In preparation for 2016, we're publishing 2016 projected pay increase budgets for the industries we survey.
Today, we're sharing 2016 pay increase budget projections for the Insurance industry.
Our series on 2016 projected pay increase budgets continues. We've already published 2016 projected pay increases for:
Today, we're sharing those 2016 pay increase budget projections for the Hospitality industry, and, next week, we'll release 2016 projected pay increase budgets for Insurance, Not-for-Profit and Colleges. We'll also share cross-industry numbers and trends.
With only about 3 weeks left until the new year, many organizations are gingerly balancing year-end closeouts with 2016 planning and budgets. Even if your fiscal year doesn't line-up with the calendar year, we have some information that may be helpful as 2016 approaches: projected pay increase budgets. We've been sharing this information for several industries, and, today, we give you projected 2016 pay increase budgets for the healthcare industry:
We're in the process of releasing projected 2016 pay increase budgets for several industries. Up today? Utilities! Here is what utility employers are projecting for pay increase budgets in 2016:
With 2016 knocking on our door (already?!), pay increase budgets are a hot topic. Employers know that keeping budgets in-line with an industry average, or above it, can be key to retaining top talent. That's why, over the next several days, we'll be releasing projected 2016 pay increase budgets for several industries. When it comes to the manufacturing and distribution, here is what employers are projecting for pay increase budgets in 2016:
Pay increase budgets are always a hot topic. Employers want to know what their peers and competitors are planning. Keeping budgets in-line with the industry average, or above it, can be key to retaining top talent. When it comes to the Banking & Finance industry, here is what employers are projecting for pay increase budgets in 2016:
Today is National IT Professionals Day. The field continues to evolve and competition can be aggressive. In fact, according to our 2015 BenchmarkPro survey results, hire-on rate for System Administrators is up 11.59%. Also worth noting, the average flat dollar bonus paid for Business Analysts –IT, Level 1, is up 35.85% from last year. Competitive, indeed!
Employers across most, if not all, industries employ IT professionals. So, when you have quality IT professionals on your staff, who are helping advance the success of your business, how do you retain them? We sat down with Greg Wolf of Compdata’s Consulting division to tap into his expertise. Here are 3 key considerations for retaining your IT talent: