Wage and Benefits Survey – participate & get results 6 months before general public

Turn-In-Date extended to February 11, 2011

Wittenberg and WorkPlus are partnering to complete a comprehensive Wage & Benefit Study for the Clark County community. You should have received a letter from Amy Donahoe asking for your participation.  Please read this letter carefully and follow the instructions.  This is important data for our community businesses, and for the attraction of new business to our region.

As a thank you for your participation, you will receive the outcomes in June of 2011, while the information will be released to the public in January 2012.  We look forward to receiving your confidential responses.

Access the survey here at www.surveymethods.com. The company code required can be found in your letter, or you can request the code with the W&B Team at wage.benefit.survey@gmail.com.

Manpower Employment Outlook Survey Results

Just announced are the results of the Manpower Employment Outlook Survey for Quarter 4 2010. As you may know, the survey has been running for 47 years and is conducted quarterly as a public service to help businesses, consumers, government officials and agencies, trade associations and academic institutions understand the hiring plans of employers for the quarter to come.

Of the more than 18,000 U.S. employers surveyed, 15% anticipate an increase in staff levels in their Quarter 4 2010 hiring plans, while 11% expect a decrease in payrolls.  When seasonally adjusted, the Net Employment Outlook becomes +5%. Seventy one percent of employers expect no change in their hiring plans. The final 3% of employers indicate they are undecided about their hiring intentions.

Dayton, OH MSA employers expect to hire at a moderate pace during Quarter 4 2010, according to the Manpower Employment Outlook Survey.

From October to December, 11% of the companies interviewed plan to hire more employees, while 8% expect to reduce their payrolls. Another 80% expect to maintain their current staff levels and 1% are not certain of their hiring plans. This yields a Net Employment Outlook of 3%.

“Employers are less optimistic about hiring plans for the final three months of the year compared to Quarter 3 2010 when the Net Employment Outlook was 10%,” said Manpower spokesperson Tom Maher. “Employers expect a considerably faster hiring pace compared with one year ago, when the Net Employment Outlook was -14%.

Additional information is available at press.manpower.com.

We hope you find the Manpower Employment Outlook Survey results useful. For any questions, or to discuss the survey and how the results might impact your business, contact Thomas Maher at thomas.maher@na.manpower.com.

>>Click HERE for the RESULTS

$6000 government training grants (per person) still available

Ohio Learning Accounts (OLA), are still available according to ODJFS, Office of Workforce Development. Flexible training accounts up to $6,000, are available to employers on a first-come, first-serve basis. Employers are required to extend a job offer to eligible dislocated workers who require on-the-job training or certification as a condition to employment.

The Ohio Learning Account initiative is funded through the American Recovery and Reinvestment Act.

To learn more about the application process and eligibility requirements, please email or call Babara Carpenter, recruitment specialist for the WorkPlus One-Stop Center at carpeb02@odjfs.state.oh.us or (937) 327-1771.

>> Previous blog post about this

>> Ohio Learning Network Web site

>> WorkPlus Web site

How to apply for a job with Code Blue

Application Process for CodeBlue

The WorkPlus One-Stop Center will facilitate the application process for CodeBlue.

CodeBlue, a division of Insurance Claims Management (ICM), has finalized plans to expand its operation to Springfield with the expectation of employing 300 people in downtown within five years.  Recruitment of employees in a number of job titles has already begun. The $3.2 million command center is expected to employ 25 immediately and 150 by the end of 2011. Job interviews are underway.

CodeBlue, LLC specializes in innovative property claims management solutions. The company is headquartered in Eau Claire, WI where it operates a 24×7×365 customer service center that supports a wide base of insurance clients and manages nearly one million phone calls annually on behalf of its carrier customers.

Interested candidates are required to:

1. Register
To be considered for employment with CodeBlue, you must first register with the WorkPlus One-Stop Center located at 1345 Lagonda Avenue, Springfield, Ohio (hours of operation are from 8 a.m.  to 5 p.m. Monday through Friday).

2. Attend an informational workshop
Weekly workshops are offered at the WorkPlus Center on Thursdays, 12:00 to 1:00 p.m. or 6:00 to 7:00 p.m., the last Thursday of the month.

3. Pre-employment Assessments
All candidates must complete the pre-employment assessments prior to submitting an application to CodeBlue. Assessments will be administered in the computer lab at the one-stop center on Wednesdays from 11:00 a.m. to 1:00 p.m., or from 6:00 to 8:00 p.m. the second Wednesday of the month.

CodeBlue will schedule interviews with candidates who meet their employment requirements. Employees with previous work experience in the construction or insurance industries are especially encouraged to apply.

Please contact Barbarba Carpenter, Recruitment Specialist,  at (937) 327-1771 to  reserve your seat for the informational workshop.

