1. 2016 Benefits and Salary Survey
Presented by:
Bob Hanson, Senior Vice President, Michael Baker International Brian Raber, Vice President- Geomatics, Merrick & Company
July 18, 2016
Summer Meeting – Traverse City, MI

2. Presentation Topics Overview Benefits of the Salary Survey
Participation Profile
Highlight Benefits Practices and Trends (much more in Survey)
Pay Practices and Trends
Member Discussion

3. MAPPS Benefits & Salary Survey Overview
Sixth edition of the MAPPS Survey
Prepared by Compdata Surveys
Raw data highly completely confidential and secure
Reporting Date: CY 2015
45 respondents (43 in 2013)
Same questions and labor categories as 2013
Associate member participation in current survey

4. How the Survey Benefits Your Firm
Effective way to benchmark your firm with others of comparable size and geographic location
Presents current comprehensive salary and benefits data for the photogrammetric and/or geospatial services profession
Presents information that can be used to do trend analysis and serve as a bench mark for comparisons against past and future surveys
Enables government agencies to determine commercial market averages for contract negotiations

5. 2016 MAPPS Benefits & Salary Survey Contents
General Overview
Executive Summary
2010 to 2016 Survey Trend Data
Detailed sections:
Benefits Practices
Pay Practices
Pay Data Summary
80 pages of data, tables, analysis and narrative
Summarized by region and size of firm

6. Survey Participant Profiles

7. Participation Summary

8. Company Size by Region

9. Company Geospatial Revenue

10. Benefits Summary

11. Paid Time Off
Number of sick days, waiting periods, disposition of time, paid holidays, vacation days, PTO by year of service, jury and military time, etc.
PTO EARNED BY YEARS OF SERVICE
% Reporting
Number of Weeks
1 ‐ 5
6 ‐ 10
11 ‐ 15
16 ‐ 20
20+
4.5%
0.0% 1
22.7% 2
40.9%
31.8%
9.1% 3
54.5%
18.2%
13.6% 4 5
27.3%
36.4% 6 7 8 9
10+
Not Reported
Of the 21 organizations reporting on PTO, 76.2% allow carryover from year to year. The average maximum days allowed to be carried over were 27.4, with 6.3% of organizations reporting they had no limit on days.

12. Health Benefits
Types and number of health plans, dental, vision, life insurance, Accidental Death & Disability, long- and short-term disability plans
MEDICAL
PLAN
TYPE (%
Reporting)
Yes No
Not
Reported
HMO
20.0%
66.7%
13.3%
Indemnity
0.0%
86.7%
POS
4.4%
82.2%
PPO
68.9%
17.8%
Other
26.7%
60.0%
Most organizations (94.9%) require employees to be full‐time before offering health coverage. The average weekly hours to be considered full‐time were 33.0 and did not vary significantly either by region or by employee size.

13. Other Compensation Benefits
Savings and retirement plans, bonus programs, profit sharing, sales incentives and rewards
Survey participants were asked to report the net profits distributed to employees during the last three years. The following charts summarize those results by management/non‐management level, by employee size, and by region.

14. Miscellaneous Benefits
Other forms of benefits
ADDITIONAL
BENEFITS
OFFERED (%
Reporting)
Yes No
Not
Reported
Professional
Association
Fees
91.1%
8.9%
0.0%
Child
Care
6.7%
2.2%
Company
Sponsored
Recreation
33.3%
64.4%
Employee
Assistance
Program
53.3%
46.7%
Executive
Medical
Reimbursement
Financial
Counseling
28.9%
68.9%
Hiring
Referral
Awards
35.6%
In?House
Training
Jury
Duty
77.8%
22.2%
Legal
Services
13.3%
84.4%
Military
40.0%
57.8%
Overtime
Pay
Exempt
26.7%
71.1%
Seniority
37.8%
60.0%
Travel
Expense
95.6%
4.4%
Tuition
31.1%
Survey participants were asked to report on some other benefits offered to their employees. The most frequently reported were Travel Expense Reimbursement, In‐ House Training, Professional Association Fees, Jury Duty, and Tuition Assistance Program.

