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Additional Information
An increasing issue for many travel agencies is the ability to hire new employees especially ones with experience in the industry. The economic slowdown dampened this crisis in the short-term. Agencies are finding experienced agents to hire, but remained concerned about the pool of potential employees in the future.Most ASTA agencies (72%) are retail or office locations with employees or Independent Contactors (ICs). On average, agencies have seven employees and nine ICs. Half of the one-person agencies had employees/ICs in the past and 42% of those agencies plan to hire/contract again when the economy expands enough.
The market for qualified agents is still a competitive market despite the slowdown. Many agencies saw their average salaries increase over the past five years and the percentage of agencies providing benefits has increased during that time period.
Agencies that hired in 2011 found experienced agents to hire. Most found referrals to be the largest source of new hires. Newspaper advertisements were the second strongest source of new hires. Agencies found that FAM trips, discounted travel, and a relaxed company environment most appealed to potential hires.
The 45 page report includes benchmarking data on compensation packages, hiring practices, salary ranges (broken out by region, company size and business model), and benefits
- Introduction
- Executive Summary
- 72% of ASTA Members Have Employees and/or ICs
- Leisure-Only Agencies Are Less Likely to Have Employees and/or ICs
- Most of the 72% of Agencies with Employees/ICs Have Both
- Agencies with Employees
- The Average Agency with Employees Has 7 Employees
- The Average Length of Employment Is Increasing Gradually
- Turnover for Agencies with 10+ Employees in 2011 Drops to 2008 Levels
- Most Agencies Are Compensated by Salary Alone
- The Movement Towards Commission-Only Lost Its Momentum After 2008
- On Average, Salary Is 77% of Compensation for Those Agencies That Use a Salary/Commission Mix
- Typical Compensation Packages Vary by Region
- Differences on Compensation Models Subtle Between Business Models
- All Full-Time Agent and Management Categories Showed Salary Growth between 2007 and 2011
- Average Salaries Differ Widely Based on Agency Location
- Average Salaries Are Larger at Corporate Travel Agencies
- Average Salaries for Part-Timers and Other Positions Vary Based on Business Model
- Agencies Most Likely to Provide Medical Insurance over Other Benefits
- Percentage of Agencies Providing Benefits for Full-Time Employees Has Increased over the Past Five Years for Most Categories
- Agencies Are Paying Close to the Same Percentage of Insurance Premiums in between 2009 and 2011
- Average Agency Employee Starts with 2 Weeks Vacation and 1 Week Sick Leave
- Majority of Agencies Have E&O Insurance – But Most IC Users Do Not Require it for their ICs
- Agencies Hiring More in Recent Years – Those Hiring Are Finding Experienced Agents
- Referrals Are the Number One Method for Finding New Employees – Other Methods Growing As Well
- Travel Discounts and FAM Trips Remain Most Appealing Career Draw
- Relaxed Company Environment and Benefits Appeal the Most to Applicants at Corporate Agencies
- Agencies with ICs
- Average Agency with Independent Contractors Has 9 ICs
- Number of ICs Contracted Varies Greatly from Agency to Agency Based on Need and Business Model
- Agencies Pay-Out a Wide Range Compensation to ICs - Averages $15,548 Per IC
- NACTA Survey Shows 74/26 Commission Split Most Common for ICs and Hosts in Recent Years
- Agencies without Employees and/or ICs
- Majority of Agencies without Employees and/or ICs Are Home-based
- About Three-Fifths of One-Person Agencies Consider Travel Their Only Income Source
- Over Half of One-Person Agencies Had Employees or ICs in the Past
- Most Agencies Continue to Cite Economic Downturn for Reasons for Down-Sizing
- 42% of One-Person Agencies Would Consider Hiring if the Economy Fully Recovers
- Appendix 1 – 2011 Research Family Demographics
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