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NADA Compensation Study 2009
New SeCtioN oN LegALLy-SouND PAy PLANS
RegioNAL ComPeNSAtioN AND beNefitS foR AutomobiLe AND tRuCk DeALeRShiPS iN 2008
PF16PF16
DrivenNADA MANAgeMeNt ser ies
the National Automobile Dealers Association (NADA) has prepared this
management guide to assist its dealer members in being as efficient as
possible in the operation of their dealerships. the presentation of this
information is not intended to encourage concerted action among competitors
or any other action on the part of dealers that would in any manner fix or
stabilize the price or any element of the price of any good or service.
Table of ConTenTs
The Need To have Clear-CuT WriTTeN Pay PlaNs.................................................................. i
iNTroduCTioN aNd BaCkgrouNd .......................................................................................... 1
regioN 1 – NeW eNglaNd .................................................................................................... 4
region 1a: Connecticut / Massachusetts / rhode island .......................................................... 7
region 1b: Maine / New hampshire / vermont ....................................................................... 10
regioN 2 – Mid-aTlaNTiC ..................................................................................................... 11
regioN 3 – easT NorTh CeNTral .......................................................................................... 14
regioN 4 – WesT NorTh CeNTral ......................................................................................... 17
regioN 5 – souTh aTlaNTiC ................................................................................................. 20
regioN 6 – easT souTh CeNTral .......................................................................................... 23
regioN 7 – WesT souTh CeNTral ......................................................................................... 26
regioN 8 – MouNTaiN .......................................................................................................... 29
regioN 9 – PaCifiC .............................................................................................................. 32
auToMoBile dealershiPs friNge BeNefiTs, 2008 .................................................................. 36
Regions 1–5 .................................................................................................................. 36
regions 6–9 ................................................................................................................... 37
By units ......................................................................................................................... 38
MediuM- aNd heavy-duTy TruCk daTa .................................................................................. 39
introduction .................................................................................................................... 39
National Compensation data .............................................................................................. 41
fringe Benefits 2008 ........................................................................................................ 43
Driven NADA Compensation Study 2009
The compensation statistics presented in this guide are intended to represent trends in the in-dustry and do not serve as recommended compensation levels for any dealership. Dealers should determine appropriate compensation levels and plans for their own dealerships. NADA neither endorses nor has an opinion on compensation levels of specific pay plans.
PF16 NADA Management Series Driven i
INTRODUCTION
For purposes of avoiding misunderstandings with
employees, the importance of legally-sound pay
plans cannot be overstated. Moreover, dealers must
pay close attention to the rules relating to wage
and hour law, which can be deceptively complex.
The Fair Labor Standards Act is the primary federal
law in this area but some states have rules that are
different from or stricter than the federal.
A typical dealership uses a variety of pay plans.
Some of these, such as those for employees
primarily compensated on commission, revolve
around complex accounting concepts involving a
defi ned “gross” or “profi t.” In part, dealers use
pay plans to motivate employees to exert their
greatest efforts—and subsequently to reward them
for doing so. For example, salespeople paid on a
commission basis receive a portion of the “gross”
or “profi t” on each vehicle sold. Most dealership
salespeople clearly understand that they are be-
ing paid on a commission basis and that their
compensation is tied directly to their production.
However, unless key details are spelled out with
well-defi ned terms in a legally-sound pay plan,
salespeople may not fully understand all of the
parameters of their compensation.
This an overview of the basic concepts that should
be covered when drafting pay plans. This overview,
however, cannot cover all of the details needed
to craft a legally-compliant pay plan and it does
not constitute legal advice. Dealers are strongly
encouraged to have their compensation plans
reviewed by competent counsel for compliance
with federal, state, and local law.
OVERTIME AND MINIMUM WAGE REQUIREMENTS
A. Overtime Exemptions
Generally, federal law requires that all employees
be paid overtime at one-and-a-half times their
regular rate of pay (which must be at least equal
to minimum wage) for all hours worked in excess
of 40 hours per seven-day week. However, deal-
ers may avoid paying overtime for employees who
qualify for an exemption.
Numerous overtime exemptions exist. Some “white
collar exemptions” apply primarily to salaried
managers. A signifi cant exemption also exists for
dealership salespeople, parts people, and mechan-
ics. In addition, other dealership employees are
exempt from overtime since they are: 1) employed
by a retail establishment; 2) have earnings that
exceed one-and-a-half times minimum wage for
every actual hour they work; and 3) earn more
than half of their total earnings in the period from
commissions on goods or services.
To see if an overtime exemption applies, dealers
must establish a representative period for determin-
ing if an employee’s earnings and duties meet the
conditions of the exemption. Dealers typically do
The Need to Have Clear-Cut Written Pay Plans
ii Driven NADA Management Series PF16
this on a weekly, bi-weekly, or monthly basis. The
burden is always on the dealership to prove that
an exemption applies, so it is critical that accurate
records of both compensation and hours worked
be maintained. Note: this is one area where state
laws can be different and deserve close attention.
Please contact your state or metro dealer associa-
tion for more information.
B. Minimum Wage Requirements
Salespeople exempt from overtime under federal
law are still entitled to at least minimum wage for
all hours worked. As of July 24, 2009, the federal
minimum wage was $7.25 per hour. If you are
located in one of the several states that have a
minimum wage higher than the federal, you must
pay that higher rate.
For most employees, the minimum wage require-
ment must be met on a pay period basis. In the
case of commission employees, the minimum wage
requirement can be met on a “settlement period”
basis. This means if you pay commissions (“settle”)
weekly, you must pay the applicable minimum
wage due for that week, but if you settle monthly,
you may pay minimum wages owed monthly. Thus
you cannot settle weekly, but only check minimum
wage compliance monthly.
Issues can arise if a commission employee does not
earn enough to meet the minimum wage due. If the
total compensation for the period (commissions,
bonuses, spiffs, etc.) does not meet or exceed the
minimum wages due for all hours worked during
the settlement period, the dealer must advance
an amount suffi cient to make up the defi ciency.
For example, assume a salesperson’s commis-
sions total $200 for week one, a 55-hour week.
At the current federal minimum wage of $7.25/
hour, she would be entitled to at least $398.75
for the week. Since she only earned $200 in com-
missions, an advance would need to be made for
at least $198.75 to satisfy the federal minimum
wage requirement. Calculating the minimum wage
obligation for commission employees is an admin-
istrative burden but is critical in situations where
such employees may not have earned commissions
meeting or exceeding the minimum wages due
to them (e.g., new employees, poor performing
employees, or poor economic conditions).
Dealers may recoup minimum wage advances
paid to commission employees in a subsequent
settlement period if their compensation is suf-
fi ciently in excess of the minimum due for that
subsequent settlement period. You should detail
this procedure in the written pay plans for all
commission employees. For example, assume that
the salesperson described above earns $1,500 in
commissions in week two, also a 55-hour week.
The dealer may deduct the $198.75 advance
paid for week one and then pay the remaining
$1,301.25, since the amount is well in excess of
the minimum wage. If in week two, however, her
commissions were only $250, she would have to
be advanced another $148.75 to bring her up to
minimum wage ($7.25 x 55 hrs. minus the $250
received from commissions). At that point, she
would be indebted to the dealership for $347.50
($198.75 + $148.75), which could be recouped
in a subsequent settlement period. But if she
leaves the dealership while indebted in this way,
the dealer may not recoup the advances from her
fi nal check; she must have received minimum
wage for all hours worked.
The federal wage and hour law does not require
dealers who use biweekly, semi-monthly, or monthly
pay plans to pay “draws” or advances, nor does
it dictate when wages must be paid, but dealers
must establish a regular pay period (such as weekly,
biweekly or monthly). Some state laws do require
that employees be paid weekly or biweekly. Dealers
often choose to pay draws based on minimum
wage, as a lump sum, or even on a percentage of
commissions earned. Draws are deducted from
commissions earned at the end of the settlement
period. Note that it is in no way inconsistent to
have a longer settlement period (i.e., monthly)
with a weekly or biweekly “pay period.”
Some dealers pay new commission employees, such
PF16 NADA Management Series Driven iii
as salespeople, a “guarantee” for a set period (e.g.,
60 or 90 days). Guarantees are intended to help
new employees make the transition into auto sales
by reducing the pressure to achieve quick results.
New employees who receive guarantees must still
receive at least the minimum wage for all hours
worked. If a guarantee is suffi ciently high, then a
new employee will earn more than minimum wage
without any adjustments. If instead the minimum
wage due exceeds the guarantee plus any com-
missions earned, the dealer must advance the
difference. Always spell out in writing exactly how
long the guarantee will be in effect and include the
following: “This ‘guarantee’ is not a guarantee of
employment for the full guarantee period. Rather,
it is a guarantee of the amount we will pay you
if you continue to be employed for that period.”
Including this language in written pay plans for
commission employees should prevent them from
later claiming they had a contract to be employed
and paid a guarantee for the entire period.
C. Wage Records
Federal law requires that dealers maintain records
for all employees including accurate records of
hours worked. Ensure especially that commis-
sion employees keep timecards, time sheets, or
other accurate records of hours worked. “Hours
worked” include any time an employee must be on
the employer’s premises or is permitted to work,
including attendance at mandatory lectures, meet-
ings, or training. Training, lectures, or meetings do
not count as hours worked if they occur outside
normal working hours, if they are voluntary or not
job-related, and if no other work is performed.
