TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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The Industry’s Longest Running Survey
Results Year
Management Summary & Results Charts
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2April 2017
Table of ContentsSection Slide Number
Foreword……………………………………………………………………………………………………………3
Situational Analysis 3
Methodology 3
Management Summary……………………………………………………………………………….…..4-36
Relocation Volumes & Budgets 4-9
Factors Impacting Relocations 10-12
Policy Administration 13-18
Relocation Costs 19-24
Employee, Spousal & Assistance Issues 25-26
Supplier Management 27-28
International 29-34
Corporate/Respondent Profile 35-36
Survey Graphs……………………………………………………………………………………………………37-233
Relocation Volumes & Budgets 37-64
Factors Impacting Relocations 65-78
Policy Administration 79-120
Relocation Costs 121-166
Employee, Spousal & Assistance Issues 167-183
Supplier Management 184-194
International 195-222
Corporate/Respondent Profile 223-233
Contact Information………..……………………………………………………………………………….234
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Foreword
Situational Analysis
Atlas World Group conducts corporate relocation issues research on an annual basis. This is the fifteenth year the study has been conducted via the Internet. Invitations to participate in the survey were sent to mailing lists of selected relocation-related associations and human resource/relocation decision-maker contacts. In order to qualify for the survey, a respondent must: 1) have relocation responsibility and 2) work for a company that has either relocated employees within the past two years or plans to relocate employees this year.
For the 50th Annual Corporate Relocation Survey, Atlas World Group utilized Qualtrics software for building and conducting survey research on the Internet.
Methodology
In 2017, 471 surveys were completed by qualifying participants online from January 13 through February 23. Multiple choice questions add to 100% (+/- 1%) due to rounding. Other questions totaling above 100% are due to multiple responses.
3April 2017
Company Size (By Salaried Employees) Total % of Sample
Less than 500 Salaried Employees – Small 169 36%
500-4999 Salaried Employees – Mid-Size 166 35%
5000+ Salaried Employees – Large 136 29%
Total 471 100%
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Management Summary
4April 2017
Relocation Volumes & Budgets
Companies surveyed report a median range of 20-49 employee relocations in 2016 (small companies report 1-9, mid-size companies 20-49, and large companies 200-399). The median number of relocations by large firms remains at normative levels established 2002-2007 after spending 2008-2010 far lower (100-199) and small firms remain at historical norms after rising higher in 2014 (10-19). The median relocation level for mid-size firms returns to historical norms (20-49) after trending higher the previous two years (50-99).
Roughly half (47%) of the companies surveyed indicate employee relocation volumes increased in 2016. More than 40% saw volumes remain the same and twelve percent saw them decrease. Company size continues to impact relocation volumes: slightly more mid-size (51%) report volumes increased than small (46%) or large firms (45%) in 2016.
By Company Size (Salaried Employees)
Number of Employees Relocated in 2016 Total Less than 500 500-4999 5000+
Median Range 20-49 1-9 20-49 200-399
By Company Size (Salaried Employees)
2016 Relocation Volumes Compared to 2015 Total Less than 500 500-4999 5000+
Increase Significantly 12% 12% 13% 13%
Increase Somewhat 35% 34% 38% 32%
Stay About the Same 41% 45% 40% 38%
Decrease Somewhat 8% 7% 6% 13%
Decrease Significantly 3% 3% 3% 4%
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Management Summary
5April 2017
Relocation Volumes & Budgets (cont.)
As volumes increased in the years after the Great Recession, budgets did not initially keep pace. However, for the past three years (2014-2016), nearly half of companies indicate relocation budgets increased, and 47% believe their budgets will increase again in 2017.
While in the past larger firms were the most likely to see budgets increase, mid-size firms were the most likely to report increases last year (55%), followed by small firms (46%); slightly fewer large firms had budget increases (although still a sizeable percentage (41%)). Overall, the vast majority of firms across size saw stability or increases in budgets last year; among the few who saw decreases, more were likely to be large firms (14%) than mid-size (5%) or small (8%). It is worth noting this is the third year that volume and budget increases reported the previous year have been in agreement since the last economic retraction. Over the previous years of recovery from the Great Recession volumes increased but budgets did not rise at the same level. This indicates that the creative budgeting methods that allowed firms to “do more with less” during the latest economic downturn have made a permanent mark on policy and practice.
By Company Size (Salaried Employees)
2016 Relocation Budgets Compared to 2015 Total Less than 500 500-4999 5000+
Increase Significantly 14% 13% 16% 11%
Increase Somewhat 34% 33% 39% 30%
Stay About the Same 44% 46% 40% 45%
Decrease Somewhat 6% 5% 3% 11%
Decrease Significantly 3% 3% 2% 3%
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Management Summary
6April 2017
Relocation Volumes & Budgets (cont.)
Most firms expect volumes and budgets to either increase or stay level with 2016. Around half of firms expect volumes and budgets to increase and the percentages of firms expecting cuts to relocation volumes and budgets remain at non-recessionary levels. Historically, larger firms have typically had the brightest outlooks in expecting increases to volumes and budgets; this year while the overwhelming majority expect either increases or stability, mid-size firms are the most likely to project increases in volumes (53%) and budgets (55%) for 2017, followed by small firms (41% & 45%). Large firms trend least expectant for 2017 budget increases (38%) but still expect volumes to increase at a higher level (48%). The expectation to do more relocation volume with lesser levels of commiserate increases in budget at larger firms appears an example of the “do more with less” ethos.
By Company Size (Salaried Employees)
2017 Expectations: Relocation Volumes Total Less than 500 500-4999 5000+
Increase Significantly 11% 10% 11% 13%
Increase Somewhat 36% 31% 42% 35%
Stay About the Same 42% 43% 41% 42%
Decrease Somewhat 9% 12% 5% 10%
Decrease Significantly 2% 4% 1% 1%
2017 Expectations: Relocation Budgets Total Less than 500 500-4999 5000+
Increase Significantly 13% 13% 14% 10%
Increase Somewhat 34% 32% 41% 28%
Stay About the Same 44% 41% 39% 51%
Decrease Somewhat 8% 11% 5% 10%
Decrease Significantly 1% 3% 1% 1%
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Management Summary
7April 2017
Relocation Volumes & Budgets (cont.)
Most (72%) respondents state that declining the opportunity to relocate does not hinder an employee’s career. Nearly two-thirds (63%) indicate they had employees decline the opportunity to relocate in 2016; however, only 55% of respondents from small companies indicate this was the case, while 62% of mid-size and 79% of large firms indicate they had employees decline relocation.
Over half of respondents state that the number of employees who declined relocation did not change substantially between 2015 and 2016 across company size. However, while the percentage of firms that saw an increase over the previous year fell slightly below the peaks in 2008-2009 (20% vs. 28%+) and 2014 (28%), it remains above post-recession levels (11%-18%) of recent years. Small and mid-size firms reported the highest impact of this issue (25% & 21%) compared to large firms (12%); 2008-2009 saw far more mid-size and large firms affected than small.
By Company Size (Salaried Employees)
Reasons for Declining Relocation* (Top 6) Total Less than 500 500-4999 5000+
Family Issues/Ties 69% 66% 72% 71%
Spouse’s/Partner’s Employment 57% 57% 59% 55%
Personal Reasons (non-disclosed) 44% 32% 45% 54%
No Desire to Relocate 37% 39% 34% 38%
Cost of Living in New Location 35% 33% 31% 41%
Destination Location 34% 23% 38% 41%
Housing/Mortgage Concerns 26% 18% 31% 28%
Overall, 26% of companies who had employees decline relocation last year state that housing/mortgage concerns was a reason cited, decreasing for the fourth year in a row after spiking 2008-2012 (65%+), equal to 2002 (26%), and near the lowest levels measured historically. Family issues/ties remains in the top spot with spouse/partner employment in second place across firms of all sizes for the fourth consecutive year as well. Spouse/partner employment remains higher than most recent years and near the highest levels since the turn of the century. Among firms of all sizes these two factors outstripped housing/mortgage concerns by a wide margin.
*of companies with declined relocations (Q8)
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Never 0%
Seldom8%
Frequently61%
Almostalways
31%Total
Management Summary
8April 2017
Relocation Volumes & Budgets (cont.)
Most (86%) respondents indicate their firms offered additional incentives or exceptions to policy to encourage employee relocations in 2016, remaining at the highest levels yet after use dropped significantly in 2013 from 2011-2012 (65% vs. 73%+) after progressively increasing from 60% in 2008. As housing/mortgage pressures lessened, far fewer firms offered extending temporary housing benefits the past three years (61%, 57% & 58% vs. 72%), although it remains one of the top three incentives/exceptions offered. Relocation bonuses and COLAs round out the top three methods used last year across company size. Although more than half of firms across company size offered extended temporary housing benefits and around half of firms across size offered COLAs, large firms were less likely than small or mid-size firms to offer relocation bonuses (usage of this incentive in 2015 was much more similar across firm size).
By Company Size (Salaried Employees)
Additional Incentives/Exceptions Offered in 2016* (Top 3) Total Less than 500 500-4999 5000+
Extended Temporary Housing Benefits 61% 60% 60% 63%
Relocation Bonuses 54% 56% 60% 42%
Cost-of-Living-Adjustments (COLAs) 50% 49% 52% 48%
Overall, about 9 out of 10 firms said offering extra incentives or exceptions to policy were “almost always” or “frequently” successful in convincing an employee to relocate.
*of those who offered incentives or exceptions (Q10a)
Q.10c – Frequency of Incentive/Exception
Success*
* excludes not applicable/don’t know responses
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Management Summary
9April 2017
Relocation Volumes & Budgets (cont.)
Of those who relocated employees in the United States, the most frequent U.S. region destinations were the Northeast (32%) and South (32%), followed closely by the West (30%) and Midwest (29%). The Northeast was the first place destination for large firms (39%) with the Midwest a close second (36%), while the South (36%) was the clear top spot among mid-size firms, and the Northeast (32%) and South (30%) were nearly tied for first place among small firms.
Among firms relocating employees between the U.S. and another country/region, the most frequent destinations of transfer in 2016 were Canadian (37%), United Kingdom (36%), Asian (31%), United States (30%), western European (29%), and eastern European (19%) locations.
Intra-country/region transfers occurred most often in the United States (34%), followed by Asian (27%), Canadian (25%) and United Kingdom (25%) territories. Continuing expatriate relocations typically occurred between the following countries/regions: Asia (35%), United States (35%), western Europe (31%), and the United Kingdom (28%).
31%27%
35%29%
20%
31%36%
25% 28%
37%
25%20%19%
12%
20%
30%34% 35%
Between U.S. & Another Country/Region Within Single Foreign Country/Region Between Two Foreign Countries/Regions
Asia Europe (Western) United Kingdom Canada Europe (Eastern) United States
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Management Summary
10April 2017
Factors Impacting Relocations
The vast majority (87%) of respondents indicate at least one external factor had a significant impact on the number of employee relocations performed in 2016. The lack of qualified local talent remains near previous non-recessionary ranges (44% vs. 47%+) with talent needs outpacing real estate issues by a significant margin for the sixth year in a row, however economic conditions (34%) remains on the higher side of previous recovery ranges. After progressively declining as an issue over the previous seven years the real estate market remains near the lowest level since measurement began in 2007 (17% vs. 15%: 2015). Economic conditions as a major factor had declined since 2009 (34% vs. 53%) but remains in the elevated range of historical post-recession recovery ranges possibly indicating some residual economic weakness may still be impacting relocations. As in previous years, the impact of these three factors varies by company size.
At small firms, talent needs clearly outstripped economic conditions (47% vs. 32%). However, at both mid-size and large firms lack of qualified local talent and economic conditions weighed similarly (43% and 36%, 40% and 32%, respectively), indicating relocation challenges last year continued to be more complex for larger firms. Also, mid-size and large firms were roughly twice as likely as small firms to cite political/ regulatory environments at home or abroad as an issue (15% & 16% vs. 8%). The growth of competition (domestic or international) is cited roughly twice as often as a factor in 2014-2016 compared to the previous six years overall. However, talent issues remain at higher levels post-recession and the lower impact of the real estate market are the overarching trends across firms of all sizes, with the percentages of firms citing talent shortfalls standing out as one of the largest drivers of relocation volumes overall last year.
By Company Size (Salaried Employees)
External Conditions Having Significant Impact (Select 4) Total Less than 500 500-4999 5000+
Lack of Qualified People Locally 44% 47% 43% 40%
Economic Conditions 34% 32% 36% 32%
Competition (Domestic or International) 33% 31% 33% 35%
Real Estate Market 17% 20% 17% 13%
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Management Summary
11April 2017
Factors Impacting Relocations (cont.)
While company growth remains in the top spot among individually listed internal conditions for the seventh straight year (fifth year across company size), the percentage of firms citing company growth remains similar to previous recessionary levels despite maintaining a substantial increase over 2009 (41% vs. 24%). However, when all types of expansion are considered (facility, new territories, or international), 43% of firms indicate some form of expansion impacted their relocation volumes last year, essentially equal to company growth, making this a top factor impacting relocations overall. Company growth and combined expansion efforts were some of the top internal factors impacting relocations in 2016 regardless of company size.
By Company Size (Salaried Employees)
Internal Conditions Having Significant Impact (Select 4)
Total Less than 500 500-4999 5000+
Expansion (Facility, New Territories, or International) 43% 41% 43% 44%
Company Growth 41% 43% 37% 41%
Corporate Structure Changes (Acquisition/Mergers or
Corporate Reorganization/Restructuring)
33% 22% 29% 53%
Promotions/Resignations 31% 32% 34% 26%
Budget Constraints 18% 19% 14% 22%
Among large firms, corporate structure changes (53%) surpassed company growth (41%), with expansion efforts in second place (44%). Large firms were more likely than mid-size or small to indicate some form of corporate structure change impacted relocation volumes last year (53% vs. 29% and 22%), while expansion and company growth impact was similar across firms of all sizes.
Around a fifth of small (19%) and large (22%) firms cite budget constraints as a major factor in relocations last year vs. 14% of mid-size firms.
More than a fourth of firms across size cited promotions/resignations as a key factor in relocation volumes last year.
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Management Summary
12April 2017
Factors Impacting Relocations (cont.)
The majority of responding firms (70%) anticipate their overall financial performances will be better in 2017, up significantly from 2008 (59%) and 2009 (27%) and similar to 2010-2016 (63%+), although remaining slightly below 2006-2007 expectations (74%+). Additionally, 57% expect the U.S. economy to improve as well, markedly above to 2007, 2010, 2012 & 2016 (41%+), significantly above 2008-2009 (10%+), and improved over 2006, 2011, 2013-2015 (51%+). Expectations for improved performances of individual firms and the overall U.S. economy are at levels far above recessionary lows and on par with previous stronger economic growth years. Additionally, roughly half of firms expect global markets (both emerging and developed) to improve this year as well.
By Company Size (Salaried Employees)
2017 Expectations: Company’s Overall Financial Performance Total Less than 500 500-4999 5000+
Better than 2016 70% 68% 70% 73%
2017 Expectations: Emerging Global Markets Total Less than 500 500-4999 5000+
Better than 2016 55% 52% 50% 66%
2017 Expectations: Developed Global Economies Total Less than 500 500-4999 5000+
Better than 2016 50% 45% 46% 60%
2017 Expectations: U.S. Economy Total Less than 500 500-4999 5000+
Better than 2016 57% 59% 55% 58%
2017 Expectations: U.S. Real Estate Market Total Less than 500 500-4999 5000+
Better than 2016 55% 53% 55% 58%
For the eighth year in a row, most firms, regardless of size, expect their overall financial performances to improve. Around half or more of firms, regardless of size, expect improvement in global markets (emerging & developed) and the U.S. economy. Overall expectations are largely for improvement or stability; very few expect worsening conditions. Large firms are the most optimistic globally, while small and mid-size firms are the most optimistic domestically.
Expectations for the U.S. real estate market remain more optimistic than recessionary years with 55% expecting improvement, a jump from 2016 (43%) and similar to 2013-2015 (52%+). Most expect stability/improvement across size.
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Management Summary
13April 2017
Policy Administration
Eighty-four percent of the companies surveyed have a formal global mobility strategy; 82% have a formal domestic relocation policy. Companies with 500-4,999 and 5,000 or more employees are more likely to have either than small firms (94% large, 84% mid-size vs. 72% small: global mobility strategy; 97% large, 85% mid-size vs. 68% small: domestic relocation policy).
Corporate professionals find themselves responsible for far more formal policy types than in the past; nearly two-thirds (67%) have short-term/temporary assignment policies, over half (54%) have extended business travel policies, and 43% have long-distance commuter policies. Large firms are the most likely to have a short-term/temporary assignments policy (79%), mid-size firms have most likely to manage an EBT policy (61%), and more small & mid-size firms have long-distance commuter policy (45% and 48% vs. 35%).
Essentially half of participating companies are international (48%), similar to 2016 (51%). Large companies continue to be more likely to operate internationally, as more than twice as many large companies (74%) are international than small companies (24%; 78% vs. 32% in 2016). The percentage of mid-size firms indicating they are international is similar to nearly all of the past twelve years (50% vs. 46%+), remaining markedly below the highest reported in 2004 (64%).
82%67%
54%43%
68% 60% 52% 45%
85%64% 61%
48%
97%79%
48%35%
Domestic Relocations Short-Term/TemporaryAssignments
Extended Business Travel Long-Distance Commuter
Relocation PoliciesTotal Less than 500 500-4999 5000+
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Management Summary
14April 2017
Policy Administration (cont.)
Thirty-six percent of the companies involved in this study employ fewer than 500 salaried workers, 35% employ 500-4,999 salaried employees, and 29% employ 5,000 or more salaried employees.
Around nine out of ten mid-size (89%) and large (93%) companies surveyed have a centralized department/team that handles relocation, far more than 76% of small companies. The top five responsibilities of centralized relocation departments are: managing domestic relocation programs (58%), development/maintenance of relocation policy (56%), managing international relocation programs (42%), controlling household goods carrier selection (42%), and controlling the selection of additional relocation services provider(s) (36%).
By Company Size (Salaried Employees)
Cost Containment Measures Used in 2016 (Top 7) Total Less than 500 500-4999 5000+
Use Lump Sum Payments for Relocations 37% 39% 36% 35%
Cap Relocation Benefit Amounts 33% 28% 34% 38%
Limit Miscellaneous Expense Allowance Benefits (coverage items, amounts) 26% 24% 31% 24%
Review/Renegotiate Supplier Contracts 26% 20% 24% 37%
Offer Short-Term/Extended Travel/Commuter Arrangements (instead of relocation) 18% 20% 14% 21%
Restructure Policy Tiers/Eligibility for Certain Benefits 18% 15% 16% 24%
Offer Pre-Decision Counseling 17% 9% 15% 28%
The vast majority of firms worked to contain costs in relocation policy/practice over the past year, and overall use trends higher (84%) than the recessionary peak (2011: 70%). Around a third of firms, regardless of size, capped relocation benefits amounts, and around a fourth or more limited miscellaneous allowance benefits. Large firms reviewed/renegotiated supplier contracts and offered pre-decision counseling far more often than mid-size or small firms as methods of cost containment last year.
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Management Summary
15April 2017
Policy Administration (cont.)
The vast majority of large companies have different tiers, or levels, in their relocation policies compared to over half of mid-size and small firms (85% vs. 65% and 56%, respectively). Most firm tier/level policies across company size appear to be based on job/grade level or position/job title, however, at large firms job/grade level far outweighs any other factor. Large firms are more likely to indicate homeowner/renter status as key policy criteria compared to smaller firms (42% vs. 13% and 21%) and mid-size and small firms are the most likely to indicate taking assignment length (38% & 36%) and assignment location/region into consideration (31% & 28%).
