Washburn County Economic Development Corporation

Outline of Business Retention Report

The WCEDC Board of Directors ordered a Business Retention Study to be done to determine the existing climate and attitudes of the Washburn County employers. Their opinions would be used to strengthen the relationship between the County and its employers. The purpose of strengthening this relationship was primarily to make certain Washburn County retained its existing business base and to use that business base as a standard for the recruitment of additional employment.

Several common elements were used to determine those companies interviewed for the report. In Phase I, there were no employers selected from the healthcare, academic, or governmental sectors (even though they do represent a significant number of employees in Washburn County). It was felt, in most cases, employers from those sectors were located in Washburn County as a fixture, rather than as a business, and had virtually no incentives to relocate away from the County. That the decision, to be here or not be here, did not rest on any individual’s shoulders who happened to reside in the County.

The Phase I group of companies interviewed were also all profit oriented companies, and do have the opportunity to determine if they choose to stay or not stay here. Also, the companies interviewed more closely fit the profile of those types of companies we would like to consider as prospects in the business recruitment phase of Economic Development. The companies selected were most affected by the full array of all taxes (Federal, State & County) and Administrative Regulations (Workman’s Comp, Unemployment Comp, mandatory insurance and other regulations).
The companies were selected at random with the above criteria in mind and were not community specific. They represent manufacturing, distributing, transportation, packaging, printing and retailing. Employers representing about 1,000 employees were primarily manufacturing companies.

Phase II of the study was broadened out to have a further look at a larger percentage of people working in Washburn County. This group of employees consists of governmental, education, health care and financial services. This group of employees represents approximately 810 people.

The questionnaire was modified somewhat to concentrate on the employee issues where questions and answers could be merged with Phase I.

In the retention study, we wanted to learn the following:

How did the interviewees feel about the basic services in the County–i.e. police, fire, transportation
How did the interviewees feel about the regulatory climate and the effect on them?
What skills are being employed within these businesses?
What is being paid for those skills?
What benefits are being provided to employees, as well as are the employees making a contribution?
How did the interviewees find their employees?
How did they train their employees?
How did these companies get their materials into their location?
How did these companies ship their product out of their location?
Were there seasonal changes on their employment levels, and when did it happen?
What are future plans for their companies?
What did these employers see as the strengths and weaknesses of Washburn County?
What ideas might they have on improving the employment conditions in Washburn County?
Have other geographical areas contacted them about relocating their business out of Washburn County?

The following information is provided based on the interviews:

  1. Classifications of skills used by participating employers and the wage scale (See Exhibit A)
  2. What benefits are being offered and does employee contribute (See Exhibit B)
  3. Seasonality of employment levels and employment trends from last year to next year (Exhibit C)
  4. How products come into and out of these employers (Exhibit D)
  5. How help is recruited by these employers & their attitude toward recruitment & training (Exhibit E)
  6. How help is trained by these employers (Exhibit E)
  7. Attitudes about county and local services for police and fire, other general governmental services, economic development & waste disposal (Exhibit F)
  8. What is the employer’s future plans? (Exhibit G)
  9. Experience or interest in initiating government contracting (Exhibit G)