American Society of Employers (ASE) releases 2017 Starting Salaries for Co-op Students and Recent College Graduates Survey

ASE Logo
The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, today released the organization’s 2017 Starting Salaries for Co-op Students and Recent College Graduates Survey. The annual survey provides a comprehensive look at the current state of wages and benefits provided to co-op students and recent college graduates.  The survey also presents employers a snapshot of the recruitment and retention trends associated with these new entrants to the workforce.

Mary E. Corrado, ASE President and CEO, stated, “This segment of the workforce represents an important category of talent for our members and other Michigan employers.  As the supply of labor continues to shrink, employers should be looking closely at how they attract and retain student workers and new college graduates.”

165 companies responded to the 2017 Starting Salaries for Co-op Students and Recent College Graduates Survey.  The average number of employees per participant was 528.  80% of respondents are located in the metro Detroit region with 54% of those classified as automotive suppliers.

2017 Starting Salaries for Co-op Students and Recent College Graduates Survey Highlights:

  • There was an 8% overall increase from 2016 in organizations providing benefits to co-op students. Auto Suppliers providing benefits to co-ops increased 10%.
  • For college co-ops, the following benefits were provided at least 10% more than in 2016. Prescription drug coverage, Sickness and accident coverage, and Paid vacation.
  • Nearly three out of four respondents (74%) say their company has hired, or plans to hire, a recent college graduate in 2017
    • Just over three out of five (65%) of those companies say hiring practices have remained the same in 2017 as 2016
    • Nearly two out of five (32%) of the companies who have hired or plan to hire a recent graduate in 2017 have increased their hiring efforts this year
  • Statistically, the top five in-state institutions the responding companies actively recruit from are: 1) Michigan State University; 2) University of Michigan; 3) Wayne State University; 4) Oakland University; 5) Western Michigan University.
  • Based on hiring activity, the top three most popular technical Bachelor-degree disciplines hired in the past year were: 1) Mechanical Engineering; 2) Electrical Engineering; 3) Manufacturing Engineering.
  • Based on hiring activity, the top three most popular non-technical Bachelor-degree disciplines hired in the past year were: 1) Business Administration; 2) Accounting; 3) Sales/Marketing.
  • Automotive suppliers have increased their hiring of both Bachelor-level electrical engineers and manufacturing engineers, resulting in 17% and 13% increases respectively in hiring among automotive suppliers compared to a year ago.
  • The top three knowledge/skill factors organizations consider when making hiring decisions, in order, are: 1) computer skills; 2) related coursework; 3) degree level.
  • As in 2016, the top three perceived shortcomings of recent college graduates are: 1) career expectations (62%); 2) adaptation to work environment (60%); 3) compensation expectations (47%).
  • Of the six disciplines named above (Accounting, Sales/Marketing, Business Administration, Electrical Engineering, Manufacturing Engineering, Mechanical Engineering), the highest starting salaries went to the engineering disciplines.  The average starting salary for Electrical Engineering was $63,013; Mechanical Engineering was $61,463; and for Manufacturing Engineering it was $55,767.  Business Administration came in at $49,110; Sales/Marketing came in at $48,769; and Accounting came in at $45,324.
  • Pay rates for high school and college co-ops and interns were separated by technical and non-technical roles.  The average hourly rate for a college senior in a technical field is $17.59 an hour and $15.52 for a non-technical field; the average hourly rate for a college junior in a technical field is $16.39 an hour and $14.51 for a non-technical field.

To obtain a copy of the 2017 Starting Salaries for Co-op Students and Recent College Graduates Survey, contact Kevin Marrs, Vice President at ASE, 248-223-8025 or kmarrs@aseonline.org.

Media Contact: Heather Nezich, Manager, Communications, ASE, 248.223.8040, hnezich@aseonline.org

About the American Society of Employers (ASE) – a Centennial Organization

The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

Ulliance Expands Team with New Account Manager, Douglas Smith

Ulliance
TROY, Mich. (April 18, 2017)
Ulliance, an international service company headquartered in Troy, Michigan, recently hired Douglas Smith as an account manager. In this role, Smith is responsible for delivering services to client companies including management consultations, critical/traumatic incident debriefings employee assistance program activities and orientation programs.

