HomeMy WebLinkAboutSupplemental Attachments - 6/5/2023 (4)0kk&sSibli-Yaleihtti-
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Cedar Valley Wage & Benefit Survey 2023
Executive Summary
The intent of this regional survey is to keep Cedar Valley existing businesses competitive by
giving them timely data that will help them make informed decisions to retain and recruit
workforce and for this reason we ask that it be used for internal use.
For the complete report or specific industry sector report, please email 211111111111.11.0.11.1.6
after 5/30/23 stephanie@growcedarvalley.com
Methodology
Project Objective
The main project objectives included assessing the starting and maximum wages for occupations in a
variety of industries, assessing additional wage-related benefits such as pay increases and wage
differentials, and understanding paid time off policies and benefits,workplace incentives, workforce
trends, and community quality of life and amenities.This will help the Cedar Valley Regional Partnership
and Grow Cedar Valley track wage and benefit data by occupation type to aid in attracting new talent to
existing industry and prospective employers.
Project Design
Strategic Marketing Services (SMS) developed the content of an online survey instrument to assess the
current wages and benefits provided to occupations within the manufacturing; finance and insurance;
professional, scientific, and technical services; health care and social assistance; and transportation and
warehousing industries among employers in Black Hawk, Bremer, Buchanan, Butler, Chickasaw, and
Grundy counties.
An invitation to take the online survey was administered by email from Strategic Marketing Services
(SMS)on behalf of Grow Cedar Valley and from Cedar Valley Regional Partnership members to
approximately 400 human resources and management contacts with 284 contacts starting the survey
and five opting out on the first page. Of the remaining 279 survey starts, 128 contacts fully completed
the survey.The completion rate was 32 percent.This achieved a 95 ±7.15%confidence interval, which
means if this study was completed 100 times; the same results would be achieved 95 out of 100 times.
The confidence interval indicated the actual aggregate results for the entire population of organizations
in the above counties and industries would be in a ±7.15 percent range of the aggregate statistics.
Executive Summary
Organizational Demographics
Total survey respondents reached 128,with just under two-thirds being in Black Hawk County, roughly
30 percent(31.5%) in Bremer County, 19.7% in Buchanan County, 15.7% in Chickasaw County, 15.0% in
Butler County, and 8.6% in Grundy County. Responses from each of the included industry categories
werpipi with g (30.4%) and Health Care and Social Assistance (22.7%) being the
most represented.The least represented industries were Finance and Insurance (7.8%) and
Transportation and Warehousing(6.3%).Just under 22 percent of the respondents reported Other
industries such as education, retail, and construction.
In addition,there was a good representation of various organization sizes and levels of annual gross
income for 2020. More specifically, 25.8%of organizations had 20 to 49 employees, 21.9% had 50 to 99
employees, 18.8% had less than 20 employees, and 18.0% had 100 to 249 employees. Only 4.7%of
organizations had 500 employees or more. As for annual gross income, nearly one-third of respondents
reported that their organization's annual gross income for 2020 was less than $5 million,followed by$5
million to$24.99 million (20.3%), and $25 million or more (19.5%). However, 9.4 percent of respondents
preferred not to disclose their annual gross income for 2020 and 19.5%were not sure.
The top executive management occupation category represented at organizations in the Cedar Valley
includes general/operations managers and other management (90.6%),followed by business and
financial operations (64.8%), and human resources specialists or managers(59.4%).
Wage Information
The industries with the most starting and maximum wage information per occupation include
Manufacturing, Health Care and Social Assistance, and Transportation and Warehousing.The industries
with the least amount of wage information include the sub-industries physician offices; dentist offices;
legal services; accounting,tax preparation, and bookkeeping services; architectural, engineering, and
related services; advertising, public relations, and related services; consulting services; and information
technology services.
The following graphics provide the starting and maximum median salaries for the top occupations in
Manufacturing, Health Care and Social Assistance, and Transportation and Warehousing.
Manufacturing
Among manufacturer occupations, Shift production supervisors had the highest starting and maximum
median salaries, followed by Maintenance mechanics. Assembly/Production workers/laborers and
Material handling/ Forklift operators/Warehouse workers had nearly equal starting salary medians.