About WorkPlus

The WorkPlus One-Stop Center is building the foundation for a successful economic future: a skilled workforce. In partnership with local government and private organizations, the one-stop center serves as Clark County’s central hub for employment and resources by offering a full spectrum of job and workforce development services.  WorkPlus helps job seekers prepare for rewarding employment opportunities and helps employers find the qualified employees they need to succeed in a changing economy.

The One-Stop Center of Clark County is part of the WorkPlus regional system serving Champaign, Clark, Logan, Madison and Union county residents.   Services are made possible by the U.S. Department of Labor, County Commissioners and the Department of Job and Family Services.

>> CodeBlue Web site

>> WorkPlus Web site

>> Apply for other Springfield jobs

Average benefits for Springfield Ohio – 12,000+ employees

WittCAM logoThis post is the second of a two-part series publishing the guts of a 155-page report on a Wage & Benefits survey.  This post summarizes the benefits.  Yesterday’s post had the wage tables.  To reiterate what I said yesterday…

Summary: Last year, Wittenberg University business students worked with us at the Chamber to do a Wage & Benefits survey for Clark County – the Springfield, OH metro area (MSA).  Over 1400 surveys were sent out to a Chamber distribution list early 2009.  140 companies participated, representing 12,291 employees.  Many thanks to Wendy Gradwohl, WittCAM (Wittenberg Center for Applied Management), Amy Donahoe, and the students who did it.  The project concluded in the summer, and the results were released to survey participants.  The results are now being results – for free – to the general public (last survey was pay for non-participants).  You can get a full copy of the survey in .pdf format here.

Note: the full-report provides breakouts of benefits for different industry segments.

Recruitment

  • 73% of the participating companies advertise in the local newspaper when looking for workers
  • 28% use the Internet
  • 5% go to WorkPlus

Screening

  • 56% drug test their employees
  • 53% do background checks
  • Only 13% are doing credit checks

Insurance

  • 72% of companies provide health insurance for the employee (57% cover dependents)
  • They are covering an average of 79% of the costs
  • 52% are providing dental (77% covered by employer)
  • 33% are covering vision (73% covered)
  • 65% are providing life insurance
  • 47% are providing disability (both over 90% covered)

Sick + Personal Days

  • Average number of sick and personal days (combined) for one year of service was 7 years
  • For 2 years the  number of days off averaged 8 days
  • For 5, 10, 15, and 20 years, the average number of sick and personal days was 10

Vacation + Time Off

  • Average number of vacation days for 1 year of service was 9 days
  • For 2 years of service, the average number of vacation days is 10
  • For 5 years of service – 13 days
  • For 10 years of service – 15 days
  • 89% provide paid holidays
  • 31% provide flex time
  • 23% provide compensatory time

Other benefits

  • 70% of all companies provide some type of pension plan (71% provide 401K, 403B) 
  • 67% match employee contributions 
  • 35% provide tuition aid
  • 20% provide a Flexible Spending Account
  • 16% have a wellness program
  • 13% have profit sharing

Breaks

  • Half of all firms (47%) provide no non-lunch breaks
  • 17% provide one non-lunch break
  • 37% provide two

>> Complete Wage & Benefits Survey 2009/2010

Average wages for Springfield Ohio – 12,000+ employees

WittCAM logoLast year, Wittenberg University business students worked with us at the Chamber to do a Wage & Benefits survey for Clark County – the Springfield, OH metro area (MSA).  Over 1400 surveys were sent out to a Chamber distribution list early 2009.  140 companies participated, representing 12,291 employees.  Many thanks to Wendy Gradwohl, WittCAM (Wittenberg Center for Applied Management), Amy Donahoe, and the students who did it.  The project concluded in the summer, and the results were released to survey participants.  The results are now being results – for free – to the general public (last survey was pay for non-participants).  You can get a full copy of the survey in .pdf format here.

Notes: “Cases” is the number of companies submitting employee wage data.  “Average” is the average hourly wage.  “Entry” is the entry level wage.  “Max” is the maximum hourly wage.  Wages are based on an assumed 40 hour work week, 52 weeks a year.  They are the mean/average of all the wages reported for each individual job. 

