Executive Summary3
TABLE OF
CONTENTS
Survey of Pay Practices
Introduction5
Pay Practices Survey Methodology
5
Participation5
Survey Results
Questions 1-36
Questions 4-67
Questions 7-128
Questions 13-189
Questions 19-2210
Lodging Industry Average Wage Data
Snapshot on Housekeepers by State
Snapshot on Entry Level Positions by City
11
13
Appendix17
EXECUTIVE SUMMARY
The American Hotel & Lodging Association (AH&LA)
partnered with WageWatch, Inc.
to conduct a national survey of hotel pay practices (the “Survey”).
The survey was conducted from January to August 2014.
Total participation in this survey amounts to 23% of the 53,000 hotels in the
industry today and represents almost half a million employees.
The Survey results provided significant insight into the current pay practices
in the lodging industry. The minimum wage in the lodging industry is used
mostly as a starting rate for new hires in entry-level positions in front- and
back-of-the-house positions, such as front desk agent and housekeeper.
Pay raises usually occur in less than six to nine months, with workers moving up
through the ranks and leading into life-long careers in the hospitality industry.
Further, the majority of employees receive extensive benefits packages with
flexible hours and continuing education opportunities.
3
HIGHLIGHTS INCLUDE
THE HOTEL INDUSTRY OFFERS GOOD, HIGH-PAY ING JOBS
The hotel industry is a leader in business, providing hourly and full-time employees’ fair
and reasonable wages in jobs that offer a fast-track to a hospitality career.
• Nearly 40% of respondents pay 100% of their workforce above the minimum wage.
• Almost half pay 75% or more of their employees above the minimum wage.
• Overwhelmingly, most jobs in the lodging industry pay above minimum wage.
More than half of respondents have starting rates above the minimum wage for eight out of 10 jobs surveyed.
• More than a third (35.8%) of respondents have starting rates for housekeepers above the minimum
wage, not including tips.
• College students make up 12.6% of minimum wage workers.
THE HOTEL INDUSTRY OFFERS
GOOD, HIGH-PAY ING JOBS W ITH BENEFITS
Benefits constitute a significant portion of a non-exempt hotel workers’ total compensation.
Benefits serve a strategic function in attracting and retaining a competitive workforce.
• 85.8% of the Survey respondents provide medical insurance benefits to non-exempt workers.
• 86.8% of respondents provide paid time off benefits to non-exempt workers.
• Nearly 62% of the survey respondents that offer employee healthcare benefits subsidize basic
individual plan premiums at 60% or greater.
THE HOTEL INDUSTRY OFFERS GOOD, HIGH-PAY ING JOBS
W ITH BENEFITS AND A FAST-TR ACK TO SENIOR POSITIONS.
Minimum wage positions in the hotel industry offer a fast-track to upward mobility
and serve as a gateway for new workers to enter the lodging industry.
• 80% of minimum wage workers are eligible for promotion in less than a year and 100% are eligible
in less than 2 years.
• On average, non-tipped, eligible employees that start at the minimum wage will earn more than the
minimum wage within nine to twelve months of hire.
• More than half (60%) of respondents said 50% or more of their mangers began their hotel careers in
an entry-level position.
• Half of respondents report that 50% or more of the hotel general managers started in minimum wage
hotel positions.
• 40% of respondents said that half or more of their corporate executives began their hotel career
in hourly entry-level positions.
4
PAY PRACTICES SURVEY METHODOLOGY
SURVEY OF
PAY PRACTICES
WageWatch conducted a national Pay Practices Survey on behalf of the
American Hotel & Lodging Association (AH&LA). WageWatch invited
its customers to participate, and AH&LA invited its member lodging and
hospitality management companies to participate. Participation was free of
charge and was by invitation only. The response rate was very strong with
356 hotel management companies and individual properties participating
nationwide. The survey was open to participation from January 2014 to
August 2014. The survey participants represent over 435,000 full-time and
part-time employees from an estimated 12,000 hotel properties.