“Hours worked” also include rest periods of short
duration – 20 minutes or less – but not bona fi de
meal periods (usually 30 minutes or more), in which
employees are completely relieved from duties.
If an employee is performing any duties during a
meal period, then that time must be counted toward
hours worked. Maintain a policy that the employees
clock in and out for bona fi de meal periods. Be
aware that some states require employers to provide
mandatory meal and/or rest breaks.
One record-keeping option is to have employees
sign timecards or sheets for each pay period,
acknowledging that the timecard or time sheet ac-
curately refl ects all hours worked. Such records can
prove critical should a minimum wage or overtime
dispute arise. Note that employees seeking to col-
lect back pay for improperly paid wages can look
back for up to two years, three years if a violation
is found to be willful.
Dealers also must maintain records of employee
rates of pay, deductions from or additions to wages,
dates of payment, and pay periods covered. Federal
law requires dealers to maintain payroll records for
at least three years, and the records upon which
wage computations are based (timecards, etc.) for
at least two years. As statutes of limitations may
allow contract or fraud claims to be made after a
longer period of time, maintain wage records for
at least as long as the longest applicable state
statute of limitations.
Employees covered by a collective bargaining
agreement are still protected by federal, state, and
local wage and hour laws. A union’s agreement to a
pay plan does not protect a dealer from back wage
claims by employees or the government if that pay
plan does not comply with all applicable laws.
CONTRA CT, FRA UD, AND OTHER WAGE CONCERNS
Ensuring that employee pay plans are in compli-
ance with applicable state and federal wage-hour
laws may not protect you from all claims. Lawsuits
may also involve breach of contract and fraud
claims. Often, salespeople allege that they were
promised a percentage of the “gross profi t “ on
each sale, but that by deducting “packs” and
other undisclosed charges, the dealer failed to pay
them all that was due. They also often claim that
dealers must include all payments received from
manufacturers, lenders, and other vendors when
calculating the actual “profi t” on a deal.
iv Driven NADA Management Series PF16
These cases are diffi cult to defend because, even
if there was a written pay plan, it may have been
loaded with dealership jargon and subject to a
number of different interpretations. If a contract
such as a sales pay plan is ambiguous or unclear,
the court normally will construe it against the party
who drafted it. Therefore, always clearly defi ne
terms like “gross profi t,” especially with respect
to what deductions may be made and when.
In addition to breach of contract claims, sales-
people may also fi le fraud claims alleging that the
dealership made misrepresentations or omissions
by failing to fully disclose all of the deductions it
made or by artifi cially infl ating costs and charges.
Fraud claims allow claims for punitive damages
in addition to “lost wages.” Also, a salesperson
can allege violations of state wage payment laws,
claiming that when the dealership made a deduc-
tion, it failed to pay “all wages due.” In a number
of states, such a claim may involve liquidated
damages and attorney’s fees. Bottom line: even a
dispute over a small amount of commissions can
easily become a very expensive case.
To avoid these kinds of claims, dealers should have
detailed, written commission schedules explain-
ing in plain English how compensation will be
calculated. Clearly defi ne industry-specifi c terms
such as “commissionable gross profi t,” “pack,”
“spiff,” etc., and use examples to show how ac-
tual calculations will be made. Carefully review
methods used to calculate commissions to ensure
that all potential deductions or adjustments are
listed or explained in the pay plan itself. Pay plans
also should address issues such as the potential
for additional charges against the vehicle, and
who has the authority to determine when to split
a commission.
Claims may arise when an employee leaves a
dealership and receives a fi nal paycheck that
does not show commissions for all deals worked
because some vehicles had not yet been funded
or delivered. Pay plans should always defi ne when
commissions are considered earned, and how they
will be paid if an employee leaves the dealership.
Pay plans also should indicate if a salesperson
must be a current employee when a bonus or
contest award is paid.
Weekly or monthly bonuses can make up a sig-
nifi cant amount of many employees’ overall com-
pensation and should be clearly addressed in their
pay plans. Explain exactly how bonuses are to be
calculated, when they are to be paid, and what
employees must do to qualify for them.
Sales managers often change pay plans or add
special bonus programs in order to motivate sales-
people. Too often these changes and programs are
announced at a sales meeting but never put into
writing. In order to avoid misunderstandings, all
such changes should be put in writing. Ideally,
have each employee acknowledge receipt of a
copy of their pay plan when hired and provide ac-
knowledged copies each time the plan is changed
in any way.
Only make pay plan changes prospectively, even
temporary or minor ones involving special incentive
or bonus programs. Detail in writing all eligibility
requirements and effective dates. Taking steps to
ensure that details are spelled out and understood
by applicable employees will avoid future misun-
derstandings or legal issues.
Tailor your pay plan to your specifi c dealership and
to your state’s minimum wage if it is higher than
the federal minimum. Because a poorly drafted
pay plan—or the lack of a written pay plan—can
subject a dealership to signifi cant back wage li-
ability, dealers should have all sales pay plans
reviewed by counsel experienced in dealership
wage and hour matters.
—Christopher C. Hoffman
PF16 NADA Management Series Driven 1
NADA Compensation Study 2009 A DEALER GUIDE TO
INTRODUCTION AND BACKGROUND
As the economy began to come out of recession
during the third quarter of 2009, the need for good
comparative data for compensation became ever
more important. In 2009, the national debate on
health care focused attention on this important
segment of fringe benefi ts, which are also covered
in these pages by region.
The regional differences in economic activity were
great during the recession and the pattern of cor-
rection in the real estate market is a key element,
along with economic growth, contributing to the
outlook for light-vehicle sales region by region. As
long as home equity was falling, many consumers
would be reluctant to commit to a new light-vehicle
purchase.
A sign of future improvement in business, and thus
future needs to stay of top of compensation policy,
can be found in the pent-up demand revealed in
the “Cash for Clunkers” program during the sum-
mer of 2009. That program was very effective at
converting prospective used-car buyers into new-car
buyers. As the recovery proceeds, new-car dealers
must stay attuned to compensation trends in their
regional marketplace, with the NADA survey data as
their baseline. In setting compensation, managers
must be aware of how much, if any, wage decline
occurred at franchised new-car dealers in their
region. They must also judge how fast recovery
will occur during the last months of 2009 and the
initial months of 2010. Therefore, the regional ap-
proach to NADA’s compensation measurements is
essential for new-car dealerships to stay current
on compensation.
During mid-2010, unemployment, which surged
over 10 percent late in 2009, will peak, and then
start to moderate in the last half of 2010. Falling
unemployment will assist new light-vehicle pur-
chases and service work, as consumers start to relax
about the stability of their own jobs. Rehiring by
major corporations will begin late in 2010—a slow
pattern of rehiring fi rst seen in the recovery from
the 2001-2002 recession, a recession in which
the damage to retail automotive activity was com-
paratively slight. Currently, with about 6.5 million
fewer new cars and light trucks sold in 2009, and
fewer trades of used cars as a result, used cars will
remain in tight supply during 2010, assisting the
demand by households for new light-vehicles.
Enhanced new-car sales will help franchised
dealers restock used-car operations gradually as
2010 unfolds. All of this will have varying regional
patterns that infl uence the wage trends and pres-
sures that start to develop in compensation at the
dealership.
Look at important indicators of economic activ-
ity such as monthly new-car registrations in your
immediate sales area, the drawdown of unsold
existing and new housing for your market area,
2 Driven NADA Management Series PF16
and indications of adequate credit availability for
your customers. Look at local employment and
announcements of layoffs and hiring by major
employers of your customers. Look for measures of
the business climate produced by local Chambers
of Commerce and professional organizations.
In addition, get out of the dealership at least once
a week and talk to merchants and bankers about
the market conditions for other durable and non-
durable goods and services in your area. All of these
economic measures should be showing some signs
of improvement in nearly all regions during the
initial quarters of 2010, but at different regional
rates of recovery.
This 2009 dealership compensation publication
updates the data presented in NADA Management
Guide PF.15, Paying to Motivate: Update ’07. The
National Automobile Dealers Association collected
the data in the current publication on behalf of
60 independent state and local associations that
commissioned NADA to conduct a compensation
study for their members.
All fi gures presented are for the calendar year
2008.
Of the 16,528 surveys mailed, 2,120 (12.8 percent)
were returned. Maine had the highest response rate
at 43 percent, and Nevada had the lowest response
rate at 2 percent.
For the purpose of this study, the nation has been
divided into nine geographic regions based on the
Bureau of Labor Statistics divisions.
The compensation statistics for each region are
examined in relation to the average number of
new units sold per dealership and the per capita
personal income for that area. Salary* averages are
based on full-year 2008 W-2 form information plus
any elected salary deferrals for 39 dealership posi-
tions. Not included in the averages are earnings for
employees who worked in a position less than the
full calendar year. Also excluded are the earnings of
dealer principals who perform the duties of one or
more of the positions listed. Dealer compensation
is not addressed in this survey.
