Compensation Packages

Baja Mike

Baja Mike

New member
Wondering what others compensation packages consist of?
What does it take to retain employees on top of a decent salary?
401k or simple ira?
Vacation time how much time, or are your guys accruing vacation hours based on hours worked?
Sick time how much?
Holiday time what days?
Any other forms of compensation company truck, phone etc.
I want to retain my guys instead of rehiring in spring and wasting time training.

Okay Go
 
I live in columbus now, but ive noticed that peopke move around companies for multiple reasons. 1) because they dont feel appreciated by their bosses 2) because their bosses are dicks 3) they want to do thinfs differently (cool toys like grapple trucks, forwarders, cool rigging gear. 4) bosses are cheap and dont replace things fast enough when they are broken or dont keep extra things in stock that keep a company moving smoothly. 5) companies dont like to do training, or educational days.

As far as everything else goes, those are just benefits. I know my #1 thing is enjoying my job and not having anyone get in the way of that. I found my passion in this industry and strongly dislike working with people that do it just for the money. Im a little off topic but that is my 2 cents

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Well that's what we're discussing compensation benefits.
And they are important it's what separates well run company's.
I love climbing being my own boss and seeing people pursue their passion as tree care is mine.
I tell all my applicants that I'm not looking for someone that wants to trade time for money but someone that is passionate about the industry.
I find most people for some reason don't want to excel. I have offered paid training for CDl along with a raise and still it's a no go.
Looking for what motivates people.
I also try to have a positive workplace.
 
Maybe i am different than most, but benefits like youre talking about will get me to want to work for you (atleast at first). But you are looking for people to stay after they have already been hired. I wasnt saying anything about you in my list i was just naming reasons ive heard of from other climbers. I went from a company with the benefits you are talking about to one without them. Because of a grapple truck and a forwarder. My workplace now just started paying holidays this week because they are losing employees faster than they can find them (nothing to do with benefits)

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Just as important as a good compensation package is being part of a company that sees efficiency as more than just saving time and money. A company that "invests" in quality equipment and doesn't look at it as just "spending money". A company that doesn't physically burn out groundies because they don't want to invest in a mini. If a company wants to focus on removals but not have the equipment to efficiently do it then that's a company setting up for a high turnover rate and an unhealthy work environment.
 
Competitive salary.
Health insurance.
Production and sales bonuses, say 3% to start.
401K or something, employer matches up to 3%.
Continuing education allotment. This could possibly include classes at local CC or U during slow season?
Apparel/equipment allotment.
Cell phone bill allotment.
10 days PTO to start.

Some of these can start after a probationary period length up to employer.

The trick is finding employees who are passionate and want to get better and learn more about arboriculture of course. Entry level employees may stick around and become more interested if they feel that they're really learning something and aren't just grunts.
 
We offer a 401k with 4% match, 50 percent of health after 90 days, 3 sick days, 2 weeks vacation after a year and paid holidays after 90 days. Ever one in my company goes to at least 2 days of education. pesticide guys go to more. I bring my lead people to expo and ISA. I pay for everything, hotel, flights, 40 hours while they are there, and registration. I also do a company day where we fishing, go see the Red Sox, go to a local arboreteum, etc. In terms of training we try( key word being try especially in busy season) to do 4 hours of training every month on a variety of topics. We also do 4 10 hour days but the guys from April 1 to Jul 4 do like 50 plus hours a week. The rest of the year we do 45-48 hours. Investing in equipment extends longevity of your people- so we have a track lift, and avant, bobcat mt 85 and list goes on and on. I include cranes on jobs with multiple removals. All that being said it is the crews bringing in their numbers everyday that make all of the above possible. That's the balancing act of offering alot but having to pay for it. My people are dedicated and awesome- they make it work every day.
 
Great Info
I offfer Simple IRA with 3 percent match and also have some nice equip. Rear mount bucket,mini, new 1590, newer grinder, and rent crane for any job needed to ease lifting and speed production. Everthing is kept in good shape. I also buy any gear requested by the guys and am fitting everyone with Senas in the next couple weeks. I tried ordering 4 of them a month ago and everyone was out. I appreciate the feedback I have a new guy and am just working out his vacation time.
 
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