This report presents the Survey findings in question and answer format.
The data was cleaned and aggregated by WageWatch analysts. Answers are
reported for both arithmetic mean (average) and median. Both values are
presented because when the median and mean are equal or are statistically
indeterminate, the distribution curve is considered normal. When the mean
is statistically lesser or greater in value than the median, the distribution is
skewed in that direction. All minimum wage references by survey participants
reflect the minimum wage in the state in which each property is located.
Other questions are reported in prevalence format. Prevalence is a measure
of universality or commonality amongst survey respondents and is reported
as percentage utilization. This type of question is most useful in gauging
how widespread pay practices and benefit offerings are amongst respondents.
PARTICIPATION
Total estimated participation in this survey amounts to 23% of the 53,000
hotels in the industry today and represents almost half a million employees.
The Survey response statistics were as follows:
• Number of known hotel management companies responding was 119;
• Number of known hotel properties represented was 10,800*;
• Number of full time employees represented was 334,950; and
• Number of part time employee represented was 100,050.
*WageWatch estimates the count to be in excess of 12,000 once an estimated 2,000 properties from
the anonymous participants are factored in. This represents approximately 23% of the total hotel
industry population.
5
QUESTION 1
HOW MANY EMPLOYEES DO YOU HAVE (HEADCOUNT)?
SURVEY
RESULTS
QUESTIONS 1 - 3
Median
Average
Full Time Headcount
48
986
Part Time Headcount
17
241
Average headcount exceeds Median headcount which indicates some respondents
had much larger employee counts. It also reflects a diverse hotel sample of small, single
hotels and large, management companies with hotels in multiple states and markets.
QUESTION 2
HOW MANY OF YOUR JOB TITLES HAVE A
STARTING RATE EQUAL TO THE MINIMUM WAGE?
No. Job Titles with Starting rates = Min Wage
% of Survey
Respondents
035.74%
1 - 534.53%
6 - 1013.51%
remainder16.22%
Over 35% of survey respondents state that all their positions have starting
rates higher than the minimum wage and over 70% of survey respondents
have 5 or less job titles that start at minimum wage. The other positions have
hourly rates at higher than the minimum wage.
QUESTION 3
HOW MANY OF YOUR JOB TITLES, WHO ARE NOT TIP ELIGIBLE,
HAVE A STARTING RATE OF THE MINIMUM WAGE?
Non-Tipped Job Titles with Starting rates = Min Wage
% of Survey
Respondents
057.40%
1 - 523.87%
6 - 107.55%
remainder11.18%
Over 57% of survey respondents state that all their tipped positions have
starting rates above the minimum wage and over 81% of survey respondents
have 5 or less tipped position job titles that start at minimum wage.
6
QUESTION 4
OF ALL MINIMUM WAGE POSITIONS, APPROXIMATELY HOW MANY,
BY PERCENTAGE, ARE OCCUPIED BY SEASONAL WORKERS OR BY
COLLEGE STUDENTS?
Median
Average
Seasonal Workers10.0%22.3%
College Students10.0%12.6%
SURVEY
RESULTS
Seasonal and college workers make up an important segment of workers earning
minimum wage positions.
QUESTIONS 4 - 6
QUESTION 5
WHICH OF THESE JOB TITLES HAVE STARTING RATES EQUAL
TO THE MINIMUM WAGE? (Select all that apply.)
Answer Options
Response Percent
Food Server
54.6%
Restaurant Host
18.3%
Prep Cook
7.9%
Bartender31.0%
Bar Back
15.7%
Dishwasher/Steward24.0%
Laundry Attendant
45.0%
Housekeeper64.2%
Front Desk Agent
19.2%
Maintenance Tech, Entry Level
12.7%
Overwhelmingly, most job titles in the lodging industry pay above minimum
wage. More than 50% of respondents have starting rates above the minimum
wage for 8 out of the 10 job titles surveyed. Housekeeper and food server
positions, which start at minimum wage more frequently, are typically tipped
positions. Further, more than a third (35.8%) of respondents have starting
rates for housekeepers above the minimum wage and 45.4% of respondents
have starting rates above the minimum wage for food servers.