Engineers
•Starting Median:$62,940.80
•MaK .gym Medial S7L5 %U
*Starting Median:$59,660.80
•Maximum Median:$82,500
Assembly/Production Worker/Laborer
*Starting Median:$35,360
•Maximum Median:$49,712
Material Handling/Forklift Operator/Warehouse Worker
*Starting Median:$37,440
*Maximum Median:$49,067.20
Health Care and Social Assistance
Physicians/Surgeons were reported to have the highest starting and maximum salaries for the Health
Care and Social Assistance industry followed by Nurse practitioners. Medical technicians and Registered
nurses/ LPNs had similar starting median salaries while administrative roles were lowest.
Physician / Surgeon
*Starting Median: $364,000
•Maxirnum Median: $420,500
•starting Medkan:$105,851.21
*Maximum Median: $135,500
Medical Technicians
*Starting Median: $61,276.80
*Maximum Median: $91,187.20
Registered Nurse / LPN
*Starting Median: $57,792.30
*Maximum Median: $85,935.20
Administrative Roles
*Starting Median: $30,440.80
*Maximum Median: $42,848
Transportation
Within the Transportation industry occupations,Transportation managers/Logistics managers had the
highest starting and maximum salary medians followed closely by Truck and Tractor operators—short
haul. Shipping/ Receiving clerks, Material handlers and Forklift operators reported similar starting
median salaries with Forklift operator's maximum salary median falling short
Transportation Manager/ Logistics Manager
'Starting Median: $55,500
•Maximum Median: $75,000
'Starting Median: $52,000
'Maximum Median: $62,000
Maintenance Mechanic
"Starting Median:$49,840
•Maximum Median: $73,280
Forklift Operator
'Starting Median:$33,280
'Maximum Median: $42,432
Material Handler
*Starting Median:$33,280
•Maximum Median:$39,936
Additional Wage Information
The median standard annual wage/salary percentage increase in the last 12 months was 4.0%, with
72.7%of respondents planning to provide pay increases in the next 12 months. However, only 32
percent of respondents will provide an annual cost of living pay increase.
Just over half(52.3%) of the respondents reported that their company uses a variable/performance pay
program such as bonuses,commission, and other monetary incentives. Additionally, 64.9% provide a
differential pay scale for weekday 2nd shift,followed by weekday 3`d shift (45.6%), holiday shift (42.1%),
weekend 3'd shift(29.8%), and weekend 2nd shift (26.3%). In general, a median differential pay scale of
$2.00 to $2.53 was provided to employees working other shifts as shown in the following table.
Hourly Rate Shift Differential Mean Median Minimum Maximum
Weekday 2nd Shift(N=35) $ 2.05 $ 2.00 $ 0.45 $ 10.00
Weekday 3rd Shift(N=23) $ 1.83 $ 2.00 $ 0.30 $ 4.00
Weekend 1st Shift(N=8) $ 2.75 $ 2.50 $ 1.00 $ 6.00
Weekend 2nd Shift(N=12) $ 3.42 $ 2.53 $ 0.45 $ 10.00
Weekend 3rd Shift(N=13) $ 2.81 $ 2.00 $ 0.30 $ 10.00
Benefits
Paid Leave
Approximately 65%of respondent organizations provide PTO banks to their employees,while 45%
provide a traditional paid leave policy. For organizations that offer the same benefits to their employees,
there was a 116 percent increase in mean vacation hours from the first year of employment to the tenth
year of employment, and a 240 percent increase in median vacation hours. Additionally, there was a 22
percent increase in mean sick hours from the first year of employment to the tenth year of employment,
and a 9 percent change in median sick hours. For organizations utilizing PTO versus traditional paid
leave,there is a 99.6 percent increase in mean PTO hours from the first year of employment to the tenth
year of employment, and a 105 percent increase in median PTO hours.
Vacation Hours
300.00
•
250.00 248.00 260.00
200.00 Median,
•
180.00 160.00
150.00 Median,120.00 El 150.79
115.95
100.00
. 69.74
50.00 A 47.W
•16.00 24.00
0.00 1 0.00
First year Fifth year Tenth year
Aggregate(N=38) IN Mean ,;Median •Minimum •Maximum
00
300.00
250.00 240-00
200.00 . 192.00 . 192.00
150.00
100.00
51.61 V 57.65 62.83
50.00
yr 44.00 48.00 48.00
0.00 • 0.00 . 0.00 0.00..
