Help Detroit Drives Degrees Attract and Retain Talent in Southeast Michigan

Talent retention and attraction is a main focus of Detroit Drives Degrees (D3) initiative, following college (access) and graduate (success), keeping homegrown talent in the region is important to boost the economy and improve our communities. Unfortunately, only about 40 percent of graduates currently remain in Southeast Michigan post-college to start their careers.

The D3 talent working group consists of leaders across Southeast Michigan working in talent retention, attraction, and placemaking. The main mission of the group is to increase the amount of educated talent living in the region so the working group focuses on retaining existing residents with postsecondary degrees and attracting new talent to the community.

To get a better picture of existing talent strategies, challenges, opportunities and community assets, the working group launched a public survey this week. The survey asks if you are a longtime resident, newcomer, boomerang, ex-pat or college student to take the survey which outlines a series of questions for each group of people. For example, longtime residents can expect to answer questions about their community’s hidden gems, comment on their connection to changes happening in Detroit and share ideas about how residents can get connected to their community. Newcomers, on the other hand, can expect to share their experience moving to the region and how they embraced their community.

In addition, we ask that everyone share the questionnaire with friends, family, colleagues and neighbors so we can collect perspectives from a diverse group of people representing all corners of the region.

The survey closes on Friday, May 19 and results and key ideas will be promoted following so everyone can benefit from the information we collect. The working group will dive deep into the results and create a strategy to improve talent retention and attraction outcomes. We’re hoping to collect impactful and creative ideas from the survey so we need YOU to participate!

Can you help spread the word? Feel free to use the text below to promote via email or social media.

How can the region better keep existing residents and attract new ones? Take this survey to share your experiences and ideas https://goo.gl/forms/Yx3w74LoxIBBsSuC2 @DetroitChamber #D3Talent #DetroitDrivesDegrees

Want to get involved? Feel free to contact me at scraft@detroitchamber.com.

And don’t wait! Take the survey right now.

American Society of Employers (ASE) releases 2016 Healthcare Insurance Benefits Survey findings

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, has released its 2016 Healthcare Insurance Benefits Survey. The second annual survey, covering Michigan employers, examines the premiums, deductibles and co-pays of employer-sponsored health plans as well as wellness benefit offerings.

Highlights of the ASE 2016 Healthcare Insurance Benefits Survey:

• At 91%, the most widely used plan type among respondents was a Preferred Provider Organization (PPO), which offers employees greater provider options. Only 33% of surveyed companies offered a Health Maintenance Organization (HMO) plan.
• In 2016, the median in-network PPO plan deductible (in high deductible plans) for employee-only coverage in non-unionized companies was $1,875, up from $1,750 in 2015. Median deductibles for employee plus family coverage increased by $250 to $3,750. Changes in health deductibles among traditional plans (i.e. those without high deductibles) were mixed. In-network deductibles among traditional PPO plans decreased slightly for employee only and employee plus family coverage. Decreases for those plan types were between $100 and $200 for employee-only and employee plus family coverage respectively. However, among HMO plans, the median deductibles increased $250 for employee-only coverage and $500 for employee plus family coverage.
• Among non-union firms, the average employer premium percentage for employee only and employee plus family coverage for consumer-driven health plans (CDHPs), plans that typically combine high-deductible health insurance with tax-advantaged accounts, was 80%, down slightly from 82% in 2015. For traditional PPO plans, the median employer premium for both union and non-union organizations was consistent with 2015 at 82%. For traditional PPO plans, the median employer premium for both union and non-union organizations was maintained at 80%.

In response to a survey question regarding healthcare cost containment strategies, the following are among those noted:

• Increase the employee’s cost share of health insurance: Nearly 40% of organizations responding either increased the employee’s share prior to 2016 or plan to do so this year.
• The implementation of additional formulary tiers for prescription drug coverage: In looking at a traditional PPO in 2015, 22% of union organizations used four or five tiers; in the 2016 survey findings, that number rose to almost 24%. In non-union organizations, 94% of organizations reported using three tiers and above in the 2016 survey, up from 88% in 2015.
• The creation or expansion of wellness programs: Union organizations offering screening activities, preventative interventions and health promotion activities increased more than 10% from 2015; there was also an overall increase in the percentage of union organizations offering cash or cash equivalent incentives for wellness activity participation as opposed to a premium discount or contribution to an HSA/HRA.

The ASE 2016 Healthcare Insurance Benefits Survey findings were announced by ASE President and CEO, Mary E. Corrado.

“This survey serves as a resource employers can use to ensure they are effectively competing in the marketplace,” Corrado said. “Healthcare remains a substantial investment for both employers and employees. Employers are adjusting their health plans and associated premium, co-pay and deductible expenses in a manner that ensures affordability for both the employer and the employee.”

Background information on the ASE 2016 Healthcare Insurance Benefits Survey:

• 229 organizations from across Michigan participated.
• Organizations with 50 to 499 employees nationally made up more than 60% of the survey sample, while organizations with more than 500 employees nationally represented nearly 22% of the sample. The remaining 18% of the sample come from organizations with fewer than 50 employees nationally.
• A variety of industries are represented, with manufacturing or goods producing organizations representing 51% of the survey sample. The remaining 49% are represented by trades and services organizations.

To obtain a copy of ASE’s 2016 Healthcare Insurance Benefits Survey, contact ASE’s Compensation and Benefits Surveys department at surveys@aseonline.org or 248.353.4500. This survey is available free of charge to ASE-member survey participants, $225 to ASE members and $1,350 for non-members.

About the American Society of Employers (ASE) – a Centennial Organization

The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

American Society of Employers (ASE) releases Starting Salaries for Co-op Students and Recent College Graduates survey

Results show demand for technical degrees, need for students to be adaptable

Livonia, Mich. —May 4, 2015 — Today, the American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, released the organization’s Starting Salaries for Co-op Students and Recent College Graduates survey. The annual survey provides a snapshot in time of current workforce conditions and what co-op students and recent college graduates can expect in terms of job availability and compensation. Mary E. Corrado, president and CEO of ASE, says the 2015 survey reveals a high demand for graduates with technical degrees and the ability to adapt behaviorally to different work environments.

“The economy is cyclical and unpredictable, and the hottest job today may not exist four to six years from now,” Corrado said. “However, this annual survey confirms that organizations are continuing to invest in co-ops and interns, jobs will again be available for students with technical degrees and, regardless of industry, students need to make sure they can adapt to different work environments.”

A total of 168 companies, 80% of them located in the metro Detroit region with an average of 760 employees, and more than half classified as automotive suppliers, responded to the 2015 Starting Salaries for Co-op Students and Recent College Graduates survey. Survey highlights include:

Hiring Trends:
• Three out of four (74%) respondents say their company has hired, or plans to hire, a recent college graduate in 2015
– More than half (56%) of those companies say hiring practices have remained the same in 2015 as 2014
– 40% of the companies who have hired or plan to hire a recent graduate in 2015 have increased their hiring efforts this year
• Statistically, the top six in-state institutions the responding companies actively recruit from are: 1) University of Michigan; 2) Michigan State University ; 3) Kettering University; 4) Oakland University ; 5) Michigan Technological University and Wayne State University (tied)
• The top three most popular technical bachelor-degree disciplines hired in the past year were: 1) mechanical engineering; 2) electrical engineering; 3) computer science
• The top three most popular non-technical bachelor-degree disciplines hired in the past year were: 1) business administration; 2) accounting; 3) human resources/labor relations
• Automotive suppliers have increased hiring of bachelor-level mechanical engineers, resulting in a 16% increase in hiring among automotive suppliers compared to a year ago