QUESTION 6
If the positions selected in the previous question can earn more than the minimum wage,
WHAT IS THE AVERAGE LENGTH OF TIME BEFORE EACH WOULD
RECEIVE A WAGE INCREASE ABOVE MINIMUM WAGE?
Median
Average
Months before increase
9
12
Over 85% of Survey respondents answered “Yes”. These positions can earn above
minimum wage with tips.
7
QUESTION 7
WHAT IS THE MINIMUM EDUCATION REQUIREMENT FOR YOUR
MINIMUM WAGE, STARTING PAY, JOB TITLES?
The overwhelming majority (76.5%) of survey respondents said that there is
no minimum education requirement for entry level positions. The remaining
23.5% of respondents require a high school diploma or GED.
SURVEY
RESULTS
QUESTIONS 7 - 12
QUESTION 8
WHAT PERCENT OF YOUR WORKFORCE IS PAID THE MINIMUM WAGE?
Thirty-seven percent of respondents pay 100% of their employees above the
minimum wage, and 45.1% of respondents pay 75% or more of their employees
above the minimum wage.
Tables for these questions
can be found in the Appendix.
QUESTION 9
WHAT PERCENT OF YOUR FULL TIME EMPLOYEES ARE PAID ABOVE
THE MINIMUM WAGE, INCLUDING TIPS?
Over 70% of Survey respondents said that the majority (76 – 100%) of their
full-time employees are paid above minimum wage.
QUESTION 10
WHAT PERCENT OF YOUR PART TIME EMPLOYEES ARE PAID ABOVE
THE MINIMUM WAGE, INCLUDING TIPS?
Over 60% of Survey respondents said that 76% to 100% of their part-time
employees are paid above minimum wage.
QUESTION 11
WHAT IS THE MINIMUM AMOUNT OF TIME A NEW HIRE HOURLY
EMPLOYEE HAS TO STAY IN THE JOB BEFORE BEING ELIGIBLE
FOR A PROMOTION?
Hourly employees have the opportunity to move ahead in their career quickly,
with 80.7% eligible for promotion in less than a year and 100% reporting that
new hires are promotion eligible within two years.
QUESTION 12
WHAT IS THE AVERAGE LENGTH OF TIME AN HOURLY EMPLOYEE
STAYS IN A JOB BEFORE BEING PROMOTED?
On average, the overwhelming majority (75.3%) of hourly employees earn
promotions within two years of employment.
8
QUESTION 13
WHAT IS THE AVERAGE LENGTH OF TIME AN HOURLY EMPLOYEE
STAYS WITH YOUR COMPANY?
Low turnover of hourly employees speaks to competitive pay and benefit
practices as well as career opportunities within the organization. The majority
of Survey respondents (53.3%) report that hourly employees stay with the
company more than three years on average.
SURVEY
RESULTS
QUESTIONS 13 - 18
Tables for these questions
can be found in the Appendix.
QUESTION 14
WHAT IS THE AVERAGE LENGTH OF TIME A SALARIED EMPLOYEE
STAYS WITH YOUR COMPANY?
The overwhelming majority (81.3%) of salaried employees are also loyal
employees, staying with their company an average of three years or more.
QUESTION 15
HOW MANY GENERAL MANAGERS DO YOU CURRENTLY EMPLOY
COMPANY-WIDE?
The number of responses to this question by Survey participants were insufficient
for reporting results.
QUESTION 16
WHAT PERCENTAGE OF YOUR GENERAL MANAGERS STARTED THEIR
CAREERS FROM AN HOURLY HOTEL POSITION?
Almost one hundred percent of Survey respondents (90.8%) report that at
least some of their General Managers started their careers in hourly hotel
positions. While about 50% of respondents state that 50% or more of their
General Managers began in entry level positions.