Smith is a current member of the Michigan Army National Guard. Throughout his service career, he has held various management positions with the military organization including state equal employment manager, assistant training manager, education services specialist, and operations manager. Smith has earned several commendations from the United States Army:  Combat Infantry Badge, Parachutist Badge, Global War on Terror Ribbon, Iraq Campaign Medal and an Afghanistan Campaign Medal.

“Douglas exemplifies the expertise Ulliance provides our clients. His military background and management experience will add value to our organization, as well as provide excellent service to those we work with,” said Stephen Batchelor, senior vice president of operations for Ulliance.

Smith, an Armada, Michigan resident, received his Bachelor of Science in psychology from the University of North Carolina at Pembroke in Pembroke, North Carolina and a Master of Science in professional counseling from Grand Canyon University in Phoenix, Arizona. Smith received Equal Employment Opportunity Counselor and Investigators certification through the Equal Employment Opportunity Commission and Alcohol Drug Education training through the Alcohol Drug Information School.

About Ulliance, Inc.

Ulliance, Inc. (Ulliance) is an international service company headquartered in Troy, Michigan. For more than 25 years, Ulliance has been providing human resources services including employee assistance programs (EAP), wellness programs, training programs, organizational and leadership development, coaching, career transition services, and crisis management to more than 260 organizations across the United States, Canada, Mexico, South America and Europe serving nearly one million people. Since 1990, the Ulliance team has assisted organizations of various sizes to greatly reduce behavioral healthcare costs while increasing employee productivity and retention. For more information about Ulliance, please visit www.ulliance.com or call (866) 648-8326.

May 10th “Case study: Integrating Wellbeing in the Workplace (Steelcase, Inc.)”

Michigan Wellness Council
Date:
Wednesday, May 10, 2017

Schedule:


8:00 am –  Registration, continental breakfast, and networking.

8:30 am – Meeting, featuring a case study Integrating Wellbeing in the Workplace (Steelcase, Inc.) by Karleen Stephens, Manager, Disability Services and Wellbeing Steelcase, Inc.

10:00 am – Program adjourn

 Presentation Objectives:

For more than a century, Steelcase has placed what people need at the heart of everything we do and everything we create. This presentation will describe our journey from a wellness program to a culture that enhances employee well-being through experiences that promote engagement and commitment.

Participants will:

  1. Understand the Steelcase framework for addressing wellbeing at work.
  2. Recognition of the complexities of addressing well-being in a global company.
  3. Fundamentals of user-centered design principles.
  4. Review of tools, partners, and solutions to address holistic wellbeing

 Location: Gordon Food Service Home Office, 1300 Gezon Parkway SW, Wyoming, MI 49509

Registration (link):

$30 advance registration (members); $40 (non-members) – become a member

$35 registration on the day of the event (members); $45 (non-members)

This program is pending for 1.5 recertification credit hours toward PHR®, SPHR® and GPHR® recertification through the HR Certification Institute through our partnership with the Best and Brightest programs. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

Michigan Wellness Council (MWC) is a nonprofit whose mission is to be the trusted resource and connector for workplace wellness collaboration with the vision to improve health through the successful integration of wellness best practices in the workplace through access to quality resources and forums. Michigan Wellness Council offers regular public group meetings and an annual conference for developing, implementing, and revising worksite wellness programs.

Contact: Rita Patel rita.patel@michiganwellnesscouncil.org

Expand your knowledge, earn certification and enhance your competitive advantage!

Michigan Wellness Council
Date:
Thursday – Friday,  May 18-19, 2017 from 9:00 am – 5:00 pm both days conducted by Larry Chapman of the Chapman Institute

Course Description: Certified Wellness Program Coordinator (CWPC) is the foundation and most popular WellCert program. If wellness programming is only part of your job, Level 1 gives you what you need to maximize your impact. If you work on wellness/well-being full-time, Level 1 is a necessary foundation built on by Level 2 Certified Wellness Program Manager for the broader list of skills you need. Level 1 Certified Wellness Program Coordinator training is highly practical. Our two days of content, case studies and materials prepare you to deliver results. Each participant receives a hard copy and an electronic copy of the 250+ page Course Workbook that includes slides, exercises, and printed resources. That workbook is shipped to you within a week of signing up for online and webinar certification courses. For in-person training, the course workbook will be provided when you arrive for day one.