Top 6 Criteria By Company Size (Salaried Employees)
Bases for Different Tiers (or Levels) in Domestic Relocation Policy* Total Less than 500 500-4999 5000+
Job/Grade Level (i.e. staff, management, professional, etc.) 61% 51% 56% 72%
Position/Job Title 48% 63% 47% 38%
Length of Assignment 32% 36% 38% 23%
New Hire/Current Employee Status 28% 33% 28% 24%
Homeowner/Renter Status 26% 21% 13% 42%
Assignment Location/Region 24% 28% 31% 15%
Average Number of Tiers 2.4 1.8 2.2 3.2
Companies vary on the amount of time they allow employees to decide on whether to accept a relocation offer. Around half (51%) of the companies surveyed allow two weeks or less to accept or decline an offer, 35% allow up to 3 weeks or 1 month, and 14% allow up to 2 months or more to decide.
Once a relocation is accepted more than half of firms across size allow one month or less for an employee to report to work at the new location: 29% firms overall indicate relocating employees have three weeks or less to make this transition. From start to finish, the majority of firms only allow a maximum of seven to eight weeks from job offer to the expectation of an employee starting work at the new location.
*of those companies with tiers/levels (Q18a-1)
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Management Summary
16April 2017
Policy Administration (cont.)
Sixty-seven percent of all firms report using alternative assignments, with mid-size (70%) and large (74%) the greatest users. While the percentage of large firms using such arrangements progressively increased from 2012 to 2014 (60%, 62%, 66%) it remains on par with 2015-2016 this year (74% vs. 72%+). Usage among mid-size firms remains nearly twice that of 2014 (70% vs. 37%) and similar to 2015-2016 (68%+). Usage among small firms inches upwards again over last year (59% vs. 54%) and continues to be more than twice 2014 (19%).
While the top reason for use in prior years was to meet strategic business goals, there is now no overarching method for their use inside mobility policy that stands out dramatically from the rest; nearly every potential use is indicated by a fourth or more of firms, regardless of company size.
Q.27–Alternative Assignments Used:
Yes & plan
to do so67%
No & No plans to do so
33%
Other
Used in Addition to Traditional Short-Term Assignments
Used in Place of Traditional Short-Term Assignments
Used to Develop Internal Talent
Used to Maximize Budget/Corporate Resources
Used to Accommodate Employee Needs
Used in Addition to Long-Term Assignments
Used to Meet Strategic Business Goals
Used in Place of Long-Term Assignments
3%
27%
28%
29%
29%
33%
34%
36%
42%
Q.27a–Alternative Assignment Reasons*:
*of those using alternative assignments (Q27)
Almost two-thirds of firms cite business need as the top consideration for alternative assignments; more often by large firms (75%) than mid-size or small (59% & 50%). Around half of firms overall chose cost, assignment purpose, or job function. Assignment purpose is similar to 2015-2016 (51% vs. 48%+) lower compared to previous levels (66%+); cost rebounds (52% vs. 44%), similar to the previous two years (51%+) but lower than 2013 (64%). Job function is similar to last year (46% vs. 45%) down from historically higher levels (53%+).
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Management Summary
17April 2017
Policy Administration (cont.)
Employees are allowed on average 4.1 expense-paid house-hunting days. Spouses/partners of relocating employees are allowed an average of 1.6 expense-paid house-hunting trips.
Overall relocating employee composition was close to evenly split between transferees and new hires, but tilted in favor of transferees overall. Small firms indicate they are slightly more likely to have relocated new hires last year, while mid-size and large firms are more likely to have relocated transferees. Roughly half of relocated employees were homeowners across company size.
For the second time, we asked about the composition of relocations – the percentages of executive/top level, mid-level, and entry level positions. We found that around half of relocations in 2016 were mid-level jobs, a little more than a fourth were executive/top level positions, and roughly a fifth were entry level jobs, regardless of company size.
Ninety-six percent of decision makers say that the Internet/technology was used for relocation-related matters in 2016.The top use was to communicate via e-mail with relocating employees (80%). Roughly half or more of large companies also used the Internet/technology to research relocation-related matters, complete online forms for employee relocation, initiate/execute employee relocation services, and access relocation company website(s) for reporting/other services.
Q.23–Approximate Percentage of Relocating Employees in 2016:
47% 55% 46% 40%
53% 45% 54% 60%
Total Less than
500
500-4999 5000+
New Hires Transferees
10% 10% 10% 10%
40% 39% 38% 43%
50% 51% 51% 47%
Total Less than
500
500-4999 5000+
Neither Renters Homeowners
20% 18% 20% 21%
52% 54% 52% 50%
28% 28% 28% 29%
Total Less than
500
500-4999 5000+
Entry Level Mid-Level Executive/Top Level
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Management Summary
18April 2017
Policy Administration (cont.)
In 2013-2014, nearly three-fourths of firms incorporated fixed/core/flex elements in their policy; in 2015-2017 nearly 9 out of 10 (85%+) did so. Favored by mid-size and large firms in the past, fixed/core/flex usage is now similar across company size.
Coverage for fixed components, either across all employee levels/categories or dependent on employee level/category, continues to be the most popular choice among all firms. The percentages of firms offering flexible use of the full relocation benefit or a portion of it falls near 2013 and 2014 levels for large and mid-size firms, while the percentage of small firms offering flexible use of full benefit amounts remains essentially double that time period. Overall, the top relocation costs viewed as “fixed” are travel expenses-final move (58%), household goods shipping (55%), and temporary housing (53%).
By Company Size (Salaried Employees)
Fixed/Flex Benefits Policy Elements* Total Less than 500 500-4999 5000+
Relocation Benefit Coverage of Specific Items (i.e. fixed components) (employee level/category dependent) 48% 39% 47% 60%
Relocation Benefit Coverage of Specific Items (i.e. fixed components) (all employees) 48% 49% 50% 44%
Flexible Use of Full Relocation Benefit Coverage Amount (all employees) 26% 31% 25% 20%
Flexible Use of Full Relocation Benefit Coverage Amount (employee level/category dependent) 20% 22% 23% 13%
Flexible Use of a Portion of Relocation Benefit Coverage (all employees) 13% 15% 12% 12%
Flexible Use of a Portion of Relocation Benefit Coverage (employee level/category dependent) 11% 15% 7% 10%
*of those using fixed/flex elements in policy (Q19a)
88% 85% 89% 93%
Total Less than 500 500-4999 5000+
Q.19a–Percentage of Companies Using Fixed/Flex Benefits Policy Elements:
*% of those indicating “Yes”
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April 2017
Relocation Costs
Following are the methods of reimbursement of relocation expenses for TRANSFEREES and NEW HIRES:
For transferees, the percentage of firms using full reimbursement, the most popular method overall, returns to historically higher levels of nearly two-thirds or more of firms providing this type of reimbursement. Use of lump sum payments by roughly half of firms is consistent with findings since 2008 but is at the highest level ever recorded. Use of partial reimbursement also jumps to the highest level recorded. It is worth noting that the percentage of firms indicating they sometimes offer no reimbursement remains a bit higher compared to historic norms.
Full reimbursement of expenses for new hires (42%) remains near the lowest levels historically (36-38% 2015-2016), out of favor in comparison to lump sum payments (53%). Roughly half of firms have used lump sum payments for new hires since 2008. The percentage of firms using partial reimbursement returns to historically higher levels from 2009-2011 (46%-51%) and nearly equal with lump sum payments. Nineteen percent indicate occasionally offering no reimbursement, the second highest incidence ever measured.
Management Summary
65%55%
66%59% 63% 65%
57% 59% 63% 63%55% 58%
69%
55%42%
48% 49% 48% 47% 49% 44% 45% 44%
32% 32% 25%
48%38% 40% 34% 36% 40%
47% 41% 40% 37% 30% 33%
22%13% 9%
16%6% 5% 3% 7% 5% 5% 6% 5% 6% 7%
2017 2016 2015 2014 2013 2012 2011 2010 2009 2008 2007 2006 2005
Full reimbursement Lump sum payments Partial reimbursement No reimbursement
Tran
sfe
rees
42%36% 38%
51% 53% 57%47% 48% 51% 54%
42% 43%
56%53%
45%51% 50% 51% 50%
55%49%
45%49%
31% 32%28%
48%
38%41%
34% 37% 40%
51%46%
49%
41% 43%47%
35%
19%11%
20%
7% 6% 5% 7% 8% 9%5% 8% 9% 9%
2017 2016 2015 2014 2013 2012 2011 2010 2009 2008 2007 2006 2005
New
Hir
es
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Management Summary
20April 2017
Relocation Costs (cont.)
When asked about their overall relocation compositions, large firms indicate more than half (53%) of their relocations were fully reimbursed, compared to only 40% of small and 42% of mid-size firms. Small firms indicate a slightly higher average of relocations were lump sum only (28%) than at mid-size or large firms (22% and 21%) in 2016. Across company size, firms indicate a fourth or less of their relocations were partially reimbursed.
Companies estimate the majority (75%) of their domestic moves last year were traditional/permanent relocations rather than other arrangements, however, this was much higher at small and large firms compared to mid-size (77% & 81% vs. 67%) where a third of assignments were some other type.
Among companies using lump sums, roughly half or more across company size indicate lump sums were offered for travel expenses, temporary housing, or miscellaneous expense allowances. However, large firms are far more likely to use lump sums for miscellaneous allowances compared to smaller firms. Small and mid-size firms show a greater likelihood than large firms to apply lump sums for the shipping/storage of household goods. Use of lump sums for rental assistance/transactions is most popular at small firms while around a fourth of firms across size indicate using it for real estate assistance/transactions.
By Company Size (Salaried Employees)
Lump Sum Payment Application* Total Less than 500 500-4999 5000+
Miscellaneous Expense Allowances 57% 52% 50% 71%
Travel Expenses 55% 55% 58% 52%
Temporary Housing 50% 48% 52% 51%
Household Good Shipping/Storage 44% 53% 46% 32%
Entire Relocation Cost 41% 41% 45% 37%
Rental Assistance/Transactions 33% 41% 32% 26%
Real Estate Assistance/Transactions 28% 29% 27% 27%
*of those companies offering lump sum payments (Q31)
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Management Summary
21April 2017
Relocation Costs (cont.)
In general, executives and experienced professionals are much more likely to receive lump sums than entry level employees (58% vs. 48%). This is driven by small and mid-size firms using them far more often for executives and experienced professionals than entry level (65% & 66% vs. 37%, 54% & 59% vs. 44%). Large firms indicate offering lump sums most often to entry level employees (67%) compared to higher levels (44% & 53%). Renters are more likely to receive lump sums than homeowners overall (40% vs. 27%), and this plays out at similar degrees across company size. Large and small firms offer transferees and new hires lump sums around half the time or more; while at mid-size firms this occurs only for transferees – new hires receive them less often (39%).
Companies using lump sums indicate domestic relocations overwhelmingly as the most frequent application, true for the vast majority of firms of all sizes. More than a third overall use lump sums for short-term/temporary assignments or international long-term assignments. Only around one-sixth of all firms use lump sums for alternative assignments. Mid-size firms are more likely than small firms to use lump sums for international long-term assignments (41% vs. 29%); use for short-term/temporary assignments is similar across firm size.
Nearly all companies track lump sum spending/allocation per employee. Over half (53%) of firms say a Human Resources staff member performs this function, and over half (53%) say expense report submissions are the method used for tracking. But many other responsible personnel (Relocation, Finance, employee) and methods (Excel, online reports, in-house software) are also used by a fourth or more of firms as well.
*of those companies offering lump sum payments (Q31)
87%
39% 34%16%
86%
36% 29%16%
81%
42% 41%
17%
94%
41% 33%17%
Domestic Relocations Short-Term/Temporary Assignments International Long-Term Assignments Alternative Assignment Types
Lump Sum Use: Relocation Types
Total Less than 500 500-4999 5000+
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22April 2017
Relocation Costs (cont.)
Management Summary
By Company Size (Salaried Employees)
Median Lump Sum Amounts Offered* Total Less than 500 500-4999 5000+
Real Estate Assistance/Transactions $5,000-$9,999 $1,000-$4,999 $5,000-$9,999 $5,000-$9,999
Household Goods Shipping/Storage $5,000-$9,999 $5,000-$9,999 $5,000-$9,999 $1,000-$4,999
Entire Relocation Cost $10,000-$14,999 $10,000-$14,999 $10,000-$14,999 $10,000-$14,999
Rental Assistance/Transactions $1,000-$2,499 $1,000-$2,499 $2,500-$4,999 $1,000-$2,499
Travel Expenses $1,000-$2,499 $1,000-$2,499 $1,000-$2,499 $1,000-$2,499
Temporary Housing $2,500-$4,999 $2,500-$4,999 $2,500-$4,999 $2,500-$4,999
Miscellaneous Expenses Allowances $2,500-$4,999 $1,000-$2,499 $2,500-$4,999 $2,500-$4,999
A question added in 2013 probed the typical ranges offered for the variety of lump sum categories. Looking at the past four years, most offerings are more generous and more frequent than in 2013 and on par with 2014, despite some dips below higher ranges in 2015. The overall median ranges are the highest in five years for: real estate assistance/transactions, household goods shipping/storage, entire relocation cost, temporary housing, and miscellaneous expense allowance. However, ranges offered for rental assistance/transactions, and travel expenses remain one range lower.
The median amount offered by large and small firms were the same for rental assistance/transactions ($1,000-$2,499) (mid-size firms were slightly more generous). Median amounts offered by mid-size and large firms were the same for the following categories (with small firms slightly less generous): real estate assistance/transactions ($5,000-$9,999) and miscellaneous expense allowances ($2,500-$4,999). The median amount offered by small and mid-size firms was the same for household goods shipping/storage ($5,000-$9,999) (large firms were slightly less generous). Median amounts across company size were the same for the following categories: entire relocation cost ($10,000-$14,999), temporary housing ($2,500-$4,999), and travel expenses ($1,000-$2,499).
*of those companies offering lump sum payments (Q31)
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23April 2017
Relocation Costs (cont.)
For TRANSFEREES or NEW HIRES, reimbursement/payment for relocation services depends on employee level with mid-level and executive/top level employees having a far greater chance of receiving coverage for specific items. Nearly half or more firms overall offer the following coverage for executive/top level moves:
For TRANSFEREES or NEW HIRES who are homeowners buying a new home, whether or not they are offered assistance specific to their status as homeowners depends on employee level as well with mid-level and executive/top level employees receiving support more often than entry level employees. Nearly half of firms overall offer the following assistance for executive/top level moves:
Management Summary
Total
Cost Coverage (Top 6)* Entry Level Mid-Level Executive/Top Level
Pack all Items 30% 55% 65%
Move an Automobile 30% 56% 62%
Move a Second Automobile 14% 33% 50%
Unpack all Items 19% 35% 49%
Move Unlimited Weight 19% 33% 46%
Move Exercise Equipment 21% 38% 46%
Total
Homeowner Assistance (Top 4)* Entry Level Mid-Level Executive/Top Level
Offer Homefinding Trips 25% 50% 55%
Offer Temporary Housing Allowance 27% 50% 53%
Offer Storage 25% 42% 46%
Reimburse/Pay for Home Sale Costs 16% 37% 45%
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24April 2017
Relocation Costs (cont.)
For TRANSFEREES or NEW HIRES who will be renting in the new location, whether or not they are offered assistance specific to their status as renters depends on employee level as well with mid-level and executive/ top level employees receiving help more often than entry level employees. Roughly half of firms overall offer the following assistance for mid-level and executive/top level moves:
The majority of companies reimburse or pay for some relocation costs for transferees or new hires regardless of employee level, however around a sixth of firms on average are opting to either not cover costs or offer lump sums instead. The majority of firms offer specialized relocation assistance for either homeowners or renters as well, but overall around a fifth on average indicate they are opting to not offer assistance or offer lump sums instead for both situations.
The biggest trends overall are that for relocation services costs, entry level employee coverage levels generally vary little across company size, while at the mid-level coverage trends more generous among large firms than smaller across more than half of individual cost coverage items. At the executive/top level, company size differences are less pronounced with coverage levels similar across more than half of the items listed.
For homeowner and renter assistance, levels of assistance offered for entry level relocations vary little across company size for most assistance items. For mid-level relocations, large firms in general are markedly more willing to provide assistance across most categories overall. At the top level, large firms by far provide the highest levels of assistance, and mid-size firms are more generous than small firms across multiple categories.
Management Summary
Total
Renter Assistance (Top 4)* Entry Level Mid-Level Executive/Top Level
Offer Temporary Housing Allowance 31% 52% 54%
Reimburse/Pay for Lease Cancellation 31% 49% 51%
Offer Homefinding Trips 29% 48% 50%
Offer Storage 23% 43% 46%
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25April 2017
Employee, Spousal & Assistance Issues
The following is the makeup of those employees relocated in 2016:
Fifty-seven percent of companies surveyed indicate that the age range of their most frequently relocated employee is 30 to 40 years of age, and 86% of the companies surveyed indicate some percentage of the employees they relocated last year were women.
Eighty-one percent of companies indicate some percentage of their relocations involved a trailing spouse who was a wife or female partner; a similar percentage (80%) of companies indicate that some percentage of their relocations had accompanying husbands/male partners as well.
Eighty-nine percent of companies indicate some percentage of their relocations involved employees with children.
Roughly half (51%) of companies surveyed provide some type of elder care assistance to the relocating employee. Larger firms in the past were more likely to offer this assistance; this year more small and mid-size firms indicate doing so than large (57% & 52% vs. 43%). Overall, for the third year this is far more than has been offered historically (51% vs. 15%-26%) and remains at high levels across company size.
Sixty-five percent of companies surveyed provide some type of childcare assistance to the relocating employee. This year, for the second time, provision of this benefit is similar across company size; larger firms in the past were more likely to offer this assistance. Overall, for the third year, this is far more than has been offered historically (65% vs. 31%-43%) and remains at high levels across company size. The most popular assistance methods are to provide lists of childcare options.
Provide list of childcare providers/services and/or agencies (30%) Provide list of local schools/educational options (28%) Allow flexible scheduling or telecommuting (28%) Provide paid personal leave days (26%)
From 2012-2014, around half of firms reported performing assessments on candidates prior to relocation. Since 2015, more than three-fourths now state this is policy. The most popular method is to conduct assessments for all relocations (40%), similar but down slightly compared to 2015-2016 (46%+) and roughly double previous levels (21%, 2012-2014). However, the number of large firms performing assessments overall is down slightly (68% vs. 73%+) while the percentages of small and mid-size firms remain similar. There is a marked decrease among large firms performing assessments universally compared to 2015-2016 (29% vs. 42%+) with far more large firms performing them “as needed/requested” compared to small or mid-size (22% vs. 12% and 9%).
Management Summary
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26April 2017
Employee, Spousal & Assistance Issues (cont.)
The majority (87%) of companies surveyed allow the hiring of spouses of employees.
Sixty-two percent of companies indicate the spouse’s/partner’s employment almost always or frequently affects an employees relocation, similar to last year (63%) and remaining far higher than at any time over the previous twelve years (62% vs. roughly half or less). Around a third indicate an employee’s willingness to relocate is seldom affected by his/her spouse’s/partner’s employment status, and only two percent of respondents state this never affects an employee’s relocation.
Nearly two-thirds (62%) of companies surveyed assist an employee’s spouse/partner in finding employment in the new location. Spousal/partner employment assistance levels remain higher compared historically both overall and across company size. Also, for the second year, we see assistance offered at similar levels across company size, rather than as a likely perk among mid-size and large firms.
At firms offering this assistance, around a third (30%) of relocated employees with spouses/partners utilized this assistance in 2016, similar to 2011 & 2015, up slightly from around a fourth in 2007-2010, 2012-2013.
Overall, the top method of spousal/partner assistance is providing networking assistance at small and mid-size firms and paying for outplacement/career services from an outside firm at large firms. Around a third offer resume preparation assistance across company size.
Management Summary
By Company Size (Salaried Employees)
Spouse/Partner Employment Assistance* (Top 5) Total Less than 500 500-4999 5000+
Provide Networking Assistance 46% 52% 45% 40%
Pay for Outplacement/Career Services 36% 27% 37% 45%
Provide Resume Preparation Assistance 31% 30% 31% 32%
Find Employment Within Company 27% 30% 28% 23%
Provide Interviewing Skills Training 24% 30% 22% 19%
*of those companies offering assistance (Q39a)
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27April 2017
Supplier Management
At 36% of the companies surveyed, the company is the sole selector of the household goods carrier for the employee’s relocation. Forty-six percent of the companies surveyed allow the employee some say in the household goods carrier selection, but employees of small and mid-size firms are more likely to have this option than those of large firms (63% and 49% vs. 23%, respectively). More than a fourth (29%) of large companies hand off selection to a relocation firm, more often than mid-size (12%) and small firms (10%).
Management Summary
By Company Size (Salaried Employees)
Who Selects Carrier for Employee Relocations Total Less than 500 500-4999 5000+
The Company 36% 28% 38% 45%
The Company & Employee Together 24% 29% 26% 16%
The Employee 22% 34% 23% 7%
A Relocation Firm 16% 10% 12% 29%
The majority of firms report that carrier transportation expenses are “paid directly by the company”; however, around four out of ten of small and mid-size firms indicate costs are employee paid and then reimbursed.
Mid-size and small firms typically have the Human Resources department perform carrier selection (70% & 67%), whereas large firms utilize the Relocation department for this decision nearly twice as often than HR (68% vs. 34%). Large firms involve Procurement more often than mid-size or small firms (27% vs. 18% & 14%).
78%
37%
19%
67%
39%20%
Paid Directly by the Company Paid by the Employee & Reimbursed Paid by the Employee
Transferees
New Hires
Q.41–Carrier Transportation Expenses
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28April 2017
Supplier Management (cont.)
Seventy-seven percent of all companies outsourced relocation services in 2016. However, only 65% of small companies outsourced, while 77% of mid-size and 90% of large companies outsourced relocation services.
Management Summary
For mid-size and small firms, the department most often involved in selecting the relocation service, HRO or brokerage firm is Human Resources (69% & 63%), while at large firms, Relocation is most often involved in selection (67%). Procurement is twice as likely to be involved in the discussion at large firms than small or mid-size firms (32% vs. 17% & 15%), Executive Management is far more likely to be part of the decision-making process at mid-size and small (33% & 44% vs. 19%).
More than a third or more of companies responding outsourced the following in 2016:
Real estate sales/marketing (39%) Real estate purchase (36%) Counseling about the planning & details of relocation (34%)
Overall, the largest operational challenge/concern in relocation cited by firms is service scalability (big or small/tailoring to relocating employee) (40%), although more so for small & mid-size firms than large (41% & 45% vs. 32%). At large firms, analytics/big data/reporting (33%), technology support (28%) and driver shortages (26%) are nearly equal in weight to scalability (32%). Driver shortages are more worrisome to large firms than small or mid-size (26% vs. 16% & 14%), while transportation methodology changes concerned small & mid-size firms more than large (29% & 28% vs. 16%).
77%65%
77%90%
Total Less than 500 500-4999 5000+
Q.40–Percentage of Companies Outsourcing in 2016:
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Management Summary
29April 2017
International
Fifty-three percent of companies surveyed relocate employees internationally: 31% of small companies, 53% of mid-size companies, and 79% of large companies.
Fifty-one percent of these companies indicate their international relocation volumes increased in 2016, with roughly half or more of firms across company size experiencing increases. While the overwhelming majority of firms relocating internationally saw volumes remain level or increase last year across company size, it is worth noting more mid-size and large firms saw decreases than small firms (16% & 14% vs. 6%).
Forty-nine percent of firms overall expect increases in international relocation volumes in 2017. There is a bit of variance by company size: over half of small and mid-size firms expect increases in international relocations, while large firms are a bit less optimistic: 43% expect increases. However, the vast majority of firms regardless of size expect either further improvement or stability in international relocation volumes in the coming year.
By Company Size (Salaried Employees)
2017 Expectations: International Relocation Volumes* Total Less than 500 500-4999 5000+
Increase Significantly 12% 22% 13% 8%
Increase Somewhat 36% 29% 41% 36%
Stay About the Same 40% 33% 38% 43%
Decrease Somewhat 10% 16% 5% 12%
Decrease Significantly 2% 0% 3% 1%
*of those who relocate internationally (Q2)
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Management Summary
30April 2017
International (cont.)
Overall, the traditional long-term assignment comprises the greatest amount of international relocations: nearly half of all relocations fall into this category. However, both short-term/temporary assignments and permanent transfers were also used: shorter assignments comprise around a sixth of international relocations across company size, permanent transfers roughly one-fourth or more.
When asked about reimbursement for international relocations, it is worth noting that on average, firms estimate only a fourth of their international relocations were fully reimbursed last year, and 8% were lump sum payment only. Small & mid-size firms used lump sums far more often than large (10% & 14% vs. 2%).
There are some marked differences by company size regarding the typical international assignment length. Far more small and mid-size firms indicate the typical international assignment duration is less than 12 months compared to large firms (53% and 37% vs. 15%), while large and mid-size firms favor traditional assignment lengths of 1-3 years comparatively (54% and 47% vs. 31%). It is worth noting that while around a sixth of small and mid-size firms also indicate longer-term assignments are the norm, standard usage among large firms of longer assignment types is nearly double (31% vs. 16%).
*of those who relocate internationally (Q2)
31%53%
37%15%
47%
31%47%
54%
23% 16% 16%31%
Total Less than 500 500-4999 5000+
12 months or less > 12 months, < 3 years 3 years or more
Q.44c–Typical International Assignment Duration
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31April 2017
International (cont.)
Most firms of all sizes expect their usage level of short-term/temporary assignments to increase or remain level. Very few expect decreases. Small firms are the most likely to expect significant increases (24%) compared to larger firms (7% & 8%). However, over half of small & mid-size firms expect some increases (53% & 56%), while 54% of large firms expect stability.
Management Summary
2017 Expectations: Short-Term Intl Assignment Use* Total Less than 500 500-4999 5000+
Increase Significantly 11% 24% 7% 8%
Increase Somewhat 37% 29% 49% 30%
Stay About the Same 44% 37% 37% 54%
Decrease Somewhat 5% 8% 2% 7%
Decrease Significantly 2% 2% 5% 1%
*of those who relocate internationally (Q2)
The vast majority of firms relocating employees internationally have a formal international relocation assignments policy (86%); mid-size and large firms are most likely to have this in place (86% & 91%). The majority also have formal policies for permanent transfers (71%), localization (63%) and intra-regional assignments (56%); the presence of additional policy types is at more similar levels across firm size than previous years.
86%71% 63% 56%
76% 69% 65% 67%86%
65% 64%51%
91%77%
60% 56%
International RelocationAssignments
Permanent Transfers Localization Intra-Regional Assignments
International Relocation PoliciesTotal Less than 500 500-4999 5000+
*of those who relocate internationally (Q2)
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32April 2017
International (cont.)
Roughly five out of ten firms relocating employees internationally have different tiers, or levels, in their international relocation policies across company size. Tier/level policies appear to be based on job/grade level, assignment length and position/job title most commonly overall. Assignment length (55%), location/region (38%) and objectives (36%) carry much more weight internationally than domestically (32%, 24%, and 19%), while the relative weights of other factors are more similar between international and domestic status.
Management Summary
The vast majority (88%) indicate there are differences between their domestic and international relocation policies, near the highest percentage historically. However, even as more firms differentiate their policies, the percentages of firms offering certain benefits remain lower than three years ago: additional tax considerations (46% vs. 61%) and allowances for children to attend certain schools (41% vs. 54%). Other policy considerations retain their stark increases: additional leave time (33% vs. 18%) and extended per diems (21% vs. 11%). Firms maintained increases in financial services assistance compared to previous levels (39% vs. 18% in 2012) as well, although many other considerations in policy remain below historical highs.
Of companies surveyed who relocate employees internationally, more than forty percent offer: additional tax considerations (46%), intercultural and language training (43%), additional leave time with a visit back to home country (42%), and allowances for children to attend certain schools (41%).
By Company Size (Salaried Employees)
Bases for Different Tiers (or Levels) in International Relocation Policy* (Top 6) Total Less than 500 500-4999 5000+
Job/Grade Level (i.e. staff, management, professional, etc.) 61% 56% 51% 74%
Length of Assignment 55% 60% 60% 48%
Position/Job Title 51% 64% 56% 39%
Assignment Location/Region 38% 40% 47% 28%
Assignment Objectives (i.e. developmental, etc.) 36% 40% 30% 39%
New Hire/Current Employee Status 32% 56% 26% 26%
Average Number of Tiers 2.0 2.0 1.9 2.0
*of those who relocate internationally (Q2) with tiers/levels (Q44g-1)
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16% 22% 15% 13%
84% 78% 85% 87%
Total Less than 500 500-4999 5000+
Outsourced
Did Not Outsource
33April 2017
International (cont.)
Eighty-four percent of companies who relocate employees internationally indicate they outsourced an international relocation service in 2016, remaining above the historic high (77%) in 2011 and near the highest level measured historically. Of those companies who outsourced relocation services domestically, the percentage that also outsourced internationally is the second highest historically (95%), just under the 2014 level (98%) surpassing 2011 & 2013 (88%+) and significantly above all previous levels measured in 2003, 2008-2010, 2012 (81%+) and 2004-2007 (70%+).
International outsourcing saw increases across most service categories compared to 2015, with levels falling in the historical mid-range or higher. The five areas which saw the greatest increases are: contract of household goods carrier (44% vs. 32%), destination services/orientation tours (43% vs. 28%), arrangement of family’s temporary accommodations (42% vs. 27%), coordination and monitoring of international shipment (41% vs. 28%), and arrangement of family’s international transportation (31% vs. 22%). Similar to domestic trends, outsourcing across categories for small and large firms mostly increased from 2015. Mid-size firms saw either declines or stability across categories with one exception: far more outsourced destination services/orientation tours (30% vs. 18%).
While mid-size and large firms are a bit more likely to outsource internationally than small firms in general, large firms outsource a greater variety of services than small or mid-size firms do.
Management Summary
Q.44j – Outsourced Internationally in 2016*:
*of those who relocate internationally (Q2)
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34April 2017
International (cont.)
Seventy-two percent of companies that relocate employees internationally indicate they offer assistance to internationally transferred employees’ spouses/partners in finding employment in the new location. Although lower than 2015 (77%) it trends upward from 2016 (67%), far exceeds 2007-2014 (38% to 46%), and is significantly above 2003-2005 (27%, 22%, & 24%). For the third year in a row, the majority of firms regardless of company size offer employment help to a relocated spouse/partner (71% small, 77% mid-size and 69% large).
Overall, around a seventh of companies that relocate employees internationally report no international relocations were declined or failed in 2016. The issue that presented the greatest challenges for international relocations was family issues/ties across company size. Lack of spousal/partner assistance was the second largest reason given by small and mid-size firms, while for large it was lack of adaptability by the spouse/partner. Personal reasons was the third place issue cited at mid-size and large firms, while financial issues/concerns was third at small.
Management Summary
*of those who relocate internationally (Q2)
Reasons Cited for Declined/Failed Intl Relocation in 2016* Total Less than 500 500-4999 5000+
No International Relocations Declined or Failed 14% 22% 12% 13%
Family Issues/Ties 47% 43% 50% 47%
Lack of Spousal/Partner Assistance 31% 35% 36% 25%
Personal Reason (non-disclosed) 29% 25% 31% 28%
Lack of Adaptability by the Spouse/Partner 27% 22% 26% 31%
Financial Issues/Concerns 23% 31% 21% 22%
Safety Concerns (i.e. war/terrorism/political unrest/etc.) 14% 16% 16% 11%
Lack of Adaptability by Employee 12% 14% 16% 8%
Job Performance Issues 10% 14% 15% 5%
Host Country Infrastructure Inadequacies 9% 12% 9% 8%
Illness 9% 12% 7% 8%
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35April 2017
Corporate/Respondent Profile
Similar to last year, Service (45%) and Manufacturing/Processing (24%) firms are the most highly represented business classifications in this study (44% and 25% in 2016).
The median annual sales range for all companies involved in this study is $250 million-$749 million. The median annual sales range for companies with less then 500 employees is $51-$249 million, while for companies with 500-4,999 employees it is $250 million-$749 million, and for companies with more than 5,000 employees it is over $1 billion.
Most respondents (88%) work in Human Resources/Personnel or Relocation/Mobility Services departments. At small and mid-size firms the vast majority of respondents are from Human Resources (76% and 76%). At large firms more respondents work in Human Resources than Relocation/Mobility Services (55% and 37%), but over a third of participants work in relocation-specific departments compared to 13% or less at smaller firms.
Over half of respondents indicate their department reports to Executive Management; a third to a Human Resources department. However, small and mid-size firms are more likely to state they report to Executive Management than at large firms (70% and 56% vs. 34%), 47% at large firms report to a HR department area.
There are a variety of different positions held among those who completed this survey – managers (31%), directors (28%), vice-presidents (13%), and relocation administrators (10%), as well as supervisors, coordinators, assistants and others.
Business Classification Total
Service 45%
Manufacturing/Processing 24%
Financial 10%
Wholesale/Retail 10%
Government/Military 7%
Other 4%
Management Summary
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36April 2017
Corporate/Respondent Profile (cont.)
An overwhelming majority of respondents regularly read trade publications (90%); the most popular publications were*:
HR Magazine (47%) Human Resource Executive (33%) HR News (32%) Employee Benefits News (31%) Mobility (29%) Human Resources Outsourcing (HRO) Today (23%) Workforce (23%)
Seventy-seven percent of all employees interviewed belong to a relocation-related association, and 86% of responding employees at large companies belong to one of these associations*:
Management Summary
77% 74% 73%86%
Total Less than 500 500-4999 5000+
* Note: the responses to these questions may have been influenced by the respondent lists used to gather data for this survey.
Q.51– Association Membership:
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Relocation Volumes & Budgets
37April 2017
Q.1 – Number of Employees Relocated in 2016
Total Less than 500 500-4999 5000+
None 2% 3% 2% 0%
1 – 9 26% 47% 19% 6%
10 – 19 10% 17% 10% 2%
20 – 49 13% 8% 21% 11%
50 – 99 10% 10% 10% 10%
100 – 199 15% 8% 19% 19%
200 – 399 10% 5% 9% 18%
400 or more 14% 2% 10% 34%
Median 20 – 49 1 – 9 20 – 49 200 – 399
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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38April 2017
Q.2 – Companies that Relocate Employees Between Countries*
* % of companies answering “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
53%
31%
53%
79%
Relocation Volumes & Budgets
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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39April 2017
Q.3 – Is Your Company…
International
48%
National31%
Regional21%
Total
24%
37%
38%
Less than 500
Salaried Employees
50%
35%
15%
500-4999
Salaried Employees
74%
18%
8%
5000+
Salaried Employees
Relocation Volumes & Budgets
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
40April 2017
Q.4 – Compared to 2015, Did the Number of Employees You Relocated in 2016…
Decrease Significantly
3%
Decrease Somewhat
8%
Stay About
TheSame
41%
Increase Somewhat
35%
Increase Significantly
12%
Total
3%
7%
45%34%
12% Less than 500
Salaried Employees
4%
13%
38%
32%
13%
5000+
Salaried Employees
3%
6%
40%38%
13%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
41April 2017
Q.5 – Compared to 2015, Did Your 2016 Relocation Budget…
Decrease Significantly
3%
Decrease Somewhat
6%
Stay About
TheSame
44%
Increase Somewhat
34%
Increase Significantly
14%
Total
3%
5%
46%33%
13% Less than 500
Salaried Employees
3%
11%
45%
30%
11%
5000+
Salaried Employees
2%
3%
40%
39%
16%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
42April 2017
Q.6 – Compared to 2016, Do You Anticipate that the Number of Employees Your Company Will Relocate During 2017 Will…
Decrease Significantly
2%
Decrease Somewhat
9%
StayAbout
TheSame
42%
Increase Somewhat
36%
Increase Significantly
11%
Total
4%
12%
43%
31%
10% Less than 500
Salaried Employees
1%
10%
42%35%
13%
5000+
Salaried Employees
1%
5%
41%
42%
11%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
43April 2017
Q.7 – Compared to 2016, Do You Anticipate that Your Relocation Budget in 2017 Will…
Decrease Significantly
1%
Decrease Somewhat
8%
StayAbout
TheSame
44%
Increase Somewhat
34%
Increase Significantly
13%
Total
1%
10%
51%
28%
10%
5000+
Salaried Employees
3%
11%
41%
32%
13% Less than 500
Salaried Employees
1%
5%
39%
41%
14%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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44April 2017
* % of companies answering “Yes” / excludes those who don’t know
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
63%55%
62%
79%
Relocation Volumes & Budgets
Q.8 – Companies that had Employees Decline the Opportunity to Relocate in 2016*
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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45April 2017
* % of companies answering “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
28% 30%27% 26%
Relocation Volumes & Budgets
Q.9 – Companies Indicating Declining Relocation Usually Hinders an Employee’s Career*
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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46April 2017
* % of companies indicating “Yes”
By Company Size (Salaried Employees)
Relocation Volumes & BudgetsQ.10a – Companies Indicating They Offered Non-Standard Additional Incentives or
Exceptions to Encourage Employee Relocations in 2016*
Total Less than 500 500-4999 5000+
86% 85%88%
86%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
47April 2017
Q.10b – Additional Non-Standard Incentives or Exceptions Offered By Companies to Encourage Employee Relocations in 2016*
Other
Mortgage Payoffs/Loans (if property sale won't cover
employee mortgage debt)
Loss-on-Sale Protection
Buyer Value Option (origin home)
Guaranteed Buyout Option (origin home)
Telecommuting Option (1-2 days/week) to Curtail
Commuting Costs
Extended Duplicate Housing Benefits
Guarantee of Employment Contract (for specified
length of time)
Cost-of-Living-Adjustments (COLAs) in Salary at
New Location
Relocation Bonuses
Extended Temporary Housing Benefits
2%
15%
18%
20%
21%
24%
25%
27%
50%
54%
61%
Total
* of those who offered incentives or exceptions (Q10a)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
48April 2017
Additional Incentives or Exceptions Offered Total Less than 500 500-4999 5000+
Extended Temporary Housing Benefits 61% 60% 60% 63%
Relocation Bonuses 54% 56% 60% 42%
Cost-of-Living Adjustments (COLAs) in Salary at New Location 50% 49% 52% 48%
Guarantee of Employment Contract (for specified length of time) 27% 29% 31% 19%
Extended Duplicate Housing Benefits 25% 28% 21% 27%
Telecommuting Option (1-2 days/week) to Curtail Commuting Costs 24% 26% 25% 21%
Guaranteed Buyout Option (origin home) 21% 14% 20% 32%
Buyer Value Option (origin home) 20% 13% 20% 30%
Loss-on-Sale Protection 18% 10% 12% 34%
Mortgage Payoffs/Loans (if property sale won’t cover employee mortgage debt)
15% 8% 25% 12%
Other 2% 3% 1% 3%
Q.10b – Additional Non-Standard Incentives or Exceptions Offered By Companies to Encourage Employee Relocations in 2016*
By Company Size (Salaried Employees)
* of those who offered incentives or exceptions (Q10a)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
49April 2017
Q.10c – Frequency of Incentives or Exceptions Proving Successful in Convincing an Employee to Relocate*
