Analyzing Compensation for Line & Management Employees

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From general managers’ salaries to production line workers’ incentives, the TRSA Plant Employee Compensation and Benefits Report covers the range of strategies deployed by textile service companies to take care of their people. This survey enables industry operators to compare their practices with operations similar to theirs in line of business, number of locations and sales volume.

For each position in each classification of company, an average salary or wage is listed with incentive potential and the number of companies in the survey offering such incentives. Various approaches to providing fringes are described, such as percent of premium paid by employer, deductible and co-pay amounts, and 401(k) matching.

TRSA member companies who participate in this survey each receive a free copy of the report.

BACKGROUNDER: Compensation & Benefits Report

This survey portrays pay/fringe offerings by company classification (specialty line, number of locations, sales volume) in these measures:

Benefit Programs Offered

Indicated for each (where appropriate) are percent of premium paid by employer, deductible (per person) and co-pay (per office visit) amounts.

• Medical/Hospitalization – Employee Coverage
• Medical/Hospitalization – Dependent/Family
• Prescription Drug Plan
• Dental Plan Vision/Optical Plan Group
• Term Life Insurance
• Long-term Disability Insurance
• Short-term Disability Insurance
• Cafeteria Plan (Flexible Benefit Program)
• Health Savings Account (HSA)

Retirement Income Plans Offered

• Defined Plan (fixed level of benefits)
• SEP-IRA/SIMPLE-IRA Profit Sharing Plan (fluctuating contribution)
• Money Purchase Plan (fixed contribution)
• 401(k) With Matching

Exempt Plant Employee Compensation

Listed for each are median salaries, percentage of companies that offer incentives in the position in addition to salary, and median maximum incentive as percent of salary.

• General Manager (reports to owner)
• General Manager (reports to VP)
• Branch Manager 
• Plant/Operations Manager 
• Shift Manager 
• Production Supervisor 
• Service Manager 
• Route Supervisor 
• Chief Engineer (maintenance head)
• Office Manager 
• HR or Safety Manager 
• Sales Manager (managing reps)
• Sales Representative

Non-exempt Employee Wages

Listed for each are base hourly rates for employees with one to four years of experience and those with more than four; percentage of companies that pay incentives in the position in addition to wages; and final hourly rates (incentives included) for these two seniority categories.

• Route Sales Rep / Route Person
• Mechanics
• Production Workers: Level 1
• Production Workers: Level 2
• Production Workers: Level 2

Basis for Overtime

Percentage of companies that use each of these three tactics:

• 1½ times base pay after 8 daily hours
• 1½ times base pay after 40 hours/week
• Other·

Basis for Route Sales Reps Pay

Listed are the median route commission rate (percent of sales) and the percentage of companies that use each of these four tactics:

• Straight Salary / Hourly Rate
• Straight Commission
• Draw (against commission) + Commission
• Salary / Hourly Rate + Commission

Employee Productivity

For each business specialty, number of full-time equivalents per plant is estimated for these classifications:

• Plant Production
• Plant Supervisors
• Maintenance and Power Plant
• Route Sales Reps
• Service Department
• Sales, Management and Executive

Wage and Salary Costs Summary

Each of the following is shown as a percent of sales for linen, industrial, healthcare and mixed:

• Production Labor
• Plant Supervisory Salaries
• Maintenance and Power Plant Wages
• Route Sales Reps Wages
• Other Service Department Salaries
• Sales Salaries
• Clerical and Office Salaries
• Management and Executive Compensation