For each region, column one shows the average
salary for each dealership position without regard
to sales volume. Column two shows that salary as
a percentage of the U.S. average. Columns three
and four show the regional averages broken down
by unit sales volume. Column fi ve shows the aver-
age for all dealers in the U.S.
According to NADA Industry Analysis Division,
NADA DATA 2009, major expenses for the average
dealership in 2008 were:
• Payroll $2,658,000
• Advertising $341,285
• Rent and Equivalent $376,578
The survey also included questions about various
fringe benefi ts. That data follows the regional
compensation data.
* The term “salary” in this survey refers to total W-2 compensa-
tion plus any salary deferrals. Total W-2 compensation averages,
as reported on the W-2, include wages, salaries, cash bonuses,
and other reported income.
—Paul Taylor
PF16 NADA Management Series Driven 3
Average Management Salary$120,000
$100,000
$80,000
$60,000
$40,000
$20,000
$0
Regio
n 1
Regio
n 2
Regio
n 3
Regio
n 4
Regio
n 5
Regio
n 6
Regio
n 7
Regio
n 8
Regio
n 9
National Ave
rage
% of Dealerships OfferingEmployee/Dependent Health Plans
100%
80%
60%
40%
20%
0%
Regio
n 1
Regio
n 2
Regio
n 3
Regio
n 4
Regio
n 5
Regio
n 6
Regio
n 7
Regio
n 8
Regio
n 9
National Ave
rage
% of Dealerships Offering 401(k) Plans100%
95%
90%
85%
80%
75%
70%
Regio
n 1
Regio
n 2
Regio
n 3
Regio
n 4
Regio
n 5
Regio
n 6
Regio
n 7
Regio
n 8
Regio
n 9
National Ave
rage
Per Capita Income$60,000
$50,000
$40,000
$30,000
$20,000
$10,000
$0
Regio
n 1
Regio
n 2
Regio
n 3
Regio
n 4
Regio
n 5
Regio
n 6
Regio
n 7
Regio
n 8
Regio
n 9
National Ave
rage
Average New Units Sold1400
1200
1000
800
600
400
200
0
Regio
n 1
Regio
n 2
Regio
n 3
Regio
n 4
Regio
n 5
Regio
n 6
Regio
n 7
Regio
n 8
Regio
n 9
National Ave
rage
% of Dealerships Offering Paid Sick Leave90%80%70%60%50%40%30%20%10%0%
Regio
n 1
Regio
n 2
Regio
n 3
Regio
n 4
Regio
n 5
Regio
n 6
Regio
n 7
Regio
n 8
Regio
n 9
National Ave
rage
Comparative Statistics At-A-Glance
4 Driven NADA Management Series PF16
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
Connecticut 268 34 12.69% 17.44%
Maine 138 59 42.75% 30.25%
Massachusetts 386 17 4.40% 8.72%
New Hampshire 158 46 29.11% 23.59%
Rhode Island 59 8 13.56% 4.10%
Vermont 87 31 35.63% 15.90%
1,096 195
In 2008, the per capita personal income for the
New England region was $48,715, a full 23 per-
cent higher than the national average. Just 14 of
39 dealership positions surveyed, however, had
salaries at or above the national average in 2008.
More than any other region, New England dealers
continued to rely on fi xed operations for profi tabil-
ity. Fixed operations in 2008 still accounted for
a 61 percent absorption rate and, at 15 percent
of total sales, remained the highest percentage of
total dealership revenue in the nation.
Of the dealership positions with below-average sala-
ries, the most striking were the upper management
positions. The average general manager’s salary
in the region was 16 percent below the national
average, and compensation for new-vehicle sales
managers was 5 percent below the national average.
Salaries for management positions in the service
and parts operations were generally below the
national average. The average service technician
salary was 5 percent below the national average;
offi ce workers’ salaries were 5 percent higher than
the national average.
Employees of New England dealerships arguably
had the best fringe benefi ts in the nation. The region
ranked second in providing two weeks paid vacation,
fi rst in paid sick leave, and fourth in providing six
to ten annual paid holidays. Ninety-two percent
of the region’s dealerships offered 401(k) plans.
Nearly 97 percent of dealerships extended a health
plan to both employees and dependents, although
44 percent required employees to pay half.
Following the statistics for the New England region
as a whole, we have broken out the compensation
fi gures by group, for ease of comparison. Since
Connecticut, Massachusetts, and Rhode Island are
signifi cantly more urban and higher wage states,
we have grouped them together; we have grouped
Maine, New Hampshire, and Vermont as well.
Region 1—New England
Benefi t Offered Rank among the nine regions
Paid Sick Leave 1st
6-10 Paid Holidays 4th
Paid Maternity/Paternity Leave Plan 3rd
401(k) Plan 6th
Health Plan for Employee and Dependents 1st
PF16 NADA Management Series Driven 5
Region 1: New England
2008 Regional Compensation DataRegion 1: New England
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $136,724 84% $106,492 $163,993 $163,034
Business Manager/Comptroller $78,006 95% $59,182 $95,409 $82,192
IT / Network Manager $60,458 99% $41,447 $65,890 $60,854
Human Resources Director/Manager $51,734 99% $41,919 $55,005 $52,032
BDC Manager $61,989 105% $38,050 $66,153 $59,282
General Sales Manager $101,517 89% $85,726 $116,651 $113,578
New-Vehicle Sales Manager $89,489 95% $75,704 $96,744 $94,470
Used-Vehicle Sales Manager $86,489 93% $75,219 $93,250 $93,063
Truck Sales Manager $84,488 107% $65,188 $100,571 $79,223
Fleet Sales Manager $64,965 79% $39,631 $74,465 $82,256
Sales Training Manager $68,648 93% $60,495 $76,800 $74,096
Lease and Rental Manager $31,276 50% $31,276 ** $62,361
Internet Sales Manager $56,483 84% $46,187 $61,631 $67,128
Website Manager / Webmaster $49,152 105% $32,202 $100,000 $46,776
Marketing Manager $57,773 92% $47,167 $61,750 $62,989
Finance and Insurance Manager $82,020 92% $63,267 $96,530 $89,497
Service and Parts Director $102,013 94% $92,242 $108,297 $108,730
Service Manager $74,420 93% $62,095 $92,133 $80,291
Parts Manager $61,799 89% $52,864 $72,899 $69,412
Body Shop Manager $70,005 96% $52,683 $84,350 $72,638
Service Advisor/Writer $54,687 96% $47,617 $61,880 $57,056
Offi ce Manager $53,863 105% $48,043 $59,851 $51,437
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not have this position.
Volume
EMPLOYEE OverallRegion 1 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
6 Driven NADA Management Series PF16
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their positions for
all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $37,927 104% $34,508 $41,667 $36,504
Average Paid Worker $30,384 105% $28,605 $32,163 $29,049
Lowest Paid Worker $25,098 108% $24,793 $25,464 $23,223
Service Mechanical Technician:
Highest Paid Worker $64,616 91% $57,874 $72,917 $71,288
Average Paid Worker $44,571 95% $41,126 $48,724 $46,799
Lowest Paid Worker $30,139 103% $29,670 $30,489 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $59,724 86% $48,170 $71,101 $69,670
Average Paid Worker $45,196 93% $40,497 $49,931 $48,737
Lowest Paid Worker $32,913 96% $32,546 $33,617 $34,233
New- & Used-Vehicle Salesperson:
Highest Paid Worker $68,873 88% $58,449 $80,809 $78,369
Average Paid Worker $46,097 95% $42,939 $49,512 $48,363
Lowest Paid Worker $33,408 104% $33,618 $33,240 $32,203
Internet Salesperson:
Highest Paid Worker $54,093 91% $41,801 $60,240 $59,691
Average Paid Worker $45,613 94% $36,059 $55,168 $48,379
Lowest Paid Worker $44,710 108% $41,801 $47,037 $41,360
Other Positions: (per hour)
Body Shop Foreman $21.04 95% $17.22 $23.50 $22.04
Parts Counterperson $15.21 98% $14.32 $16.20 $15.51
Telephone Switchboard Operator $11.91 108% $11.45 $12.24 $11.03
Warranty Clerk $16.83 107% $15.59 $17.83 $15.71
General Cashier $11.51 104% $10.84 $11.87 $11.11
Showroom Receptionist/Greeter $12.68 113% $12.64 $12.70 $11.18
Title Clerk $14.54 101% $13.63 $15.17 $14.43
Bookkeeper $15.40 99% $15.18 $15.71 $15.52
AR/AP Clerk $14.87 105% $13.79 $15.67 $14.16
Courtesy/Shuttle Driver $9.81 101% $9.98 $9.67 $9.76
Car Washer $10.92 112% $11.02 $10.84 $9.73
Detailer $12.80 110% $12.86 $12.73 $11.63
Per Capita Personal Income $48,715 123% $39,751
Avg. # New Units Sold 528 74% 711
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 1 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
Region 1: New England
PF16 NADA Management Series Driven 7
Region 1: New England
General Manager $174,448 107% $120,252 $201,546 $163,034
Business Manager/Comptroller $89,426 109% $60,161 $101,807 $82,192
IT / Network Manager $66,640 110% ** $66,640 $60,854
Human Resources Director/Manager $47,750 92% $37,800 $50,237 $52,032
BDC Manager $84,465 142% ** $84,465 $59,282
General Sales Manager $114,081 100% $104,076 $122,320 $113,578
New-Vehicle Sales Manager $96,512 102% $70,237 $104,596 $94,470
Used-Vehicle Sales Manager $95,854 103% $70,850 $101,536 $93,063
Truck Sales Manager $103,856 131% $86,000 $108,320 $79,223
Fleet Sales Manager $82,325 100% ** $82,325 $82,256
Sales Training Manager $76,800 104% ** $76,800 $74,096
Lease and Rental Manager $31,276 50% $31,276 ** $62,361
Internet Sales Manager $64,039 95% $53,581 $68,222 $67,128
Website Manager / Webmaster $100,000 214% ** $100,000 $46,776
Marketing Manager $59,472 94% $40,800 $65,696 $62,989
Finance and Insurance Manager $97,228 109% $71,482 $110,078 $89,497
Service and Parts Director $105,460 97% $108,551 $106,320 $108,730
Service Manager $96,465 120% $75,321 $109,998 $80,291
Parts Manager $74,392 107% $62,436 $83,616 $69,412
Body Shop Manager $85,803 118% $51,724 $96,453 $72,638
Service Advisor/Writer $62,892 110% $47,910 $72,078 $57,056
Offi ce Manager $65,500 127% $61,258 $68,669 $51,437
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not have this position.