* of those who offered incentives or exceptions (Q10a) / excludes not applicable/don’t know responses
Never0%
Seldom8%
Frequently61%
Almost always31%
Total
0%
7%
58%
35%
Less than 500
Salaried Employees
0%
9%
60%
30%
5000+
Salaried Employees
1%
7%
63%
29%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
50April 2017
Q.11 – Did the Number of Employees Declining Relocation in 2016…*
* excludes those who don’t know
Remain About
the Same as
2015
65%
Decrease from 2015
15%
Increasefrom 2015
20%
Total
57%
17%
25%Less than 500
Salaried Employees
73%
15%
12%
5000+
Salaried Employees
66%13%
21%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
51April 2017
Q.11a – Reasons Employees Gave for Declining Relocation*
Total
* of companies who had declined relocations in 2016 (Q8)
Other
Job Security Concerns
Housing/Mortgage Concerns
Destination Location
Cost of Living in New Location
No Desire to Relocate
Personal Reasons (non-disclosed)
Spouse's/Partner's Employment
Family Issues/Ties
2%
15%
26%
34%
35%
37%
44%
57%
69%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Relocation Volumes & Budgets
52April 2017
Q.11a – Reasons Employees Gave for Declining Relocation*
* of companies who had declined relocations in 2016 (Q8)
Reasons for Declined Relocation Total Less than 500 500-4999 5000+
Family Issues/Ties 69% 66% 72% 71%
Spouse’s/Partner’s Employment 57% 57% 59% 55%
Personal Reasons (non-disclosed) 44% 32% 45% 54%
No Desire to Relocate 37% 39% 34% 38%
Cost of Living in New Location 35% 33% 31% 41%
Destination Location 34% 23% 38% 41%
Housing/Mortgage Concerns 26% 18% 31% 28%
Job Security Concerns 15% 16% 15% 12%
Other 2% 2% 1% 4%
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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None3%
Don't know
1%
100+28%
50-999%
20-49
17%
10-1913%
1-930%
Total
5%
0%
7%5%
12%
16%
54%
Less than 500
Salaried Employees
1%
5%
57%13%
12%
6%7%
5000+
Salaried Employees
2%0%
24%
10%
25%
14%
25%
500-4999
Salaried Employees
53April 2017
Q.12a – Number of Employees Relocated in 2016: Within the U.S.*
Relocation Volumes & Budgets
* of those who relocated employees (Q1)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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72%
2%1%3%2% 7%
14%
Less than 500
Salaried Employees
27%
7%
5%
1%4%
10%
46%
5000+
Salaried Employees
61%
1%
4%
4%
8%
10%
14%
500-4999
Salaried Employees
54April 2017
Q.12a – Number of Employees Relocated in 2016: Between the U.S. and Canada*
Relocation Volumes & Budgets
* of those who relocated employees (Q1)
None55%
Don't know3%
100+3%
50-993%
20-49
5%
10-199%
1-923%
Total
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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51%
1%
5%5%
8%
8%
23%
500-4999
Salaried Employees
55April 2017
Q.12a – Number of Employees Relocated in 2016: Between the U.S. and Another Country*
* of those who relocated employees (Q1)
Relocation Volumes & Budgets
None51%
Don't know
3%
100+8%
50-994%
20-497%
10-197%
1-920%
Total
20%
7%
21%
8%8%
11%
26%
5000+
Salaried Employees
75%
2%1%1% 5%
3%13%
Less than 500
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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68%4%
5%
2%4%
6%11%
500-4999
Salaried Employees
56April 2017
Q.12a – Number of Employees Relocated in 2016: Within a Single Foreign Country*
Relocation Volumes & Budgets
* of those who relocated employees (Q1)
None64%
Don't know
7%
100+4%
50-992%
20-493%
10-195%
1-914%
Total
38%
17%6%4%
4%
8%
23%
5000+
Salaried Employees
82%
2%
1%
1%1%
2%
11%
Less than 500
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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57April 2017
Q.12a – Number of Employees Relocated in 2016: Between Two Foreign Countries*
Relocation Volumes & Budgets
* of those who relocated employees (Q1)
None65%
Don’t know6%
100+5%
50-994%
20-494%
10-195%
1-911%
Total
83%
2%
1%
1%1%
3%
8%
Less than 500
Salaried Employees
35%
13%13%
7%
7%
10%
15%
5000+
Salaried Employees
70%
4%3%
5%
5%4%
9%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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58April 2017
Q.12b – Most Frequent Destinations of Transfer in 2016: Within the U.S.*
* of those who relocated employees (Q1) / excludes N/A responses
Relocation Volumes & Budgets
Central
18%
Southwest
17%
West
30%
South
32%
Northeast
32%
Midwest
29%
Total
22%
20%
34%
31%
39%
36%
5000+
Salaried Employees
17%
16%
29%
30%
32%
25%
Less than 500
Salaried Employees
15%
15%
28%
36%
28%
27%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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59April 2017
Q.12b – Most Frequent Destinations of Transfer in 2016: Between the U.S. and Another Country/Region*
Relocation Volumes & Budgets
* of those who relocated employees (Q1) / excludes N/A responses
Total
Other
Russia
Africa (Sub-Saharan)
Africa (North)
Central America/Caribbean
Australia/Pacific Rim
South America
Middle East
Europe (Eastern)
Europe (Western)
United States
Asia
United Kingdom
Canada
3%
4%
5%
6%
8%
10%
12%
15%
19%
29%
30%
31%
36%
37%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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60April 2017
Q.12b – Most Frequent Destinations of Transfer in 2016: Between the U.S. and Another Country/Region*
Relocation Volumes & Budgets
* of those who relocated employees (Q1) / excludes N/A responses
Most Frequent International Destination Total Less than 500 500-4999 5000+
Canada 37% 44% 40% 31%
United Kingdom 36% 24% 43% 37%
Asia 31% 29% 21% 40%
United States 30% 56% 30% 17%
Europe (Western) 29% 11% 30% 37%
Europe (Eastern) 19% 22% 19% 17%
Middle East 15% 16% 12% 16%
South America 12% 20% 8% 12%
Australia/Pacific Rim 10% 4% 13% 11%
Central America/Caribbean 8% 5% 7% 11%
Africa (North) 6% 9% 6% 5%
Africa (Sub-Saharan) 5% 4% 2% 7%
Russia 4% 5% 4% 4%
Other 3% 2% 2% 5%
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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61April 2017
Q.12b – Most Frequent Destinations of Transfer in 2016: Within a Single Foreign Country/Region*
Relocation Volumes & Budgets
Total
Other
Russia
Africa (Sub-Saharan)
Central America/Caribbean
Australia/Pacific Rim
Africa (North)
Europe (Eastern)
Middle East
South America
Europe (Western)
Canada
United Kingdom
Asia
United States
1%
4%
6%
7%
8%
8%
12%
12%
14%
20%
25%
25%
27%
34%
* of those who relocated employees (Q1) / excludes N/A responses
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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62April 2017
Relocation Volumes & Budgets
* of those who relocated employees (Q1) / excludes N/A responses
Q.12b – Most Frequent Destinations of Transfer in 2016: Within a Single Foreign Country/Region*
Most Frequent Intraregional Destination Total Less than 500 500-4999 5000+
United States 34% 31% 36% 33%
Asia 27% 31% 14% 36%
United Kingdom 25% 19% 24% 27%
Canada 25% 35% 28% 19%
Europe (Western) 20% 4% 18% 27%
South America 14% 23% 10% 14%
Middle East 12% 15% 14% 10%
Europe (Eastern) 12% 12% 6% 17%
Africa (North) 8% 15% 6% 7%
Australia/Pacific Rim 8% 12% 6% 7%
Central America/Caribbean 7% 12% 4% 7%
Africa (Sub-Saharan) 6% 8% 8% 4%
Russia 4% 8% 6% 1%
Other 1% 0% 2% 1%
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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63April 2017
Q.12b – Most Frequent Destinations of Transfer in 2016: Between Two Foreign Countries/Regions*
Relocation Volumes & Budgets
Total
Other
Africa (Sub-Saharan)
Russia
Africa (North)
Central America/Caribbean
Australia/Pacific Rim
Middle East
South America
Europe (Eastern)
Canada
United Kingdom
Europe (Western)
Asia
United States
4%
6%
6%
8%
9%
10%
17%
17%
20%
20%
28%
31%
35%
35%
* of those who relocated employees (Q1) / excludes N/A responses
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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64April 2017
Relocation Volumes & BudgetsQ.12b – Most Frequent Destinations of Transfer in 2016:
Between Two Foreign Countries/Regions*
Most Frequent Interregional Destination Total Less than 500 500-4999 5000+
United States 35% 24% 38% 37%
Asia 35% 40% 25% 40%
Europe (Western) 31% 8% 27% 43%
United Kingdom 28% 24% 25% 31%
Canada 20% 24% 19% 20%
Europe (Eastern) 20% 28% 8% 24%
South America 17% 24% 6% 23%
Middle East 17% 24% 13% 17%
Australia/Pacific Rim 10% 4% 6% 14%
Central America/Caribbean 9% 12% 4% 11%
Africa (North) 8% 16% 6% 7%
Russia 6% 4% 6% 7%
Africa (Sub-Saharan) 6% 4% 6% 6%
Other 4% 4% 2% 6%
By Company Size (Salaried Employees)
* of those who relocated employees (Q1) / excludes N/A responses
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Factors Impacting Relocations
65April 2017
Total
Other
Natural/Man-Made Disasters-Domestic or
International
Affordable Care Act
Political/Regulatory Environment-Domestic or
International
Real Estate Market
Growth of International Competition
Growth of Domestic Competition
Economic Conditions
Lack of Qualified People Locally
External Conditions Had No Impact
4%
7%
9%
13%
17%
18%
22%
34%
44%
13%
Q.13 – External Factors Having the Most Significant Impact on the Number of Employee Relocations in 2016
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Factors Impacting Relocations
66April 2017
External Factors Impacting Relocations Total Less than 500 500-4999 5000+
External Conditions Had No Impact 13% 17% 14% 9%
Lack of Qualified People Locally 44% 47% 43% 40%
Economic Conditions 34% 32% 36% 32%
Growth of Domestic Competition 22% 22% 24% 18%
Growth of International Competition 18% 12% 19% 26%
Real Estate Market 17% 20% 17% 13%
Political/Regulatory Environment – Domestic or International (i.e. U.S. election, Brexit, immigration requirements, DOL employment legislation/policies, etc.)
13% 8% 15% 16%
Affordable Care Act/U.S. Health Care LegislationRequirements/Implementation
9% 9% 10% 6%
Natural/Man-Made Disasters – Domestic or International (i.e. Zika virus, hurricanes, earthquakes, war/civil unrest, etc.)
7% 6% 8% 5%
Other 4% 5% 1% 6%
Q.13 – External Factors Having the Most Significant Impact on the Number of Employee Relocations in 2016
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Factors Impacting Relocations
67April 2017
Total
Other
Use of Short-Term Assignments
Use of Frequent Business Travel/Telecommuting
Closing of Facility
Technology Deployment/Integration
International Expansion
Increased Production
Acquisitions/Mergers
Budget Constraints
Expansion of Facility
Corporate Reorganization/Restructuring
Expansion into New Territories
Knowledge/Skills Transfers
Promotions/Resignations
Growth of Company
Internal Conditions Had No Impact
3%
10%
11%
11%
13%
13%
15%
16%
18%
18%
25%
25%
30%
31%
41%
4%
Q.14 – Internal Conditions Having the Most Significant Impact on the Number of Employee Relocations in 2016
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68April 2017
Internal Conditions Impacting Relocations Total Less than 500 500-4999 5000+
Internal Conditions Had No Impact 4% 6% 4% 1%
Growth of Company 41% 43% 37% 41%
Promotions/Resignations 31% 32% 34% 26%
Knowledge/Skills Transfers 30% 26% 31% 32%
Expansion into New Territories 25% 24% 23% 29%
Corporate Reorganization/Restructuring 25% 17% 20% 40%
Expansion of Facility 18% 21% 17% 17%
Budget Constraints 18% 19% 14% 22%
Acquisitions/Mergers 16% 9% 14% 28%
Increased Production 15% 16% 19% 11%
International Expansion 13% 12% 12% 16%
Technology Deployment/Integration 13% 10% 16% 12%
Closing of Facility 11% 11% 13% 11%
Use of Frequent Business Travel/Telecommuting 11% 8% 11% 14%
Use of Short-Term Assignments 10% 7% 11% 11%
Other 3% 4% 1% 4%
Q.14 – Internal Conditions Having the Most Significant Impact on the Number of Employee Relocations in 2016 - By Company Size (Salaried Employees)
Factors Impacting Relocations
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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16%
11%
72%5000+
Salaried Employees
69April 2017
Q.15 – Rating of Company’s Overall Financial Performance in 2016
Factors Impacting Relocations
Same as in 2015
23%
Worsethan
20157%
Better than
201571%
Total
24%
6%
70%
Less than 500
Salaried Employees
26%
4%
71%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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29%
7%63%
5000+
Salaried Employees
70April 2017
Q.15 – Rating of Emerging Global Market Economies in 2016
Factors Impacting Relocations
Same as in 2015
38%
Worse than
20157%
Better than
201555%
Total
42%
8%
50%
Less than 500
Salaried Employees
42%
6%
52%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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71April 2017
Q.15 – Rating of Developed Global Market Economies in 2016
Factors Impacting Relocations
Same as in 2015
35%
Worse than
201510%
Better than
201555%
Total
44%
7%
49%
Less than 500
Salaried Employees
25%
13%63%
5000+
Salaried Employees
35%
11%
55%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Same as in 2015
32%
Worse than
201512%
Better than
201556%
Total
28%
9%63%
5000+
Salaried Employees
72April 2017
Q.15 – Rating of U.S. Economy in 2016
Factors Impacting Relocations
35%
14%
51%
Less than 500
Salaried Employees
32%
12%
56%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Same as in 2015
34%
Worse than 2015
10%
Better than
201556%
Total
25%
7%69%
5000+
Salaried Employees
73April 2017
Q.15 – Rating of U.S. Real Estate Market in 2016
Factors Impacting Relocations
33%
14%
53%
Less than 500
Salaried Employees
41%
8%
50%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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25%
3%
73%5000+
Salaried Employees
74April 2017
Q.16 – Anticipated Overall Financial Performance of Company in 2017
Factors Impacting Relocations
Same as in 2016
25%
Worse than 2016
5%
Better than
201670%
Total
26%
5%
68%
Less than 500
Salaried Employees
25%
5%
70%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Same as in 2016
39%
Worse than
20166%
Better than
201655%
Total
29%
4%66%
5000+
Salaried Employees
75April 2017
Q.16 – Anticipated Emerging Global Market Economies in 2017
Factors Impacting Relocations
42%
6%
52%
Less than 500
Salaried Employees
44%
7%
50%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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76April 2017
Q.16 – Anticipated Developed Global Market Economies in 2017
Factors Impacting Relocations
Same as in 2016
41%
Worse than
201610%
Better than
201650%
Total
45%
10%
45%
Less than 500
Salaried Employees
34%
5%
60%
5000+
Salaried Employees
41%
13%
46%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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32%
9%
58%
5000+
Salaried Employees
35%
11%
55%
500-4999
Salaried Employees
77April 2017
Q.16 – Anticipated U.S. Economy in 2017
Factors Impacting Relocations
Same as in 2016
30%
Worse than 2016
12%
Better than
2016 57%
Total
25%
16%59%
Less than 500
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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78April 2017
Q.16 – Anticipated U.S. Real Estate Market in 2017
Factors Impacting Relocations
Same as in 2016
33%
Worse than
201612%
Better than
201655%
Total
34%
8%
58%
5000+
Salaried Employees
32%
15%
53%
Less than 500
Salaried Employees
34%
12%
55%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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79April 2017
Total
Q.17 – Does Your Company Have a Formal Global Mobility Strategy?*
* excludes N/A responses
No, but We Plan to Develop In the Next Year
No, and We Have No Plans to Create One
Yes, Extensive Policies & Procedures, RiskMitigation, & Supporting Technology
Yes, Extensive Policies & Procedures & RiskMitigation
Yes, Basic Policies & Procedures
4%
12%
23%
19%
42%
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80April 2017
Global Mobility Strategy Total Less than 500 500-4999 5000+
Yes, Basic Policies & Procedures 42% 43% 47% 34%
Yes, Extensive Policies & Procedures & Risk Mitigation
19% 10% 18% 28%
Yes, Extensive Policies & Procedures, Risk Mitigation, & Supporting Technology
23% 18% 19% 33%
No, We Do Not Have a Formal Global Mobility Strategy & Have No Plans to Create One
12% 25% 8% 4%
No, but We Plan to Develop a Formal Global Mobility Strategy In the Next Year
4% 3% 9% 1%
By Company Size (Salaried Employees)
Q.17 – Does Your Company Have a Formal Global Mobility Strategy?*
* excludes N/A responses
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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81April 2017
Q.18 – Companies with a Formal Policy for: Domestic Relocations*
* % of companies answering “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
82%
68%
85%
97%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Policy Administration
82April 2017
Q.18 – Companies with a Formal Policy for: Short-Term/Temporary Assignments*
* % of companies answering “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
67%60%
64%
79%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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83April 2017
Q.18 – Companies with a Formal Policy for: Extended Business Travel*
* % of companies answering “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
54% 52%
61%
48%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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84April 2017
Q.18 – Companies with a Formal Policy for: Long-Distance Commuter*
* % of companies answering “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
43% 45% 48%
35%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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85April 2017
Q.18a-1 – Does Your Company Have Different Tiers (or Levels) Within Its Domestic Relocation Policy?
Five or
More8% Four
10%
Three25%
Two24%
No Tiers/
Single Policy
32%
Total
1% 3%
20%
33%
44%
Less than 500
Salaried Employees
23%
17%
31%
15%
15%
5000+
Salaried Employees
3%
11%
26%
25%
35%
500-4999
Salaried Employees
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86April 2017
Q.18a-1 – Average Number of Tiers (or Levels) Within Domestic Relocation Policy*
* of companies with domestic tiers/levels (Q18a-1)
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
2.4
1.8
2.2
3.2
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87April 2017
Q.18a-2 – Does Your Company Have Different Tiers (or Levels) Within Its Short-Term/Temporary Assignments Relocation Policy?*
Five or more 1%
Four4%
Three13%
Two21%
No Tiers/
Single Policy
61%
Total
0%
5%
13%
28%
54%
Less than 500
Salaried Employees
3%2%
9%
15%
70%
5000+
Salaried Employees
0%
6%
17%
19%58%
500-4999
Salaried Employees
* of companies with short-term/temporary assignments relocation policy (Q18)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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88April 2017
Q.18a-2 – Average Number of Tiers (or Levels) Within Short-Term/Temporary Assignments Relocation Policy*
* of companies with short-term/temporary assignments relocation policy tiers/levels (Q18a-2)
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
1.6 1.7 1.71.5
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89April 2017
Q.18a-3 – Does Your Company Have Different Tiers (or Levels) Within Its Extended Business Travel Policy?*
Five or more 2%
Four3%
Three12%
Two25%
No Tiers/
Single Policy
58%
Total
0%
6%
10%
32%
52%
Less than 500
Salaried Employees
5%
0%
5%
16%
73%5000+
Salaried Employees
1%3%
17%
24%
54%
500-4999
Salaried Employees
* of companies with extended business travel policy (Q18)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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90April 2017
Q.18a-3 – Average Number of Tiers (or Levels) Within Extended Business Travel Policy*
* of companies with extended business travel policy tiers/levels (Q18a-3)
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
1.7 1.7 1.71.5
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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91April 2017
Q.18a-4 – Does Your Company Have Different Tiers (or Levels) Within Its Long-Distance Commuter Policy?*
Five or more 3%
Four3%
Three14%
Two27%
No Tiers/
Single Policy
53%
Total
1%
4%
12%
32%
50%
Less than 500
Salaried Employees
7%
0%
9%
15%
70%
5000+
Salaried Employees
3%3%
19%
29%
47%
500-4999
Salaried Employees
* of companies with long-distance commuter policy (Q18)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Total Less than 500 500-4999 5000+
1.7 1.71.9
1.6
Policy Administration
92April 2017
Q.18a-4 – Average Number of Tiers (or Levels) Within Long-Distance Commuter Policy*
* of companies with long-distance commuter policy tiers/levels (Q18a-4)
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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93April 2017
Total
Q.18b – What Are Your Different Tiers (or Levels) Based On?*
* of companies with domestic tiers/levels (Q18a-1)
Other
Company vs. Employee Initiated
Assignment Objectives
Assignment Location/Region
Homeowner/Renter Status
New Hire/Current Employee Status
Length of Assignment
Position/Job Title
Job or Grade Level
1%
18%
19%
24%
26%
28%
32%
48%
61%
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94April 2017
Q.18b – What Are Your Different Tiers (or Levels) Based On?*
* of companies with domestic tiers/levels (Q18a-1)
Bases for Domestic Policy Tiers (or Levels) Total Less than 500 500-4999 5000+
Job or Grade Level (i.e. staff, management, professional, etc.)
