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Pay Rates in Food & Beverage ProcessingCompensation in Food & Beverage Processing, 5th EditionPUBLISHED: July 2002 The following summary of the 445-page Compensation in Food & Beverage Processing, 5th Edition survey report of 100 benchmark jobs from Abbott, Langer & Associates, Inc. describes the highest and lowest paid job characteristics, and the national median total cash compensation for 34 benchmark jobs , and the factors affecting salary (Geographic Area, Benchmark Job, Type of Product, Size of Organization, Total Annual Revenue, and Supervisory/Managerial Responsibility).
(Also, see Compensation in Manufacturing, which includes Food & Beverage Processing) Help our next Food &
Beverage Processing salary survey The composite highest-income practitioner reported in this field (salary plus cash bonus and/or cash profit sharing) is the President of a firm producing canned & cured seafood, flavoring extracts & syrups, rice, cheese, frozen specialties, or dehydrated fruits, vegetables, and/or soups. The company has 250 or more employees; grosses over $50 million in total annual sales; and is headquartered in or near Louisville, Stamford/Norwalk/Bridgeport (CT), Houston, Cleveland, Dallas/Ft. Worth, Philadelphia, or Milwaukee, or outside a metropolitan area studied in Wisconsin, Texas, or Missouri. While the median President in this group has a total annual income of $235,000, the highest-income individuals reported in this group make well over $600,000. Far to the other end of the income spectrum, one of the lowest- paid workers in food and beverage processing is a production worker. This employee has a median annual income of $18,117 and works for a firm headquartered in or near Sacramento, Virginia Beach/Norfolk/Newport News/Chesapeake/Hampton/Portsmouth, Kansas City, Atlanta, or Denver/Colorado Springs, or outside a metropolitan area studied in Kentucky or Pennsylvania, and produces rice, canned & cured seafood, or dehydrated fruits, vegetables, and/or soups. The lowest paid in this group make under $16,000 per year.
These composites represent the briefest possible "boil-down" of the voluminous data provided regarding current salaries and cash bonuses and/or profit sharing, and numerous demographic variables provided by 51 food and beverage processors. The end results of the survey appear in Compensation in Food and Beverage Processing, 5th Edition, a 445-page statistical analysis of compensation for over 15,000 employees. Copies of this report are available for $650.00 through our On-Line Order Form or from Abbott, Langer & Associates, Inc., Dept. NET, 548 First St., Crete, IL 60417 (telephone 708/672-4200; fax 708/672-4674). The median annual incomes (salaries plus cash bonuses/profit sharing/commissions) of some of the other 98 benchmark jobs for which income data are reported in Compensation in Food & Beverage Processing, 5th Edition, are:
The income relationships reported above may be distorted slightly, since some of these benchmark jobs were reported more frequently in organizations of one size, while other benchmark jobs were reported more frequently by larger or smaller organizations. This may also be true for product manufactured, geographic location, and supervisory/managerial responsibility. This possible defect is corrected in the complete survey report by reporting income for each benchmark job overall and with "break-outs" by each demographic variable. Geographic Area and Benchmark Job For the administrative group of employees, the highest salaries were found in the southwestern, midwestern, and southern states, with the lowest salaries found in the Pacific, Rocky Mountain, and northeastern states. The north central states fell in the middle. The best salaries for sales/marketing employees were in the Rocky Mountain, southwestern, and midwestern states. The lowest incomes were in the north central, southern, and northeastern states, with the Pacific states in the middle. MIS/dp employees received the highest salaries in the southwestern and midwestern states and the lowest salaries in the north central and southern states. The northeastern, Rocky Mountain, and Pacific states were in the middle of the range. For the financial group of employees, the highest pay was in the northeastern, Pacific, and north central states, and the lowest was in the Rocky Mountain, southern, and southwestern states. The midwestern states fell between these two groups. In descending order, clerical workers received the highest pay in the northeastern, southwestern, midwestern, north central, Rocky Mountain, Pacific, and southern states. Material acquisition/control/movement employees were paid most in the Pacific and north central states and least in the northeastern and southwestern states. The Rocky Mountain, midwestern, and southern states fell between those two groups. For maintenance & repair employees, the Rocky Mountain, Pacific, and midwestern states paid the highest salaries. The southern, north central, and southwestern states paid the lowest salaries, with the northeastern states in the middle. Laboratory employees received the highest pay in the midwestern, Rocky Mountain, and southwestern states, and the lowest pay in the southern, north central, and Pacific states. The northeastern states fell between those two groups of states. For engineering/technical management employees, the highest salaries were found in the midwestern and northeastern states. The lowest salaries for this group were found in the southern and Pacific states, with the Rocky Mountain, north central, and southwestern states in the middle range. Engineering employees were paid best in the southwestern, Pacific, and Rocky Mountain states, and least in the southern, northeastern, and midwestern states. The highest pay for the technical group was found in the northeastern and Rocky Mountain states, while the lowest pay was in the southern and north central states. The midwestern, Pacific, and southwestern states were in the middle of the range. Plant/manufacturing/production management employees were paid the best in the southern, midwestern, and Rocky Mountain states, and the least in the north central, northeastern, and Pacific states. The southwestern states were in the middle range. Income of the production/packaging supervision group was highest in the northeastern states, followed by the southwestern, midwestern, Rocky Mountain, Pacific, north central, and southern states. For production employees, the midwestern and Rocky Mountain states paid the highest salaries. The southwestern and southern states paid the lowest salaries, and the Pacific, north central, and northeastern states fell between the other two groups. Quality assurance/control, regulatory affairs and documentation employees were paid the highest salaries in the northeastern, southern, and midwestern states. The Pacific, Rocky Mountain, and southwestern states paid the lowest, with the north central states in the middle. Type of Product Overall, the compensation received by the groups of employees varied widely by type of product. For instance, the administrative group of employees received the highest salaries from processors of fruits & vegetables, while sales & marketing employees were paid best by producers of meat products. Size of Organization For most employee groups, the size of the organization and compensation were connected. In the administrative group, for instance, companies with 5,000 employees or more paid a median annual salary of $163,676, compared to $65,000 paid by companies with under 100 employees. Total Annual Revenue For the administrative group of employees, the highest salaries were paid by firms with annual revenues of $25 million to $99.9 million. In general, companies with an annual revenue of under $25 million paid the lowest salaries in all employee groups. Supervisory/Managerial Responsibility Overall, the highest salaries were paid to employees with the most supervisory/managerial responsibility. For instance, administrators who supervised 10 to 49 non-professional employees received a median income of $41,375. Compensation rose 181 percent (to $116,216) for administrators who supervised 50 or more professionals and non-professionals.
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