Volume
EMPLOYEE OverallRegion 1a % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
2008 Regional Compensation Data Region 1a: Connecticut / Massachusetts / Rhode Island
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
8 Driven NADA Management Series PF16
Region 1: New England
Clerical and Offi ce Worker:
Highest Paid Worker $44,599 122% $37,855 $48,462 $36,504
Average Paid Worker $33,522 115% $30,273 $35,304 $29,049
Lowest Paid Worker $27,229 117% $27,167 $27,295 $23,223
Service Mechanical Technician:
Highest Paid Worker $76,935 108% $71,238 $81,470 $71,288
Average Paid Worker $50,570 108% $47,404 $52,674 $46,799
Lowest Paid Worker $33,214 113% $34,330 $32,103 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $75,600 109% $59,990 $82,290 $69,670
Average Paid Worker $53,306 109% $45,320 $57,869 $48,737
Lowest Paid Worker $38,413 112% $38,865 $38,204 $34,233
New- & Used-Vehicle Salesperson:
Highest Paid Worker $74,335 95% $65,829 $80,787 $78,369
Average Paid Worker $46,674 97% $41,305 $50,655 $48,363
Lowest Paid Worker $33,213 103% $31,584 $34,352 $32,203
Internet Salesperson:
Highest Paid Worker $53,317 89% $40,135 $63,204 $59,691
Average Paid Worker $46,055 95% $37,226 $54,884 $48,379
Lowest Paid Worker $40,687 98% $40,135 $41,239 $41,360
Other Positions: (per hour)
Body Shop Foreman $27.71 126% $15.00 $29.83 $22.04
Parts Counterperson $16.78 108% $15.05 $17.97 $15.51
Telephone Switchboard Operator $12.71 115% $12.38 $12.81 $11.03
Warranty Clerk $17.00 108% $16.18 $17.43 $15.71
General Cashier $12.00 108% $11.29 $12.26 $11.11
Showroom Receptionist/Greeter $12.69 114% $13.67 $12.40 $11.18
Title Clerk $15.97 111% $15.88 $16.00 $14.43
Bookkeeper $16.48 106% $16.14 $16.61 $15.52
AR/AP Clerk $16.57 117% $15.00 $17.00 $14.16
Courtesy/Shuttle Driver $10.28 105% $10.87 $9.86 $9.76
Car Washer $11.38 117% $10.93 $11.76 $9.73
Detailer $13.32 115% $13.50 $13.19 $11.63
Per Capita Personal Income,
New England $48,715 123% $39,751
Avg. # New Units Sold 656 92% 711
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 1a % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
PF16 NADA Management Series Driven 9
Region 1: New England
2008 Regional Compensation DataRegion 1b: Maine / New Hampshire / Vermont
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $119,833 74% $102,669 $139,765 $163,034
Business Manager/Comptroller $71,506 87% $58,898 $89,249 $82,192
IT / Network Manager $56,822 93% $41,447 $65,208 $60,854
Human Resources Director/Manager $54,579 105% $43,979 $58,819 $52,032
BDC Manager $50,751 86% $38,050 $54,381 $59,282
General Sales Manager $95,335 84% $77,697 $113,542 $113,578
New-Vehicle Sales Manager $84,983 90% $77,692 $90,157 $94,470
Used-Vehicle Sales Manager $80,870 87% $76,212 $85,324 $93,063
Truck Sales Manager $68,348 86% $59,986 $85,072 $79,223
Fleet Sales Manager $61,107 74% $39,631 $71,845 $82,256
Sales Training Manager $60,495 82% $60,495 ** $74,096
Lease and Rental Manager ** ** ** ** $62,361
Internet Sales Manager $48,346 72% $40,272 $53,393 $67,128
Website Manager / Webmaster $32,202 69% $32,202 ** $46,776
Marketing Manager $56,802 90% $50,350 $59,382 $62,989
Finance and Insurance Manager $74,127 83% $60,529 $87,385 $89,497
Service and Parts Director $99,643 92% $84,715 $109,857 $108,730
Service Manager $65,730 82% $58,983 $79,373 $80,291
Parts Manager $55,390 80% $49,627 $64,674 $69,412
Body Shop Manager $60,525 83% $52,936 $71,441 $72,638
Service Advisor/Writer $50,160 88% $47,516 $53,611 $57,056
Offi ce Manager $48,404 94% $43,838 $54,218 $51,437
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not have this position.
Volume
EMPLOYEE OverallRegion 1b % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
10 Driven NADA Management Series PF16
Region 1: New England
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008
Clerical and Offi ce Worker:
Highest Paid Worker $34,428 94% $33,410 $36,197 $36,504
Average Paid Worker $28,591 98% $28,027 $29,382 $29,049
Lowest Paid Worker $23,911 103% $24,095 $23,786 $23,223
Service Mechanical Technician:
Highest Paid Worker $59,078 83% $53,762 $67,272 $71,288
Average Paid Worker $41,778 89% $39,181 $45,941 $46,799
Lowest Paid Worker $28,726 98% $28,158 $29,435 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $52,821 76% $45,443 $62,856 $69,670
Average Paid Worker $40,502 83% $38,568 $43,394 $48,737
Lowest Paid Worker $30,301 89% $30,741 $30,304 $34,233
New- & Used-Vehicle Salesperson:
Highest Paid Worker $74,335 95% $65,829 $80,787 $78,369
Average Paid Worker $46,674 97% $41,305 $50,655 $48,363
Lowest Paid Worker $33,213 103% $31,584 $34,352 $32,203
Internet Salesperson:
Highest Paid Worker $55,180 92% $46,800 $57,275 $59,691
Average Paid Worker $44,729 92% $33,723 $55,735 $48,379
Lowest Paid Worker $52,757 128% $46,800 $55,735 $41,360
Other Positions: (per hour)
Body Shop Foreman $18.13 82% $17.50 $18.75 $22.04
Parts Counterperson $14.40 93% $14.06 $14.93 $15.51
Telephone Switchboard Operator $11.35 103% $11.13 $11.63 $11.03
Warranty Clerk $16.70 106% $15.30 $18.24 $15.71
General Cashier $11.12 100% $10.58 $11.50 $11.11
Showroom Receptionist/Greeter $12.67 113% $12.25 $13.00 $11.18
Title Clerk $13.54 94% $12.88 $14.27 $14.43
Bookkeeper $14.80 95% $14.93 $14.76 $15.52
AR/AP Clerk $13.77 97% $13.45 $14.20 $14.16
Courtesy/Shuttle Driver $9.55 98% $9.53 $9.55 $9.76
Car Washer $10.68 110% $11.06 $10.23 $9.73
Detailer $12.62 109% $12.71 $12.50 $11.63
Per Capita Personal Income
Maine, New Hampshire, Vermont $27,364 69% $39,751
Avg. # New Units Sold 473 67% 711
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 1b % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
PF16 NADA Management Series Driven 11
Region 2—Mid-Atlantic
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
New Jersey 480 56 11.67% 20.22%
New York 572 133 23.25% 48.01%
Pennsylvania 949 88 9.27% 31.77%
2,001 277
The Mid-Atlantic region per capita personal income
for 2008 was $46,290—16 percent above the
national average. From 2006 to 2008, the number
of dealerships in the region shrank by 243. New
vehicle registrations in the region declined 12.8
percent. The typical Mid-Atlantic dealership sold
an average of 926 new vehicles in 2008.
Thirty-two of the 39 positions surveyed at Mid-
Atlantic dealerships had salaries that met or
exceeded the national average. Among those, the
typical marketing manager earned a sizable 17
percent more than his or her counterparts in the
nation as a whole, a refl ection of the highly com-
petitive and changing retail market in the region.
Salaries for clerical and offi ce employees were 9
percent higher than the national average and most
fi xed operations positions also paid higher than
average. Managerial positions, with fi ve exceptions,
came in higher or at the national average. Service
technicians were paid an average of 6 percent
above the national average.