Candidate and Salary Trends:
• The top three knowledge/skill factors organizations consider when making hiring decisions, in order, are: 1) computer skills; 2) related coursework (i.e., to the work required in the job); 3) work experience/internships
• The top three shortcomings of recent college graduates are: 1) adaptability to the work environment (63%); 2) career expectations (60%); 3) compensation expectations (51%)
• Only 6% of survey respondents would pay a premium if a graduate was from a specific school. However, when a company is willing to pay a premium, the majority will do so for University of Michigan graduates
• Of the six disciplines named above (mechanical engineering, electrical engineering, computer science, business administration, accounting and human resources/labor relations), the highest starting salaries went to the engineering disciplines. Depending on the specific specialty, the starting engineering salaries ranged from $57,000 to $63,467; computer science came in on average at $54,495; finance at $51,038; accounting at $48,493; business administration at $46,099; and human resources at $45,488.
• Pay rates for high school and college co-ops and interns were separated by technical and non-technical roles; the average hourly rate for a college senior in a technical field is $17.23 an hour and $15.10 for a non-technical field; the average hourly rate for a college junior in a technical field is $16.02 an hour and $14. 20 for a non-technical field.

To obtain a copy of the Starting Salaries for Co-op Students and Recent College Graduates survey, contact Kevin Marrs, Vice President at ASE, 248-223-8019 or kmarrs@aseonline.org.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

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Annual Survey Underway to Benchmark Michigan Benefits Trends, Employers’ Response to Health Care Reform

Insight into cost management, spousal coverage, and wellness trends will help participating employers plan for 2015.

Troy, Michigan, January 20, 2014 – McGraw Wentworth, a Marsh & McLennan Agency LLC company, has launched its 11th annual Southeast Michigan Mid-Market Group Benefits Survey. The free survey will provide employers and human resources professionals with trend data to understand how their peers adapted to the Patient Protection and Affordable Care Act (ACA) and to guide their 2015 employee health care benefit strategies.

More than 550 southeast Michigan organizations are expected to participate in the 2014 Mid-Market Survey, which includes new data points to reflect the changes in employer-sponsored health care. The resulting analysis will:

• Provide insight into how Michigan organizations modified their plans to address the policies and practices required by ACA.
• Identify whether employers modified or plan to modify workforce strategies due to the “play or pay” employer penalty, implementation of which was delayed to 2015.
• Highlight the use of defined contribution plans, private exchanges and public marketplaces.
• Examine the use of cost control strategies such as consumer driven health plans (CDHPs), telemedicine, and spousal coverage.
• Review PPO, HMO and CDHP plan deductibles and co-pays set by Southeast Michigan employers.
• Track the growing interest in and usage of wellness and disease management programs.
• Identify actions taken by TrendBendersTM, high-performing organizations that have kept average cost increases below trend over the past two years.

“The ACA has had a profound impact on employer-provided health care and more changes are still to come. The survey results, available within the same year of data collection, will help Michigan employers adapt their workforce and benefits strategies accordingly for 2015 and beyond,” said Rebecca McLaughlan, Managing Director, McGraw Wentworth. “This data is also helpful for Michigan employers that are competing to recruit and retain talent in a rebounding economy.”

Mid-size employers with 100-10,000 employees in southeast Michigan — including manufacturing, technology, service, government, education and not-for-profit organizations — benefit from the extensive survey analysis. Participants are invited to attend a free, accredited seminar to receive the results and analysis, along with a tailored report benchmarking their organization against industry peers and the entire dataset. All data will be confidential. Interested organizations can contact Ryan Bowers at (248) 822-6231 or visit mcgrawwentworth.com

McGraw Wentworth, a Marsh & McLennan Agency LLC company, is an award-winning group benefits consulting and brokerage firm based in Troy, Michigan. The company counsels clients on how to structure their group benefit programs and provides strategic planning, utilization review, benefit design, employee communications, compliance assistance and related services. The firm is supported by Marsh & McLennan, the premier global provider of advice and solutions in risk, strategy and human capital. Follow McGraw Wentworth on twitter, LinkedIn and Facebook.

