2017 Compensation and H.R. Surveys General Membership Webinar - PowerPoint PPT Presentation

2017 Compensation and H.R. Surveys General Membership Webinar September 7, 2017 1

AGENDA  Business Challenges  Solution  Confidentiality  Survey Report  Survey Participation  New for 2017  How To Use Data

AGENDA  Sample Data  HR Practices Survey – Bonus/Incentive – Field Worker Incentive Plans – Merit Budgets  2018 Survey  Next Steps

BUSINESS CHALLENGES  Finding and growing great talent  Employee retention/engagement  Large number of retirements anticipated as well as continued millennial job-hopping  Competition from other industries  Hiring and retaining the right employees in the face of high growth  Fierce talent competition shifting the balance of power to candidates  Improving company culture and fighting attrition for newly trained employees  Shortage of farm labor workers

SOLUTION  As competitive markets tighten, the need for a Total Rewards strategy becomes more pronounced  Part of your Total Rewards strategy is a compensation strategy  A comp strategy is about being intentional with your comp spend

SOLUTION  A comp strategy factors in every comp driver – Culture, performance, hot jobs, and even hot geographic markets  How do organizations take the nature of competitive jobs into account when planning their compensation strategy? – You guessed it – SHOW THEM THE MONEY – How? Typically target pay higher in the competitive market  Top-performing companies are strategic in their approach to compensation. They know peanut butter is a sandwich topping, not a salary practice

SOLUTION  How do you develop a compensation strategy absent competitive market data? YOU DON’T  What was once thought of as a tactical exercise is becoming a centerpiece of business  Compare your pay to the market  Conduct a market study – use 2 to 4 sources ENTER WESTERN GROWERS COMPENSATION AND HR PRACTICES SURVEYS

Your Data Is Protected and Kept Confidential Our Responsibility  Your data is submitted and stored on a secure server  Individual company data is seen only by PEOPLEMatters  Individual company information is not reported or identified  Survey data is summarized and reported in the aggregate

NOTICE OF SURVEY CONFIDENTIALITY Use of this survey and all subsequent data reporting should be considered confidential. The survey participant and/or authorized purchaser of the data has the right to use the data in the regular course of business solely for its own internal use. The survey participant and/or authorized purchaser acknowledges the survey instrument and methodology are the intellectual property rights of PEOPLEMatters Compensation Resources, and the survey results/report are confidential and the proprietary rights of Western Growers Association. Your Responsibility As a survey participant or purchaser, you may not copy, forward, sell, distribute or otherwise disclose any part of this survey format or data without the written permission of Western Growers Association.

SURVEY REPORT The 2017 Compensation and HR Practices surveys are one example of the valuable services provided by Western Growers to its membership. Survey results are free of charge for participants. All associated costs are underwritten by Western Growers. The survey results summary reports are designed to provide users with cash compensation data and Human Resource policy and practice benchmarking information specific to the produce industry. The user can use this competitive data as a resource for comparing total annual cash compensation levels and H.R. program offerings and benefit plan data with their peers. When comparing your cash reward programs to that of the industry, it is important to remember that the data published in this report should be used as a guideline. A number of factors influence your pay decisions. For instance, your total reward philosophy may be to invest more heavily in employee benefit plans as opposed to offering higher levels of cash compensation. Additionally, company size, location, and other criteria all contribute to determining your employment offerings. IMPORTANT: This survey data should be used as a point of reference to the competitive market to assist you in reviewing your compensation philosophy, pay programs, and H.R. programs and benefit plans.

SURVEY PARTICIPATION  It’s a time commitment….with a big pay-off – FREE Survey Results – Data to support: • Crafting your Total Rewards/Compensation strategy • Managing your payroll costs • Making day-to-day pay decisions • HR program design

COMPENSATION SURVEY PARTICIPATION  Two ways to participate – Complete survey online – Submit your data using Excel webform

ONLINE SURVEY - DASHBOARD 1. Demographics 2. Jobs 3. HR Survey

ONLINE SURVEY - DEMOGRAPHICS Edit Company Demographics

ONLINE SURVEY - JOBS Add Jobs 1 2 3

ONLINE SURVEY - JOBS Job Details

ONLINE SURVEY - PAY Pay

ONLINE SURVEY - AUTOMOBILE Automobile

ONLINE SURVEY – HR SURVEY Complete HR Survey

USE EXCEL TO SUBMIT SURVEY DATA Your Survey Company's Home Management Managed Hourly Annual Bonus Bonus Title Job Title Reports To Base Scope Responsibility Employees Hourly/Salaried Rate Base Pay Bonus Paid Frequency Overtime A/P Clerical AP Clerk 1 General Acctg Mgr CA Equal to No Hourly $14.50 Yes 500 annual yes A/P Clerical General Acctg Mgr CA Equal to No Hourly yes Blue columns = fields with drop down menus to select responses Yellow fields = variable data to change for multi-incumbent jobs 20