Mid-Atlantic dealers offered an above-average
benefi ts package relative to the rest of the nation.
The region ranked fi rst in the nation in the share
of dealers offering demos to managers.
After the New England region, the Mid-Atlantic
also ranked highest in the percentage of dealers
providing paid sick leave. They also ranked second
in the nation for maternity/paternity leave; over 9
percent of dealerships surveyed offered a leave plan
to their employees. The percentage of dealerships
offering 401(k) plans ranked seventh nationally,
and the region ranked third for dental plans, with
80 percent of dealerships offering dental plans to
full-time employees.
Benefi t Offered Rank among the nine regions
Paid Sick Leave 2nd
6-10 Paid Holidays 5th
Paid Maternity/Paternity Leave Plan 2nd
401(k) Plan 7th
Health Plan for Employee and Dependents 3rd
12 Driven NADA Management Series PF16
2008 Regional Compensation DataRegion 2: Mid-Atlantic
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $171,044 105% $98,937 $200,863 $163,034
Business Manager/Comptroller $85,470 104% $64,755 $92,329 $82,192
IT / Network Manager $65,992 108% $69,555 $65,469 $60,854
Human Resources Director/Manager $52,684 101% $57,165 $52,228 $52,032
BDC Manager $65,555 111% $43,444 $67,359 $59,282
General Sales Manager $122,339 108% $80,081 $136,746 $113,578
New-Vehicle Sales Manager $102,583 109% $76,536 $108,682 $94,470
Used-Vehicle Sales Manager $94,782 102% $60,109 $101,716 $93,063
Truck Sales Manager $73,650 93% $72,410 $74,004 $79,223
Fleet Sales Manager $82,483 100% $53,500 $88,923 $82,256
Sales Training Manager $70,453 95% ** $70,453 $74,096
Lease and Rental Manager $64,748 104% $67,250 $63,785 $62,361
Internet Sales Manager $62,578 93% $54,881 $63,960 $67,128
Website Manager / Webmaster $41,067 88% $35,944 $42,988 $46,776
Marketing Manager $73,669 117% $55,000 $75,536 $62,989
Finance and Insurance Manager $101,105 113% $64,616 $111,952 $89,497
Service and Parts Director $110,471 102% $65,773 $125,148 $108,730
Service Manager $86,036 107% $62,851 $96,857 $80,291
Parts Manager $71,162 103% $53,216 $79,417 $69,412
Body Shop Manager $72,115 99% $55,862 $76,264 $72,638
Service Advisor/Writer $62,058 109% $52,985 $65,595 $57,056
Offi ce Manager $53,023 103% $42,029 $58,013 $51,437
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not have this position.
Volume
EMPLOYEE OverallRegion 2 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
Region 2: Mid-Atlantic
PF16 NADA Management Series Driven 13
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $39,264 108% $33,649 $41,527 $36,504
Average Paid Worker $31,616 109% $29,610 $32,259 $29,049
Lowest Paid Worker $24,685 106% $24,572 $24,702 $23,223
Service Mechanical Technician:
Highest Paid Worker $75,831 106% $60,178 $83,316 $71,288
Average Paid Worker $49,387 106% $45,336 $51,080 $46,799
Lowest Paid Worker $30,880 105% $30,495 $30,917 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $64,907 93% $51,617 $70,038 $69,670
Average Paid Worker $47,105 97% $39,603 $49,868 $48,737
Lowest Paid Worker $34,283 100% $30,163 $35,749 $34,233
New- & Used-Vehicle Salesperson:
Highest Paid Worker $83,139 106% $63,312 $91,584 $78,369
Average Paid Worker $52,903 109% $47,001 $55,202 $48,363
Lowest Paid Worker $35,032 109% $35,373 $34,876 $32,203
Internet Salesperson:
Highest Paid Worker $61,108 102% $48,054 $63,330 $59,691
Average Paid Worker $50,303 104% $42,905 $51,735 $48,379
Lowest Paid Worker $43,423 105% $29,204 $46,533 $41,360
Other Positions: (per hour)
Body Shop Foreman $20.38 92% $20.88 $20.17 $22.04
Parts Counterperson $15.53 100% $14.81 $15.79 $15.51
Telephone Switchboard Operator $11.38 103% $10.73 $11.50 $11.03
Warranty Clerk $16.65 106% $14.23 $17.30 $15.71
General Cashier $11.57 104% $11.30 $11.63 $11.11
Showroom Receptionist/Greeter $11.62 104% $10.92 $11.81 $11.18
Title Clerk $14.97 104% $13.85 $15.31 $14.43
Bookkeeper $16.88 109% $17.00 $16.87 $15.52
AR/AP Clerk $14.81 105% $12.47 $15.21 $14.16
Courtesy/Shuttle Driver $9.99 102% $9.00 $10.20 $9.76
Car Washer $10.14 104% $10.12 $10.21 $9.73
Detailer $12.21 105% $11.92 $12.43 $11.63
Per Capita Personal Income $46,290 116% $39,751
Avg. # New Units Sold 926 130% 711
Volume
EMPLOYEE OverallRegion 2 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
* Rounded to the nearest whole percentage point.
Region 2: Mid-Atlantic
14 Driven NADA Management Series PF16
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
Illinois 452 96 21.24% 29.45%
Indiana 405 15 3.70% 4.60%
Michigan 432 37 8.56% 11.35%
Ohio 704 130 18.47% 39.88%
Wisconsin 537 48 8.94% 14.72%
2,530 326
Per capita personal income in the East North
Central region in 2008 was 5.9 percent below the
national average. Salaries for just two management
positions exceeded the national average, with com-
pensation for the marketing manager coming in a
full 11 percent higher than average. Compensation
for non-managers was generally closer to average,
and service and body shop technicians’ pay often
met or exceeded the average. The average dealer-
ship sold 661 units.
The region, like many in the nation, experienced a
decline in new light-vehicle registrations in 2008.
Nationwide, vehicle registrations decreased by 2
percent.
Service and parts absorption was 56 percent for
the region, and service and parts sales were 14.1
percent of total dealership sales, both above na-
tional average in 2008.
The positions of IT manager, website manager,
and truck sales manager paid the least, compared
to the national average, coming in at 15 to 23
percent below average.
The results were mixed with regard to benefi ts
packages. The region ranked third nationally in
the share of dealerships offering one week of paid
vacation and seventh among the regions surveyed
offering paid sick leave. Over 94 percent of deal-
erships surveyed in the region reported offering
401(k) plans to employees, ranking second in the
nation. But the region came in eighth nationwide
for offering a dental plan for employees and their
dependents. And though less than half of the
region’s dealerships surveyed reported paying 50
percent of the cost of the health and dental plans
offered to their employees, the region came in fi rst
in that category.
Benefi t Offered Rank among the nine regions
Paid Sick Leave 7th
6-10 Paid Holidays 6th
Paid Maternity/Paternity Leave Plan 1st
401(k) Plan 2nd
Health Plan for Employee and Dependents 4th
Region 3—East North Central
PF16 NADA Management Series Driven 15
Region 3: East North Central
2008 Regional Compensation DataRegion 3: East North Central
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $154,780 95% $99,283 $188,590 $163,034
Business Manager/Comptroller $73,518 89% $57,268 $83,256 $82,192
IT / Network Manager $51,749 85% $43,756 $53,398 $60,854
Human Resources Director/Manager $46,307 89% $34,557 $48,417 $52,032
BDC Manager $54,220 91% $54,768 $53,999 $59,282
General Sales Manager $110,758 98% $78,451 $136,620 $113,578
New-Vehicle Sales Manager $87,900 93% $67,579 $94,350 $94,470
Used-Vehicle Sales Manager $91,739 99% $69,648 $99,151 $93,063
Truck Sales Manager $62,867 79% $54,458 $67,912 $79,223
Fleet Sales Manager $73,648 90% $43,666 $81,504 $82,256
Sales Training Manager $77,115 104% ** $77,115 $74,096
Lease and Rental Manager $55,359 89% $54,703 $55,650 $62,361
Internet Sales Manager $62,390 93% $55,880 $64,424 $67,128
Website Manager / Webmaster $36,217 77% $30,500 $37,647 $46,776
Marketing Manager $69,922 111% $46,009 $72,579 $62,989
Finance and Insurance Manager $84,368 94% $61,004 $99,658 $89,497
Service and Parts Director $96,879 89% $62,846 $106,841 $108,730
Service Manager $73,104 91% $56,934 $88,188 $80,291
Parts Manager $65,772 95% $57,307 $72,049 $69,412
Body Shop Manager $66,181 91% $54,941 $72,113 $72,638
Service Advisor/Writer $50,369 88% $42,411 $55,153 $57,056
Offi ce Manager $48,533 94% $42,492 $53,346 $51,437
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not have this position.