61% 51% 56% 72%
Position/Job Title 48% 63% 47% 38%
Length of Assignment 32% 36% 38% 23%
New Hire/Current Employee Status 28% 33% 28% 24%
Homeowner/Renter Status 26% 21% 13% 42%
Assignment Location/Region 24% 28% 31% 15%
Assignment Objectives (i.e. developmental, etc.) 19% 23% 17% 18%
Company vs. Employee Initiated Relocation 18% 21% 16% 17%
Other 1% 1% 2% 1%
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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95April 2017
Q.19a – Companies Whose Formal Relocation Policy Utilizes Aspects of Fixed Benefits/Flexible Benefits, Core Coverage/Flex Menu-Driven Policy*
* % of companies indicating “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
88%85%
89%
93%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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96April 2017
Total
* of those using fixed/flex policy elements (Q19a)
Other
Flexible Use of a Portion of Relocation Benefit Coverage(dependent on employee level/category)
Flexible Use of a Portion of Relocation Benefit Coverage(all employees)
Flexible Use of Full Relocation Benefit Coverage(dependent on employee level/category)
Flexible Use of Full Relocation Benefit Coverage (allemployees)
Relocation Benefit Coverage of Specific Items (i.e. fixedcomponents) (all employees)
Relocation Benefit Coverage of Specific Items (i.e. fixedcomponents) (dependent on employee level/category)
1%
11%
13%
20%
26%
48%
48%
Q.19b – Aspects of Fixed Benefits/Flexible Benefits, Core Coverage/Flex Menu-Driven Incorporated into Relocation Policy*
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97April 2017
* of those using “fixed/flex policy” elements (Q19a)
Fixed/Flex Policy Elements Total Less than 500 500-4999 5000+
Relocation Benefit Coverage of Specific Items (i.e. fixed components) (dependent on employee level/category)
48% 39% 47% 60%
Relocation Benefit Coverage of Specific Items (i.e. fixed components) (all employees)
48% 49% 50% 44%
Flexible Use of Full Relocation Benefit Coverage (all employees)
26% 31% 25% 20%
Flexible Use of Full Relocation Benefit Coverage (dependent on employee level/category)
20% 22% 23% 13%
Flexible Use of a Portion of Relocation Benefit Coverage(all employees)
13% 15% 12% 12%
Flexible Use of a Portion of Relocation Benefit Coverage (dependent on employee level/category)
11% 15% 7% 10%
Other 1% 1% 0% 1%
Q.19b – Aspects of Fixed Benefits/Flexible Benefits, Core Coverage/Flex Menu-Driven Policy Incorporated into Relocation Policy*
By Company Size (Salaried Employees)
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98April 2017
Total
* of those using “core coverage/flex policy” elements (Q19a)
None of the Above
Other
Real Estate Assistance/Transaction Costs (destination)
Rental Assistance/Transaction Costs
Real Estate Assistance/Transaction Costs (origin)
Storage
Miscellaneous Expense Allowances
Travel Expenses (home finding trip(s))
Temporary Housing
Household Goods Shipping
Travel Expenses (final move)
8%
3%
34%
34%
39%
42%
44%
48%
53%
55%
58%
Q.19c – Relocation Costs That Are Considered Fixed Benefits Within the Relocation Policy*
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99April 2017
* of those using “core coverage/flex policy” elements (Q19a)
Fixed Benefits Policy Costs Total Less than 500 500-4999 5000+
Travel Expenses (final move) 58% 54% 52% 69%
Household Goods Shipping 55% 49% 48% 71%
Temporary Housing 53% 48% 48% 65%
Travel Expenses (home finding trip(s)) 48% 45% 42% 60%
Miscellaneous Expense Allowances 44% 36% 42% 57%
Storage 42% 36% 37% 57%
Real Estate Assistance/Transaction Costs (origin/selling) 39% 28% 40% 51%
Rental Assistance/Transaction Costs 34% 30% 28% 46%
Real Estate Assistance/Transaction Costs (destination/purchasing) 34% 18% 36% 51%
Other 3% 2% 1% 7%
None of the Above Are Considered Fixed Benefits 8% 9% 8% 6%
Q.19c – Relocation Costs That Are Considered Fixed Benefits Within the Relocation Policy*
By Company Size (Salaried Employees)
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100April 2017
Q.20a – Companies Who Administer Employee Relocations from a Centralized Department/Team*
* % of companies indicating “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
86%
76%
89%93%
* % of companies indicating “Yes”
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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101April 2017
Total
Q.20b - Does Your Company’s Centralized Relocation/Mobility Department/Team…*
Control Freight Carrier Selection
Mobility Risk Management & Mitigation
Handle Office Relocations
Handle Air Travel via Commercial Airlines
Impact Talent Management/Recruitment
Manage Business Travel Programs
Handle Visa Applications/Immigration Policy
Control Additional Relocation Services Provider(s) Selection
Control Household Goods Carrier Selection
Manage International Relocation Programs
Development/Maintenance of Relocation Policy
Manage Domestic Relocation Programs
24%
24%
28%
29%
30%
30%
32%
36%
42%
42%
56%
58%
* of those with a centralized relocation/mobility department (Q20a) / excludes those who don’t know
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* of those with a centralized relocation/mobility department (Q20a) / excludes those who don’t know
Centralized Relocation/Mobility Dept/Team Duties Total Less than 500 500-4999 5000+
Manage Domestic Relocation Programs 58% 46% 50% 80%
Development/Maintenance of Relocation Policy 56% 46% 49% 72%
Manage International Relocation Programs 42% 31% 34% 63%
Control Household Goods Carrier Selection 42% 34% 37% 57%
Control Additional Relocation Services Provider(s) Selection 36% 23% 31% 55%
Handle Visa Applications/Immigration Policy 32% 27% 28% 40%
Manage Business Travel Programs 30% 40% 27% 24%
Impact Talent Management/Recruitment Decisions/Processes 30% 30% 30% 29%
Handle Air Travel via Commercial Airlines 29% 42% 30% 15%
Handle Office Relocations 28% 35% 32% 17%
Development/Maintenance of Mobility Risk Management & Mitigation 24% 19% 22% 32%
Control Freight Carrier Selection (air, land, sea or rail) 24% 26% 20% 27%
By Company Size (Salaried Employees)
Q.20b - Does Your Company’s Centralized Relocation/Mobility Department/Team… *
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103April 2017
Q.21 – Respondents were given a list of cost containment measures that could have been used in relocation policy/practice in 2016 – the answers received indicate that…
TotalCost Containment Measures Used
Used Additional Measures
84%
Did Not Use Additional Measures
16%
Total
Other
Incentivize Renting Rather than Home
Purchase at Destination
Tighten Real Estate Assistance
Requirements
Modify COLA Offering Policy
Offer Pre-Decision Counseling
Restructure Policy Tiers/Eligibility for
Certain Benefits
Offer Short-Term/Extended Travel/
Commuter Arrangements (not relocation)
Review/Renegotiate Supplier Contracts
Limit Miscellaneous Expense Allowance
Benefits (coverage items, amounts)
Cap Relocation Benefit Amounts
Use Lump Sum Payments for Relocations
1%
12%
12%
13%
17%
18%
18%
26%
26%
33%
37%
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104April 2017
Q.21 – Cost Containment Measures in Relocation Policy/Practice Used in 2016
Cost Containment Measures Used Total Less than 500 500-4999 5000+
No Cost Containment Measures Beyond Typical Relocation Policy or Program Utilized
16% 20% 14% 13%
Use Lump Sum Payments for Relocations 37% 39% 36% 35%
Cap Relocation Benefit Amounts 33% 28% 34% 38%
Limit Miscellaneous Expense Allowance Benefits (coverage items, amounts) 26% 24% 31% 24%
Review/Renegotiate Supplier Contracts 26% 20% 24% 37%
Offer Short-Term/Extended Travel/Commuter Arrangements Rather than Relocate Employees
18% 20% 14% 21%
Restructure Policy Tiers/Eligibility for Certain Benefits (i.e. add/reduce/redefine tiers, implement menu-driven policy, etc.)
18% 15% 16% 24%
Offier Pre-Decision Counseling 17% 9% 15% 28%
Modify COLA Offering Policy 13% 9% 12% 19%
Tighten Real Estate Assistance Requirements 12% 10% 13% 14%
Incentivize Renting Rather than Home Purchase at Destination 12% 15% 12% 8%
Other 1% 1% 1% 1%
By Company Size (Salaried Employees)
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105April 2017
Q.22 – Number of Salaried (Non-Hourly) People Employed by Company
Policy Administration
5000+29%
500-499935%
Less than 50036%
By Company Size (Salaried Employees)
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106April 2017
Q.23 – In 2016, What Approximate Percentage of Your Company’s Relocating Employees Were Classified (at Origin):*
Total Less than 500 500-4999 5000+
47%55%
46%40%
53% 45% 54% 60%
Transferees
New Hires
By Company Size (Salaried Employees)
* excludes those who don’t know
(Average Percent)
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107April 2017
Q.23 – In 2016, What Approximate Percentage of Your Company’s Relocating Employees Were Classified (at Origin):*
Total Less than 500 500-4999 5000+
10% 10% 10% 10%
40% 39% 38% 43%
50% 51% 51% 47%
Homeowners
Renters
Neither
By Company Size (Salaried Employees)
* excludes those who don’t know
(Average Percent)
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108April 2017
Q.23 – In 2016, What Approximate Percentage of Your Company’s Relocating Employees Were Classified (at Origin):*
Total Less than 500 500-4999 5000+
20% 18% 20% 21%
52% 54% 52% 50%
28% 28% 28% 29%
Executives/Top Level
Mid-Level
Entry Level
By Company Size (Salaried Employees)
* excludes those who don’t know
(Average Percent)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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2%
5%3%
22%
14%33%
21%
Less than 500
Salaried Employees
5%7%
8%
27%
13%
30%
11%
500-4999
Salaried Employees
More than
3 months
4%
Up to 3
months
5% Up to
2 months
5%
Up to 1
month
22%
Up to 3
weeks
12%
Up to 2
weeks
32%
1 week
or less
19%
Total
6%1%
4%
17%
9%
36%
26%
5000+
Salaried Employees
Policy Administration
109April 2017
Q.24a – Length of Time Employees Have to Accept a Relocation Offer*
* excludes those who don’t know
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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More than
3 months
5%
Up to 3
months
11%
Up to 2
months
20%
Up to 1
month
35%
Up to 3
weeks
10%
Up to 2
weeks
15%
1 week
or less
4%
Total
7%
10%
18%
37%
9%
17%
3%
5000+
Salaried Employees
Policy Administration
110April 2017
Q.24b – Length of Time Employees Have to Report to Work at the New Location*
* excludes those who don’t know
2%
10%
17%
34%
13%
16%
7%Less than 500
Salaried Employees
8%
12%
24%
34%
8%
12%
2%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Total Less than 500 500-4999 5000+
1.6 1.6 1.71.5
111April 2017
Q.25a – Average Number of Expense-Paid TRIPS with SPOUSE/PARTNER to Find Housing in New Location*
Policy Administration
* excludes those who don’t know
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Total Less than 500 500-4999 5000+
4.1
3.4
4.44.7
112April 2017
Q.25b – Average Number of Expense-Paid DAYS EMPLOYEES are Allowed for House-Hunting Trips (Total Amount)*
Policy Administration
* excludes those who don’t know
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Other
Utilize Social Media/Networking Tools
Utilize Mobile Applications from Relocation
Providers
Audit/Verify Prices Quoted for Relocation
Services
Access Relocation Company Website for
Reporting/Other Services
Communicate Via Text/Messaging withRelocating Employees
Research Relocation Service Providers
Initiate/Execute Employee RelocationServices
Complete Online Forms for Employee
Relocation
Research Relocation-Related Matters
Communicate Via E-mail with Relocating
Employees
1%
19%
23%
23%
35%
35%
37%
38%
39%
41%
80%
Policy Administration
113April 2017
Q.26 – Respondents were given a list of possible relocation-related uses for the Internet/Technology in 2016 – the answers received indicate that…
TotalInternet/Technology Uses
Did Not Use
4%
Used
Internet/
Technology
96%
Total
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114April 2017
Q.26 – How the Internet/Technology Was Used for Relocation-Related Matters in 2016
Internet/Technology Use Total Less than 500 500-4999 5000+
Did Not Use the Internet/Technology for Relocation-Related Matters in 2016
4% 7% 3% 1%
Communicate Via E-mail with Relocating Employees 80% 76% 78% 89%
Research Relocation-Related Matters (policy, benchmarking, etc.) 41% 26% 42% 57%
Complete Online Forms for Employee Relocation 39% 25% 40% 57%
Initiate/Execute Employee Relocation Services 38% 23% 34% 60%
Research Relocation Service Providers 37% 36% 32% 43%
Communicate via Text/Messaging with Relocating Employees 35% 40% 34% 28%
Access Relocation Company Website for Reporting or Other Services
35% 21% 31% 56%
Audit/Verify Prices Quoted for Relocation Services 23% 24% 21% 24%
Utilize Mobile Applications from Relocation Providers 23% 16% 21% 33%
Utilize Social Media/Networking Tools (internal/external platforms) 19% 21% 18% 18%
Other 1% 1% 1% 1%
By Company Size (Salaried Employees)
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115April 2017
Total
Q.27 – Is Your Company Utilizing “Alternative Assignments”…?
Other
No, but We Plan to Use Them in the Coming Year
Yes, Internationally (Frequently)
Yes, Domestically (Frequently)
Yes, Domestically (Limited Basis)
Yes, Internationally (Limited Basis)
No, and We Do Not Plan to Use Them
1%
7%
14%
18%
27%
27%
33%
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Alternative Assignments Use Total Less than 500 500-4999 5000+
No, and We Do Not Plan to Use Them 33% 41% 30% 26%
Yes, Internationally (Limited Basis) 27% 19% 26% 39%
Yes, Domestically (Limited Basis) 27% 28% 27% 24%
Yes, Domestically (Frequently) 18% 17% 19% 18%
Yes, Internationally (Frequently) 14% 7% 19% 16%
No, but We Plan to Use Them in the Coming Year
7% 6% 8% 6%
Other 1% 0% 1% 3%
Q.27 – Is Your Company Utilizing “Alternative Assignments”…?
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Policy Administration
117April 2017
Total
Q.27a – How Are These “Alternative Assignment” Arrangements Incorporated into Your Organization’s Overall Employee Mobility Strategy?*
Other
Used in Addition to Traditional Short-Term Assignments
Used in Place of Traditional Short-Term Assignments
Used to Develop Internal Talent
Used to Maximize Budget/Corporate Resources
Used to Accommodate Employee Needs
Used in Addition to Long-Term Assignments
Used to Meet Strategic Business Goals
Used in Place of Long-Term Assignments
3%
27%
28%
29%
29%
33%
34%
36%
42%
* of those utilizing “alternative assignments” (Q27)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Policy Administration
118April 2017
Alternative Assignment Incorporation Total Less than 500 500-4999 5000+
Used in Place of Long-Term Assignments 42% 47% 47% 30%
Used to Meet Strategic Business Goals 36% 31% 28% 50%
Used in Addition to Long-Term Assignments 34% 37% 30% 35%
Used to Accommodate Employee Needs 33% 31% 28% 39%
Used to Maximize Budget/Corporate Resources 29% 31% 27% 30%
Used to Develop Internal Talent 29% 30% 23% 34%
Used in Place of Traditional Short-Term Assignment Arrangements
28% 29% 31% 25%
Used in Addition to Traditional Short-Term Assignment Arrangements
27% 26% 25% 30%
Other 3% 0% 3% 5%
Q.27a – How Are These “Alternative Assignment” Arrangements Incorporated into Your Organization’s Overall Employee Mobility Strategy?*
By Company Size (Salaried Employees)
* of those utilizing “alternative assignments” (Q27)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Policy Administration
119April 2017
Total
Q.27b – Key Factors Determining “Alternative Assignment” Use*
* of those utilizing “alternative assignments” (Q27)
Other
Employee Requests
Career Development
Job Function
Assignment Purpose
Cost
Business Need
3%
34%
35%
46%
51%
52%
61%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Policy Administration
120April 2017
By Company Size (Salaried Employees)
Key Factors Determining “Alternative Assignment” Use
Total Less than 500 500-4999 5000+
Business Need 61% 50% 59% 75%
Cost 52% 56% 48% 51%
Assignment Purpose 51% 54% 50% 49%
Job Function 46% 57% 46% 34%
Career Development 35% 40% 34% 32%
Employee Requests 34% 36% 28% 40%
Other 3% 0% 2% 6%
Q.27b – Key Factors Determining “Alternative Assignment” Use*
* of those utilizing “alternative assignments” (Q27)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
74% 74%
58% 57%57% 55% 54% 53% 51% 50% 50% 49% 49%
42%
33% 32%
Relocation Costs
121April 2017
Total
Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)*
*composite percentage shown of those offering benefit to employees at some level (top tier, middle or lower)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
122April 2017
Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)*
Covered Relocation Expenses Total Less than 500 500-4999 5000+
Company Does Not Pay OR Only Offers Lump Sum 32% 39% 32% 23%
Pack All Items 74% 70% 69% 84%
Move an Automobile 74% 68% 71% 84%
Unpack All Items 58% 54% 60% 62%
Move a Second Automobile 57% 54% 51% 69%
Move Unlimited Weight 57% 56% 56% 57%
Move Exercise Equipment 55% 52% 58% 57%
Partial/Custom Unpacking of Items 54% 50% 53% 60%
Move Collections of Highly Valuable Objects 53% 51% 54% 53%
Move via Containerized Shipment 51% 52% 48% 54%
Have Permanent/Extended Storage of Some Possessions 50% 52% 55% 43%
Carry Items Down from Attic 50% 49% 48% 52%
Move Pets 49% 53% 50% 43%
Move Recreation and Lawn Equipment 49% 52% 46% 49%
Have Belongings Picked Up from a Secondary Residence (summer home, relative’s home, etc.)
42% 47% 42% 35%
Move a Boat 33% 39% 30% 28%
By Company Size (Salaried Employees)
*composite percentage shown of those offering benefit to employees at some level (top tier, middle or lower)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
30% 30%
23%21%21% 20% 19% 19% 19% 18%
16% 15% 14%12%
8%
18%
Relocation Costs
123April 2017
Entry Level – Total
Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
124April 2017
Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)
Covered Relocation Expenses – Entry Level Total Less than 500 500-4999 5000+
Company Does Not Pay OR Only Offers Lump Sum 18% 21% 16% 16%
Pack All Items 30% 29% 27% 36%
Move an Automobile 30% 31% 27% 34%
Move Pets 23% 25% 26% 18%
Move Via Containerized Shipment 21% 20% 19% 26%
Move Exercise Equipment 21% 18% 24% 21%
Carry Items Down from Attic 20% 21% 19% 19%
Partial/Custom Unpacking of Items 19% 17% 22% 20%
Unpack All Items 19% 18% 17% 23%
Move Unlimited Weight 19% 17% 16% 24%
Move Recreation/Lawn Equipment 18% 18% 17% 18%
Move Collections of Highly Valuable Objects 16% 15% 18% 14%
Have Permanent/Extended Storage of Some Possessions 15% 17% 17% 11%
Move a Second Automobile 14% 13% 13% 18%
Have Belongings Picked Up from a Secondary Residence (summer home, relative’s home, etc.)
12% 14% 14% 6%
Move a Boat 8% 9% 7% 8%
Entry Level – By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
56% 55%
38% 36%35% 35% 34% 33% 33% 32% 32%30%
26%
21%
14%16%
Relocation Costs
125April 2017
Mid-Level – Total
Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
126April 2017
Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)
Covered Relocation Expenses – Mid-Level Total Less than 500 500-4999 5000+
Company Does Not Pay OR Only Offers Lump Sum 16% 22% 17% 7%
Move an Automobile 56% 50% 52% 70%
Pack All Items 55% 48% 48% 73%
Move Exercise Equipment 38% 34% 38% 43%
Partial/Custom Unpacking of Items 36% 28% 36% 46%
Unpack All Items 35% 28% 35% 42%
Move Pets 35% 36% 36% 32%
Carry Items Down from Attic 34% 33% 31% 40%
Move a Second Automobile 33% 29% 27% 47%
Move Unlimited Weight 33% 31% 26% 43%
Move Via Containerized Shipment 32% 29% 29% 41%
Move Recreation/Lawn Equipment 32% 26% 33% 38%
Have Permanent/Extended Storage of Some Possessions 30% 30% 33% 26%
Move Collections of Highly Valuable Objects 26% 23% 27% 29%
Have Belongings Picked Up from a Secondary Residence (summer home, relative’s home, etc.)
