Relocation Survey - Atlas Van Lines

CorporateRelocationSurvey47e. Compared to 2011, do you expect the number of international short-term/temporaryassignments (less than 12 months) in 2012 to ...Of those who answered “Yes” Less than 500 500–4,999 5,000+ Salariedto Question 2: Salaried Employees Salaried Employees Employees27% Increase 12% 27% 34%64% Stay About the Same 72% 69% 55%10% Decrease 16% 5% 11%47f. Comparing your international relocation policy to your domestic relocation policy,does your company’s international relocation policy offer…Of those who answered “Yes” Less than 500 500–4,999 5,000+ Salariedto Question 2: Salaried Employees Salaried Employees Employees21% No difference between internationaland domestic relocation policies40% 28% 6%57% Additional tax considerations 37% 54% 68%51% Intercultural and language training 26% 42% 70%48% Allowances for children to attend 19% 42% 66%certain schools45% Additional leave time that includes 23% 39% 62%at least one visit back to theemployee’s home country36% Higher rental housing allowance 23% 36% 43%34% Increased allowances forpermanent storage28% 27% 43%34% Higher relocation allowances 23% 37% 35%24% Additional leave time 12% 24% 29%18% Financial services assistance 12% 16% 23%16% Extended per diem charges 16% 14% 18%15% Security support program 7% 12% 20%11% Other 2% 10% 16%47g. Which of the following international services did your company outsource to a relocationservice, HRO or brokerage firm in 2011?Of those who answered “Yes” Less than 500 500–4,999 5,000+ Salariedto Question 2: Salaried Employees Salaried Employees Employees23% Did not use a relocation service, HRO 51% 22% 12%or brokerage firm for internationalrelocation services in 201154% Contract of household goods carrierfor international shipping23% 61% 62%52% Monitoring of international shipment 23% 61% 56%50% Destination services/orientation toursin host country16% 51% 64%47% Arrangement of family’s temporaryaccommodations16% 51% 57%47% Intercultural and language training 16% 45% 63%46% Counseling about the planning & detailsof relocating internationally21% 51% 54%45% Securing rental property in host country 16% 47% 56%42% Visa & immigration services 23% 41% 52%41% Counseling about company policyconcerning international relocation14% 49% 46%36% Repatriation services 14% 36% 47%35% Management of internationalrelocation program14% 37% 43%35% Arrangement of family’sinternational transportation14% 36% 44%28% Property management of home at origin 7% 29% 37%22% International real estate(sales/marketing and/or purchases)9% 25% 26%5% Other 2% 2% 10%ResultsFORTY-FIFTH ANNUAL4547h. Which of the following attributes are considered most important when SELECTING a householdgoods carrier for international relocations?ResultsFORTY-FIFTH ANNUAL45Of those who answered “Yes” Less than 500 500–4,999 5,000+ Salariedto Question 2: Salaried Employees Salaried Employees Employees79% Service (i.e. overall capabilities, 72% 76% 84%capacity, communication)76% Quality 63% 77% 82%(i.e. on-time delivery, performance history)ResultsFORTY-FIFTH ANNUAL4570% Price 79% 65% 69%52% Reputation 58% 54% 48%29% Pre-existing relationship with carrier 33% 37% 20%25% Scheduling 23% 24% 26%17% Technology 16% 14% 20%16% Multi-level service options (DIY to full) 21% 16% 14%11% Corporate social responsibility/green initiatives16% 7% 13%7% Other 2% 10% 7%47i. How does your company assist an internationally relocated employee’s spouse or partner infinding employment in the new location?Of those who answered “Yes” Less than 500 500–4,999 5,000+ Salariedto Question 2: Salaried Employees Salaried Employees Employees59% No assistance 70% 67% 48%18% Pay for outplacement/career servicesfrom an outside firm7% 19% 22%16% Provide networking assistance 19% 15% 15%13% Pay for work visa in new location 14% 10% 16%13% Provide resume preparation assistance 12% 12% 15%9% Provide interviewing skills training 9% 7% 11%6% Find employment within company 7% 4% 6%4% Find employment outside company 2% 7% 1%6% Other 0% 2% 11%47j. In 2011, what reasons were cited for an employee declining an international relocationor for an international relocation to fail?Of those who answered “Yes” Less than 500 500–4,999 5,000+ Salariedto Question 2: Salaried Employees Salaried Employees Employees38% No international relocations declinedor failed63% 46% 19%26% Family issues/ties 19% 25% 30%25% Personal reason (non-disclosed) 16% 19% 35%14% Lack of adaptability by the spouse/partner 14% 11% 16%12% Financial issues/concerns 7% 11% 16%4% Lack of spousal/partner assistance 2% 5% 4%4% Lack of adaptability by employee 5% 4% 4%2% War/terrorism 7% 0% 1%1% Illness 0% 0% 2%2% Other 0% 2% 3%20% Don’t know 5% 17% 29%2930