Upon completion of the course, exercises, and course evaluation, Chapman Institute formally confers the certification and adds your name to our online registry. WellCert grads must complete two continuing education online modules on the Chapman Institute website each year to maintain their certification in active status.

Course Description:

  1. How to build strong senior management support.
  2. How to assess your employees’ wellness needs.
  3. How to use a Health Risk Assessment (HRA).
  4. How to set your wellness strategy.
  5. How to design your organizational infrastructure.
  6. How to design your technology infrastructure.
  7. How to design effective wellness communications.
  8. How to design your health management process.
  9. How to design group activities.
  10. How to create a supportive environment for wellness.
  11. How to design onsite programming.
  12. How to perform a simple evaluation of your program.

 Location: Priority Health 27777 Franklin Road, Southfield, MI 48034-2337

Registration: $949 (members); $1,249 non-members http://www.michiganwellnesscouncil.org/events/training-wellcert-level-1-may-18-19-2017/ (Become a member)

 Michigan Wellness Council (MWC) is a nonprofit whose mission is to be the trusted resource and connector for workplace wellness collaboration with the vision to improve health through the successful integration of wellness best practices in the workplace through access to quality resources and forums. Michigan Wellness Council offers regular public group meetings and an annual conference for developing, implementing, and revising worksite wellness programs.

Examining the new age of benefits

MetLife
Today, MetLife launched its 15th annual U.S. Employee Benefit Trends Study (EBTS). The report,
Work Redefined: A New Age of Benefits explores the role of benefits in engaging employees as work and life overlap more than ever before.

The study highlights the impact of demographic changes on the workplace today, as multiple generations work side by side, employees’ definitions of family are changing and certain demographics, such as single women are on the rise. It finds that employees have distinct wants and needs and expect their employers to respond to their needs and support their overall wellbeing. This in turn creates new challenges and priorities for employers, who, the study finds, are focused on retention.

“To attract and retain top talent in this new era, especially during a time of decreasing unemployment rates, employers have an opportunity to adapt their workplaces to address the unique needs of their employees. This is especially critical when it comes to benefits,” said Todd Katz, executive vice president, Group Benefits.

A primary EBTS finding shows that retaining talent is a top focus among employers. In fact, more employers (83 percent) say retaining employees is an important benefits objective than increasing employee productivity (80 percent) and controlling health and welfare benefit costs (79 percent). More so, over half of employers (51 percent) say that retaining employees through benefits will become even more important in the next 3-5 years.

To help employers retain top talent, they should provide employees with the ability to customize their benefits, according to EBTS. The Study revealed that nearly three-fourths (74 percent) of employees said that having benefits customized to meet their needs is important when considering taking a new job and 72 percent said that having the ability to customize their benefits would increase their loyalty to their current employer.

“By using these insights paired with our 100 years of expertise in employee benefits and our strong voluntary benefits offering, we are well positioned to help our customers adapt their benefits strategies to meet the unique needs of their employees,” said Katz. “By lending our expertise and advocating for employers and employees alike, we have a powerful opportunity to demonstrate our support of the workforce.”

The study was unveiled today at MetLife’s 13th Annual National Benefits Symposium in Washington D.C., teeing off a concerted industry outreach campaign that will continue throughout 2017. Building on last year’s rollout of the “We’re for the Workforce” platform, MetLife is also activating a second phase of the “We’re for the Workforce” advertising, which will run through the end of June. The advertising will include network television commercials, online video for YouTube, print ads in B2B publication, web advertising and social media. 

Visit the EBTS site to explore more insights from the new report.

Contact: Cherri Smith
Csmith10@metlife.com
313-516-2992

Creating a Positive, Productive Workplace through Anti-Harassment Education

UllianceHarassment can present itself in the workplace through a variety of behaviors. Some may be blatantly obvious, such as an overtly sexual joke or inappropriately touching a co-worker. But others may not be as clear. Intentional or not, understanding what constitutes workplace harassment can help employees avoid unacceptable behavior in the office – including use of seemingly harmless words and phrases that could be viewed as harassing to someone’s race, gender, religion or age.