Volume
EMPLOYEE OverallRegion 3 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
16 Driven NADA Management Series PF16
Region 3: East North Central
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $33,706 92% $31,374 $35,366 $36,504
Average Paid Worker $26,777 92% $25,775 $27,322 $29,049
Lowest Paid Worker $21,418 92% $21,622 $21,302 $23,223
Service Mechanical Technician:
Highest Paid Worker $71,629 100% $58,141 $82,760 $71,288
Average Paid Worker $46,851 100% $42,631 $49,972 $46,799
Lowest Paid Worker $29,136 99% $28,836 $29,381 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $66,444 95% $54,965 $73,451 $69,670
Average Paid Worker $49,927 102% $42,878 $53,754 $48,737
Lowest Paid Worker $35,415 103% $31,416 $37,631 $34,233
New- & Used-Vehicle Salesperson:
Highest Paid Worker $81,115 104% $67,321 $92,047 $78,369
Average Paid Worker $48,091 99% $45,214 $50,316 $48,363
Lowest Paid Worker $31,953 99% $33,253 $31,129 $32,203
Internet Salesperson:
Highest Paid Worker $63,203 106% $49,918 $67,023 $59,691
Average Paid Worker $46,812 97% $49,859 $47,855 $48,379
Lowest Paid Worker $39,687 96% $59,429 $39,093 $41,360
Other Positions: (per hour)
Body Shop Foreman $21.00 95% $18.83 $21.93 $22.04
Parts Counterperson $14.59 94% $13.35 $15.34 $15.51
Telephone Switchboard Operator $10.72 97% $10.46 $10.84 $11.03
Warranty Clerk $14.48 92% $13.63 $14.84 $15.71
General Cashier $10.75 97% $10.68 $10.80 $11.11
Showroom Receptionist/Greeter $10.84 97% $11.17 $10.79 $11.18
Title Clerk $13.48 93% $12.97 $13.73 $14.43
Bookkeeper $15.21 98% $14.31 $15.57 $15.52
AR/AP Clerk $13.70 97% $13.03 $13.91 $14.16
Courtesy/Shuttle Driver $9.32 95% $8.67 $9.59 $9.76
Car Washer $9.45 97% $9.13 $9.66 $9.73
Detailer $11.41 98% $10.72 $11.88 $11.63
Per Capita Personal Income $37,405 94% $39,751
Avg. # New Units Sold 661 93% 711
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 3 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
PF16 NADA Management Series Driven 17
Region 4—West North Central
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
Iowa 353 68 19.26% 21.05%
Kansas 234 43 18.38% 13.31%
Minnesota 362 102 28.18% 31.59%
Missouri 367 43 11.72% 13.31%
Nebraska 188 41 21.81% 12.69%
North Dakota 94 4 4.26% 1.24%
South Dakota 114 22 19.30% 6.81%
1,712 323
The West North Central region’s per capita per-
sonal income was 3.9 percent below the national
average. The region’s relatively large number of
small, rural dealerships translated into the nation’s
lowest average new units sold per dealership—455.
The region’s dealerships relied heavily on their
used-vehicle departments for profi tability. Used-
vehicle departments accounted for 33 percent of
the region’s total dealership sales in 2008; the
national average was 30 percent. New-vehicle
sales were 54 percent of total sales in 2008; the
national average, according to NADA DATA 2009,
was 57 percent.
Of the 39 dealership positions surveyed, just six,
including Internet sales manager and HR direc-
tor, surpassed the average salary for the nation.
Salaries for top management positions, including
the general manager, marketing manager, and
general sales manager, remained the lowest in the
nation. The general manager came in at just 73
percent of the national average and general sales
manager at 80 percent of national average. Service
technicians and body shop technicians came in at
7 and 4 percent below average, respectively. The
average employee count was 45 per dealership in
Minnesota and 43 in Missouri; Kansas and North
Dakota had 40 each and the rest of the region had
fewer than 37 employees per dealership. Nationally,
the average dealership employed 53 people, ac-
cording to the 2009 NADA DATA report.
In the West North Central region, over 99 percent
of dealerships surveyed offered paid vacation to
their employees but less than half offered paid
sick leave. The region was fi rst nationwide in the
share of dealers offering six to ten days of paid
holidays. In most other benefi t categories, the
region’s dealerships were around the national
average. The region ranked sixth in the percent-
age of dealerships offering demos to managers
and third in the percentage offering demos to
salespeople. Dealerships in the region placed fi fth
among those offering 401(k) plans and came in
last for providing dental plans to employees and
their dependents.
Benefi t Offered Rank among the nine regions
Paid Sick Leave 4th
6-10 Paid Holidays 1st
Paid Maternity/Paternity Leave Plan 4th
401(k) Plan 5th
Health Plan for Employee and Dependents 6th
18 Driven NADA Management Series PF16
2008 Regional Compensation DataRegion 4: West North Central
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $119,122 73% $91,243 $159,073 $163,034
Business Manager/Comptroller $68,556 83% $54,448 $84,694 $82,192
IT / Network Manager $50,398 83% $44,540 $51,669 $60,854
Human Resources Director/Manager $54,590 105% $59,808 $50,810 $52,032
BDC Manager $58,277 98% $56,283 $58,847 $59,282
General Sales Manager $90,915 80% $69,653 $121,862 $113,578
New-Vehicle Sales Manager $87,951 93% $71,257 $98,145 $94,470
Used-Vehicle Sales Manager $84,340 91% $67,832 $96,091 $93,063
Truck Sales Manager $77,207 97% $85,347 $69,068 $79,223
Fleet Sales Manager $72,247 88% $52,104 $76,896 $82,256
Sales Training Manager $85,737 116% $48,000 $95,171 $74,096
Lease and Rental Manager $63,123 101% $54,088 $65,661 $62,361
Internet Sales Manager $69,570 104% $48,038 $76,196 $67,128
Website Manager / Webmaster $43,913 94% $28,017 $52,997 $46,776
Marketing Manager $43,199 69% $32,548 $47,072 $62,989
Finance and Insurance Manager $74,873 84% $57,192 $95,408 $89,497
Service and Parts Director $85,596 79% $70,803 $102,789 $108,730
Service Manager $67,266 84% $56,873 $85,608 $80,291
Parts Manager $57,813 83% $48,195 $73,583 $69,412
Body Shop Manager $61,750 85% $53,123 $71,821 $72,638
Service Advisor/Writer $49,067 86% $40,669 $61,838 $57,056
Offi ce Manager $44,387 86% $39,219 $53,514 $51,437
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 4 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
Region 4: West North Central
PF16 NADA Management Series Driven 19
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $34,430 94% $31,880 $38,495 $36,504
Average Paid Worker $28,192 97% $26,709 $30,072 $29,049
Lowest Paid Worker $23,381 101% $23,168 $23,663 $23,223
Service Mechanical Technician:
Highest Paid Worker $59,226 83% $52,874 $71,342 $71,288
Average Paid Worker $43,537 93% $40,645 $48,482 $46,799
Lowest Paid Worker $29,309 100% $28,570 $30,704 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $64,999 93% $50,497 $83,217 $69,670
Average Paid Worker $46,877 96% $41,259 $53,770 $48,737
Lowest Paid Worker $34,885 102% $31,811 $38,155 $34,233
New- and Used-Vehicle Salesperson:
Highest Paid Worker $73,696 94% $61,693 $92,854 $78,369
Average Paid Worker $47,050 97% $43,317 $51,653 $48,363
Lowest Paid Worker $32,036 99% $31,890 $32,249 $32,203
Internet Salesperson:
Highest Paid Worker $59,409 100% $43,245 $70,805 $59,691
Average Paid Worker $47,500 98% $42,408 $50,773 $48,379
Lowest Paid Worker $43,419 105% $38,390 $44,602 $41,360
Other Positions: (per hour)
Body Shop Foreman $20.68 94% $20.57 $20.75 $22.04
Parts Counterperson $15.30 99% $13.79 $17.03 $15.51
Telephone Switchboard Operator $11.32 103% $10.47 $11.67 $11.03
Warranty Clerk $14.95 95% $13.79 $15.84 $15.71
General Cashier $11.45 103% $10.54 $12.07 $11.11
Showroom Receptionist/Greeter $11.04 99% $10.25 $11.43 $11.18
Title Clerk $13.92 96% $12.52 $15.11 $14.43
Bookkeeper $14.51 93% $13.72 $15.43 $15.52
AR/AP Clerk $13.86 98% $12.64 $14.68 $14.16
Courtesy/Shuttle Driver $9.62 99% $9.20 $9.86 $9.76
Car Washer $9.45 97% $8.85 $10.26 $9.73
Detailer $11.02 95% $10.47 $11.90 $11.63
Per Capita Personal Income $38,216 96% $39,751
Avg. # New Units Sold 455 64% 711
Volume
EMPLOYEE OverallRegion 4 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
* Rounded to the nearest whole percentage point.
Region 4: West North Central
20 Driven NADA Management Series PF16
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
Delaware 59 15 25.42% 4.86%
Florida 854 96 11.24% 31.07%
Georgia 490 11 2.24% 3.56%
Maryland 307 18 5.86% 5.83%
North Carolina 571 34 5.95% 11.00%
South Carolina 252 67 26.59% 21.68%
Virginia 524 62 11.83% 20.06%
West Virginia 160 6 3.75% 1.94%
3,217 309
Per capita personal income in the South Atlantic
region at $38,352 was fourth among the nine
regions in 2008, still 3.5 percent below national
average. The average number of new vehicles
sold per dealership surpassed the national average
by 14 percent—808 per dealership. Financially,
South Atlantic dealerships performed better than
the national average in most categories. Total dol-
lar sales were lower in 2008 compared to 2007,
but total service and parts sales ranked third in
the nation and total dealership gross (both as a
percent of total sales) tied for third.
