations apply when a group of 1,000 respondents answers a question about bonuses:

- 700/1,000 = 70% of companies offer a bonus, and of those that do… · 400/700 = 57% offer a production bonus · 250/700 = 36% offer a holiday bonus · 345/700 = 49% offer a safety bonus · And so on…

The information herein is intended only for general purposes. Nothing contained, expressed, or implied herein is intended or shall be construed as legal advice, and no attorney-client relationship is formed. If you have questions about any law, statute, regulation, or requirement expressly or implicitly referenced, contact legal counsel of your choice. All information is proprietary and confidential.

ABOUT THE REPORT

For more workforce intelligence, visit the

BUSINESS RESOURCE CENTER at www.elwoodstaffing.com/brc. COMPANY AND TALENT REPORT This is a special series of reports for us. Through it, we provide those outside our organization with a glimpse into Elwood’s strengths, organizational stability, engagement in the industry, and commitment to continuing success. RECENT WHITE PAPERS Closing the Skills Gap Together, We’re Better Safe Than Sorry Background Checks: Friend, Foe, or “Frenemy”? The Seven Wonders of the Work(place): Climbing Maslow’s Pyramid Do You Give a Tweet About Your Online Presence? Becoming an Employer of Choice Can You Afford to Pay Minimum Wage? Flexibility: The Art of Bending Without Breaking Employee Retention: When Traditional Benefits Aren’t Enough Benefits 2014: Standing out in a Candidate’s Market A Ticking Time-Bomb, No More: Executive-Sponsored Mentorships Can Help Your Company Employee Engagement: The Antidote to Turnover WORKFORCE LANDSCAPE SUMMARIES Each quarter, we compile manufacturing and distribution sector information into compelling, industry-focused reports. These reports include proprietary studies, national trends, and employment law updates. To request additional copies of this report or any resource listed above, please contact elwoodthinks@elwoodstaffing.com.

This document was researched, analyzed, written, and prepared by Elwood StaffingÂŽ, one of the largest light industrial staffing firms in the United States. Since its founding in 1980, Elwood has attracted millions of candidates, made hundreds of thousands of placements, and served tens of thousands of clients. Each and every day, our interactions with job seekers, workers, and employers generate valuable data we continually develop into actionable insights that guide better business decisions. We love data, and we love to share our knowledge to help employers like you make informed decisions. We are committed to finding new and consistent ways of sharing the valuable insights we gain, and we hope you look to us as an advisor with the knowledge and capabilities to help you get ahead. View more of our publications at www.elwoodstaffing.com/BRC

CORPORATE OFFICE 4111 Central Avenue Columbus, Indiana 47203 Phone: 812.372.6200 www.elwoodstaffing.com

This publication is proprietary and confidential and intended for general purposes. Nothing contained, expressed, or implied herein is intended or shall be construed as legal advice, and no attorney-client relationship is formed. If you have questions about any law, statute, regulation, or requirement expressly or implicitly referenced, contact legal counsel of your choice.