Traditional blue-collar (manual, manufacturing, machines, maintenance) positions

Job Title (# of employees) Cases Average Entry Max
Assembler (438) 13 $15.00 $11.48 $17.84
Electrician (87) 8 $21.93 $14.97 $24.53
Food Preparation (144) 10 $10.13 $9.13 $12.85
Grinder Setup/Operator (4) 3 $15.47 $9.67 $18.15
Groundskeeper (17) 3 $15.14 $9.43 $14.14
Guard (43) 3 $12.64 $10.23 $16.01
Housekeeping Attendant (79) 4 $9.95 $8.48 $11.88
Janitor (85) 20 $11.42 $10.18 $13.46
Machine Operator (160) 19 $15.14 $11.83 $17.67
Machine Operator, CNC (105) 5 $15.30 $15.19 $20.19
Mail Clerk (8) 5 $12.19 $10.18 $14.86
Maintenance Worker (152) 30 $17.46 $12.82 $19.88
Maintenance/Facilities Mgr (44) 34 $24.19 $188.72 $25.58
Material Handling Laborer (82) 12 $13.51 $10.35 $15.43
Materials Planner/Inventory (36) 4 $28.86 $19.71 $30.86
Mechanic (66) 16 $19.82 $15.51 $20.28
Nurse – RN, Medical Facility (454) 10 $20.13 $16.33 $23.87
Nurse – RN, Non-Medical Fac (11) 7 $19.74 $15.14 $23.15
Painter (25) 8 $17.88 $14.00 $21.42
Plant Manager (40) 25 $36.22 $19.95 $42.55
Press Operator (82) 10 $14.38 $11.02 $16.60
Production Supervisor (61) 22 $23.10 $17.92 $26.29
Production Trainee (9) 2 $9.50 $8.63 $10.00
Shipper/Receiver (199) 23 $14.71 $11.23 $16.84
Shipping/Receiving Supervisor (57) 14 $23.80 $20.65 $29.49
Tool & Die Maker (45) 6 $24.14 $20.51 $15.69
Truck Driver, Local (229) 20 $15.34 $11.93 $16.96
Unskilled Laborer (464) 16 $12.26 $9.99 $14.18
Welder (127) 8 $18.50 $16.18 $21.30

White-collar (office, service, retail, management) jobs

Job Title (# of employees) Cases Average Entry Max
Accountant (28) 21 $19.07 $15.79 $21.44
Accounting Clerk (57) 32 $15.30 $12.23 $17.24
Accounting Supervisor (15) 12 $24.85 $19.70 $29.49
Admin. Assistant (126) 43 $13.93 $11.16 $15.84
Analyst (19) 7 $26.31 $19.54 $32.01
Buyer/Purchasing (28) 15 $20.07 $17.19 $25.57
Case Manager (106) 12 $18.16 $14.67 $21.10
Clerk Typist (19) 5 $12.84 $9.56 $15.77
Collections Counselor (13) 5 $13.87 $12.57 $17.41
Computer Programmer (5) 3 $21.77 $17.50 $27.21
Cost Accountant (10) 7 $32.80 $28.40 $36.27
Credit Manager (6) 6 $22.89 $19.59 $29.84
Customer Service Clerk (79) 12 $13.67 $11.27 $18.00
Customer Service Supervisor (12) 6 $21.38 $15.12 $24.76
Data Analyst (13) 4 $30.31 $20.77 $37.51
Data Developer (3) 2 $23.50 $13.62 $19.39
Data Processing Manager (6) 6 $25.15 $21.89 $25.22
Department Supervisor (108) 15 $23.66 $18.08 $28.77
Director of Sales (12) 11 $32.36 $29.87 $38.35
Drafter (15) 8 $19.80 $16.91 $25.53
Engineer, Electronic (1) 1 $28.75 $20.00 $28.75
Engineer, Industrial (16) 7 $32.08 $25.32 $34.16
Engineer, Mechanical (14) 4 $28.24 $21.76 $34.02
Engineer, Technical (23) 5 $32.97 $29.52 $39.33
Estimator (10) 5 $29.83 $25.01 $32.78
Executive Secretary (55) 18 $18.52 $13.40 $19.14
Financial Mgr, Controller (34) 27 $34.70 $27.87 $39.32
Help Desk Support (10) 5 $17.09 $14.25 $21.06
HR Manager (19) 16 $30.25 $26.18 $37.15
HR Rep (18) 10 $23.62 $17.01 $24.69
Human Resource Asst (13) 10 $15.61 $12.95 $18.93
Information Tech Trainer (1) 1 NA $15.38 $21.15
Lab Technician (36) 8 $17.74 $13.31 $19.72
Legal Assistant (2) 2 $18.84 $14.93 $20.26
Loan Counselor (7) 2 $15.75 $13.38 $18.58
Marketing Mgr, PR (7) 6 $23.03 $18.90 $26.89
Network/Telecom Engineer (3) 3 $21.02 $20.55 $29.84
Office Manager (56) 36 $19.34 $15.17 $21.56
Payroll Administrator (19) 18 $19.07 $14.42 $20.98
Purchasing Manager (14) 13 $33.94 $25.09 $36.15
Receptionist (61) 30 $11.15 $9.55 $13.41
Sales Manager (27) 18 $32.62 $29.10 $28.57
Sales Rep, Inside (48) 19 $20.45 $15.55 $26.10
Sales Rep, Outside (120) 20 $29.14 $21.20 $33.03
Salesperson/Retail Clerk (116) 7 $9.43 $7.98 $12.06
Scheduling Clerk (24) 11 $18.55 $15.59 $21.65
Systems Administrator (9) 9 $25.80 $21.24 $18.78
Systems Analyst (4) 1 $28.38 $23.32 $35.01
Systems Engineer (2) 2 $21.13 $16.69 $25.26
Systems Hardware Tech (5) 3 $19.38 $15.94 $24.55
Technical Manager (9) 7 $25.33 $25.36 $34.44
Teller (59) 2 $10.90 $9.48 $13.47

