So I am wondering what’s the consensus, should Lead Carpenters be compensated by salary or a hourly wage?
And what kind of criteria are you all using to make that kind of decision?
It’s been my general observation that in the bigger custom builder remodeler operations that the Project Managers and Superintendents are salaried. My thinking is that a Lead Carpenter is something akin to a “working foreman” and really has more in common with Project Managers and Superintendents than they do the general production trade artisans and mechanics.
What your take or opinion?
Replies
I don't know if a good answer can be had without a job desrciption. A lead who talks with all parties involved, performs scheduling, hires and fires, and performs other managerial tasks could be salaried. A lead who does no more than layout and cut the roof is a different situation.
What are the benefits/downsides of being salaried? Wage based?
I see Lead Carpenters as "Leadmen" or, as you say, working foremen. Whatever they're called, paying them hourly is probably more fruitful simply because a man running a crew on-site while doing a portion of the work himself is going to be expecting to be compensated for the hours he puts in.
My perspective on this relates to the Millwright trade in which I worked for many years as an apprentice, a journeyman, and as a Lead Millwright (all hourly, both union and non-union), then I went to foreman and finally Superintendent level (salaried).
The Leadman position was like the Top Sergeant; kept the troops layed out, did some of the physical work, layout and planning, but also served as the go to guy for both hourly and salaried. He was always paid hourly because his primary function was being involved with the hands-on aspects of a given project and he was expected to be on site before the crew arrived and until after they rolled up for the day.
The salaried positions always meant long hours, but more administrative, planning, site design adjustments and making sure the Leadman was supported in material and people.
When I was involved with a Union, the Lead Millwrights did no actual hiring or firing, but often influenced those decisions.
In non-union shops, the Leadman, in some cases, was authorized to hire and fire, but only after consultation with his salaried bosses, primarily because of the legal issues inherent with those actions.
Salary = calmness......predictable income.......no more fear of layoff.......loss of income
My lead guy is salaried and it makes a world of positive change. But I think what makes it work is I never abuse the position. I expect 40 hours, no more. If additional time is spent on the job, it is always out of his sense of responsibility. He's paid 52 weeks outta the year. That means he's getting at least 2 weeks paid. If we are between two jobs, something doesn't show up, ect, I tell him to enjoy the day. And if, on that rare occurance, I need some work at night or on a weekend, I ask, not demand and he's never turned me down.
I look at as a win-win deal, (Oh god, I'm sounding like Richard!) I promise to pay you every week, no matter what. In exchange, I get a guy, full time, paid well enough that he never take side jobs, instead, is secure enough to spend his free time with his family, hobbies, in the gym, getting some sleep.
It really is the better way and proves to your people that your operating a business rather than a temp service. Pathetic as it sounds, that's exactly the perception most wage earning tradesfolk see their incomes as.