First year(N=33) Fifth year(N=33) Tenth year(N=32)
■Mean +Median •Minimum •Maximum
350.00
300.00
288.00
250.00 248.00
200.00 • 208.00
169.03
150.00
132.05 Median,
100.00 164.00
® 84.70 Median,120.00
80.00
50.00
22.00 27.00
0.00 . 0.00
First year(N=66) Fifth year(N=66) Tenth year(N=66)
■Mean n Median •Minimum •Maximum
Paid Benefits and Workplace Incentives
The vast majority (91 to 95%)of respondents reported employees receive Thanksgiving Day, Christmas
Day, New Year's Day, Labor Day, Independence Day and Memorial Day paid off. 13-51% reported
employees receive other holidays and observances paid off. Additionally, about 40 percent of
respondents offer paid benefits to part-time employees, including paid time off/vacation and sick leave
(88.2%), retirement benefits (84.3%), paid holidays (70.6%), and health insurance (68.6%).
Top workplace opportunities or incentives offered to employees reported by respondents included a
flexible spending account (61.9%) and a casual work environment(57.5%). A second tier of
opportunities or incentives offered to employees include tuition assistance/reimbursement (36.3%),
flexible work hours(36.3%), hybrid work option (33.6%), a fitness center membership/on-site fitness
center(27.4%) and a four-day work week(24.8%).
Remote Work
The mean value of employees eligible to work remotely is just under one-fourth (24.1%),while 13.2%of
employees are currently working remotely on average. Over one-third of respondents (36.6%) have
experienced no impact on local operations due to remote work options, while over one-fourth (27.7%)
have been impacted both positively and negatively. Of the organizations that provide full-time remote
work and hybrid work options at their organization, 97.7% provide computers/laptops and 69.8%
provide additional accessories such as a keyboard, mouse, camera, etc.
Mean Median Minimum Maximum
%Eligible to Work Remotely(N=80) 24.1% 10.0% 0.0% 100.0%
%Currently Working Remotely (N=76) 13.2% 5.0% 0.0% 100.0%i
Recruitment Barriers and Top Local Community Amenities/Offerings
The greatest barrier related to recruiting potential employees as it relates to the community is by far the
shortage of workers with knowledge of skills (72.7%). Other top barriers are included in the graphic
below. Respondents were also asked to rate the significance for each of their top three barriers, using a
scale of 1 to 5, where 1 is insignificant and 5 is critical. The top-rated barriers are included in the graphic
below.The lowest rated barriers include lack of access to childcare (3.79), lack of access to
transportation to get to work(3.41), and lack of diversity in the community (3.25).
Barrier Significance
•Shortage of workers with knowledge of skills •Shortage of available training programs
(72.7%) (mean of 4.29)
•Location of your community(24.2%) •Shortage of workers with knowledge or skills
•Government policies or regulations(15.6%) (mean of 4.24)
•Lack of affordable child care (14.8%) •Location of your community(mean of 4.03)
•Lack of access to transportation to get to
work(13.3%)
The top local community amenities/offerings most important to potential employees include quality
schools (51.6%), proximity to work location (46.1%),and quality/affordable housing (45.3%). Other top
amenities/offerings are included in the graphic below. Respondents were also asked to rate the level of
availability for each of their top 5 local amenities/offerings, using a scale of 1 to 5,where 1 is no
availability and 5 is very high availability.The top-rated amenities are included in the graphic below. The
lowest rated amenities included quality/affordable childcare (2.82) and diverse population (2.70).
Level of Availability
•Quality schools(51.6%) •Technology access(mean of 4.43)
•Proximity to work location (46.1%) •Quality schools(mean of 4.00)
•Quality/affordable housing (45.3%) •Low crime rate/personal security/safety
•Community amenities like (mean of 4.43)
shopping/restaurants(38.3%)
•Quality/affordable childcare (36.7%)
•Low crime rate/personal security/safety
(35.9%)
Organizational Demographics
Industry
The top industries represented were Durable Manufacturing (23.4%), Health Care and Social Assistance
(22.7%), and Professional,Scientific, and Technical Services(10.9%).
Professional,
Durable Manufacturing, 23.4% Scientific,and
Technical
Other,21.9% Services,10.9%
Non-durable Transportation
and
Finance and Manufacturing, Warehousing,
Health Care and Social Assistance,22.7% Insurance,7.8% 7.0% 6.3%
Other responses from respondents include: Construction (5); Agriculture (2); Education (2);
Utilities(2); Beer wholesale; Cold Storage, Warehousing; Concrete Supplier; Entertainment;
Government; Industrial manufacturing- molds/tool ¨ Manufacturing infrastructure
Compiled In Partnership With:
11111 University of Northern Iowa
JNRC'C , GROW
" CedarValley idm
Institute for Decision Making
Strategic Marketing Services
University of Northern Iowa