15. Cost Benefits - Overall
How does your benefits cost compare?
Employers were asked to report their benefit cost ratio. This is defined as the cost of benefits divided by the cost of labor. The average reported ratio was 19.0%. The average ratio varied by less than 10.0% between employee size groups and regions.

16. Salary Summary

17. Pay Practices Pay level characteristics Robust descriptions
Responsibility levels
Supervisory accountability
Technical vs. management breakout
Survey also reports:
Rate increases
Timing of rate increase
Turnover
Severance policy
Shift differential

18. Sample Pay Level Characteristics
Typical Experience/Education
Typical Responsibilities
Typical Positions
Typical Supervision Received
Typical Supervision Given to Others
Three to five years of job related experience.
Where certifications are available
employees will be looking to attain if required.
Bachelor’s Degree
Technical
Completes the more complex and difficult tasks with a discipline or completes a variety of technical tasks
across multiple disciplines and transfers skills with ease. Independently evaluates, selects and applies standard techniques, procedures and criteria using judgment in making adaptations and modifications. Provides technical and administrative support to management. Demonstrates extensive knowledge of a wide range of geospatial technical principles and techniques. Completes tasks that may require in-depth analysis and creative solutions.
Managerial/Support
Entry level managerial or supervisory position. Focus may be on learning and applying management and administrative concepts and techniques. Client or contact with those external to the organization is minimal and primarily in a support role.
GIS, CADD, photogrammetrist, photo lab, surveyor, data processor, aerial photographer, sensor operator, compiler, data acquisition coordinator, programmer, analyst, specialist, Quality Assurance analyst, estimator at the Technician V level.
Project Coordinator, Department Manager, Project Manager,
Systems Manager,
Marketing,
Business Development etc.
Duties are assigned with general instructions and relative priority but accomplished within broad guidelines. Work is occasionally and minimally reviewed.
Managerial/Support Managers in this role independently performs most management tasks, but with extensive guidance and oversight from manager.
Provides increased level of guidance to other technicians for standard problems and tasks. May review and approve the work of others within the area of expertise.
Managerial
Directs the work of subordinates and makes assignments. Supervises, coordinates and/or reviews the work of staff. Responsible for staff coaching, work assignments, schedules, and directs resources to meet time and budget requirements. Responsible for the evaluation of staff performance.

19. Salary Increases National average: 2.9%
Participants were asked to report the timing and projected amount of their next employee salary increase. 56.8% of organizations responded and the average projected increase reported was 3.2%.

20. Average Salary Data
The following chart shows the average annual pay rates for each pay level by region.
Nationwide data and the number of organizations that submitted data for that pay level are also displayed.
The data shows trends of pay variance by region. The Central region trails all other regions in nearly all pay levels showing. Many organizations did not feel they had positions to match Pay Level 1, resulting in less data for that level.

21. Comparison and Trends

22. Comparisons in Survey Year-to-year comparisons (2010 – 2016)
Participation by firm size and time-zone
Paid time off
Insurance
Savings plans
Bonus and sales plans
Miscellaneous benefits
Benefits cost ratios
Pay practice
Pay data

23. Benefit Comparisons

24. Other Year-to-Year Comparison Examples
PROVISIONS
2010
2013
2016
Miscellaneous
Benefits (top four)
Organizations
offering
travel
expense
reimbursement
100.0%
97.7%
95.6%
in?house
training
88.6%
93.0%
91.1%
paid
professional
association
fees
84.1%
jury
duty
77.3%
79.1%
77.8%
PROVISIONS
2010
2013
2016
Pay Practice
Organizations
having a
formal
wage/salary
program
45.2%
39.5%
44.4%
paying
shift
differential
26.8%
20.9%
15.6%
Average
percent
paid
for
second
10.2%
10.6%
8.5%
third
12.0%
***
Percent of
respondents
with
severance
policy
25.0%
27.9%
22.2%
Turnover
rate
last
year
before
survey
(2009,
2012,
2015)
11.1%
9.3%

25. Thank You to All Who Participated!!
Next Survey will be conducted in 2019
Suggestions for Improvement?
Survey participants will receive a complimentary copy
MAPPS member firms (not participating in the Survey) may purchase a copy ($250)
Non-MAPPS members may purchase a copy as well ($500)

26. Questions / Discussion