With record unemployment levels and adjacent industries competing for the same people you are, many integrators find themselves having to offer higher wages and additional benefits and perks, which drives up the cost of doing business.
But how do you decide exactly what you’re going to pay – and which benefits you’re going to offer? General compensation and benefits data exists, but it’s not typically collected from our industry. For the most accurate assessment possible, it’s helpful to compare compensation and benefits among other companies that conduct similar work, are in your geographic region, and have a comparable number of employees.
This is why we put so much time and effort into creating our Compensation & Benefits Report. The data we collect for the report comes directly from integrators. This year, nearly 600 across North America reported back to us on things like:
- Staff levels (number of full-time and part-time employees)
- Benefits offered (and associated costs), including health insurance, dental insurance, life insurance, vision plans, disability, retirement, and bonuses
- Compensation for 47 positions, ranging from the C-suite to HR, accounting, installation, design, purchasing, marketing, project management, and more
- Ancillary compensation (bonuses) for sales, administrative, and project management professionals
- Raises for different staff categories
- Business travel reimbursement (mileage, cell phones, expense accounts, per diems, etc.)
All of this data is broken down by geographic region and total gross revenue and compared to data from previous years’ research. Integrators of all types, sizes, gross revenue categories, and geographic locations responded to the survey and are included in the report.
The 2019 Compensation & Benefits Report helps you uncover wage trends, identify fluctuations in compensation, pinpoint employment trends, and determine appropriate wage levels for employees.
One overarching trend identified in the report: companies are offering more benefits. The percentage of companies offering a specific benefit to full-time staff has increased in eight of the nine benefits we examined in the survey. The only benefit that has decreased in prevalence, however, is health insurance in small companies.
Interested in learning more about our key findings and learning what other integrators are paying their employees? NSCA members can download the report at no cost here; non-members can purchase it. If you have any questions, or need advice on how to use the data to reshape your compensation plans, contact NSCA Executive Director Chuck Wilson at email@example.com.