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Newsletter #59 June 26, 2019 |
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Bureau of Labor Statistics Economic News Release – March 2019
Employer Costs for Employee Compensation Employer costs for employee compensation for civilian workers averaged $36.77 per hour worked in March 2019, the U.S. Bureau of Labor Statistics reported today. Wages and salaries cost employers $25.22 while benefit costs were $11.55. Total compensation costs for civilian workers were $12.71 at the 10th wage percentile, $27.87 at the 50th (median) wage percentile, and $72.62 at the 90th wage percentile.
State and local government worker compensation costs for employers averaged $50.89 per hour worked in March 2019. Wages and salaries averaged $31.75 and accounted for 62.4% of employer costs, while benefit costs averaged $19.14 and accounted for 37.6%. Total compensation costs at the 50th (median) wage percentile were $47.99.
Total compensation costs for private industry workers ranged from $12.37 at the 10th wage percentile to $68.60 at the 90th wage percentile. Wages and salaries were $10.06 at the 10th wage percentile and
$46.64 at the 90th wage percentile. Total benefits ranged from $2.31 at the 10th wage percentile to $21.96 at the 90th wage percentile.
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| Don't forget to submit your nominations for the 2019 HR Leadership Academy! The popular program kicks off in October. Click below to learn more. |
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Employee Engagement Series
Several GEA members have had success using our Employee Engagement Survey and we wanted to offer greater insight into the subject through a four-part series of articles written by Pete Tosh, founder of The Focus Group. Today we introduce part one!
Part One: The Irony of Employee Engagement- Five Facts Every Manager Needs to Know
We have yet to meet a manager who did not agree that engaged employees are essential to achieving enhanced productivity, quality, customer satisfaction and profits. But the irony is that only 30% of U.S. employees are engaged. This irony may be due to some managers not being aware of five facts:
- Over 100 employee engagement research projects have been conducted with the economic benefits of having engaged employees have been well substantiated.
- Many of the most well-managed service and manufacturing companies – Ritz-Carlton, Chick-fil-A, Baptist Health System & Caterpillar – are benefiting from enhanced employee engagement; it is very doable.
- Employee engagement is necessary for strategy execution. Every company expends significant resources developing business plans but those plans require engaged employees who want to implement them.
- Employees’ engagement needs are reasonable. The employee engagement needs most closely correlated with positive economic outcomes are as straightforward as employees:
• having a clear understanding of what is expected of them
• periodically receiving recognition & praise when they have done a good job
• feeling that their manager wants to help them be successful in their jobs
- Supervisors & managers are the key to engaged employees & improved organizational performance. The factor that has the greatest impact on an employee’s degree of engagement is the employee’s relationship with his/her immediate manager. And with a little training any manager - who is willing - can learn to apply practical engagement coaching techniques.
Stay tuned for Part Two of the series next week.
Please let the GEA know if you are interested in arranging an Employee Engagement Consultation – at no charge. |
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| Upcoming Training & Networking Opportunities
August 14: Leadership Training Series Fall Kick-Off, Session 1
October 3 - November 14: PHR/SPHR Certification Training
November 7: Fall Conference, The Ritz-Carlton, Lake Oconee
Our Fall Calendar is currently being finalized. Stay tuned for new training opportunities! |
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Georgia Employers' Association |
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