2013 DYKEMA AUTOMOTIVE INSTITUTE SURVEY: INDUSTRY CHALLENGES

Detroit – November 14, 2013 – As the automotive industry continues to move towards globalization, original equipment manufacturers (OEMs) and automotive suppliers face a number of complex legal issues across the world that may affect the productivity of their organizations and their bottom line, according to the 2013 Dykema Automotive Institute Survey: Industry Challenges.

Measuring the attitudes and perspectives of executives at OEMs and suppliers, the survey reveals that data privacy was chosen as the top legal challenge that U.S. automotive executives face when doing business overseas. With that in mind, the survey found that only about a quarter of respondents report their companies employ in-house experts who concentrate on privacy and security changes, while the majority of them do not. Indeed, 74 percent of respondents said their companies do not employ a chief privacy officer or other senior manager with “privacy” in his or her job title.

Navigating the complicated corporate bribery laws when doing business overseas was another notable challenge referenced by survey respondents, particularly as it relates to doing business in China. While U.S. OEMs and suppliers continue to expand into China to take advantage of its growing automotive marketplace, the country’s reputation for corruption in both the private sector and government business has not gone unnoticed. A wide majority of respondents chose China as posing the greatest compliance risk when doing business overseas.

“Following the financial crisis and recession, the automotive industry has taken strides over the last five years to reinvent itself,” said Aleks Miziolek, director of Dykema’s Automotive Industry Group. “The survey shows that while this transformation has put automotive companies in a strong position to compete globally, there are several key legal and compliance challenges—by data privacy, corporate bribery and international tax laws, to name just a few—that leave them at risk of liability.”

The survey also revealed legal issues not yet on automotive executives’ radars. Although automotive collaborations often raise legal and operational questions ranging from antitrust issues to the challenges that arise when collaborating with competitors, automakers are increasingly teaming up with competitors to share costs and brainpower as fuel efficiency and environmental requirements get tougher. Specifically, 44 percent of OEMs and 49 percent of suppliers plan to enter into a collaboration in the next 12 months. The desire to fund technological advancements was the top reason given for inspiring OEMs to collaborate, while the desire to expand into foreign markets was the top reason chosen by suppliers.

“Only automotive companies that are ahead of the game in addressing legal risks will truly remain competitive and prosper in the future,” added Miziolek. “We believe the findings of our survey present important opportunities for OEMs and suppliers to gain a better understanding of the top legal challenges facing their companies. Chief among these are matters regarding environmental compliance, intellectual property, corporate bribery laws, litigation, data privacy, international tax, regulatory issues and mergers and acquisitions (M&A). It’s only by understanding these realms—and developing proactive solutions to them—that t automotive companies can ensure that their organizations remain at the forefront of this global industry moving forward.”

According to Dykema, the survey yielded a number of other prominent conclusions, including:

  • Court disputes. Litigation remains a top legal concern for automotive companies with some areas of litigation seeing more activity than others. Supply chain litigation (52 percent), IP litigation (46 percent) and warranty litigation (39 percent) were the top three types of litigation faced by respondents’ companies over the last year.
  • Counterfeit goods. Although the U.S. automotive industry witnesses an estimated $12 billion per year in trade of counterfeit automotive parts, only half of respondents have taken specific steps against counterfeiting, including customs enforcement and litigation, to protect their brand, and only a few plan to do so in the next year. While there are a number of steps a company can implement to fight against counterfeiting, this is an area of concern that is not getting needed industry attention.
  • Compliance deadlines. Respondents ranked conflict minerals lowest in terms of global compliance concerns. However, automotive manufacturers are seriously addressing near-term compliance deadlines to meet the standards of the Conflict Minerals Act (a rule that requires public companies to publicly disclose whether the sourcing of conflict minerals in their products benefited armed groups responsible for human rights violations). Sixty-eight percent of respondents would consider not sourcing a supplier if it indicated products contained or likely contained conflict minerals, and 64 percent would consider not sourcing a supplier if it did not comply with a conflict minerals request. At the same time, the response to the survey question regarding the percentage of their Conflict Mineral Act compliant suppliers reveals many suppliers are still not compliant and/or the OEMs do not yet know whether their suppliers are compliant.