QUESTION 17
FOR THE HOTEL POSITIONS, WHAT PERCENTAGE OF MANAGERS
(ALL DEPARTMENTS) BEGAN THEIR HOTEL CAREER AT AN HOURLY
ENTRY LEVEL POSITION?
Upward mobility in the lodging industry is evident in other management positions
with 98.2% of Survey respondents reporting that at least some of their hotel
department heads began their hotel career in hourly hotel positions. Over 60%
of Survey respondents reported that 50% or more of their managers began
their hotel career in an entry level hourly position.
QUESTION 18
FOR THE CORPORATE OFFICE, WHAT PERCENTAGE OF EXECUTIVES
(DIRECTOR, VP, C-SUITE) BEGAN THEIR HOTEL CAREER AT A HOURLY
ENTRY LEVEL POSITION?
The overwhelming majority (86.4%) report that at least some of their top executives
began their hotel career at an hourly entry level position. 40% of respondents stated
that 50% or more of their corporate executives began their hotel career in an hourly
entry level position. 16% of respondents said that 26% - 50% of their managers
began their hotel career in an hourly entry level position.
9
QUESTION 19
DOES YOUR COMPANY OFFER THE FOLLOWING
BENEFITS TO HOURLY EMPLOYEES:
Prevalence of Benefit Offering
SURVEY
RESULTS
QUESTIONS 19 - 22
Medical Insurance
85.9%
Dental Insurance
85.8%
Tuition Reimbursement49.7%
Paid Time off
86.9%
401k/Retirement Plan
75.9%
Flex Schedule52.4%
The vast majority of the hotel industry provides an extensive program of benefits
to its hourly employees, including health and dental benefits, retirement plans,
paid time off, flexible schedules and continuing education opportunities.
QUESTION 20
IF YOU OFFER MEDICAL INSURANCE, WHAT PERCENTAGE OF THE
PREMIUM IS PAID BY THE EMPLOYEE FOR BASIC LEVEL INDIVIDUAL
COVERAGE?
Employees who receive healthcare benefits can also expect that the majority
of their plan premiums will be subsidized by their employer. Results show that
87.4% of survey respondents offer healthcare benefits to their employees. Nearly
62% of the survey respondents that offer employee healthcare benefits subsidize
basic individual plan premiums at 60% or greater.
QUESTION 21
DO YOU OFFER CONTINUING EDUCATION/CERTIFICATION/
RECERTIFICATION COURSES TO HOURLY EMPLOYEES?
More than 40% of survey respondents offer education assistance to their employees. For
those who offer education assistance, the average number of participating employees is:
Median
Average
Offer Educational Assistance
15.5
10.0
QUESTION 22
IF YOUR COMPANY HAS CONDUCTED AN EMPLOYEE ENGAGEMENT
SURVEY WITHIN THE LAST THREE YEARS, CAN YOU PROVIDE THE
RANKING RESPONSE REGARDING OVERALL JOB SATISFACTION?
Skip if not applicable. Answers should add up to 100%.
Median Rating
Average Rating
Very Satisfied75.0%64.9%
Satisfied16.0%22.4%
Neutral5.0%9.3%
Somewhat Satisfied5.0%6.4%
Unsatisfied2.0%4.2%
An overwhelming majority of employees rate their overall job satisfaction as
‘Very Satisfied’
10
SNAPSHOT ON HOUSEKEEPERS BY STATE
The following tables provide a snapshot of the average current wages paid by
state to Housekeeping Attendants for select service and full service hotels. This
