May 1, 2017
NEI Global Relocation Response
9yAlthough we appreciate inclusion of several positives about your experience at NEI, we are concerned by the amount of incorrect information in your comments. We’d like to offer accurate information about the topics you’ve brought up.
Regarding salary, we feel confident that our ranges are within the market value for the cities in which we operate, as well as within our industry. For Account Executives, pay is further structured based on a tier system where more experienced and higher performing employees are compensated at a higher level. The move from Assistant Account Executive to Account Executive is a promotion both in responsibilities and salary. It is possible however that a long tenured, high performing Assistant could be at a higher salary than a new Account Executive, until they have more time to develop in the role.
Our compensation package for Account Executives is intended to be primarily base pay. You are correct that a biannual bonus is offered based on transferee satisfaction; however, this is not the foundation of the compensation package. Previously, more of the Account Executives’ pay was comprised of bonuses but, based on employee feedback, we changed the structure by increasing base pay and reducing the amount of this bonus about three years ago. If there is performance, experience, or market information you don’t feel was considered in your case, we would like to sit down to discuss your situation further.
Regarding insurance, you said that mental health care isn’t covered by our provider but it is and frankly this is a strength of our insurance coverage. Our insurance partner is United Healthcare and they have a large network of providers, including mental health providers. The list of United Healthcare’s in-network providers can be viewed any time at myuhc.com. You will see that there are over 575 mental health care providers within a 20-mile radius of zip code 68114; if you have any difficulty finding a provider for mental health services (or any other service), please contact HR for assistance.
You also mentioned the employee appreciation activities and a desire to have those funds redirected to employee salaries. Although we don’t have YTD numbers prepared for 2017, in 2015 and 2016, we were able to put on dozens of events for around $100-110/person annually. This figure usually surprises people given the number of quality events put together but we have great relationships with regular vendors resulting in discounts. We think there is tremendous value in celebrating employees and are pleased to do this for such a reasonable price.
One way we are redirecting dollars back to employees is through the annual profit sharing program. Each year, up to 10% of the company’s profits are returned to employees. Another way dollars are given back to employees is through our HSA Employer Contribution Program where, depending on your salary level and insurance plan type, NEI will add up to $1,500 annually to your HSA to help offset your medical expenses.
Regarding your comment on management trying to make people leave by bullying, any type of bullying is not tolerated at NEI. It’s our goal to maintain a high morale, keep turnover low, and, as you recognized in your post, promote from within. If performance expectations aren’t being met, it’s the manager’s job to deliver coaching. We believe feedback should be timely, accurate, and always with the goal of helping the employee to be more successful. If you have specific concerns with a member of management or feedback you have received about your performance, we ask that you report that information to HR.
You shared that NEI was designated a Best Place to work in 2014 and 2015 by the Omaha Chamber of Commerce. We are very proud of those awards! You concluded that NEI didn’t win in subsequent years due to employee dissatisfaction. Actually, we didn’t enter the Best Places to Work competitions in either 2016 or 2017, instead focusing our attention on industry related categories, as well as through the Women’s Business Enterprise National Council where we were recognized as a best place to work for the advancement of women in 2016.
You ended your comments by saying we haven’t listened but we assure you, we are listening. As with all received feedback, your comments have been shared with our CEO, President and the President of our parent company, all of whom you identified as upper management who have employees’ best interest at heart. We have also shared these comments with the Senior Vice President of Domestic Operations and will be meeting with all Directors to discuss. Again, please know how disappointed we are by your comments. We’ll be discussing ways to improve employee understanding and awareness of our policies in upcoming management meetings – and most importantly to emphasize our open-door policy at every level of the company.
-NEI’s HR Team