In July 2013, Dykema distributed the survey via e-mail to a group of senior executives and advisors in the automotive industry including CEOs, CFOs and other company officers.

With more than 75 years of experience representing companies in the automotive industry, Dykema has one of the most extensive automotive legal practices in the U.S. Dykema lawyers regularly represent automotive companies headquartered throughout the world. The attorneys counsel suppliers and OEMs in multi-million-dollar mergers and acquisitions, in a broad array of automobile product liability, commercial and supply chain management litigation, in class action litigation in the most challenging jurisdictions, and before the U.S. Department of Transportation and other federal and state departments and agencies. For more information on Dykema’s Automotive Industry Group, please visit http://www.dykema.com/services-industries-automotive-industry-group.html.

About Dykema

Dykema serves business entities worldwide on a wide range of complex legal issues. Dykema lawyers and other professionals in 13 U.S. offices work in close partnership with clients – from start-ups to Fortune 100 companies – to deliver outstanding results, unparalleled service and exceptional value in every engagement. To learn more, visit www.dykema.com and follow Dykema on Twitter http://twitter.com/Dykema.

DYKEMA ANNOUNCES RESULTS OF NINTH ANNUAL MERGERS AND ACQUISITIONS OUTLOOK SURVEY

The U.S. M&A market will be stronger in the next 12 months compared to the last 12 months, according to Dykema’s 2013 M&A Outlook Survey. The ninth annual survey of leading company executives and outside advisers examined how the U.S. economy, financing challenges, and other domestic and global matters will impact the M&A market in the coming year.

The survey revealed that most respondents (68 percent) believe that the U.S. M&A market will be stronger in the next 12 months compared to the last 12 months. In addition, half of the respondents (50 percent) possess a positive outlook about the U.S. economy going forward. This is a dramatically different picture from the 2012 survey, which saw only 37 percent of respondents believing the market would be stronger and 25 percent saying they felt positive about the state of the economy in the next year.

“As the nation continues to recover and rebound financially, the business community appears to be more optimistic about their investment options and the U.S. economy this year,” said Dave Cellitti, leader of Dykema’s M&A practice. “Excess capital would seem to be one main reason for this surge in optimism; however, executives are still cautious as they continue to make decisions in a turbulent economic environment.”

U.S. economic conditions were cited again by most respondents as an explanation for M&A activity. The continuous “kick the can down the road” crises, including the sequester, government shutdown, and looming debt ceiling have made their impact on the confidence of M&A players. This year more survey respondents anticipated that they would be involved in an acquisition (70 percent) as opposed to 53 percent in 2012. For the sixth year in a row, most respondents (57 percent) expect strategic U.S. buyers to increase their presence most in the market.

“The business community is feeling better and is confident that it will be involved in an acquisition next year,” explained Jeff Dalebroux, director of Dykema’s Business Services Department. “This increased confidence is undoubtedly connected with lower rates, availability of capital and an overall positive outlook for the economy moving forward.”

According to Dykema, the survey yielded a number of other interesting conclusions, including:

  • A positive outlook. In 2012, only 25 percent thought the U.S. economy would look positive over the next 12 months compared to 50 percent of respondents in this year’s survey.
  • Room for improvement. In 2012, only 30 percent thought the economy would improve in the next 12 months when comparing it to the prior 12 months. That number rose to 54 percent this year.
  • Continued uneasiness. When rating the most common obstacles experienced in deals within the past 12 months, financing went from the second most common to the fourth most common obstacle from 2012 to 2013. Uncertainty in the economy remained at the top spot.