21% 27% 19% 16%
Move a Boat 14% 16% 11% 15%
Mid-Level – By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
65%62%
50% 49%46% 46% 44%
41% 41% 40% 40% 39% 39%34%
26%
14%
Relocation Costs
127April 2017
Executive/Top Level – Total
Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
128April 2017
Q.28 – Does Your Company Reimburse/Pay to… (for Transferees OR New Hires)
Covered Relocation Expenses – Exec/Top Level Total Less than 500 500-4999 5000+
Company Does Not Pay OR Only Offers Lump Sum 14% 20% 13% 7%
Pack All Items 65% 56% 60% 82%
Move an Automobile 62% 53% 59% 78%
Move a Second Automobile 50% 43% 44% 65%
Unpack All Items 49% 43% 48% 57%
Move Unlimited Weight 46% 43% 45% 53%
Move Exercise Equipment 46% 38% 49% 53%
Move Collections of Highly Valuable Objects 44% 40% 43% 49%
Partial/Custom Unpacking of Items 41% 36% 38% 51%
Move Recreation/Lawn Equipment 41% 41% 37% 44%
Move Pets 40% 42% 37% 40%
Carry Items Down from Attic 40% 35% 38% 49%
Move Via Containerized Shipment 39% 38% 37% 44%
Have Permanent/Extended Storage of Some Possessions 39% 37% 40% 38%
Have Belongings Picked Up from a Secondary Residence (summer home, relative’s home, etc.)
34% 37% 33% 32%
Move a Boat 26% 31% 23% 24%
Executive/Top Level – By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
65%63%
57% 56%53%
49%43%
40% 40% 38% 36% 36% 36% 35%32%
Relocation Costs
129April 2017
Total
Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…*
*composite percentage shown of those offering benefit to employees at some level (top tier, middle or lower)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
130April 2017
Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…*
Covered Relocation Expenses: Employee Buying Total Less than 500 500-4999 5000+
Company Does Not Offer OR Only Offers Lump Sum 32% 42% 30% 23%
Offer Homefinding Trips 65% 55% 64% 79%
Offer Temporary Housing Allowance 63% 53% 63% 73%
Offer Storage 57% 48% 55% 70%
Reimburse/Pay for Home Sale Costs 56% 42% 53% 79%
Reimburse/Pay for Home Purchase Costs 53% 38% 49% 76%
Offer Home Marketing Assistance 49% 36% 42% 73%
Reimburse/Pay for Federal Tax Liability 43% 36% 41% 56%
Reimburse/Pay for Loss-On-Sale 40% 33% 36% 54%
Offer Qualified Home Sale Program 40% 31% 34% 58%
Offer Duplicate Housing Assistance 38% 38% 33% 44%
Offer Guaranteed Buyout Option/Appraised Value Option for Origin Home
36% 30% 33% 49%
Offer Bonuses/Incentives for Employee-Generated Home-Sale 36% 31% 31% 49%
Offer Buyer Value Option for Origin Home 36% 25% 34% 53%
Offer Mortgage Subsidy or Allowance 35% 36% 37% 30%
By Company Size (Salaried Employees)
*composite percentage shown of those offering benefit to employees at some level (top tier, middle or lower)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
27%25%25%
18%16%
14% 14%12% 12% 11% 11% 11% 11%
9%
19%
Relocation Costs
131April 2017
Entry Level – Total
Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
132April 2017
Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…*
Covered Relocation Expenses: Employee Buying – Entry Level Total Less than 500 500-4999 5000+
Company Does Not Offer OR Only Offers Lump Sum 19% 24% 17% 16%
Offer Temporary Housing Allowance 27% 21% 30% 32%
Offer Homefinding Trips 25% 19% 31% 27%
Offer Storage 25% 18% 27% 31%
Offer Home Marketing Assistance 18% 14% 17% 25%
Reimburse/Pay for Home Sale Costs 16% 13% 16% 20%
Reimburse/Pay for Federal Tax Liability 14% 12% 11% 20%
Reimburse/Pay for Home Purchase Costs 14% 10% 14% 18%
Offer Qualified Home Sale Program 12% 13% 10% 13%
Offer Mortgage Subsidy or Allowance 12% 12% 13% 10%
Offer Buyer Value Option for Origin Home 11% 13% 8% 14%
Offer Bonuses/Incentives for Employee-Generated Home-Sale 11% 11% 10% 13%
Offer Duplicate Housing Assistance 11% 9% 10% 13%
Reimburse/Pay for Loss-on-Sale 11% 10% 11% 10%
Offer Guaranteed Buyout Option/Appraised Value Option for Origin Home
9% 8% 10% 9%
Entry Level – By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
50% 50%
42%
37%34% 33%
28%26%
24% 23% 23%21% 20%
18%20%
Relocation Costs
133April 2017
Mid-Level – Total
Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
134April 2017
Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…*
Covered Relocation Expenses: Employee Buying – Mid-Level Total Less than 500 500-4999 5000+
Company Does Not Offer OR Only Offers Lump Sum 20% 29% 20% 10%
Offer Homefinding Trips 50% 35% 52% 67%
Offer Temporary Housing Allowance 50% 40% 49% 63%
Offer Storage 42% 34% 39% 56%
Reimburse/Pay for Home Sale Costs 37% 22% 34% 57%
Offer Home Marketing Assistance 34% 21% 27% 59%
Reimburse/Pay for Home Purchase Costs 33% 18% 31% 54%
Reimburse/Pay for Federal Tax Liability 28% 18% 26% 42%
Offer Qualified Home Sale Program 26% 16% 20% 45%
Offer Duplicate Housing Assistance 24% 22% 17% 34%
Offer Bonuses/Incentives for Employee-Generated Home-Sale 23% 14% 21% 38%
Reimburse/Pay for Loss-On-Sale 23% 14% 22% 35%
Offer Buyer Value Option for Origin Home 21% 12% 20% 35%
Offer Mortgage Subsidy or Allowance 20% 19% 20% 22%
Offer Guaranteed Buyout Option/Appraised Value Option for Origin Home
18% 14% 13% 30%
Mid-Level – By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
55%53%
46% 45%42% 40%
34% 33% 32%29% 28% 27%
24% 24%
17%
Relocation Costs
135April 2017
Executive/Top Level – Total
Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
136April 2017
Q.29 – When a Relocating Employee (Transferee OR New Hire) is a Homeowner Who Will Be Buying (Not Renting), Does Your Company…
Covered Relocation Expenses: Employee Buying – Exec/Top Level Total Less than 500 500-4999 5000+
Company Does Not Offer OR Only Offers Lump Sum 17% 26% 16% 9%
Offer Homefinding Trips 55% 40% 54% 74%
Offer Temporary Housing Allowance 53% 40% 56% 66%
Offer Storage 46% 33% 44% 65%
Reimburse/Pay for Home Sale Costs 45% 27% 42% 73%
Reimburse/Pay for Home Purchase Costs 42% 27% 37% 68%
Offer Home Marketing Assistance 40% 25% 34% 67%
Reimburse/Pay for Federal Tax Liability 34% 20% 33% 51%
Reimburse/Pay for Loss-on-Sale 33% 24% 28% 49%
Offer Qualified Home Sale Program 32% 19% 26% 54%
Offer Duplicate Housing Assistance 29% 23% 25% 40%
Offer Bonuses/Incentives for Employee-Generated Home-Sale 28% 21% 23% 44%
Offer Guaranteed Buyout Option/Appraised Value Option for Origin Home
27% 15% 25% 44%
Offer Mortgage Subsidy or Allowance 24% 24% 25% 24%
Offer Buyer Value Option for Origin Home 24% 11% 24% 40%
Executive/Top Level – By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
63% 61% 61%
54%49%
36% 36%31% 29% 29%
Relocation Costs
137April 2017
Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…*
Total
*composite percentage shown of those offering benefit to employees at some level (top tier, middle or lower)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
138April 2017
Covered Relocation Expenses: Employee Renting Total Less than 500 500-4999 5000+
Company Does Not Offer OR Only Offers Lump Sum 29% 37% 30% 18%
Offer Temporary Housing Allowance 63% 57% 61% 73%
Reimburse/Pay for Lease Cancellation 61% 49% 60% 79%
Offer Homefinding Trips 61% 54% 57% 73%
Offer Storage 54% 47% 53% 64%
Reimburse/Pay Apartment Search or Finder’s Fees 49% 38% 51% 60%
Reimburse/Pay for Hook-Up Fees 36% 40% 40% 28%
Reimburse/Pay for Security Deposits 36% 38% 39% 29%
Offer Rental Subsidy or Allowance 31% 35% 33% 24%
Reimburse/Pay for Furniture Rental 29% 30% 36% 21%
By Company Size (Salaried Employees)
*composite percentage shown of those offering benefit to employees at some level (top tier, middle or lower)
Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…*
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
31% 31%29%
23% 21%
17% 16%13%
11%
20%
Relocation Costs
139April 2017
Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…
Entry Level – Total
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
140April 2017
Covered Relocation Expenses: Employee Renting – Entry Level
Total Less than 500 500-4999 5000+
Company Does Not Offer OR Only Offers Lump Sum 20% 22% 21% 14%
Reimburse/Pay for Lease Cancellation 31% 24% 33% 38%
Offer Temporary Housing Allowance 31% 31% 29% 33%
Offer Homefinding Trips 29% 26% 27% 36%
Offer Storage 23% 21% 23% 26%
Reimburse/Pay Apartment Search or Finder’s Fees 21% 18% 20% 28%
Reimburse/Pay for Hook-Up Fees 17% 16% 22% 11%
Reimburse/Pay for Security Deposits 16% 17% 17% 14%
Offer Rental Subsidy or Allowance 13% 15% 11% 13%
Reimburse/Pay for Furniture Rental 11% 12% 13% 7%
Entry Level – By Company Size (Salaried Employees)
Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
52%49% 48%
43%
36%
26% 26%
21%17% 17%
Relocation Costs
141April 2017
Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…
Mid-Level – Total
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
142April 2017
Covered Relocation Expenses: Employee Renting – Mid-Level
Total Less than 500 500-4999 5000+
Company Does Not Offer OR Only Offers Lump Sum 17% 22% 20% 7%
Offer Temporary Housing Allowance 52% 46% 50% 63%
Reimburse/Pay for Lease Cancellation 49% 36% 46% 69%
Offer Homefinding Trips 48% 40% 45% 63%
Offer Storage 43% 35% 41% 54%
Reimburse/Pay Apartment Search or Finder’s Fees 36% 24% 32% 54%
Reimburse/Pay for Security Deposits 26% 27% 27% 25%
Reimburse/Pay for Hook-Up Fees 26% 26% 29% 21%
Offer Rental Subsidy or Allowance 21% 22% 21% 19%
Reimburse/Pay for Furniture Rental 17% 18% 17% 15%
Mid-Level – By Company Size (Salaried Employees)
Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
54%51% 50%
46%
41%
29% 27%23%
20%16%
Relocation Costs
143April 2017
Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…
Executive/Top Level – Total
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
144April 2017
Covered Relocation Expenses: Employee Renting – Executive/Top Level
Total Less than 500 500-4999 5000+
Company Does Not Offer OR Only Offers Lump Sum 16% 22% 17% 7%
Offer Temporary Housing Allowance 54% 46% 51% 66%
Reimburse/Pay for Lease Cancellation 51% 36% 48% 73%
Offer Homefinding Trips 50% 40% 47% 66%
Offer Storage 46% 33% 46% 60%
Reimburse/Pay Apartment Search or Finder’s Fees 41% 26% 43% 55%
Reimburse/Pay for Security Deposits 29% 31% 30% 24%
Reimburse/Pay for Hook-Up Fees 27% 27% 29% 25%
Offer Rental Subsidy or Allowance 23% 22% 25% 23%
Reimburse/Pay for Furniture Rental 20% 17% 27% 15%
Executive/Top Level – By Company Size (Salaried Employees)
Q.30 – When a Relocating Employee (Transferee OR New Hire) Will Be Renting (Not Buying), Does Your Company…
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
145April 2017
Q.31 – Extent Company Reimburses Relocation Expenses of Transferees/New Hires
Total
No Reimbursement
Partial Reimbursement
Lump Sum Payments
Full Reimbursement
19%
48%
53%
42%
13%
48%
55%
65%
Transferees
New Hires
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
146April 2017
Q.31 – Extent Company Reimburses Relocation Expenses of Transferees/New Hires
Extent Transferees are Reimbursed Total Less than 500 500-4999 5000+
Full Reimbursement of Relocation Expenses 65% 65% 67% 63%
Lump Sum Payments 55% 54% 51% 61%
Partial Reimbursement Based on Salary, Position, Policy Tier, etc.
48% 48% 45% 51%
No Reimbursement of Relocation Expenses 13% 15% 13% 12%
By Company Size (Salaried Employees)
Extent New Hires are Reimbursed Total Less than 500 500-4999 5000+
Full Reimbursement of Relocation Expenses 42% 37% 42% 48%
Lump Sum Payments 53% 56% 43% 60%
Partial Reimbursement Based on Salary, Position, Policy Tier, etc.
48% 46% 47% 50%
No Reimbursement of Relocation Expenses 19% 21% 20% 15%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
147April 2017
Q.32 – What Approximate Percentage of Your Relocations Were (Payment Type):
Total Less than 500 500-4999 5000+
8% 8% 11%4%
24% 24%25%
21%
24% 28% 22%
21%
44% 40% 42%53%
Fully Reimbursed
Lump Sum Only
Partially Reimbursed
Not Reimbursed
By Company Size (Salaried Employees)
(Average Percent)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
148April 2017
Q.32 – What Approximate Percentage of Your Relocations Were (Category-Domestic Only):
Total Less than 500 500-4999 5000+
4% 2% 6% 2%8% 6%
12%5%
14%14%
15%
12%
75% 77%67%
81%
Traditional/PermanentRelocations
Short-term RelocationAssignments
Alternative Assignments
Other
By Company Size (Salaried Employees)
(Average Percent)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Other
Real Estate Assistance/Transactions
Rental Assistance/Transactions
Entire Relocation Cost
Household Goods Shipping/Storage
Temporary Housing
Travel Expenses
Miscellaneous Expense Allowances
5%
28%
33%
41%
44%
50%
55%
57%
Relocation Costs
149April 2017
Q.32a – For What Types of Relocation Costs are Lump Sum Payments Typically Offered to Relocating Employees (Transferees OR New Hires)?*
Total
* of those offering lump sum payments (Q31)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Relocation Costs
150April 2017
* of those offering lump sum payments (Q31)
Expenses for Which Lump Sum Typically Offered Total Less than 500 500-4999 5000+
Miscellaneous Expense Allowances 57% 52% 50% 71%
Travel Expenses (i.e. housing hunting trips, final move, etc.) 55% 55% 58% 52%
Temporary Housing 50% 48% 52% 51%
Household Goods Shipping/Storage 44% 53% 46% 32%
Entire Relocation Cost 41% 41% 45% 37%
Rental Assistance/Transactions 33% 41% 32% 26%
Real Estate Assistance/Transactions 28% 29% 27% 27%
Other 5% 4% 4% 6%
Q.32a – For What Types of Relocation Costs are Lump Sum Payments Typically Offered to Relocating Employees (Transferees OR New Hires)?*
By Company Size (Salaried Employees)
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Other
Homeowners
Renters
Entry Level Employees
New Hires
Transferees
Executives
Experienced Professionals
2%
27%
40%
48%
49%
51%
58%
58%
Relocation Costs
151April 2017
Q.32b-1 – What Types of Relocating Employees Most Commonly Receive Lump Sum Payments?*
Total
* of those offering lump sum payments (Q31)
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152April 2017
* of those offering lump sum payments (Q31)
Employees Most Commonly Receiving Lump Sums Total Less than 500 500-4999 5000+
Experienced Professionals 58% 65% 54% 53%
Executives 58% 66% 59% 44%
Transferees 51% 44% 58% 51%
New Hires 49% 50% 39% 60%
Entry Level Employees 48% 37% 44% 67%
Renters 40% 41% 34% 48%
Homeowners 27% 22% 25% 36%
Other 2% 1% 3% 2%
Q.32b-1 – What Types of Relocating Employees Most Commonly Receive Lump Sum Payments?*
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Other
Alternative Assignment Types
International Long-Term Assignments
Short-Term/Temporary Assignments
Domestic Relocations
1%
16%
34%
39%
87%
Relocation Costs
153April 2017
Q.32b-2 – What Types of Relocations Most Commonly Receive Lump Sum Payments?*
Total
* of those offering lump sum payments (Q31)
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Relocation Costs
154April 2017
* of those offering lump sum payments (Q31)
Relocations Most Commonly Receiving Lump Sums Total Less than 500 500-4999 5000+
Domestic Relocations 87% 86% 81% 94%
Short-Term/Temporary Assignments 39% 36% 42% 41%
International Long-Term Assignments 34% 29% 41% 33%
Alternative Assignment Types (i.e. commuters, EBTs, etc.) 16% 16% 17% 17%
Other 1% 1% 1% 1%
Q.32b-2 – What Types of Relocations Most Commonly Receive Lump Sum Payments?*
By Company Size (Salaried Employees)
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Relocation Costs
155April 2017
* of those offering lump sum payments (Q31)
Median Amounts Shown Total Less than 500 500-4999 5000+
Real Estate Assistance/ Transactions
$5,000-$9,999 $1,000-$4,999 $5,000-$9,999 $5,000-$9,999
Household Goods Shipping/ Storage
$5,000-$9,999 $5,000-$9,999 $5,000-$9,999 $1,000-$4,999
Entire Relocation Cost $10,000-$14,999 $10,000-$14,999 $10,000-$14,999 $10,000-$14,999
Rental Assistance/Transactions
$1,000-$2,499 $1,000-$2,499 $2,500-$4,999 $1,000-$2,499
Travel Expenses $1,000-$2,499 $1,000-$2,499 $1,000-$2,499 $1,000-$2,499
Temporary Housing $2,500-$4,999 $2,500-$4,999 $2,500-$4,999 $2,500-$4,999
Miscellaneous Expense Allowances
$2,500-$4,999 $1,000-$2,499 $2,500-$4,999 $2,500-$4,999
Q.32c – For the Applicable Cost Types Below, What are the Typical Ranges of Lump Sums Offered?*
By Company Size (Salaried Employees)
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Relocation Costs
156April 2017
Q.32c – Typical Range for Lump Sum Payments – Real Estate Assistance/Transactions*
* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q31)
Don’tknow
8%
$10,000 or more
29%
$5,000 to $9,999
14%
Lessthan
$5,00022%
No
lump sum offered
26%
Total
5%
25%
17%27%
26%
Less than 500
Salaried Employees
14%
33%
8%12%
33%
5000+
Salaried Employees
9%
32%
15%
24%
20%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Don’t know
8%
$10,000 or more
23%
$5,000 to $9,999
20%
Lessthan
$5,00031%
No lump sum
offered18%
Total
11%
23%
13%21%
32%
5000+
Salaried Employees
Relocation Costs
157April 2017
Q.32c – Typical Range for Lump Sum Payments – Household Goods Shipping/Storage*
* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q31)
7%
26%
19%
38%
10%Less than 500
Salaried Employees
8%
20%
26%
31%
15%
500-4999
Salaried Employees
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800-638-9797
Don’t
know7%
$10,000 or more
53%$5,000 to $9,999
19%
Less than
$5,00013%
No lump sum
offered9%
Total
6%
52%22%
4%
16%
5000+
Salaried Employees
Relocation Costs
158April 2017
Q.32c – Typical Range for Lump Sum Payments – Entire Relocation Cost*
7%
50%22%
16%
5% Less than 500
Salaried Employees
7%
55%13%
17%
8%
500-4999
Salaried Employees
* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q31)
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Don’t know
9%
$5,000or more
22%
$2,500 to $4,999
19%
Less than $2,500
28%
No lump sum
offered23%
Total
6%
22%
21%30%
21%
Less than 500
Salaried Employees
10%
22%
20%
30%
18%
500-4999
Salaried Employees
14%
21%
14%21%
31%
5000+
Salaried Employees
Relocation Costs
159April 2017
Q.32c – Typical Range for Lump Sum Payments – Rental Assistance/Transactions*
* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q31)
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Don’t know
9%
$5,000or more
20%
$2,500 to $4,999
20%
Lessthan
$2,50040%
No lump sum
offered11%
Total
7%
19%
24%
43%
7%Less than 500
Salaried Employees
9%
24%
16%
39%
12%
500-4999
Salaried Employees
13%
16%
20%
36%
15%
5000+
Salaried Employees
Relocation Costs
160April 2017
Q.32c – Typical Range for Lump Sum Payments – Travel Expenses*
* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q31)
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Don’tknow
11%
$5,000or more
34%
$2,500 to $4,999
21%
Lessthan
$2,50022%
No lump sum
offered12%
Total
13%
35%
20%
17%
15%
5000+
Salaried Employees
Relocation Costs
161April 2017
Q.32c – Typical Range for Lump Sum Payments – Temporary Housing*
* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q31)
10%
33%
25%
21%
11%Less than 500
Salaried Employees
9%
34%
18%
27%
12%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Don’tknow
9%
$5,000or more
29%
$2,500 to $4,999
18%
Lessthan
$2,50035%
No lump sum
offered10%
Total
8%
41%
18%
26%
8%
5000+
Salaried Employees
Relocation Costs
162April 2017
Q.32c – Typical Range for Lump Sum Payments – Miscellaneous Expense Allowances*
* of those offering lump sum payments (Q. 32)* of those offering lump sum payments (Q31)
8%
23%
17%
41%
11%Less than 500
Salaried Employees
9%
25%
19%
38%
9%
500-4999
Salaried Employees
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Not Tracked
Other
Outsourced
Relocation Team Staff Member
Relocating Employee
Finance/Procurement Department
Human Resources Staff Member
3%
1%
16%
33%
33%
36%
53%
Relocation Costs
163April 2017
Q.32d – Lump Sum Spending/Allocation per Employee Tracking - Performed by:*
Total
* of those offering lump sum payments (Q31)
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Relocation Costs
164April 2017
* of those offering lump sum payments (Q31)
Lump Sum Tracking Performed by: Total Less than 500 500-4999 5000+
Human Resources Staff Member 53% 65% 53% 37%
Finance/Procurement Department 36% 48% 41% 17%
Relocating Employee 33% 39% 35% 24%
Relocation Team Staff Member 33% 31% 34% 36%
Outsourced 16% 8% 15% 28%
Other 1% 0% 2% 2%
Not Tracked 3% 1% 1% 7%
By Company Size (Salaried Employees)
Q.32d – Lump Sum Spending/Allocation per Employee Tracking - Performed by:*
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Not Tracked
Other
Outsourced
Online Reporting Tool/Mobile App
In-House Software Report
Excel Spreadsheet
Submission of Expense Reports
4%
3%
18%
26%
31%
36%
53%
Relocation Costs
165April 2017
Q.32d – Lump Sum Spending/Allocation per Employee Tracking - Method:*
Total
* of those offering lump sum payments (Q31)
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Relocation Costs
166April 2017
* of those offering lump sum payments (Q31)
Lump Sum Tracking Method: Total Less than 500 500-4999 5000+
Submission of Expense Reports 53% 70% 50% 36%
Excel Spreadsheet 36% 47% 36% 23%
In-House Software Report 31% 31% 39% 21%
Online Reporting Tool/Mobile App 26% 32% 27% 19%
Outsourced 18% 9% 14% 34%
Other 3% 3% 1% 7%
Not Tracked 4% 1% 3% 9%
By Company Size (Salaried Employees)
Q.32d – Lump Sum Spending/Allocation per Employee Tracking - Method:*
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Employee, Spousal & Assistance Issues
167April 2017
Q.33 – Age Range of Most Frequently Relocated Salaried Employee*
* excludes those who don’t know
More than 50 years
4%
46-50 years
9%
41-45years
19%
36-40 years
28%
30-35 years
29%
Less than 30 years
11%
Total
5%
10%
15%
22%
34%
13%Less than 500
Salaried Employees
1%
7%
24%
37%
22%
10%
5000+
Salaried Employees
4%10%
20%
28%
28%
9%
500-4999
Salaried Employees
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Other
Yes, Based on PolicyTier/Reimbursement Level
Yes, for Transferees
Yes, for International Relocations
Yes, for New Hires
Yes, on an "As Needed/Requested"Basis
Yes, for Domestic Relocations
Yes, for All Relocations
2%
6%
10%
11%
14%
14%
16%
40%
168April 2017
Q.35 – Does Your Organization Perform Candidate Assessments Prior to Relocation Offers?