position is typically an entry level minimum wage position. The data presented
does not include tip earnings. A large majority of Housekeeping Attendants do
receive tips. The tables demonstrate that in the 45 states represented below,
average pay is above the national minimum wage. The data is from the WageWatch
2013 National Benchmark Report.
LODGING
INDUSTRY
AVERAGE
WAGE DATA
Housekeeping Attendant Average Wages Select Service Hotels
State
Average
Current Rate
State
Average
Current Rate
Alabama$8.34
Montana$8.58
Alaska
$10.34
Nebraska$8.63
Arizona
$8.60
Nevada
$9.51
Arkansas$7.99
New Hampshire $9.21
California$9.49
New Jersey
$9.84
Colorado$8.80
New Mexico
$8.63
Connecticut$9.46
New York
$10.58
Delaware$10.17
North Carolina $8.60
Florida
$8.68
Ohio
$8.94
Georgia
$8.91
Oregon
$9.17
Idaho
$7.92
Pennsylvania$9.76
Illinois
$9.84
Rhode Island
Indiana
$8.41
South Carolina $8.28
Iowa
$8.99
Texas
$8.52
Kansas
$8.31
Utah
$8.83
$8.86
Kentucky$8.70
Vermont$8.85
Louisiana$9.11
Virginia
Maine
Washington$9.84
$9.11
$10.07
Maryland$9.65
West Virginia
Massachusetts$10.32
Wisconsin$8.57
Michigan$9.05
Wyoming$9.56
$8.06
Minnesota$9.09
Mississippi$7.77
US National
$9.08
Missouri$8.89
11
SNAPSHOT ON HOUSEKEEPERS BY STATE (CONT.)
Housekeeping Attendant Average Wages Full Service Hotels
State
LODGING
INDUSTRY
AVERAGE
WAGE DATA
Average
Current Rate
State
Average
Current Rate
Alabama$8.51
Nebraska$8.54
Arizona
Nevada
$11.39
Arkansas$8.08
New Mexico
$9.28
Colorado$10.57
North Carolina $8.95
Connecticut$10.21
Ohio
Florida
$9.89
Oklahoma$8.34
Georgia
$9.27
Oregon
Indiana
$9.87
South Carolina $9.05
Iowa
$9.50
Tennessee$8.93
$9.80
$10.57
$10.16
Kentucky$9.13
Texas
$9.20
Louisiana$10.22
Utah
$9.86
Maryland$10.77
Virginia
$10.82
Michigan$10.13
Wisconsin$9.92
Missouri$9.56
12
SNAPSHOT ON ENTRY LEVEL POSITIONS BY CITY
LODGING
INDUSTRY
AVERAGE
WAGE DATA
The following tables provide a snapshot of the average current wages paid in
seven major cities to Housekeeping Attendants and Front Desk Agents for select
service hotels, and Housekeeping Attendants and Stewart/Dishwashers for full
service hotels. These positions are typically minimum wage positions. In each city,
the average wages paid far exceed the federal minimum wage. The data presented does not include tip earnings. A large majority of Housekeeping Attendants
and Front Desk Agents receive tips. The data was derived from the WageWatch
2013 National Benchmark Report.
Housekeeping Attendant
Average Wages
Select Service Hotels
Housekeeping Attendant
Average Wages
Full Service Hotels
City
City
Average
Base Pay
San Diego
$13.19
San Diego
Average
Base Pay
$9.83
Seattle
$11.19
Seattle
$13.89
Los Angeles
$11.33
Los Angeles
$14.61
Boston
$11.36
Philadelphia$14.98
Philadelphia$12.12
Chicago$16.26
Chicago$14.26
Boston
San Francisco $17.22
San Francisco $19.58
Front Desk Agent
Average Wages
Select Service Hotels
Steward/Dishwasher
Average Wages
Full Service Hotels
City
Average
Base Pay
City
Average
Base Pay
San Diego
$11.00
San Diego
$13.31
Philadelphia$11.57
Seattle
$13.81
Seattle
$11.71
Philadelphia$14.36
Los Angeles
$11.75
Los Angeles
Boston
$11.87
Chicago$15.98
$18.38
$15.47
Chicago$12.95
Boston
$17.08
San Francisco $16.95
San Francisco $18.65
13
ABOUT WAGEWATCH, INC.
