Rate Your Pay

Later this year, CropLife will conduct its first-ever ag retailer compensation survey. But first, we wanted to talk to a few agriculture placement specialists to get an initial lay of the land. The scenery is, in fact, especially interesting this season in light of the economic challenges facing not only dealers but also the entire country.

Six months ago, search firms were working with a large number of ag companies seeking employees — and demand was not being met. But at presstime, the tables had turned dramatically. As growers hold off on input purchases, so have employers been waiting on hiring. “The pre-pay market is way, way off this year, down around 40%, and some more than that,” says Gary Weilbaker, recruiter, eastern Corn Belt with Career Solutions Co. “A lot of companies are on hold mode. They’re not really cutting positions, but I’ve not heard of any adding or back-filling jobs that have become available. Or, they may have initially made plans to add head count, but they’re not doing it.”

So the pool of ag job seekers has swelled, and perhaps in an unexpected way. Weilbaker says many of these applicants worked in agriculture earlier in their careers, then left to go into manufacturing. They’ve lost those jobs or are looking to get back into agriculture.

In fact, “there’s also a large pool of non-agricultural professionals trying to get in,” says Weilbaker. “That’s a little unusual. Normally, people not involved with ag don’t want to have anything to do with it.” And he says it’s tough for these workers to break into our industry without a farm background or ag degree.

About The Money

Melinda Mullenix, human resource services manager with AgCareers.com, emphasizes that top talent will always be highly desired, and managers are faced with the challenge of meeting the demands of a more experienced job seeker pool — plus a talented group of current employees. She notes current staff hold valuable job knowledge or even a “trade secret,” plus the investment of time and money wrapped up in their training and development.

Several factors are key in keeping good employees, not the least of which is fair pay (see chart). Unfortunately for retailers, compensation levels in 2007 and 2008 appreciated a lot. “We were on a real steep climb,” explains Weilbaker. That created challenges for established agribusinesses who had to pay talented new hires more than what current employees were earning — to the tune of $5,000 to $10,000 more. “It upset the whole compensation structure of the company, and there’s had to be some readjusting companywide,” he says. The situation has flattened out just recently, he says.

When managers do get to talking about compensation, they reveal a wide variation in what employees are paid. Weilbaker is amazed how often salaries don’t correlate to the value a staff member brings to a company. “There are guys that are way, way underpaid — and some that are way, way overpaid,” he says.

Mullenix adds that dealers need to be creative if they don’t have the money to pay more competitively. She has heard of companies offering retention bonuses, years of service awards, employee referral programs, additional paid time off incentives, and gym membership reimbursements.

Bring On The Benefits

What do benefit packages look like these days? Here’s a rundown.

Health coverage. Group plans are the norm, with a monthly premium of $150 for an individual and $300 for a family. Annual deductible for one person would be $500; $1,000 for a family. Above-normal packages will lower the deductible to $250 for the individual and $500 for families — with no monthly out-of-pocket premium for one person and $150 for a family. While many Americans find themselves without health insurance, Weilbaker says 95% of the companies he works with offer coverage.

As a general rule, Mullenix would say that competitive employers pay between 60% to 75% of health premiums; higher than this figure would be “above scale.”

Vacation. Two weeks is standard, though for more experienced employees, say 30-plus years old, three weeks is common.

Retirement plans. Companies usually offer 401K plans, with the employer typically matching dollar for dollar 3% of an employee’s contribution. In higher-end benefit packages, employers match 4% to 5% or more.

Profit sharing. More companies are creating profit-sharing pools. The plans encourage longevity with a firm, since any money employees have invested for them returns to the pool if they leave before the five-year mark. These programs are offered in addition to 401K plans.

Incentive pay. Here, companies reward employees based on the value their sales bring to the company. The reward goes beyond a straight commission percentage. “It’s not only the volume of product you’re selling, but at what price you’re selling it and what is the gross or net margin of that product or service to the company,” explains Weilbaker. “If somebody is selling a higher value or higher margin product, they get paid more than someone selling a lower profit product.”

“We have heard from employers that have delivered bonuses and not base pay, or merit, increases,” Mullenix says. “This is one way to reward strong performers without increasing your salary budget for the time being.”

Commissions. In AgCareer.com’s survey, Mullenix says that approximately 41% of the 46 agribusinesses polled in their survey paid commissions. Solid and top performers can be rewarded with anywhere from 5% to 25% of their base pay.

Company vehicles. For sales people on up, company vehicles — or at least car allowances — are provided. Mobile phone plans are also offered.