TotalCandidate Assessments
Yes75%
No25%
Total
Employee, Spousal & Assistance Issues
Q.34 – Does Your Organization Perform Candidate Assessments Prior to Relocation Offers?
Employee, Spousal & Assistance Issues
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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169April 2017
Q.34 – Does Your Organization Perform Candidate Assessments Prior to Relocation Offers?
Employee, Spousal & Assistance Issues
By Company Size (Salaried Employees)
Candidate Assessment Use Total Less than 500 500-4999 5000+
No, Candidate Assessments are Not Performed 25% 24% 21% 32%
Yes, for All Relocations 40% 44% 46% 29%
Yes, for Domestic Relocations 16% 18% 19% 8%
Yes, on an “As Needed/Requested” Basis 14% 12% 9% 22%
Yes, for New Hires 14% 20% 13% 7%
Yes, for International Relocations 11% 6% 11% 16%
Yes, for Transferees 10% 11% 11% 6%
Yes, Based on Policy Tier/Reimbursement Level 6% 8% 4% 4%
Other 2% 0% 2% 5%
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Total Less than 500 500-4999 5000+
23% 22% 21%
26%
170April 2017
Q.35 – In 2016, What Approximate Percentage of Your Relocations Involved: Female Employees*
Average Percent
* excludes those who don’t know
By Company Size (Salaried Employees)
Employee, Spousal & Assistance Issues
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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171April 2017
Q.35 – In 2016, What Approximate Percentage of Your Relocations Involved: Wife/Female Partner (Trailing Spouse)*
By Company Size (Salaried Employees)
Employee, Spousal & Assistance Issues
* excludes those who don’t know
Total Less than 500 500-4999 5000+
27%24%
27%31%
Average Percent
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172April 2017
Q.35 – In 2016, What Approximate Percentage of Your Relocations Involved: Husband/Male Partner (Trailing Spouse)*
By Company Size (Salaried Employees)
Employee, Spousal & Assistance Issues
* excludes those who don’t know
Total Less than 500 500-4999 5000+
23%26%
20%23%
Average Percent
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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173April 2017
Q.35 – In 2016, What Approximate Percentage of Your Relocations Involved: Employees with Children*
By Company Size (Salaried Employees)
Employee, Spousal & Assistance Issues
* excludes those who don’t know
Total Less than 500 500-4999 5000+
37%34% 35%
44%Average Percent
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174April 2017
By Company Size (Salaried Employees)
Employee, Spousal & Assistance Issues
Q.36 – Companies Offering Elder Care Assistance*
* % of companies indicating they offer this assistance (Q36)
Total Less than 500 500-4999 5000+
51%57%
52%
43%
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175April 2017
Q.36 – Elder Care Assistance Offered
Elder Care Assistance Total Less than 500 500-4999 5000+
No Elder Care Assistance 49% 43% 48% 57%
Allow Flexible Scheduling or Telecommuting 27% 32% 31% 18%
Provide Paid Personal Leave Days 26% 32% 28% 17%
Provide List of Nursing Homes and/or Day-Care Centers
22% 21% 22% 22%
Allow Employee to Use Pre-Tax Dollars for Outside Care
18% 19% 17% 18%
Relocate an Elderly Relative that Does Not Live with the Employee Currently, but Will Either Live with the Employee at the New Location or at a Nearby Residence/Facility
13% 15% 11% 13%
Other 2% 2% 2% 3%
Employee, Spousal & Assistance Issues
By Company Size (Salaried Employees)
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176April 2017
Q.37 – Companies Offering Childcare Assistance*
* % of companies indicating they offer this assistance (Q37)
By Company Size (Salaried Employees)
Employee, Spousal & Assistance Issues
Total Less than 500 500-4999 5000+
65% 64%69%
62%
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177April 2017
Q.37 – Childcare Assistance Offered
Childcare Assistance Total Less than 500 500-4999 5000+
No Childcare Assistance 35% 36% 31% 38%
Provide List of Childcare Providers/Services and/or Agencies
30% 30% 29% 32%
Provide List of Local Schools/Educational Options
28% 31% 24% 30%
Allow Flexible Scheduling or Telecommuting 28% 30% 31% 21%
Provide Paid Personal Leave Days 26% 30% 30% 17%
Allow Employee to Use Pre-Tax Dollars for Outside Care
23% 26% 17% 27%
Reimburse Childcare Costs 19% 18% 22% 15%
Other 3% 2% 4% 2%
Employee, Spousal & Assistance Issues
By Company Size (Salaried Employees)
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178April 2017
Q.38 – Frequency of Employee’s Relocation Being Affected by the Employment Status of His/Her Spouse/Partner*
Never2%
Seldom36%
Frequently46%
Almost always16%
Total
3%33%
45%
20%
Less than 500
Salaried Employees
1%
45%
42%
13%
5000+
Salaried Employees
Employee, Spousal & Assistance Issues
* excludes those who don’t know
3% 32%
51%
14%
500-4999
Salaried Employees
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800-638-9797
16%
18%
22%
19%
8%
10%
12%
10%
71%
56%
51%
58%
5000+ Salaried Employees
500-4999 Salaried Employees
Less than 500 Salaried Employees
Total
Without Restriction
Not at Same Location
Not in Same Dept/Division
179April 2017
Q.39 – Companies that Allow the Hiring of Spouses of Employees*
* % of companies answering “Yes” / excludes those who don’t know
95%
84%
84%
87%
Employee, Spousal & Assistance Issues
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180April 2017
Q.39a – Companies that Assist an Employee’s Spouse or Partner in Finding Employment in the New Location*
* % of companies indicating “Yes”
By Company Size (Salaried Employees)
Employee, Spousal & Assistance Issues
Total Less than 500 500-4999 5000+
62% 62% 61%65%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Other
Find Employment Outside Company
Reimburse for Career Transition Expenses
Provide Interviewing Skills Training
Find Employment Within Company
Provide Resume Preparation Assistance
Pay for Outplacement/Career Services from an
Outside Firm
Provide Networking Assistance
4%
21%
23%
24%
27%
31%
36%
46%
181April 2017
Total
Employee, Spousal & Assistance Issues
Q.39b – Methods of Spousal/Partner Employment Assistance*
* of those who provide assistance (Q39a)
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182April 2017
Q.39b – Methods of Spousal/Partner Employment Assistance*
* of those who provide assistance (Q39a)
Employee, Spousal & Assistance Issues
Spousal/Partner Employment Assistance Total Less than 500 500-4999 5000+
Provide Networking Assistance 46% 52% 45% 40%
Pay for Outplacement/Career Services from an Outside Firm
36% 27% 37% 45%
Provide Resume Preparation Assistance 31% 30% 31% 32%
Find Employment Within Company 27% 30% 28% 23%
Provide Interviewing Skills Training 24% 30% 22% 19%
Reimburse for Career Transition Expenses (i.e. interview trips, certifications, etc.)
23% 21% 25% 25%
Find Employment Outside Company 21% 22% 26% 15%
Other 4% 2% 4% 8%
By Company Size (Salaried Employees)
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183April 2017
Q.39c – Approximate Percentage of Relocated Employees with a Spouse/Partner Who Used Employment Assistance*
* of those who provide assistance (Q39a) / excludes those who don’t know
By Company Size (Salaried Employees)
Employee, Spousal & Assistance Issues
Average Percent
Total Less than 500 500-4999 5000+
30% 30%32%
26%
Average Percent
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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39%36%
34%
29% 29%27% 26% 26% 25% 25%
22% 21%19% 19% 18%
15%
1%
Supplier Management
184April 2017
Q.40 – Respondents were given a list of possible outsourced relocation services in 2016 –the answers received indicate that…
TotalServices Outsourced
Total
Outsourced
Did Not Outsource
23%
77%
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Supplier Management
185April 2017
Q.40 – Services Outsourced to a Relocation Service, HRO or Brokerage Firm in 2016
Services Outsourced in 2016 Total Less than 500 500-4999 5000+
Did Not Use a Relocation Service, HRO or Brokerage Firm in 2016 23% 35% 23% 10%
Real Estate Sales/Marketing 39% 26% 33% 62%
Real Estate Purchase 36% 26% 32% 53%
Counseling about Relocation Planning/Details 34% 24% 34% 47%
Contract of Household Goods Carrier 29% 23% 28% 39%
Counseling about Company Policy 29% 18% 29% 42%
Coordination & Monitoring of Shipment 27% 17% 23% 43%
Management of Full Relocation Program 26% 21% 20% 40%
Orientation Tours at New Location 26% 15% 18% 47%
Expense Management/Tracking/Reimbursement Services 25% 14% 19% 47%
Tax Gross-Up Assistance 25% 14% 22% 41%
Arrangement of Family’s Transportation and Accommodations 22% 15% 22% 31%
Assistance with Employee Claims Prep/Submission 21% 16% 18% 32%
Audit and/or Payment of Invoice(s) 19% 13% 17% 30%
Property Management 19% 18% 14% 25%
Compensation Services (i.e. payroll arrangements, tax compliance, etc.) 18% 15% 18% 22%
Supplementary Services (appliances, cleaning, etc.) 15% 12% 16% 19%
Other 1% 1% 1% 3%
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Supplier Management
186April 2017
Q.40a – Department(s) that Select a Relocation Service, HRO or Brokerage Firm*
* of those companies who outsourced (Q40)
Total
Other
Procurement
Executive Management
Relocation/Mobility Services
Human Resources
3%
21%
31%
44%
59%
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Supplier Management
187April 2017
Q.40a – Department(s) that Select a Relocation Service, HRO or Brokerage Firm*
* of those companies who outsourced (Q40)
Department(s) Selecting Outsourcing Vendor Total Less than 500 500-4999 5000+
Human Resources 59% 63% 69% 44%
Relocation/Mobility Services 44% 32% 33% 67%
Executive Management 31% 43% 33% 19%
Procurement 21% 17% 15% 32%
Other 3% 5% 2% 2%
By Company Size (Salaried Employees)
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Supplier Management
188April 2017
Q.41 – Are Carrier Transportation Expenses Paid Directly by the Company or Paid by the Employee and Then Reimbursed? (Transferees ONLY)*
Total Less than 500 500-4999 5000+
19% 20% 21%16%
37%48%
35%
26%
78%69%
75%91% Paid Directly by the
Company
Paid by the Employeeand Then Reimbursed
Paid by Employee andNot Reimbursed
By Company Size (Salaried Employees)
* respondents could indicate more than one method was used
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Supplier Management
189April 2017
Q.41 – Are Carrier Transportation Expenses Paid Directly by the Company or Paid by the Employee and Then Reimbursed? (New Hires ONLY)*
Total Less than 500 500-4999 5000+
20% 24% 19% 16%
39%
48%42%
24%
67%57%
64%
84% Paid Directly by theCompany
Paid by the Employeeand Then Reimbursed
Paid by Employee andNot Reimbursed
By Company Size (Salaried Employees)
* respondents could indicate more than one method was used
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Other1%
Relocation Firm
16%
Employee22%
Company & Employee
24%
Company36%
Total3%
29%
7%
16%
45%
5000+
Salaried Employees
Supplier Management
190April 2017
Q.42 – Who Selects the Household Goods Carrier for Your Employee’s Relocation?