The definition of harassment is unwelcome verbal or physical conduct, including written and electronic communication, directed toward an individual or a group. Specifically in the workplace, harassment is measured by the intent or success of interfering with an individual’s work performance, or creating an intimidating, hostile or offensive environment.

Most organizations use the “reasonable person standard” when it comes to appropriate behavior in the workplace. The “reasonable person” reflects how most people would behave in any given situation. A reasonable person most likely wouldn’t make a lewd gesture at work or share a joke about someone’s race, gender or religion.

However, there are some common words or phrases that have long been part of our vernacular, the origins of which could make someone in the office feel uncomfortable, and therefore be classified as harassment.  For example, the phrase “no can do,” which can seem innocuous to some, was introduced into the U.S. language to mock Chinese individuals, and “long time no see” mocks Native Americans. Both phrases fit the definition of harassment, but by no means are exhaustive examples. There are dozens of other words and phrases that have roots in bigotry and racial oppression. Understanding and avoiding these offensive sayings will prevent harassment in the workplace – intended or not.

Human resources professionals have been trained to identify and address inappropriate speech and behavior in the workplace, but cannot be the entire organization’s eyes and ears. HR pros must also educate employees and define acceptable office etiquette. Here are a few examples of how that can be done:

  • Lead by example: Supervisors and managers should set a precedent of acceptable behavior in the office.
  • Define unacceptable behavior: Official policies should clearly outline harassing behaviors with examples of unacceptable conduct in the office.
  • Provide harassment awareness training: Teach employees about heightening their level of sensitivity while increasing awareness in the workplace.
  • Speak up: Encourage employees to openly discuss their feelings with their co-workers to let them know when they feel uncomfortable. If the words or actions persist, they should report it to HR.

The bottom line is to never ignore harassment in the workplace. If an employee speaks out and the issue is corrected, it will create a more positive, and ultimately, a more productive workplace.

Ulliance, an international professional services company headquartered in Troy, provides Human Effectiveness Training workshops, including harassment awareness, to help organizations increase productivity and retention. For more information about Ulliance’s Human Effectiveness Training, please visit www.ulliance.com or call 866-648-8326.

Ulliance Extends Employee Assistance Program to Beaumont Health

Ulliance
EAP will be provided to more than 35,000 employees

Ulliance, an international company headquartered in Troy, Michigan, recently secured Beaumont Health as the newest client to utilize its Life Advisor EAP service line, which offers solution-focused counseling services as well as a broad selection of work/life services, materials, and resources designed to help employees manage workplace conflicts, address personal concerns, and embrace life challenges.

Beaumont Health is Michigan’s largest health care system with eight hospitals located throughout southeast Michigan. More than 35,000 employees and their dependents will have access to the Ulliance employee assistance program.

Ulliance has been with Oakwood Healthcare, which is now part of Beaumont Health, since 2011.

“Ulliance is pleased to work with Beaumont Health, a leader in health and well-being,” said Kent Sharkey, president and CEO of Ulliance. “We’re excited to offer the Ulliance EAP service line to the health system by strengthening its expanded workforce, and making an impact in the lives of their employees. Ulliance is proud to have been selected to partner with such an organization like Beaumont who has an outstanding reputation for being the gold standard of healthcare service delivery.”

Beaumont joins the growing list of Ulliance Life Advisor EAP clients which also includes Carhartt, Ilitch Holdings, Inc., International Automotive Components (IAC), Hospice of Michigan, The Kresge Foundation, Wayne State University, and Oakland County.

For more information about Ulliance and its comprehensive human resource service lines, please visit www.ulliance.com or call (866) 648-8326.

About Ulliance, Inc.

Ulliance, Inc. (Ulliance) is an international service company headquartered in Troy, Michigan. For more than 25 years, Ulliance has been providing human resources services including employee assistance programs (EAP), wellness programs, training programs, organizational and leadership development, coaching, career transition services, and crisis management to more than 260 organizations across the United States, Canada, Mexico, South America and Europe serving nearly one million people. Since 1990, the Ulliance team has assisted organizations of various sizes to greatly reduce behavioral healthcare costs while increasing employee productivity and retention. For more information about Ulliance, please visit www.ulliance.com or call (866) 648-8326.