APPENDIX
For more than a decade, industry associations, trade groups and employers
have recognized WageWatch, Inc. as a leader in providing detailed, accurate
Web-based compensation surveys reports. WageWatch conducts compensation
and benefits surveys for a number of industries including lodging, healthcare,
gaming, non-profit, and universities. Our PeerMark™ compensation survey
enables subscribers to retrieve detailed industry and geo/market specific
compensation reports that are customized to each company’s needs.
Our lodging salary survey is conducted with employers and disseminated via
the WageWatch website (www.wagewatch.com), and is the most comprehensive
database with over 5,000 properties reporting wages for over 400,000
incumbents in our 2013 and 2014 Hospitality Peermark™ Surveys.
Our consulting team is comprised of accounting, compensation, and
information technology professionals who provide wage and salary reports
and analysis to our clients in multiple industries. WageWatch routinely
conducts compensation studies and analysis of market competitiveness for
its subscribers and association partners. We help our clients understand
the metrics and explain what the data and related statistics mean for their
business so they can make informed decisions.
ABOUT AH&LA
Serving the hospitality industry for more than a century, the American
Hotel & Lodging Association (AH&LA) is the sole national association
representing all segments of the 1.8 million-employee U.S. lodging industry,
including hotel owners, REITs, chains, franchisees, management companies,
independent properties, state hotel associations, and industry suppliers.
Headquartered in Washington, D.C., AH&LA provides focused advocacy,
communications support, and educational resources for an industry generating
$155.5 billion in annual sales from 4.9 million guestrooms.
14
APPENDIX
DEFINITIONS
Average
The sum of all values of a data set divided by the number of values in that
set. The average is also called the arithmetic mean.
Average Base Pay
The sum of all salaries or wages in a data set divided by the number of
employees in the given position.
Exempt or Non-exempt
An exempt employee is paid a salary and is not compensated for overtime
hours worked per the Federal Fair Labor Standards Act or per more stringent
State regulations. Under Federal law, an employee may be considered
exempt by meeting certain responsibility and compensation criteria under
the following four categories: administrative, executive, professional, and
outside sales. A non-exempt employee does not meet the criteria and is paid
for overtime hours worked.
Full Service Hotel
Full service hotels have a larger staff and larger facilities to accommodate
guests who require more services and amenities. They offer guests services
such as bed turn-down, newspaper delivery, security guards, wake-up calls,
room service and a shuttle to and from an airport or other nearby attractions.
They have at least one full-service restaurant and lounge, gift shop, gym
and may include other services such as coffee shop, pool, spa services and
meeting and conference space.
Select Service Hotel
Select service hotels offer fewer services and amenities than full-service hotels.
They do not have a full service restaurant or lounge, they may or may not
have a gym, and normally do not have a pool. They may offer complimentary
breakfast service, and tend to appeal more to leisure travelers, as opposed to
conference and business-type travelers. To appeal to cash-conscious travelers
on the go, limited-service hotels often offer microwaves and mini-fridges, as
well as cable TV and Internet, in their rooms.
Economy Hotel
Economy Hotels usually have the lowest operating costs due to their lack of
extras. Room rates are typically lower, because these hotels cater to budgetconscious travelers.
15
APPENDIX
POSITION TITLES
AND DESCR IPTIONS
Front Desk Agent
Performs guest check in and check out. Makes reservations or adjustments
to existing reservations. Informs guests of special events, in-house groups,
occupancy, and other situations affecting front desk operations. Handles
cash and credit transactions.
Housekeeper/ Room Attendant
Cleans rooms, bathrooms, and fixtures. Changes bedding, vacuums and
dusts. Performs miscellaneous duties such as replenishing supplies. May
clean public areas.
Steward/ Dishwasher
Cleans and sanitizes plate ware, silverware, glassware, pots/pans, utensils
and equipment; places clean items on specified shelves; cleans kitchen area;
may assist with set-up and storage of kitchen items.
16
QUESTION 7
WHAT IS THE MINIMUM EDUCATION REQUIREMENT FOR YOUR
MINIMUM WAGE, STARTING PAY, JOB TITLES?