In September, Dykema distributed the survey via e-mail to a group of senior executives and outside advisors including CEOs, CFOs and other company officers. Survey respondents were asked about the future of the market, cross-border deals and the general strength of the economy. The results will be revealed at Dykema’s State of the Economy and 2013 M&A Outlook event in Chicago where distinguished speakers including Kristen Scarpa, vice president and investment strategist at Barclays; Jonathan Leiman, vice president at Pfingsten Partners; and Robert Satow, managing director at Lincoln International LLC will discuss the issues that are shaping the economy, the M&A market and what the next 12 months will hold.

For a copy of the full results of the survey, please contact Martin Grego at (312) 252-4117 or (mgrego@greentarget.com) or visit http://www.dykema.com/mergers/.

About Dykema

Dykema serves business entities worldwide on a wide range of complex legal issues. Dykema lawyers and other professionals in 13 U.S. offices work in close partnership with clients – from start-ups to Fortune 100 companies – to deliver outstanding results, unparalleled service and exceptional value in every engagement. To learn more, visit www.dykema.com and follow Dykema on Twitter http://twitter.com/Dykema.

Tenth-Annual McGraw Wentworth Survey to Benchmark Michigan Benefits Trends, Employers’ Plans for Health Care Reform

Troy, Michigan, January 21, 2013 – In 2014, key elements of the Patient Protection and Affordable Care Act (ACA) take effect, including employer “play or pay” mandates, mandatory coverage requirements for individuals, and health exchanges. Michigan organizations and human resources professionals are focusing on managing health care benefits costs while also adapting to and complying with the law. McGraw Wentworth, a Marsh & McLennan Agency LLC company, has launched its tenth-annual Southeast Michigan Mid-Market Group Benefits Survey to provide employers with benchmarking and trend data to use in developing their 2014 benefits plan strategies, including how to best navigate Affordable Care Act requirements. Results and analysis will be released in May.

More than 550 southeast Michigan organizations are expected to participate in the free survey. The 2013 Mid-Market Survey includes new data points to address the changes in employer-sponsored health care. The resulting analysis will:

  • Highlight whether Michigan organizations plan to continue offering group health coverage under health reform.
  • Benchmark how organizations intend to address the 30-hour work week, affordability test, auto enrollment rules and availability of health exchange.
  • Examine the use of cost control strategies such as defined contribution plans, consumer driven health plans (CDHPs), cost-shifting, and spousal surcharges.
  • Track organizations’ wellness initiatives, their use of incentives, and outcomes measurement.
  • Review PPO, HMO and CDHP plan costs and co-pays for southeast Michigan employers.
  • Identify the region’s TrendBendersTM, high-performing organizations that have kept average cost increases at less than 3% over the past two years.

”Health Care Reform is prompting all employers to examine their business models, to delve deeper into their workforce and benefits management strategies,” said Rebecca McLaughlan, Managing Director, McGraw Wentworth. “This survey is an important tool that helps midsize organizations understand health care cost trend and provides them with an objective overview of how their industry and regional peers intend to adapt to ACA.”

Mid-sized employers with 100-10,000 employees in southeast Michigan — including manufacturing, technology, service, government, education and not-for-profit organizations — benefit from the extensive survey analysis. Participants are invited to attend an informative survey results seminar at which they will receive a tailored report benchmarking their organization against industry peers and the entire dataset. All data will be confidential. Interested organizations should call Ryan Bowers at (248) 822- 6231 or visit mcgrawwentworth.com

McGraw Wentworth, a Marsh & McLennan Agency LLC company, is an award-winning group benefits consulting and brokerage firm based in Troy, Michigan. The company counsels clients on how to structure their group benefit programs and provides strategic planning, utilization review, benefit design, employee communications, compliance assistance and related services. The firm is supported by Marsh & McLennan, the premier global provider of advice and solutions in risk, strategy and human capital.