year. That figure was 84 percent in 2014 but held at or
above 87 percent the last four years.
Comments from our executive respondents overall match the
82 percent that feel fairly compensated. Only a couple
respondents’ comments said compensation didn’t match their
workload. Here’s a collection of some executive comments:
• “I’m also an owner of the LLC and my compensation is
also reflected in the increasing value of the company
and the distributions done yearly. We have returned
$5,000 per share of stock the last five years in a row.”
• “Our salaries are small, but bonuses are based on
results in our areas of responsibilities.”
• “I set the salary, and would rather invest in co-workers.”
• “I feel that my compensation level is consistent with
that of CEO’s of other similar organizations.”
• “My experience, education, contribution, and job-related stress exceed my compensation.”
• “Gains in the stock market and overall economy are
NOT being felt by rank and file workers and small
business leadership (like myself).”
• “I am responsible for multiple people across multiple
departments that saves the organization hundreds of
thousands of dollars, and I would’ve AT THE LEAST
expected a bonus based on these savings.”
The Bureau of Labor Statistics says that 50.4 percent of 2017
American manufacturing workforce was comprised of
employees aged 44 years or younger. This year, the survey
found only 36 percent of the mid-level (non-sales)
management group being under 50 years old. Previous years
saw that number at 48 percent in 2016 and 52 percent in
2015, showing a year-over-year decline in younger workers.
With that said, more than 12 percent are under 40 years
old—up from nine percent in 2017, but still down from 28
percent in the 2016 survey. Sixty-four percent of the mid-level
group respondents are 50 years old or older.
The mid-level (non-sales) management group’s gender break
down dropped to just over 12 percent. That number reached
a peak of 86 percent female in 2017 and had held around 22
to 23 percent the previous past two years of the survey.
Other mid-level demographic results:
• About 20 percent are located in the U.S. Northeast; 31
percent are located in the Midwest; 21 percent in the
South; almost 13 percent in the West; and non-U.S. at
around 15 percent.
• The largest portion— 32 percent—work at companies
with at least $500 million in annual sales, which would
chart at least No. 24 on our Big 50 List. Almost 18
percent work at companies with less than $25 million in
sales, down from 27 percent last year.
• The amount of mid-level respondents with a graduate
degree— 25 percent—increased by 14 points from the
2017 survey. Those with college degrees was just over
42 percent, while those who say they have ‘some
college’ was around 23 percent.
• The respondents average tenure at their company
remained the same at 18 years. This number was at 14
years in the 2016 survey. The average number of years
they have held their current positions also remained the
same from 2017 at nine years. This number was seven
years in 2016.
With an average salary of $101,600, the 2018 mid-level
group is paid about $5,500 more than the 2017 group, and
more than $13,600 more than 2016. The average amount of
additional compensation for the 2018 group is almost
$26,400—up $3,400 year-over-year. That makes the total
2018 mid-level salary & compensation package average
$128,000—up considerably from 2017’s $119,000.
More than 73 percent of the 2018 mid-level group say the
demands of their job increased in the past year, which is down
three points year-over-year, while almost 21 percent say
demands remained the same. The largest portion—53
percent—supervise five or fewer employees. Though that figure
is up from 46 percent in 2017, it’s still down from the 59
percent of 2016 and 2015.
Ten percent of mid-level respondents say they had to take a
cut in salary or benefits in the past year—down 10 points
22 INDUSTRIAL DISTRIBUTION / November/December 2018
“I OWN THE
AND SET THIS