Answer Options
Response Percent
No Requirement
76.5%
High School Diploma/GED23.5%
Some College (non-degree)0%
APPENDIX
SURVEY R ESPONSE
TABLES FOR
QUESTIONS 7 – 10
2 Year College Degree
0%
4 Year College Degree
0%
QUESTION 8
WHAT PERCENT OF YOUR WORKFORCE IS PAID THE MINIMUM WAGE?
Answer Options
Response Percent
None37.0%
1-25%45.1%
26-50%13.1%
51-75%2.1%
76-100%2.7%
QUESTION 9
WHAT PERCENT OF YOUR FULL TIME EMPLOYEES ARE PAID
ABOVE THE MINIMUM WAGE, INCLUDING TIPS?
Answer Options
Response Percent
None3.2%
1-25%6.2%
26-50%7.1%
51-75%12.1%
76-100%71.5%
QUESTION 10
WHAT PERCENT OF YOUR PART TIME EMPLOYEES ARE PAID
ABOVE THE MINIMUM WAGE, INCLUDING TIPS?
Answer Options
Response Percent
None6.2%
1-25%15.3%
26-50%8.0%
51-75%10.3%
76-100%60.2%
17
QUESTION 11
WHAT IS THE MINIMUM AMOUNT OF TIME A NEW HIRE HOURLY
EMPLOYEE HAS TO STAY IN THE JOB BEFORE BEING ELIGIBLE
FOR A PROMOTION?
Answer Options
Response Percent
No formal requirement
40.1%
Less than a year40.6%
APPENDIX
SURVEY R ESPONSE
TABLES FOR
QUESTIONS 11 – 13
1-2 years18.4%
2-3 years
0.6%
More than 3 years
0.3%
QUESTION 12
WHAT IS THE AVERAGE LENGTH OF TIME AN HOURLY EMPLOYEE
STAYS IN A JOB BEFORE BEING PROMOTED?
Answer Options
Response Percent
Less than 1 year17.3%
1-2 years58.0%
2-3 years
17.6%
3-5 years
5.5%
5-10 years
1.6%
10+ years
0.0%
QUESTION 13
WHAT IS THE AVERAGE LENGTH OF TIME AN HOURLY EMPLOYEE
STAYS WITH YOUR COMPANY?
Answer Options
Response Percent
Less than 1 year3.8%
1-2 years16.5%
2-3 years
26.3%
3-5 years
33.7%
5-10 years
15.2%
10+ years
4.4%
18
QUESTION 14
WHAT IS THE AVERAGE LENGTH OF TIME A SALARIED EMPLOYEE
STAYS WITH YOUR COMPANY?
Answer Options
APPENDIX
SURVEY R ESPONSE
TABLES FOR
QUESTIONS 14 – 18
Response Percent
Less than 1 year1.0%
1-2 years3.2%
2-3 years
14.6%
3-5 years
39.5%
5-10 years
32.4%
10+ years
9.4%
QUESTION 16
WHAT PERCENTAGE OF YOUR GENERAL MANAGERS STARTED
THEIR CAREERS FROM AN HOURLY HOTEL POSITION?
Answer Options
Response Percent
None9.2%
1-25%28.4%
26-50%14.2%
51-75%14.9%
76-100%33.3%
QUESTION 17
FOR THE HOTEL POSITIONS, WHAT PERCENTAGE OF MANAGERS
(ALL DEPARTMENTS) BEGAN THEIR HOTEL CAREER AT AN HOURLY
ENTRY LEVEL POSITION?
Answer Options
Response Percent
None1.8%
1-25%21.8%
26-50%15.7%
51-75%23.2%
76-100%37.5%
QUESTION 18
FOR THE CORPORATE OFFICE, WHAT PERCENTAGE OF EXECUTIVES
(DIRECTOR, VP, C-SUITE) BEGAN THEIR HOTEL CAREER AT A HOURLY
ENTRY LEVEL POSITION?
Answer Options
Response Percent
None13.6%
1-25%30.2%
26-50%16.2%
51-75%17.4%
76-100%22.6%
19