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The Welch Way
Number of undergraduate campuses where the employer actively recruited during the 2005-06 school year: 350
Number of undergraduate campuses where the employer extended entry-level job offers to graduating seniors: 350
Number of applicants from all sources (on-campus recruiting, job boards, company Web site, etc.) for entry-level jobs in calendar year 2004: 13249
Number of applicants from all sources for entry-level jobs in calendar year 2005: 11638
Entry-level hires in calendar year 2004: 3812
Entry level hires in calendar year 2005: 4055
Percentage of 2004 entry-level hires who were former undergraduate interns: NA
Percentage of 2005 entry-level hires who were former undergraduate interns: NA
Percentage of 2006 entry-level hires (to date) who were former undergraduate interns: NA
The three most important characteristics for entry-level applicants:
NR- Entrepreneurial
1- Leadership skills
1-College major
2- Second language
2-Analytical skills
2_Communication skills
3- Work experience
Other
Percentage of new hires from calendar year 2005 who are minorities:16
Percentage of new hires from calendar year 2005 who are female: 59
Percentage of 2005 entry-level hires with degrees in the following areas of study:
Business: 10
Engineering: 4
Liberal Arts: 60
Other: 26
Average annual base salary (excluding overtime, bonus, and other compensation) for entry-level employees hired since Jan. 1, 2006: Less than $35,000
Percentage of new entry-level hires since Jan. 1, 2006, with annual base salary in the following ranges:
Less than $35,000: 100
$35,000 to $39,999: 0
$40,000 to $44,999: 0
$45,000 to $49,999: 0
$50,000 to $54,999: 0
$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? No
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? No
Number of paid vacation days new hires receive:
In their first year on the job: 24
After 3 years: NA
After 5 years: NA
After 10 years: NA
Do entry-level hires have access to an employer-sponsored health plan? Yes
Do employees pay part of the cost through payroll deductions? No
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? No
If so, number of months employee must work before becoming fully vested in the 401(k): NA
Maximum company match as a percentage of salary: NA
Percentage of salary employee must set aside to receive maximum company match: NA
Are entry-level hires eligible for an employer-funded pension? No
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? NA
Number of months employee must work to become fully vested in the profit-sharing plan: NA
Annual paid holidays: 0
Do employees receive paid time off for religious observances? NA
Number of days per year allowed for religious observances: NA
Number of paid sick/personal days entry-level hires receive in their first year on the job: 45
Is flex time an option for entry-level employees: No
Paid maternity leave (in days) for employees on the payroll:
Less than a year: 0 days
3 years: NA days
5 years: NA days
Does your organization match charitable gifts made by employees? No
Does your organization pay relocation expenses for new hires? Yes
Employees receive discounts for:
Car rentals: No
Cell phone/services: Yes
Cultural events: Yes
Gym memberships: No
Insurance: Yes
Publications: Yes
Average number of hours worked per week by entry-level hires, including overtime: 56
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? Yes
Typical dress code for new hires: Business Casual, Casual
Does the organization sponsor employee volunteer opportunities? Yes
Employee day care is: not offered
Fitness facilities are: not available
Does this organization have a formal orientation program that is required of all new hires? Yes
Number of days the program lasts: 60
The program includes: Diversity Exercises, Tour of facilities, Guest Speakers, Team Building Activities
The program also includes: Language, safety
Average amount spent on training, per new hire, in calendar year 2005: $7000
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: Volunteer Leader
Do entry-level job candidates apply directly to this program? No
If not, eligibility is determined by: Performance
When are new hires first considered eligible: Within 3 Years
Is the program rotational? No
Number of locations or business units the employee spends time at: NA
Length of program: 52 weeks
Percentage of employees offered permanent positions after completing the program: Fewer than 25%
After completing the program, do employees who are offered a permanent position receive an automatic raise? NA
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
Three-year retention rate: NA
Five-year retention rate: NA
Merit raises are determined by: NA
Date at which most entry-level hires are eligible for their first merit raise: NA
Promotions are determined by: NA
Date at which most entry-level hires are eligible for their first promotion: NA
Frequency with which entry-level hires are formally evaluated: Typically quarterly but varies by office
Three most important performance measures for entry-level hires:
1- Leadership Ability
1-Analytical skills
1-Organizational Skills
1-Sales
2- Enthusiasm
2-Efficiency
3- Effort
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: 2
The following rules apply to such transfers: Superior performance expected
Number of employees at or above the level of vice-president: NA
Of those employees, the number who have been with the organization for 20 years or longer: NA
Age of the youngest employee at or above the level of vice-president: NA
Number of years he/she has been with this organization: NA
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