Many positions—16 of the 39 surveyed—met or
exceeded the national average. General manager
salaries were 6 percent above average, F&I man-
agers’ salaries were 4 percent higher, and service
manager salaries were 10 percent higher. In
general, salaries for both management and other
positions were near or above the nation’s average.
Thirteen positions had salaries above the national
average. The body shop manager had the highest
relative salary at 17 percent above the national
average and the truck sales manager the lowest
at 8 percent below national average.
Eighty-fi ve percent of the dealerships in the South
Atlantic region surveyed reported offering a dental
plan to employees and their dependents, ranking
second nationally. Sixty percent offered one to
fi ve paid holidays annually, ranking third nation-
ally. This region again ranked third nationally in
2008 for paid sick leave, which was offered at 63
percent of dealerships. The region’s dealerships
ranked fi rst nationwide for offering 401(k) plans;
96 percent of dealerships surveyed reported offer-
ing pension plans and nearly 50 percent offered
a 1-2 percent matching company contribution to
their employees.
Benefi t Offered Rank among the nine regions
Paid Sick Leave 3rd
6-10 Paid Holidays 7th
Paid Maternity/Paternity Leave Plan 6th
401(k) Plan 1st
Health Plan for Employee and Dependents 2nd
Region 5—South Atlantic
PF16 NADA Management Series Driven 21
Region 5: South Atlantic
2008 Regional Compensation DataRegion 5: South Atlantic
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $172,587 106% $120,751 $209,489 $163,034
Business Manager/Comptroller $86,335 105% $67,326 $97,086 $82,192
IT / Network Manager $68,118 112% $49,822 $73,524 $60,854
Human Resources Director/Manager $50,850 98% $39,905 $54,846 $52,032
BDC Manager $61,829 104% $43,514 $67,190 $59,282
General Sales Manager $117,307 103% $84,468 $133,024 $113,578
New-Vehicle Sales Manager $91,942 97% $70,767 $99,778 $94,470
Used-Vehicle Sales Manager $92,226 99% $73,246 $101,255 $93,063
Truck Sales Manager $72,959 92% $45,863 $81,991 $79,223
Fleet Sales Manager $84,156 102% $61,251 $85,852 $82,256
Sales Training Manager $73,372 99% $44,325 $80,633 $74,096
Lease and Rental Manager $61,396 98% $85,778 $49,205 $62,361
Internet Sales Manager $67,096 100% $51,920 $71,726 $67,128
Website Manager / Webmaster $44,152 94% $28,500 $48,624 $46,776
Marketing Manager $61,923 98% $46,226 $67,155 $62,989
Finance and Insurance Manager $93,292 104% $65,824 $107,568 $89,497
Service and Parts Director $114,493 105% $84,096 $126,864 $108,730
Service Manager $88,074 110% $64,977 $103,845 $80,291
Parts Manager $71,761 103% $56,559 $81,604 $69,412
Body Shop Manager $85,079 117% $61,769 $97,554 $72,638
Service Advisor/Writer $57,526 101% $47,050 $64,364 $57,056
Offi ce Manager $50,133 97% $45,185 $53,398 $51,437
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 5 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
22 Driven NADA Management Series PF16
Region 5: South Atlantic
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $36,554 100% $34,514 $38,017 $36,504
Average Paid Worker $28,732 99% $28,079 $29,079 $29,049
Lowest Paid Worker $22,709 98% $22,340 $22,920 $23,223
Service Mechanical Technician:
Highest Paid Worker $76,519 107% $64,578 $85,081 $71,288
Average Paid Worker $46,713 100% $43,378 $48,884 $46,799
Lowest Paid Worker $27,530 94% $28,210 $27,180 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $83,509 120% $61,993 $95,912 $69,670
Average Paid Worker $50,721 104% $44,385 $54,198 $48,737
Lowest Paid Worker $33,541 98% $30,714 $35,162 $34,233
New- and Used-Vehicle Salesperson:
Highest Paid Worker $77,974 99% $64,330 $87,233 $78,369
Average Paid Worker $46,387 96% $43,019 $48,469 $48,363
Lowest Paid Worker $29,484 92% $29,512 $29,466 $32,203
Internet Salesperson:
Highest Paid Worker $57,801 97% $45,528 $60,051 $59,691
Average Paid Worker $44,557 92% $43,202 $44,865 $48,379
Lowest Paid Worker $36,762 89% $42,292 $35,882 $41,360
Other Positions: (per hour)
Body Shop Foreman $20.66 94% $21.22 $20.48 $22.04
Parts Counterperson $14.48 93% $14.09 $14.72 $15.51
Telephone Switchboard Operator $10.49 95% $10.17 $10.65 $11.03
Warranty Clerk $15.14 96% $13.53 $15.90 $15.71
General Cashier $10.58 95% $10.36 $10.69 $11.11
Showroom Receptionist/Greeter $10.76 96% $10.32 $10.96 $11.18
Title Clerk $14.09 98% $13.25 $14.45 $14.43
Bookkeeper $15.28 98% $14.77 $15.46 $15.52
AR/AP Clerk $13.70 97% $12.85 $13.99 $14.16
Courtesy/Shuttle Driver $9.70 99% $9.67 $9.71 $9.76
Car Washer $9.47 97% $9.08 $9.71 $9.73
Detailer $11.63 100% $10.75 $12.10 $11.63
Per Capita Personal Income $38,352 96% $39,751
Avg. # New Units Sold 808 114% 711
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 5 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
PF16 NADA Management Series Driven 23
Region 6—East South Central
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
Alabama 292 47 16.10% 34.56%
Kentucky 255 10 3.92% 7.35%
Mississippi 208 20 9.62% 14.71%
Tennessee 333 59 17.72% 43.38%
1,088 136
In 2008, the typical East South Central dealer-
ship sold 567 new vehicles, 20 percent below
the national average of 711. Per capita personal
income in the region at $32,788 was 17.5 per-
cent lower than the national average and lowest
among the nine regions in data updated by the
new census. However, parts and service income as
a percentage of total sales ranked in the middle
of the regions.
Of the 39 positions surveyed in the East South
Central region, only two met or surpassed the na-
tional average. The salaries for fl eet sales manager
and truck sales manager were highest at 2 percent
and 6 percent above the national average, respec-
tively. Service technicians earned 14 percent below
national average; body shop technicians earned 9
percent below average. Excluding the fl eet sales
and truck sales manager, management positions
in the region’s dealerships earned 3 to 26 percent
below the national average. Salespeople in the
region earned, on average, 13 percent below the
national average.
Dealerships in the region were among the worst
at offering benefi ts to dealership personnel. The
region ranked last nationally in the percentage
offering six to ten days of paid annual holidays,
and fi fth for offering a week of vacation per year.
The percentage of dealerships providing paid ma-
ternity/paternity leave was seventh in the nation;
the region ranked fi fth in paid sick leave, and last
in offering 401(k) plans. The region was not any
better in terms of health benefi ts, coming in last
in terms of offering health care benefi ts to both
employees and dependents.
