14 National Instruments

In Search of the Best and the Brightest

Number of undergraduate campuses where the employer actively recruited during the 2005-06 school year: 48

Number of undergraduate campuses where the employer extended entry-level job offers to graduating seniors: 35

Number of applicants from all sources (on-campus recruiting, job boards, company Web site, etc.) for entry-level jobs in calendar year 2004: 1200

Number of applicants from all sources for entry-level jobs in calendar year 2005: 1300

Entry-level hires in calendar year 2004: 138

Entry level hires in calendar year 2005: 131

Percentage of 2004 entry-level hires who were former undergraduate interns: 15

Percentage of 2005 entry-level hires who were former undergraduate interns: 15

Percentage of 2006 entry-level hires (to date) who were former undergraduate interns: 15

The three most important characteristics for entry-level applicants:

1- College major
2- Analytical skills
2-Communication Skills
3- College GPA
3-Leadership Skills

The Freshman Class

Percentage of new hires from calendar year 2005 who are minorities:27

Percentage of new hires from calendar year 2005 who are female: 27

Percentage of 2005 entry-level hires with degrees in the following areas of study:

Business: 5
Engineering: 85
Liberal Arts: 5
Other: 5

Show Me the Money...and the 401(K)

Average annual base salary (excluding overtime, bonus, and other compensation) for entry-level employees hired since Jan. 1, 2006: $50,000 to $54,999

Percentage of new entry-level hires since Jan. 1, 2006, with annual base salary in the following ranges:

Less than $35,000: 0
$35,000 to $39,999: 20
$40,000 to $44,999: 0
$45,000 to $49,999: 0
$50,000 to $54,999: 80
$55,000 and above: 0

Did half or more of all entry-level hires since Jan. 1, 2006 receive a signing bonus? No

Are entry-level hires eligible for performance bonuses in their first year on the job? Yes

Percentage of 2006 entry-level hires employed on an hourly basis (eligible for overtime): 0

Percentage of 2006 entry-level hires employed on a salary basis (not eligible for overtime): 100

Does the employer reimburse employees for educational expenses? Yes

If so, are employees eligible for educational reimbursement immediately upon hire? Yes

Number of paid vacation days new hires receive:

In their first year on the job: 10
After 3 years: 13
After 5 years: 15
After 10 years: 15

Do entry-level hires have access to an employer-sponsored health plan? Yes

Do employees pay part of the cost through payroll deductions? Yes

Does the health plan provide dental coverage? Yes

Does the health plan provide vision coverage? Yes

Do entry-level hires have access to a 401(k) savings plan? Yes

If so, number of months employee must work before becoming fully vested in the 401(k): 1

Maximum company match as a percentage of salary: 3

Percentage of salary employee must set aside to receive maximum company match: 6

Are entry-level hires eligible for an employer-funded pension? NA

If so, number of months employee must work to become fully vested in the pension plan: NA

Are entry-level hires eligible for a profit-sharing plan? Yes

Number of months employee must work to become fully vested in the profit-sharing plan: 0

Annual paid holidays: 10

Do employees receive paid time off for religious observances? Yes

Number of days per year allowed for religious observances: 2

Number of paid sick/personal days entry-level hires receive in their first year on the job: 12

Note: Does not include additional 1-3 days bereavement for death of family member.

Is flex time an option for entry-level employees: Yes

Paid maternity leave (in days) for employees on the payroll:

Less than a year: 0 days
3 years: 0 days
5 years: 0 days

Does your organization match charitable gifts made by employees? Yes

Does your organization pay relocation expenses for new hires? Yes

Employees receive discounts for:

Car rentals: Yes
Cell phone/services: Yes
Cultural events: Yes
Gym memberships: Yes
Insurance: Yes
Publications: No

Cubicle Culture

Average number of hours worked per week by entry-level hires, including overtime: 48

Does the average vary depending on business unit or department? Yes

Does the organization periodically monitor employee e-mail? No

Does the organization periodically monitor employee Web usage? No

Typical dress code for new hires: Business Casual, Casual, Casual Fridays

Does the organization sponsor employee volunteer opportunities? Yes

Employee day care is: not offered

Fitness facilities are: available at some locations

Training and Mentorship

Does this organization have a formal orientation program that is required of all new hires? Yes

Number of days the program lasts: 1

The program includes: Tour of facilities, Guest Speakers, Team Building Activities

The program also includes: Benefits, confidentiality, employee communications, community relations, health and wellness, individual orientation within department

Average amount spent on training, per new hire, in calendar year 2005: $7000

Note: Formal classroom training only. Average is for all new engineering hires. Average for Engineering Leadership Program hires is $10,000.

Does this organization have any formal leadership or management development programs for entry-level employees that last a year or more? Yes

The program selected to describe in further detail: Engineering Leadership Program (ELP)

Do entry-level job candidates apply directly to this program? Yes

If not, eligibility is determined by: NA

When are new hires first considered eligible: Immediately

Is the program rotational? Yes

Number of locations or business units the employee spends time at: 3

Note: Rotations are earned, not automatic

Length of program: from 52 to 104 weeks.

Percentage of employees offered permanent positions after completing the program: More than 75%

After completing the program, do employees who are offered a permanent position receive an automatic raise? No

Typical raise: NA

Does this organization have a formal mentorship program? Yes

If so, Percentage of entry-level hires who participate in the mentorship program: 100

Looking Ahead

Three-year retention rate: 85%

Note: For new employees hired in 2003, 2004, and 2005.

Five-year retention rate: 77%

Note: For new employees hired 2001 through 2005.

Merit raises are determined by: Performance

Date at which most entry-level hires are eligible for their first merit raise: One-year anniversary

Promotions are determined by: Performance

Date at which most entry-level hires are eligible for their first promotion: Varies

Frequency with which entry-level hires are formally evaluated: Bi-Annually

Three most important performance measures for entry-level hires:

1- Analytical skills
1-Organizational Skills
2- Effort
2-Enthusiasm
3- Intelligence
3-Learning Ability

Minimum tenure (in years) required in one position before most entry-level employees are eligible to apply for another, including lateral transfers: 0.5

The following rules apply to such transfers: Only in limited circumstances; typically new hires must serve 1 year before being approved for a transfer.

Number of employees at or above the level of vice-president: 12

Of those employees, the number who have been with the organization for 20 years or longer: 4

Age of the youngest employee at or above the level of vice-president: 39

Number of years he/she has been with this organization: 12