Education reimbursement. This benefit is particularly in demand by “our Millennial generation of employees,” notes Mullenix. It’s not often offered, but can have a significant impact on an employee’s job satisfaction. The message is that the employer is investing and building value into an employee’s career, says Weilbaker.

In fact, workers’ ages play a role in the benefits they want most. Generally, employees under 30 years old look for compensation, perks, and job titles. In the 30- to 40-year-old age range, compensation, job location, and job stability are important. For employees in their 40s and above, health insurance, 401K plans, vacation time, company stability, and work load are valued. At this age, preferences often get more involved because workers have children, says Weilbaker.

“Job seekers and employees alike are looking for the reinforced message from your organization that their job will be secure and your organization is stable,” emphasizes Mullenix.

Raves On Reviews

Beyond benefits, employers can offer other much-appreciated conditions. At the top of the list is an annual review, says Weilbaker, who finds it amazing how many dealers don’t provide this kind of structured feedback. “No review is more the norm in the retail fertilizer business,” he says. He is convinced employees want to know what is expected of them on a daily basis, and much of the time that information isn’t given out. “People wind up running around not sure what managers want. Any time there’s a clear understanding of what’s expected, it benefits everybody,” he says.

He suggests employers conduct a general review with individual staff once a year, then check in at least every six months — or even better, quarterly — to revisit specific issues and measurable job performance components. And to really be effective, this kind of program needs to be continuous, says Weilbaker. “It can’t be a one-time deal.” See “Annual Review Basics” for a few tips on conducting reviews.

When approaching compensation reviews, Mullenix says employers need to be prepared with market data. “They need to understand their local and regional market in particular in the ag retail sector in order to continue to attract and retain employees,” she believes.

And agriculture may well be a good field for retaining employees these days. “Agriculture is an area of the economy that is still holding up pretty well,” says Weilbaker. “As investors look at the ag market, they like the idea of something being created, that you’re producing something.” He also notes that the government’s ethanol mandate will help support commodity prices. Then, too, the health of an industry can be gauged by the merger and acquisition activity within. “There’s some big deals going on now, especially in the fertilizer segment. That’s typically done in an industry where the future looks bright,” he concludes.

Leave a Reply

Employees Stories

EmployeesAsmark Institute Dedicates New Training Center To Ford West
August 6, 2014
The Asmark Institute plans to recognize the retired industry leader's years of service to the fertilizer industry at the new state-of-the-art facility in Owensboro, KY. Read More
EmployeesSyngenta: ‘Take Charge’ Of Farm Safety
June 4, 2014
Syngenta and health officials warn of four health-related challenges in agriculture and how they can be managed. Read More
EmployeesHead Start Program Prepares The Next Generation Of Ag Retailers
April 7, 2014
Illinois Fertilizer & Chemical Association, in partnership with the Asmark Institute, are offering the Head Start Program to prepare students for work at ag retail facilities. Read More
EmployeesThree Keys To Employee Success
March 3, 2014
Increasing employee performance becomes much easier when managers follow these three simple things. Read More

Trending Articles

ManagementExpert To Discuss Farmland Value, Rent At Farm Science Review
August 18, 2014
While cropland values in Ohio increased in the past two years, they have remained flat in 2014, declining in some cases, according to an Ohio State University agricultural economist. Read More
EquipmentAdvance Your Technology IQ At MAGIE
August 13, 2014
The Midwest AG Industries Exposition (August 20-21) is the place you need to be to see, study and evaluate how new advances in the equipment, operations, crop protection and fertility sectors can help your business prosper. Read More
HerbicidesScouting Key To Next Season’s Soybean Herbicide Program
August 12, 2014
When growing soybeans, growers need to think ahead to stay one step ahead of weeds. That means examining weed threats and evaluating which herbicides work best. Read More
StewardshipMichigan Agriculture Leaders On Toledo Water Ban: We Want To Be Part Of The Conversation
August 8, 2014
Leaders of Michigan agricultural organizations said Thursday that the government should not have a “knee-jerk reaction” based on last weekend’s water ban in Toledo due to fertilizer run-off in Lake Erie. Read More
CropLife 100BRANDT Acquires Lemon Ag Services
August 4, 2014
The acquisition of Lemon Ag fits BRANDT’s aggressive corporate strategy of providing superior agronomic advice and services for customers in central Illinois. Read More
Eric SfiligojThe Resurgence Of Crop Protection
August 4, 2014
Plenty of new offerings over the next few years should see a rebirth for the crop protection products category in terms of market share. Read More

