Download pdf - Aviation Compensation Survey - CBAA/ACAA

Presented by:Gail Evans

2019 Aviation Compensation Survey Trends

Presented by:Gail Evans July 10th, 2019

CBAA Conference

The Wynford Group

2019 Aviation Compensation Survey

Introduction• The Wynford Group is pleased to have conducted

the 2019 CBAA Aviation Compensation Survey which is the 2nd biannual survey after the initial survey was conducted in 2017.

• The Wynford Group, compensation consultants are known for our national Canadian compensation surveys and have conducted several custom aviation surveys in addition to the 2017 CBAA Aviation Survey.

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Purpose of Survey

• The purpose of this survey was to collect salary and employer practice data for positions that are common to the business aviation sector across Canada.

• This confidential survey was conducted at no cost to participants who will receive a copy of the general results when the project is completed.

• A high level summary will be published by CBAA for all members in the fall.

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Purpose of SurveyThe survey includes:

• Cash comparisons of 63 positions in the following job families

• Management• Administrative/Sales• Ramp Attendants• Maintenance• Flight Crew• Safety• Rotary

Employer practices such as:• Benefits• Allowances• Incentive Programs

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New for 2019

• Additions to the 2019 Survey included:

• 11 new benchmark positions

• Modified flight crew positions to aircraft class rather than weight, for more accurate findings

• New employer practices questions focused on:• staff attraction• retention, and• turnover

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Methodology• A steering committee of CBAA members provided

direction on new positions and employer practices to be included in the 2019 of the survey.

• Major assistance in supporting the survey were provided by the staff of CBAA.

• The confidential survey was conducted between May 15th and June 30th, 2019.

• Official results available to participants in August, 2019.

• CBAA will publish a summary report in Fall 2019.

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Survey Demographics

• 54 organizations participated in the survey

• Key industry sectors included:

• Charter Companies • Airlines• Corporate Aviation• Maintenance• Manufacturing

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Industries Revenue

Employee Count

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Initial TrendsCash Comparisons• A similar survey was conducted by the Wynford Group in

2017. The following are comparisons from 2017 to 2019:

2019 Average Salary Differentials

Job Family Corp vs. Airline Corp vs Maint/Manu

Management

Sales / Admin

Maintenance

Flight Crew

12.70%

11.80%

16.70%

4.00%

3.70%

9.80%

17.00%

4.90%

Average 11.30% 8.85%

* based on 50th percentile/median (for positions with sufficient data)

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Initial Trends

2019 - 2017 Salary Differentials

Job Family Differential

Management 4.0%

Sales/Admin 4.3%

Maintenance 4.5%

Flight Crew 4.8%

Average 4.4%


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Initial Trends

Over $100 Mil vs. Under $100 Mil Revenue

2019 Salary Differentials

Job Family Differential

Management 10.8%

Sales/Administrative 4.9%

Maintenance 4.4%

Flight Crew 9.4%

Average 7.4%


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AttractionAverage Time to Fill

All

48.43

31.55 33.63

52.04

34.75

41.14

0.00

20.00

40.00

60.00

80.00

100.00

Management Administration Ramp Attendants Maintenance FBO Operations Flight Crew (Pilot)

Average Time to Fill - Days

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Corporate

76.67

27.0034.00

50.00

0.00

20.00

40.00

60.00

80.00

100.00

Management Administration Maintenance Flight Crew (Pilot)


Airline

39.8832.55

44.88

61.00 60.00

39.20

0.00

20.00

40.00

60.00

80.00

100.00

Management Administration RampAttendants

Maintenance FBO Operations Flight Crew(Pilot)


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Charter

Maintenance / Manufacturing

44.44

28.00 31.25

62.50

32.50 28.43

0.00

20.00

40.00

60.00

80.00

100.00

Management Administration RampAttendants

Maintenance FBO Operations Flight Crew(Pilot)


39.00 40.67

15.90

49.25

18.50

53.38

0.00

20.00

40.00

60.00

80.00

100.00

Management Administration Ramp Attendants Maintenance FBO Operations Flight Crew(Pilot)


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AttractionTOP 5 – Methods Used to Recruit Employees

All

96.55

89.66

79.31

68.97

27.59

0.00

20.00

40.00

60.00

80.00

100.00

Employee Referral Job boards Company Website Social Media Airline AssociationInformation

TOP 5 - Methods Used to Recruit Employees (%)

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AttractionTOP 5 – Processes Used for Interviews

All

89.66

82.76

51.72

44.83

31.03

0.00

20.00

40.00

60.00

80.00

100.00

One-on-one interview Phone Interview Panel interview Multiple structuredinterviews

Group interview

TOP 5 - Processes Used for Interviews (%)

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Turnover2018 Turnover

All

3.10

13.48

19.25

10.99

27.01

7.38

0.00

20.00

40.00

Management Administration Ramp Attendant Maintenance FBO Operations Flight Crew

2018 Turnover - %

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Turnover2018 Turnover

Airlines

2.83

21.67

39.67

23.15

36.02

9.74

0.00

20.00

40.00

Management Administration Ramp Attendant Maintenance FBO Operations Flight Crew

2018 Turnover - %

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RetentionStrategies for Professional Advancement

or Career ProgressionAll

55.95

45.24

29.76

47.62

28.00

0.00

10.00

20.00

30.00

40.00

50.00

60.00

Salary Increases Benefits Bonus Prof Dvlpmt Share Programs

Strategies Utilized for Professional Advancementor Career Progression

All Employee Groups

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Trends in Attractions & Retention• The industry sectors that pilots most frequently move to

when they leave a job are:• Corporate

• Airlines

• Disability

• There is a trend to increased use of both Short-Term Incentive (STI) and Longer-Term Incentive (LTI) plans that are based upon the achievement of specific goals. • Share plans are more common at management levels

• Profit Sharing strategies more common for other levels.

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Trends in Attractions & Retention• The Short-Term Incentive plans most common provided to

pilots include:• Individual Bonus

• Profit Sharing

• Team Bonus

• The use of Long-Term Incentive plans for pilots has increased to approximately 10% of participating companies.

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Results Availability

• A summary of trends including the above will be published by the CBAA in September 2019.

• Participants will receive the full results before the end of August.

• Customized report will also be available for a fee.

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National Compensation Surveys

Compensation & Total Rewards Consulting

• Full Compensation program reviews

• Market review and development of salary structures

• Review and redesign of incentive programs

• Executive Compensation

About The Wynford GroupThe Wynford Group offers a complete range of services that vary from market pricing to complete rebuilding of compensation programs.

Organizations of all sizes and industries choose Wynford to help successfully harness the full talents of their people. Our services include:

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www.wynfordgroup.com

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