0%
10%
34%
29%
28%
Less than 500
Salaried Employees
1%
12%
23%
26%
38%
500-4999
Salaried Employees
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
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Supplier Management
191April 2017
Q.42a – Department(s) that Select the Household Goods Carrier for Employee’s Relocation*
* of those where company is involved in selection (Q43)
Total
Other
Procurement
Executive Management
Relocation/Mobility Services
Human Resources
2%
19%
22%
39%
59%
* of those where company was involved in carrier selection (Q42)
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Supplier Management
192April 2017
Q.42a – Department(s) that Select a Household Goods Carrier for Employee’s Relocation*
* of those where company is involved in selection (Q43)
Department(s) Selecting Household Goods Carrier Total Less than 500 500-4999 5000+
Human Resources 59% 67% 70% 34%
Relocation/Mobility Services 39% 25% 28% 68%
Executive Management 22% 31% 21% 12%
Procurement 19% 14% 18% 27%
Other 2% 2% 0% 4%
By Company Size (Salaried Employees)
* of those where company was involved in carrier selection (Q42)
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Supplier Management
193April 2017
Q.43 – Biggest Operational Challenges/Concerns Faced by Organization in Relocation*
* of those where company is involved in selection (Q43)
Total
Other
Driver Shortages
Data Privacy
Supply Chain Strength/Stability
Transportation Methodology Changes
Analytics/Big Data/Reporting
Technology Support
Service Scalability
7%
18%
19%
20%
25%
26%
26%
40%
* excludes those who indicated no concerns/none of the above/don’t know
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Supplier Management
194April 2017
Operational Challenges/Concerns in Relocation Total Less than 500 500-4999 5000+
Service Scalability (big or small/tailoring to relocating employee)
40% 41% 45% 32%
Technology Support 26% 25% 26% 28%
Analytics/Big Data/Reporting 26% 20% 27% 33%
Transportation Methodology Changes 25% 29% 28% 16%
Supply Chain Strength/Stability 20% 22% 20% 18%
Data Privacy 19% 23% 15% 19%
Driver Shortages 18% 16% 14% 26%
Other 7% 6% 7% 9%
By Company Size (Salaried Employees)
Q.43 – Biggest Operational Challenges/Concerns Faced by Organization in Relocation*
* excludes those who indicated no concerns/none of the above/don’t know
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195April 2017
Q.44a – Compared to 2015, Did the Number of Employees Your Company Relocated Internationally During 2016…*
International
* of those who relocate internationally (Q2)
Decrease Significantly
4%
Decrease Somewhat
9%
Stay About
TheSame
36%
Increase Somewhat
36%
Increase Significantly
15%
Total
2%
4%
35%
35%
24%Less than 500
Salaried Employees
3%
11%
36%39%
11%
5000+
Salaried Employees
7%
9%
36%33%
15%
500-4999
Salaried Employees
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196April 2017
Q.44b – Compared to 2016, Do You Anticipate that the Number of Employees Your Company Will Relocate Internationally During 2017 Will…*
International
* of those who relocate internationally (Q2)
Decrease Significantly
2%
Decrease Somewhat
10%
Stay About
TheSame
40%
Increase Somewhat
36%
Increase Significantly
12%
Total
0%
16%
33%29%
22%Less than 500
Salaried Employees
1%
12%
43%
36%
8%
5000+
Salaried Employees
3%
5%
38%
41%
13%
500-4999
Salaried Employees
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Less than 3
months6%
4 to 12 months
25%
More than 12 months, less than 3 years
47%
3 yearsor more
23%
Total
2%
13%
54%
31%
5000+
Salaried Employees
197April 2017
Q.44c – What is the Typical International Relocation Assignment Duration for Employees at Your Company?*
International
* of those who relocate internationally (Q2)
16%
37%31%
16%
Less than 500
Salaried Employees
5%
33%
47%
16%
500-4999
Salaried Employees
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International
198April 2017
Q.44d – In 2016, What Percentage of Your International Relocations Were…*
Total Less than 500 500-4999 5000+
7% 13% 7% 6%
25%34%
24% 23%
18%
17%
18% 18%
50%44%
48% 54%Traditional Long-TermAssignmentsShort-Term/Temp. Assignments
Permanent Transfers
Other
By Company Size (Salaried Employees)
* of those who relocate internationally (Q2) / excludes those who don’t know
(Average Percent)
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International
199April 2017
* of those who relocate internationally (Q2) / excludes those who don’t know
Q.44d – In 2016, What Percentage of Your International Relocations Were…*
26%
29%
30%
23%
8%
10%
14%
2%
Total
Less than 500
500-4999
5000+
Fully Covered/Reimbursed
Lump Sum Payment Only
By Company Size (Salaried Employees)
(Average Percent)
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200April 2017
Q.44e – Compared to 2016, Do You Expect the Number of International Short-Term/Temporary Assignments (Less than 12 Months) in 2017 to…*
International
* of those who relocate internationally (Q2)
Decrease Significantly
2%
Decrease Somewhat
5%
Stay About
TheSame
44%
Increase Somewhat
37%
Increase Significantly
11%
Total
2%
8%
37%
29%
24%Less than 500
Salaried Employees
1%
7%
54%
30%
8%
5000+
Salaried Employees
5%
2%
37%
49%
7%
500-4999
Salaried Employees
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International
201April 2017
Q.44f – Companies with a Formal Policy for: International Relocation Assignments* (traditional length 1-3 years)
* of those who relocate internationally (Q2) % of companies answering “Yes”
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
86%
76%
86%91%
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International
202April 2017
Q.44f – Companies with a Formal Policy for: Permanent Transfers* (international)
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
71% 69%65%
77%
* of those who relocate internationally (Q2) % of companies answering “Yes”
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International
203April 2017
Q.44f – Companies with a Formal Policy for: Localization* (international)
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
63% 65% 64%60%
* of those who relocate internationally (Q2) % of companies answering “Yes”
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International
204April 2017
Q.44f – Companies with a Formal Policy for: Intra-Regional Assignments* (international)
By Company Size (Salaried Employees)
Total Less than 500 500-4999 5000+
56%
67%
51%56%
* of those who relocate internationally (Q2) % of companies answering “Yes”
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International
205April 2017
Q.44g-1 – Does Your Company Have Different Tiers (or Levels) Within Its International Relocation Policy?*
Five or more
3%
Four8%
Three20%
Two22%
No Tiers/
Single Policy
48%
Total
0%
11%
18%
27%
43%
Less than 500
Salaried Employees
6%8%
19%
14%
53%
5000+
Salaried Employees
1%
5%
22%
27%
44%
500-4999
Salaried Employees
* of those who relocate internationally (Q2)
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Total Less than 500 500-4999 5000+
2.0 2.0 1.9 2.0
International
206April 2017
Q.44g-1 – Average Number of Tiers (or Levels) Within International Relocation Policy*
By Company Size (Salaried Employees)
* of those who relocate internationally (Q2) with tiers/levels (Q44g-1)
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International
207April 2017
Q.44g-2 – Does Your Company Have Different Tiers (or Levels) Within Its Permanent Transfers (International) Policy?*
Five or more
4%
Four10%
Three19%
Two21%
No Tiers/
Single Policy
47%
Total
3%
11%
26%
20%
40%
Less than 500
Salaried Employees
5%5%
19%
16%
55%
5000+
Salaried Employees
2%
15%
15%
28%
41%
500-4999
Salaried Employees
* of those who relocate internationally (Q2) with permanent transfers policy (Q44f)
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Total Less than 500 500-4999 5000+
2.02.2 2.1
1.9
International
208April 2017
Q.44g-2 – Average Number of Tiers (or Levels) Within Permanent Transfers (International) Policy*
By Company Size (Salaried Employees)
* of those who relocate internationally (Q2) with permanent transfers policy (Q44f) with tiers/levels (Q44g-2)
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International
209April 2017
Q.44g-3 – Does Your Company Have Different Tiers (or Levels) Within Its Localization (International) Policy?*
Five or more
3%
Four8%
Three19%
Two26%
No Tiers/
Single Policy
46%Total
0%
15%
15%
30%
39%
Less than 500
Salaried Employees
5%
3% 20%
12%59%
5000+
Salaried Employees
2%
8%
19%
38%
34%
500-4999
Salaried Employees
* of those who relocate internationally (Q2) with localization policy (Q44f)
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Total Less than 500 500-4999 5000+
2.0 2.1 2.11.8
International
210April 2017
Q.44g-3 – Average Number of Tiers (or Levels) Within Its Localization (International) Policy*
By Company Size (Salaried Employees)
* of those who relocate internationally (Q2) with localization policy (Q44f) with tiers/levels (Q44g-3)
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0%
12%
21%
27%
39%
Less than 500
Salaried Employees
International
211April 2017
Q.44g-4 – Does Your Company Have Different Tiers (or Levels) Within Its Intra-Regional Assignments (International) Policy?*
Five or more
5%
Four8%
Three20%
Two23%
No Tiers/
Single Policy
44%Total
9%7%
18%
13%
53%
5000+
Salaried Employees
2%
7%
20%
34%
36%
500-4999
Salaried Employees
* of those who relocate internationally (Q2) with intra-regional assignments policy (Q44f)
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Total Less than 500 500-4999 5000+
2.1 2.1 2.0 2.1
International
212April 2017
Q.44g-4 – Average Number of Tiers (or Levels) Within Intra-Regional Assignments (International) Policy*
By Company Size (Salaried Employees)
* of those who relocate internationally (Q2) with intra-regional assignments policy (Q44f) with tiers/levels (Q44g-4)
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International
213April 2017
Total
Q.44h – What Are Your Different Tiers (or Levels) Based On?*
Other
Homeowner/Renter Status
Company vs. Employee Initiated
New Hire/Current Employee Status
Assignment Objectives
Assignment Location/Region
Position/Job Title
Length of Assignment
Job or Grade Level
1%
23%
28%
32%
36%
38%
51%
55%
61%
* of those who relocate internationally (Q2) with tiers/levels (Q44g-1)
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International
214April 2017
Q.44h – What Are Your Different Tiers (or Levels) Based On?*
Bases for International Policy Tiers (or Levels) Total Less than 500 500-4999 5000+
Job or Grade Level (i.e. staff, management, professional, etc.)
61% 56% 51% 74%
Length of Assignment 55% 60% 60% 48%
Position/Job Title 51% 64% 56% 39%
Assignment Location/Region 38% 40% 47% 28%
Assignment Objectives (i.e. developmental, etc.) 36% 40% 30% 39%
New Hire/Current Employee Status 32% 56% 26% 26%
Company vs. Employee Initiated Relocation 28% 32% 26% 28%
Homeowner/Renter Status 23% 20% 7% 39%
Other 1% 0% 0% 2%
By Company Size (Salaried Employees)
* of those who relocate internationally (Q2) with tiers/levels (Q44g-1)
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Other
Allowances for Elder Care
Extended Per Diem Charges
Security Support Program
Increased Allowances for Permanent Storage
Additional Leave Time
Higher Rental Housing Allowances
International Transportation Allowance
Higher Relocation Allowances
Financial Services Assistance
Allowances for Children to Attend Certain Schools
Additional Leave Time (Inc.1 Visit Back To Home Country)
Intercultural and Language Training
Additional Tax Considerations
No Difference Between Intl & Domestic Policies
4%
9%
21%
25%
31%
33%
33%
36%
38%
39%
40%
42%
43%
46%
12%
International
215April 2017
Total
* of those who relocate internationally (Q2)
Q.44i – Comparing Your International Relocation Policy to Your Domestic Relocation Policy, Does Your Company’s International Relocation Policy Offer…*
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International
216April 2017
Q.44i – Comparing Your International Relocation Policy to Your Domestic Relocation Policy, Does Your Company’s International Relocation Policy Offer…*
* of those who relocate internationally (Q2)
International Relocation Policy Differences from Domestic Total Less than 500 500-4999 5000+
No Difference Between International and Domestic Relocation Policies 12% 16% 9% 11%
Additional Tax Considerations 46% 35% 38% 57%
Intercultural and Language Training 43% 45% 22% 58%
Additional Leave Time (Inc. 1 Visit Back to Home Country) 42% 37% 33% 53%
Allowances for Children to Attend Certain Schools 40% 31% 29% 53%
Financial Services Assistance (i.e. bank account setup, specialized compensation arrangements)
39% 37% 33% 45%
Higher Relocation Allowances 38% 47% 27% 43%
International Transportation Allowance (i.e. rental car, commuting costs, etc.) 36% 31% 27% 45%
Higher Rental Housing Allowance 33% 33% 22% 42%
Additional Leave Time 33% 37% 36% 28%
Increased Allowances for Permanent Storage 31% 29% 28% 34%
Security Support Program 25% 22% 19% 31%
Extended Per Diem Charges 21% 24% 21% 20%
Allowances for Elder Care 9% 12% 10% 8%
Other 4% 4% 5% 3%
By Company Size (Salaried Employees)
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44%44%43%43%42%41%39%
36%34%34%
32%31%30%27%26%25%
1%
International
217April 2017
TotalServices Outsourced
Outsourced
Did Not Outsource
Q.44j – Respondents were given a list of possible outsourced international relocation services in 2016 – the answers received indicate that…*
* of those who relocate internationally (Q2)
16%
84%
0%
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International
218April 2017
Q.44j – International Services Outsourced to a Relocation Service, HRO or Brokerage Firm in 2016* - By Company Size (Salaried Employees)
* of those who relocate internationally (Q2)
International Services Outsourced in 2016 Total Less than 500 500-4999 5000+
Did Not Use a Relocation Service, HRO or Brokerage Firm for Intl Relocation Services in 2016 16% 22% 15% 13%
Contract of Household Goods Carrier for International Shipping 44% 39% 40% 50%
Counseling About the Planning & Details of Relocating Internationally 44% 43% 42% 46%
Visa & Immigration Services 43% 49% 31% 50%
Destination Services/Orientation Tours in Host Country 43% 29% 30% 60%
Arrangement of Family’s Temporary Accommodations 42% 37% 29% 54%
Coordination and Monitoring of International Shipment 41% 31% 31% 54%
Securing Rental Property in Host Country 39% 27% 29% 53%
Expense Management/Tracking/Reimbursement Services 36% 27% 29% 45%
Intercultural and Language Training 34% 22% 22% 50%
Counseling About Company Policy Concerning International Relocation 34% 31% 31% 37%
Repatriation Services 32% 22% 22% 46%
Arrangement of Family’s International Transportation 31% 25% 21% 43%
Management of International Relocation Program 30% 24% 29% 33%
Property Management of Home at Origin 27% 27% 20% 32%
Compensation Services (i.e. Payroll Arrangements, Tax Compliance, etc.) 26% 24% 22% 30%
International Real Estate (Sales/Marketing and/or Purchases) 25% 27% 19% 30%
Other 1% 0% 1% 1%
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Other
Find Employment Outside Company
Provide Interviewing Skills Training
Find Employment Within Company
Reimburse for Career Transition Expenses
Provide Resume Preparation Assistance
Pay for Work Visa in New Location
Provide Networking Assistance
Pay for Outplacement/Career Svcs from
Outside Firm
4%
14%
17%
19%
19%
24%
26%
27%
29%28%
72%
International
219April 2017
Q.44k – Method of Employment Assistance for Internationally Relocated Employee’s Spouse or Partner*
TotalNo Assistance
Offer Assistance
* of those who relocate internationally (Q2)
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220April 2017
International
Spousal/Partner Employment Assistance – Intl Total Less than 500 500-4999 5000+
No Assistance 28% 29% 23% 31%
Pay for Outplacement/Career Services from an Outside Firm
29% 27% 24% 33%
Provide Networking Assistance 27% 27% 27% 27%
Pay for Work Visa in New Location 26% 33% 29% 21%
Provide Resume Preparation Assistance 24% 33% 19% 24%
Reimburse for Career Transition Expenses(i.e. interview trips, certifications, etc.)
19% 25% 14% 21%
Find Employment Within Company 19% 22% 23% 14%
Provide Interviewing Skills Training 17% 14% 19% 18%
Find Employment Outside Company 14% 22% 15% 10%
Other 4% 2% 3% 6%
By Company Size (Salaried Employees)
Q.44k – Method of Employment Assistance for Internationally Relocated Employee’s Spouse or Partner*
* of those who relocate internationally (Q2)
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Don't Know
Other
Illness
Host Country Infrastructure Inadequacies
Job Performance Issues
Lack of Adaptability by Employee
Safety Concerns
Financial Issues/Concerns
Lack of Adaptability by the Spouse/Partner
Personal Reason (non-disclosed)
Lack of Spousal/Partner Assistance
Family Issues/Ties
No International Relocations Declined or Failed
15%
1%
9%
9%
10%
12%
14%
23%
27%
29%
31%
47%
14%
221April 2017
Q.44l – In 2016, Reasons Cited for an Employee Declining an International Relocation or for an International Relocation to Fail*
Total
International
* of those who relocate internationally (Q2)
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222April 2017
International
* of those who relocate internationally (Q2)
Q.44l – In 2016, Reasons Cited for an Employee Declining an International Relocation or for an International Relocation to Fail*
Reasons Cited for Declining/Failed Intl Relocation Total Less than 500 500-4999 5000+
No International Relocations Declined or Failed 14% 22% 12% 13%
Family Issues/Ties 47% 43% 50% 47%
Lack of Spousal/Partner Assistance 31% 35% 36% 25%
Personal Reason (Non-Disclosed) 29% 25% 31% 28%
Lack of Adaptability by the Spouse/Partner 27% 22% 26% 31%
Financial Issues/Concerns 23% 31% 21% 22%
Safety Concerns (i.e. war/terrorism/political unrest/etc.) 14% 16% 16% 11%
Lack of Adaptability by Employee 12% 14% 16% 8%
Job Performance Issues 10% 14% 15% 5%
Host Country Infrastructure Inadequacies 9% 12% 9% 8%
Illness 9% 12% 7% 8%
Other 1% 0% 1% 1%
Don’t Know 15% 8% 12% 22%
By Company Size (Salaried Employees)
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Other4%
Govt/ Military
7% Service (Non-Profit)
8%
Wholesale/Retail
10%
Financial10%
Mftg/ Processing
24%
Service (Profit)
37%
Total3%
5%4%
18%
13%29%
29%
5000+
Salaried Employees
4%
7%
11%
7%
6%
24%
42%
Less than 500
Salaried Employees
7%8%
7%
6%
12%
20%
40%
500-4999
Salaried Employees
Corporate/Respondent Profile
223April 2017
Q.45 – Business Classifications of Companies Participating
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27%
21%14%
13%
13%
8%
1%
4%
Less than 500
Salaried Employees
12%
12%
10%
10%10%8%
7%
33%
Total
5%9%
11%
14%
15%10%
14%
22%
500-4999
Salaried Employees
2%4%2%
1%0%
5%
5%
82% 5000+
Salaried Employees
Corporate/Respondent Profile
224April 2017
* excludes blank responses
Q.46 – Participating Companies Annual Sales for 2016*
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4%
6%
7%
8%
10%
13%
53%
Less than 500
Salaried Employees
2%
7%2%
13%
17%
19%
41%
500-4999
Salaried Employees
2%
5%4%
18%
12%
17%
42%
Total
1%
3%4%
37%
7%19%
29%
5000+
Salaried Employees
Corporate/Respondent Profile
225April 2017
Q.47 – Departmental Function
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Corporate/Respondent Profile
226April 2017
Total
Q.48 – Respondent’s Department Reports to…
Other
Shared Services/Procurement/Purchasing
Finance/Accounting
Relocation/Mobility Services
Human Resources/Personnel-TalentManagement
Human Resources/Personnel-Compensation &Benefits
Human Resources/Personnel-General/Administration
Executive Management
2%
2%
4%
4%
8%
11%
15%
55%
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Corporate/Respondent Profile
227April 2017
Respondent’s Dept Report Total Less than 500 500-4999 5000+
Executive Management 55% 70% 56% 34%
Human Resources/Personnel–General/Administration 15% 9% 15% 22%
Human Resources/Personnel–Compensation & Benefits
11% 7% 10% 18%
Human Resources/Personnel–Talent Management 8% 4% 12% 7%
Relocation/Mobility Services 4% 4% 4% 4%
Finance/Accounting 4% 5% 2% 4%
Shared Services/Procurement/Purchasing 2% 1% 1% 5%
Other 2% 1% 1% 4%
By Company Size (Salaried Employees)
Q.48 – Respondent’s Department Reports to…
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Corporate/Respondent Profile
228April 2017
Total
Q.49 – Respondent’s Position
Other
HR Assistant
Recruiter
Coordinator
Supervisor
Relocation Administrator
Manager
Director
Vice President
President
3%
2%
2%
4%
4%
10%
31%
28%
13%
3%
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Corporate/Respondent Profile
229April 2017
Respondent’s Position Total Less than 500 500-4999 5000+
President 3% 5% 2% 1%
Vice President 13% 17% 12% 8%
Director 28% 33% 30% 21%
Manager 31% 26% 28% 40%
Relocation Administrator 10% 4% 9% 19%
Supervisor 4% 2% 7% 3%
Coordinator 4% 5% 3% 4%
Recruiter 2% 1% 3% 1%
HR Assistant 2% 4% 2% 1%
Other 3% 4% 4% 2%
By Company Size (Salaried Employees)
Q.49 – Respondent’s Position
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Corporate/Respondent Profile
230April 2017
Total
Q.50 – Trade Publications Respondent’s Regularly Read
Other(s)
Runzheimer Reports on Relocation
National Relocation & Real Estate
The Relocation Report
Workforce
Human Resources Outstanding (HRO) Today
Mobility
Employee Benefits News
HR News
Human Resource Executive
HR Magazine
None
3%
8%
10%
12%
23%
23%
29%
31%
32%
33%
47%
10%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Corporate/Respondent Profile
231April 2017
Trade Magazines Regularly Read Total Less than 500 500-4999 5000+
None 10% 8% 15% 8%
HR Magazine 47% 63% 41% 34%
Human Resource Executive 33% 42% 33% 21%
HR News 32% 40% 27% 26%
Employee Benefits News 31% 39% 36% 15%
Mobility 29% 17% 17% 58%
Human Resources Outsourcing (HRO) Today 23% 28% 16% 25%
Workforce 23% 29% 16% 23%
The Relocation Report 12% 11% 10% 15%
National Relocation & Real Estate 10% 13% 10% 7%
Runzheimer Reports on Relocation 8% 6% 7% 13%
Other(s) 3% 2% 3% 4%
By Company Size (Salaried Employees)
Q.50 – Trade Publications Respondent’s Regularly Read
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Corporate/Respondent Profile
232April 2017
Total
Q.51 – Respondent Membership in Relocation-Related Associations
Other(s)
NFTC
Forum for Expatriate Management
CERC-Canada
Regional or Local Relocation Council
HRPA
Worldwide ERC
SHRM
None
3%
7%
7%
8%
17%
23%
32%
39%
23%
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
Corporate/Respondent Profile
233April 2017
Relocation-Related Association Membership Total Less than 500 500-4999 5000+
None 23% 26% 27% 14%
Society of Human Resource Management (SHRM) 39% 47% 35% 34%
Worldwide ERC (formerly Employee Relocation Council – ERC)
32% 16% 24% 60%
Human Resources Professionals Association (HRPA) 23% 28% 27% 11%
Regional or Local Relocation Council 17% 10% 13% 33%
Canadian Employee Relocation Council (CERC – Canada)
8% 8% 10% 7%
Forum for Expatriate Management (FEM) 7% 2% 6% 14%
National Foreign Trade Council (NFTC) 7% 5% 9% 7%
Other(s) 3% 4% 1% 4%
By Company Size (Salaried Employees)
Q.51 – Respondent Membership in Relocation-Related Associations
TM & © 2017 AWGI LLCAtlas Van Lines, Inc. U.S. DOT No. 125550
800-638-9797
234April 2017
Contact Information
For further details and survey results from prior years…
Please visit our web site:www.atlasvanlines.com/survey
Or contact:
Katie Gross
Manager, Marketing CommunicationsAtlas Van Lines, Inc. 1212 St. George Rd.Evansville, IN 47711
toll-free: 800-638-9797 ext.# 2636e-mail: [email protected]