Human Resources

Bureau of Labor Statistics Releases Benefits Survey

July 28, 2010
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The Bureau of Labor Statistic’s National Compensation Survey (NCS) provides comprehensive measures of occupational earnings, compensation cost trends, the incidence of benefits, and detailed benefit provisions.

This bulletin presents estimates of the detailed provisions of employer-provided health and retirement plans in private industry in 2009. Under the NCS program, information on the incidence and provision of benefits is published in stages.

An earlier bulletin provided 2009 NCS data on civilian, state and local government, and private industry workers, on the incidence of (access to and participation in) selected benefits and detailed provisions of paid holidays, life insurance plans, and some other benefit plans, as well as on employer and employee shares of contributions to medical care premiums and their average amounts.

Similar data for civilian, private industry, and state and local government workers for March 2010 will be issued later this year.

This bulletin of detailed health and retirement provisions will begin including basic health, defined benefit, and defined contribution tables each year. In addition, each year additional tables for a specific benefit will also be included.

For example, this year additional defined contribution retirement tables in private industry are included. Next year, additional defined benefit retirement tables in private industry will be included in the bulletin. Periodically, state and local government benefits are scheduled to be studied.

Review the full survey.

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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