Michigan’s premier total rewards Compensation and Benefits Conference will take place on May 23

ASE LogoThe  American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, announces its 7th annual Compensation and Benefits Conference will be held on Tuesday, May 23 at the Suburban Collection Showplace in Novi.  This conference comes on the heels of their sold out HR Conference held in March.  This year’s event moves to a full day and tickets are expected to go fast.

ASE CEO Mary E. Corrado stated, “This year’s conference encompasses many of the most important aspects of total rewards.  Engaging and retaining employees is at the top of the list for most HR professionals and executives.  From an increasingly tight labor market, an uncertain political climate, and the ever present challenges of technology, keeping pace with today’s rapidly changing business environment presents real challenges for today’s HR professionals.   We have a great line-up of speakers that will educate professionals on how to keep pace with total rewards.”

Specifically, conference attendees will be able to:

  • Learn best practices in compensation and benefit strategies
  • Network with peers and subject matter experts in the field of total rewards
  • Identify ways to make a meaningful impact on their organization’s bottom line

Additionally, ASE will reveal the results of its 2017 compensation surveys. It is the 65th year the surveys have been published.

The keynote speaker for the one-day conference is David Burkus, best-selling author, award-winning podcaster, and associate professor of management at Oral Roberts University. Breakout session topics include Trump Administration Wage and Hour Expectations, Developing Career Paths, the ACA, total reward strategy, performance management, and much more.  For a complete conference agenda and registration information, please visit the ASE website.

About the American Society of Employers (ASE) – a Centennial Organization

The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

Walsh College to Host Business Night Open House on April 27

WalshCollege286_reg04
Walsh College will hold a business night open house for future students interested in pursuing a highly-valued bachelor’s or master’s degree at the Troy campus from 4 to 7 p.m., Thursday, April 27.

At the open house, attendees can:

  • Meet with faculty and representatives from student clubs
  • Review financial aid and scholarship options
  • Learn about Career Services
  • Tour the Troy campus
  •  Attend informational sessions:
    • Undergraduate IMPACT session (5:30 p.m.)
    • Graduate IMPACT session (6 p.m.)
    • MBA Experience session (6:30 p.m.)

 “Business Night is an opportunity for individuals who are considering a Walsh degree to learn more about our undergraduate, graduate, and IT programs,” said Heather Rigby, director, Admissions and Academic Advising, Walsh College. “If you’re looking to get your education and business career on track, Business Night is a great place to start. We’ll be there to answer all your questions and give you the personalized service necessary when making this type of decision.”

Visit Walsh College Business Night for more information and to register. 

2017 Compensation in MI survey

merces-consulting-logo-medium-web
Recent Spotlight member, Merces Consulting Group, Inc. of Royal Oak, invites you to join in their annual Compensation in Michigan survey.  For over 20 years Merces has collaborated with Lansing-based Michigan Manufacturers Association (MMA)  to provide essential up-to-date compensation and benefits information for  Michigan employers.  The current survey includes salary and bonus information on 120+ jobs covering accounting/finance, building/grounds maintenance, engineering,  general executive, human resources, information systems,  materials management, manufacturing (production, skilled trades, and quality assurance/control), office/administrative and sales/marketing.  The survey collection period runs through Friday, April 28th and all participants receive a free copy of the summary results as well as $100 off the purchase price of the full report.  In addition, member organizations of the MMA receive an additional $50 discount off the purchase price.  The actual surveys are available in a Manufacturing or All Industry edition.

Merces’ current list of surveys available for purchase includes the 2017 Compensation in MI Manufacturing report (which ships in June) and the Compensation in MI All Industry report (which ships in November).  Surveys available for immediate shipment include the manufacturing and all industry editions of the 2016 Compensation in MI, 2015-16 Human Resources Policies in MI, 2014 – 15 Health & Welfare Benefits in MI and the 2016 Time Off, Retirement and Fringe Benefits in MI.

If you are interested in participating in the 2017 Compensation in MI survey or would like to learn more about Merces survey products, please contact Linda Budd, CCP and Survey Administrator at 248.507.4670.  To learn more about Merces services you can also visit their website at www.mercesconsulting.com.