Pay/benefits, etc structure

Stant82

Stant82

New member
Location
Dallas
Hey Guys,

I'm lookin for yall's opinion ,experience, and an "industry standard" on how to structure things like

Salary / commision configuration?

Benefits?

Vehicle- personal or company vs mileage pay?

Phone reimbursement?

Holiday/ vacation time?

I'm currently working with a small company, 2 yrs now, and transitioning to a more permanent position.
I'm the one first they've brought on with outside experience.

I get to be the "guinea pig".

I am currently a lead climber, crew leader, certified arborist and help out with sales. ( So far 2107 sold $106,000 ):D
Closing rate goal? Currently at %76

And

How do these fluctuate depending on where you are?

Any thoughts would be helpful,
Thanks !
 
I think for small companies, benefits are still the exception, rather than the rule. I do think more and more companies are trying to offer them as its likely to help them shift their employees from seasonal help, to career based and long term. It’s a shift that needs to happen in the industry.
I’m a small business owner looking to offer benefits for the first time, so I’m interested in this thread from the other side of things.
 
wyoclimber said:
shift their employees from seasonal help, to career based and long term
Click to expand...
Bingo. Pay, benefits, proper equipment, work environment, etc is the way to hang onto the career oriented employees. Continuing education and training opportunities are also part of that. Many a person genuinely wants to get better and have a understanding of trees and the work that goes into caring for and even removing them. Some folks are just looking to have a job and are the ones who seem to move around from place to place with regularity.

I think there are older threads on this subject as well.
 
I am currently wading through this same conundrum. We are looking at putting our first full timer on around the first of the year. Making the job reasonably attractive, leaving room for advancement are both high on our list. Some of the things we have been discussing are 401, paid holiday, vacation, health (talked about it seriously), production bonus/profit sharing type program, gear allowance etc. some are very easy and laid out by employment/irs law, others are on us to figure out the basis on how they are to work. I would be interested in hearing from anyone about how they set up their variable benefits. @ROYCE has a pretty good crew and has talked about this before in other threads. Maybe he can chime in or anyone else!
 
I can talk about what I receive...
401K with matching, not a significant investment on my end as we have a financial planner.
4 % sales and production bonuses, quarterly.
Allotments for tools, clothes, and continuing education, all seperate budgets.
Health insurance.
Monthly phone allotment.
Mileage if using a personal vehicle.
PTO depends on years on the job. I think I get 20 or so.
Also, I take home materials and equipment when needed and necessary.
 
We are working towards providing a full compensation and benefits package as a necessity to attract and compete for knowledgeable workers. We need people who are committed to the career to play key roles. There are positions which require more basic skills but still are highly competitive.

I recently spoke with two local colleges that educate people for jobs in the horticultural and arboriculture fields. They told me that they've got 5 jobs for each student. Want talent? Then you're going to have to spend some money.

ISA and TCIA need to do what many other professional associations do, negotiate with insurers for a member's rate.
 
I’ve considered trying to work on a program for our local community college. I’d like to offer field work along with biology, physics and some business classes. Ironically, the school could probably pay for the entire program by having instructors/students prune and remove trees rather than contracting from outside.
 
Wow guys thanks for the input!

We currently settled on mid $40,s salary with %5 commission and 2 weeks pto.
After we see how this plays out I,m gonna eventually push for company provided truck and and increase to %10 commission after the first $100k in sales.
 
You must log in or register to reply here.

New threads New posts

Back
Top Bottom