Latest News

CropLife 100Pinnacle Acquires California-Based Retailer
August 29, 2014
Pinnacle Agriculture Holdings will acquire Kerman Ag Resources, Inc., which will operate under Pinnacle's Performance Agriculture brand. Read More
Allied Cooperative Grain Plant
ManagementArcadia Co-op To Merge With Allied Cooperative
August 28, 2014
Allied Cooperative has announced that members of Arcadia Co-op voted in favor of a merger with Allied Cooperative, paving the way for the consolidation which will be effective on December 1, 2014. Read More
InsecticidesBioinsecticide VENERATE Now Registered In California
August 27, 2014
Marrone Bio Innovations' VENERATE is a new tool to help California growers control crop-damaging insect pests, fight the development of insect resistance and reduce pesticide residues on fruits and vegetables. Read More
CropLife 100Two Iowa-Based Ag Co-ops To Merge
August 27, 2014
The Board of Directors and management of United Western Coop, Missouri Valley, IA has completed a merger with Heartland Co-op, West Des Moines, IA, effective September 1, 2014. Read More
FertilizerKoch Expands AGROTAIN Nitrogen Stabilizer Portfolio
August 26, 2014
Koch Agronomic Services, LLC has added two new innovative nitrogen stabilizers to the AGROTAIN product family – AGROTAIN ADVANCED and AGROTAIN DRI-­MAXX. Read More
Seed/BiotechDuPont To Build Two Seed Treatment Centers
August 26, 2014
DuPont has announced construction on two state-of-the-art centers dedicated to developing and testing seed treatment formulations, applications and seed handling techniques in an important step toward bringing new solutions to growers. Read More
Seed/BiotechLoveland Products Acquires A Controlling Interest In Ag…
August 26, 2014
Loveland Products, a subsidiary of Agrium , has announced the company has acquired a controlling interest in Agricen, a Dallas-area agricultural biotechnology company delivering biochemical-based products for efficient and sustainable plant nutrition. Read More
StewardshipUp Close Look At The 2014 Environmental Respect Award W…
August 25, 2014
The 2014 Environmental Respect Award winners were honored recently at the 24th annual event in Wilmington, DE. Read More
Eric SfiligojAg Science Rejection Carries Consequences
August 25, 2014
As innuendo and fear dog the regulatory process, agriculture can’t get the new tools it needs to combat world hunger. Read More
LegislationFarmers Dismayed As New Farm Bill Dumps Direct Payments
August 25, 2014
The threatened end of cash subsidies to the nation’s row crop farmers dates back through at least the last two iterations of national agriculture policy legislation. Read More
MAGIE 2014 ShowStopper
EquipmentJohn Deere Again Wins MAGIE ShowStopper Award
August 25, 2014
For the second consecutive year, John Deere was honored at the Midwest AG Industries Exposition (MAGIE) for its new R4045 sprayer. Read More
CropLife 100GROWMARK CEO To Retire
August 22, 2014
GROWMARK chief executive officer Jeff Solberg has announced his retirement effective September 15, 2014. Read More
InsecticidesDuPont’s Prevathon Approved For Dry Beans
August 22, 2014
DuPont Prevathon insect control powered by Rynaxypyr has received EPA registration for foliar use on dry bean crops, including dried shelled peas and beans. Read More
ManagementNCGA DuPont New Leaders Program Enters Sophmore Season
August 20, 2014
The National Corn Growers Association and DuPont are pleased to announce the second year of the NCGA DuPont New Leaders Program. Read More
FungicidesVerdesian Links Up With Mitsui, Hokusan
August 20, 2014
Mitsui Chemicals Agro, Inc., and Hokusan Co., announced the signing of an exclusive licensing agreement allowing Verdesian Life Sciences global access to its patented technology for suppressing mycotoxin contamination in wheat and barley. Read More
SprayersUniversity Of Illinois Introduces New Spray App
August 18, 2014
University of Illinois Extension has released a new smartphone app for making sprayer-related calculations. Pesticide Spray Calculator, or Spray Calc, Read More
Crop InputsSyngenta Names New Manager Of Federal Government Relati…
August 18, 2014
Laura Wood Peterson has joined Syngenta as manager of federal government relations, based in Washington, DC. Read More
ManagementExpert To Discuss Farmland Value, Rent At Farm Science …
August 18, 2014
While cropland values in Ohio increased in the past two years, they have remained flat in 2014, declining in some cases, according to an Ohio State University agricultural economist. Read More