Positions that could be considered white- and/or blue-collar

Inspector (33) 8 $20.51 $17.01 $21.77
Inventory Control Clerk (21) 10 $19.07 $15.30 $22.76
Operations/Support (33) 9 $22.18 $21.24 $29.75
Quality Control Mgr (21) 18 $26.00 $19.49 $27.20
Safety/Security Director (8) 8 $23.57 $20.56 $28.81
Team Leader/Group Leader (45) 14 $16.02 $12.01 $17.25

>> Complete Wage & Benefits Survey 2009/2010

ODOD’s 12 points – info they need to determine incentives

OhioDOD_MCBAP

The following is from an email from Michelle Miller on 11/4/2009:

From this point forward, please use these updated 12 bullet points when working with companies who you feel may benefit from ODOD incentives. As always, time is saved for all when these items are answered and sent to us BEFORE the scheduled meeting.  Please note the changes for the employment schedule bullet item which deals specifically for tax credits.  A full document of the new program guidelines for JCTC is available on the ODOD website; however I have highlighted some points of eligibility within the bullet point.  If there are other ED partners throughout the region that would also benefit from this information, feel free to share this email with them.

The 12 Points 

1. General information about the company (Background, history, ownership, structure)

2. Core concept and market penetration / scale up viability of product 

3. Capital expenditure schedule for 12 months  [ID and detail discrete elements. (i.e. M&E, infrastructure improvements, leasehold improvements, etc. )]

4. Employment schedule for the first 36 months:  The potential taxpayer commits to create at least 10 full-time equivalent employees paying wages of at least 175% of the federal minimum wage AND generating at least $660,000 in total annual payroll during the first three years of project operations. The taxpayer is expected to maintain that level of committed payroll. The payroll amount of $660,000 equals 175% of the federal minimum wage for 25 full-time equivalent employees. The payroll threshold will increase if federal minimum wage increases.

  • a–Notwithstanding the above, if the unadjusted unemployment rate within the county of the project site is greater than 7% at the time that the Authority approves the tax credit, then the potential JCTC grantee may only be required to maintain an average hourly wage of 150% of the federal minimum wage for all new employment positions for the entirety of the tax credit term generating at least $660,000 in total annual payroll during the first three years of project operations.
  • b– Feel free to calculate hourly and salary employees together, to determine the average base wage.  ****Please keep in mind that the wage number you have will be used to determine your rate and term for JCTC and valued as your commitment to remain in compliance with the JCTC contract.
  • c–The potential JCTC grantee must demonstrate that the tax credit is a “major factor” in its decision to expand or locate in Ohio. If a project starts prior to Authority approval, the JCTC will not be considered a “major factor” in the taxpayer’s decision. Accordingly, the project must not have already started, i.e., construction begun at the site or project publicly announced as planned for the project site, prior to approval by the Authority. Payroll generated prior to approval by the Authority cannot be counted as eligible, new payroll for the purpose of the tax credit.
  • d–Service-oriented projects must demonstrate that at least 51 percent of project site-attributable sales or revenues attributable to the project are generated from buyers located outside Ohio.

5.  Number of employees in layoff status or released within the past 12 months

6. Sources and Uses of funds for this project

7. Projected income statement

8. Cash Flows

9. Balance Sheet

10. Schedule of anticipated Ohio Commercial Activities Tax liabilities

11. Training plan for a 24 month period

12. Name, title, email address and mailing address of company official for all communication and for the Financial Assistance Application. You may give more than one contact.

One more noted point for JCTC

Intrastate relocation projects generally are ineligible to receive JCTC assistance unless a formal determination is made by the Director of Development that the legislative authority of the negatively impacted county, township, or municipal corporation has been notified by the potential taxpayer of the relocation. The potential taxpayer must also concurrently send a copy of the notice to the Executive Director of the Tax Credit Authority. The notice to the negatively impacted community must include the following:

(1) The number of full-time equivalent employees that will be relocated;

(2) The payroll attributed to the relocated employees;

(3) The business reason for the relocation of employees.