2017 SURVEY PARTICIPATION 2016 Survey 2017 Survey Comp Survey Participants 75 94 HR Survey Participants 60 66 21 companies 34 companies New Comp Survey Participants 28% of survey 36.2% of survey Repeat Comp Survey 54 companies 60 companies Participants 72% of survey 63.8% of survey Survey Repeat Participation 56.3% 78.9% Rate Pay data for 3,000+ employees classified in 70 different job titles

NEW FOR 2017 HR PRACTICES SURVEY  New section added for Hourly Field Workers  Surveys piece rate programs, incentive and benefit programs, and Farm Labor Contractor pay for general laborers  Health Care Section  Updated and expanded to collect data more pertinent to ACA

NEW FOR 2017 COMPENSATION SURVEY  New survey module added for Hourly Field Jobs  FELS Survey discontinued • Western Growers decision to be replacement provider • 13 jobs added to survey to provide expanded product/service for membership

NEW FOR 2017 COMPENSATION SURVEY  Refined revenue scope criteria for reporting survey results  More representative of WG membership participation; pay reflective of competitive market within revenue category 2016 2017 Revenue Scope % Participation % Participation < $5 Million N/A 12.8% $5 - $20 Million N/A 16.0% < $20 Million 26.0% N/A $20 - $50 Million 25.0% 22.3% $50 - $100 Million 16.0% 20.2% $100 - $200 Million 13.0% N/A $100 - $250 Million N/A 11.7% $200+ Million 20.0% N/A $250+ Million N/A 17.0%

PARTICIPANT DEMOGRAPHICS BY REVENUE 12.8% 17.0% 16.0% < $5 Million 11.7% $5 - $20 Million $20 - $50 Million $50 - $100 million 20.2% 22.3% $100 - $250 Million $250+ Million

How To Use and Interpret Compensation Survey Data  Survey provides you with competitive pay data – specific to your industry – by company size (revenue), type of business, and geographic location  Make this data work for you when….  Hiring a new employee  Promoting an employee  Creating a new job for your organization  Determining merit increases  Conducting a pay equity evaluation by job  Determining your compensation philosophy  Determining the compensation mix for jobs (amount of base pay and incentive pay as a % of total annual cash compensation)

PAY RECAP BY JOB - SAMPLE 2017 SURVEY DATA ANNUAL BASE PAY ANNUAL PAID INCENTIVES * TOTAL ANNUAL CASH COMPENSATION 25th 50th 75th 25th 50th 75th 25th 50th 75th Job Title %ile %ile Average %ile %ile %ile Average %ile %ile %ile Average %ile Accounts Payable Clerical $34,346 $39,520 $41,115 $47,580 $1,500 $2,147 $2,486 $3,500 $35,360 $41,160 $42,834 $48,616 Accounts Receivable Clerical $37,440 $45,000 $45,522 $51,896 $2,000 $2,550 $3,347 $3,500 $37,440 $46,260 $47,621 $55,012 Administrative Assistant $37,487 $45,540 $52,653 $60,611 $1,851 $3,300 $4,529 $4,400 $37,522 $49,079 $56,373 $64,149 Agronomist $80,975 $96,363 $101,305 $121,884 $4,400 $5,000 $10,895 $12,070 $84,300 $107,266 $109,229 $129,453 Area Manager $100,538 $117,247 $130,200 $147,558 $15,116 $30,500 $35,572 $44,000 $122,697 $155,000 $163,035 $187,704 Bookkeeper $41,340 $50,250 $51,862 $60,450 $1,125 $2,928 $5,814 $6,942 $47,728 $56,447 $56,222 $64,100 Cold Storage Manager $76,618 $91,387 $92,843 $112,574 $4,400 $15,000 $20,559 $32,000 $78,118 $114,060 $109,731 $125,713 Controller $100,000 $120,000 $118,020 $133,258 $6,588 $15,000 $21,538 $31,250 $106,065 $129,975 $134,695 $151,519 Dock Foreman $31,668 $44,236 $50,212 $71,630 $1,038 $3,450 $4,297 $5,375 $33,400 $44,236 $52,926 $76,130