Benefi t Offered Rank among the nine regions
Paid Sick Leave 5th
6-10 Paid Holidays 9th
Paid Maternity/Paternity Leave Plan 7th
401(k) Plan 9th
Health Plan for Employee and Dependents 9th
24 Driven NADA Management Series PF16
2008 Regional Compensation DataRegion 6: East South Central
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $138,111 85% $89,976 $186,245 $163,034
Business Manager/Comptroller $72,276 88% $50,708 $91,275 $82,192
IT / Network Manager $55,186 91% $54,188 $55,852 $60,854
Human Resources Director/Manager $41,402 80% $45,876 $37,426 $52,032
BDC Manager $47,486 80% $22,052 $50,312 $59,282
General Sales Manager $98,462 87% $68,091 $124,366 $113,578
New-Vehicle Sales Manager $82,624 87% $65,198 $94,099 $94,470
Used-Vehicle Sales Manager $82,434 89% $65,500 $90,533 $93,063
Truck Sales Manager $84,192 106% $85,000 $83,845 $79,223
Fleet Sales Manager $83,531 102% $75,980 $87,306 $82,256
Sales Training Manager $69,721 94% $54,600 $72,745 $74,096
Lease and Rental Manager $46,029 74% $47,161 $42,067 $62,361
Internet Sales Manager $52,842 79% $40,585 $64,078 $67,128
Website Manager / Webmaster $39,481 84% $28,954 $46,500 $46,776
Marketing Manager $61,275 97% $61,700 $60,000 $62,989
Finance and Insurance Manager $71,832 80% $51,810 $91,085 $89,497
Service and Parts Director $81,075 75% $57,954 $95,388 $108,730
Service Manager $67,480 84% $54,098 $84,279 $80,291
Parts Manager $63,772 92% $48,298 $81,370 $69,412
Body Shop Manager $64,906 89% $51,132 $76,477 $72,638
Service Advisor/Writer $50,352 88% $40,407 $58,308 $57,056
Offi ce Manager $45,239 88% $41,520 $48,756 $51,437
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 6 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
Region 6: East South Central
PF16 NADA Management Series Driven 25
Region 6: East South Central
Volume
EMPLOYEE OverallRegion 6 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $32,394 89% $30,916 $33,898 $36,504
Average Paid Worker $25,203 87% $24,272 $25,887 $29,049
Lowest Paid Worker $21,610 93% $22,008 $21,229 $23,223
Service Mechanical Technician:
Highest Paid Worker $58,194 82% $50,559 $67,035 $71,288
Average Paid Worker $40,108 86% $37,584 $42,679 $46,799
Lowest Paid Worker $26,533 91% $26,280 $26,823 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $63,124 91% $53,655 $71,501 $69,670
Average Paid Worker $44,268 91% $41,153 $46,511 $48,737
Lowest Paid Worker $31,787 93% $30,046 $33,260 $34,233
New- and Used-Vehicle Salesperson:
Highest Paid Worker $68,907 88% $59,221 $79,458 $78,369
Average Paid Worker $42,212 87% $38,112 $46,234 $48,363
Lowest Paid Worker $29,540 92% $30,243 $28,850 $32,203
Internet Salesperson:
Highest Paid Worker $46,332 78% $37,768 $51,004 $59,691
Average Paid Worker $42,535 88% $28,120 $44,337 $48,379
Lowest Paid Worker $37,904 92% $12,454 $41,085 $41,360
Other Positions: (per hour)
Body Shop Foreman $18.86 86% $17.00 $20.71 $22.04
Parts Counterperson $13.32 86% $12.57 $14.10 $15.51
Telephone Switchboard Operator $9.94 90% $9.97 $9.92 $11.03
Warranty Clerk $14.21 90% $13.70 $14.56 $15.71
General Cashier $10.57 95% $10.00 $10.86 $11.11
Showroom Receptionist/Greeter $9.90 89% $9.89 $9.92 $11.18
Title Clerk $12.59 87% $12.43 $12.69 $14.43
Bookkeeper $14.48 93% $13.44 $14.77 $15.52
AR/AP Clerk $12.66 89% $13.16 $12.35 $14.16
Courtesy/Shuttle Driver $9.31 95% $9.80 $9.09 $9.76
Car Washer $8.94 92% $8.88 $9.00 $9.73
Detailer $10.26 88% $9.77 $10.73 $11.63
Per Capita Personal Income $32,788 82% $39,751
Avg. # New Units Sold 567 80% 711
* Rounded to the nearest whole percentage point.
26 Driven NADA Management Series PF16
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
Arkansas 252 5 1.98% 4.42%
Louisiana 280 17 6.07% 15.04%
Oklahoma 270 10 3.70% 8.85%
Texas 1,003 81 8.08% 71.69%
1,805 113
The West South Central region’s per capita personal
income of $37,521 was 5.6 percent below the
national average in 2008. The average number of
new units sold per dealership (1,216 units) was
71 percent above average.
Of the 39 dealership positions surveyed in the
region, 26 met or exceeded the national average.
Most notable were the average salaries for general
managers and website managers, which were 46
and 45 percent above average, respectively, but
salaries for a great many positions, particularly in
management but also in Internet sales, signifi cantly
exceeded the national average.
Benefi ts in the region were low. Although the per-
centage of dealerships offering two weeks’ paid
vacation ranked fi rst in the nation, the region was
next to last in offering 401(k) plans. The region
ranked eighth in offering employee-dependent
health plans, and ranked last in paid maternity/
paternity leave.
Benefi t Offered Rank among the nine regions
Paid Sick Leave 6th
6-10 Paid Holidays 8th
Paid Maternity/Paternity Leave Plan 9th
401(k) Plan 8th
Health Plan for Employee and Dependents 8th
Region 7—West South Central
PF16 NADA Management Series Driven 27
Region 7: West South Central
2008 Regional Compensation DataRegion 7: West South Central
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $237,498 146% $139,218 $261,637 $163,034
Business Manager/Comptroller $102,884 125% $80,256 $107,553 $82,192
IT / Network Manager $73,738 121% $92,375 $72,093 $60,854
Human Resources Director/Manager $57,028 110% $57,167 $57,002 $52,032
BDC Manager $55,799 94% ** $55,799 $59,282
General Sales Manager $148,265 131% $79,534 $155,003 $113,578
New-Vehicle Sales Manager $112,786 119% $66,549 $116,806 $94,470
Used-Vehicle Sales Manager $108,791 117% $63,232 $114,073 $93,063
Truck Sales Manager $96,368 122% $113,688 $79,048 $79,223
Fleet Sales Manager $81,856 100% ** $81,856 $82,256
Sales Training Manager $56,000 76% ** $56,000 $74,096
Lease and Rental Manager $62,710 101% $65,250 $60,170 $62,361
Internet Sales Manager $88,509 132% $51,284 $93,163 $67,128
Website Manager / Webmaster $67,790 145% ** $67,790 $46,776
Marketing Manager $43,310 69% $35,000 $45,388 $62,989
Finance and Insurance Manager $112,562 126% $64,692 $120,653 $89,497
Service and Parts Director $119,239 110% $77,493 $130,130 $108,730
Service Manager $90,586 113% $65,225 $99,733 $80,291
Parts Manager $81,961 118% $57,170 $88,572 $69,412
Body Shop Manager $89,521 123% $73,719 $91,184 $72,638
Service Advisor/Writer $57,822 101% $45,638 $61,226 $57,056
Offi ce Manager $51,517 100% $38,025 $55,514 $51,437
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not have this position.
Volume
EMPLOYEE OverallRegion 7 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
28 Driven NADA Management Series PF16
Region 7: West South Central
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $35,097 96% $30,901 $36,408 $36,504
Average Paid Worker $26,810 92% $25,183 $27,303 $29,049
Lowest Paid Worker $21,197 91% $20,693 $21,351 $23,223
Service Mechanical Technician:
Highest Paid Worker $76,307 107% $65,925 $79,724 $71,288
Average Paid Worker $47,234 101% $43,668 $48,392 $46,799
Lowest Paid Worker $28,594 98% $29,194 $28,412 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $70,450 101% $66,267 $71,115 $69,670
Average Paid Worker $48,304 99% $47,339 $48,442 $48,737
Lowest Paid Worker $33,477 98% $33,129 $33,528 $34,233
New- and Used-Vehicle Salesperson:
Highest Paid Worker $84,002 107% $62,885 $90,951 $78,369
Average Paid Worker $49,132 102% $43,504 $50,739 $48,363
Lowest Paid Worker $32,371 101% $35,171 $31,571 $32,203
Internet Salesperson:
Highest Paid Worker $66,105 111% $57,939 $67,412 $59,691
Average Paid Worker $57,541 119% $50,567 $58,239 $48,379
Lowest Paid Worker $50,549 122% $50,567 $50,547 $41,360
Other Positions: (per hour)
Body Shop Foreman $25.20 114% ** $25.20 $22.04
Parts Counterperson $16.63 107% $15.31 $16.97 $15.51
Telephone Switchboard Operator $10.78 98% $10.25 $10.87 $11.03
Warranty Clerk $16.27 104% $16.06 $16.32 $15.71
General Cashier $10.72 96% $10.15 $10.83 $11.11
Showroom Receptionist/Greeter $10.18 91% $9.33 $10.41 $11.18
Title Clerk $14.39 100% $13.47 $14.59 $14.43
Bookkeeper $15.05 97% $14.20 $15.17 $15.52
AR/AP Clerk $13.88 98% $14.00 $13.86 $14.16
Courtesy/Shuttle Driver $9.12 93% $8.00 $9.25 $9.76
Car Washer $9.14 94% $8.45 $9.30 $9.73
Detailer $11.21 96% $10.64 $11.35 $11.63
Per Capita Personal Income $37,521 94% $39,751
Avg. # New Units Sold 1,216 171% 711
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not
have this position.
Volume
EMPLOYEE OverallRegion 7 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
PF16 NADA Management Series Driven 29
Region 8—Mountain
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
Arizona 161 5 3.11% 2.38%
Colorado 265 85 32.08% 40.47%
Idaho 107 27 25.23% 12.86%
Montana 122 18 14.75% 8.57%
Nevada 111 2 1.80% 0.95%
New Mexico 119 27 22.69% 12.86%
Utah 146 30 20.55% 14.29%
Wyoming 67 16 23.88% 7.62%
1,098 210
Although the average number of new units sold
per dealership in the Mountain region was 548
units, a considerable 23 percent below average,
the region tied for second in the nation for the
percentage of net profi t before tax in 2008.
The per capita personal income for the region at
$35,971 was 9.5 percent below the national aver-
age, yet 23 of 39 dealership positions that were
surveyed had salaries that met or surpassed the
national average. General managers in the region
earned 9 percent above average, refl ecting the
size and productivity of the region’s larger opera-
tions. Indeed, all but six of the 22 management
positions met or exceeded the national average.
Other dealership personnel, including salespeople,
technicians, and offi ce staff generally earned
salaries above the national average.
As for benefi ts, with more than 69 percent of
dealerships offering six to ten paid holidays, the
region ranked second nationally. With nearly 84
percent offering one week paid vacation, the region
ranked sixth nationally. The region was next to last
among the regions for dealerships offering paid sick
leave (36.5 percent) and paid maternity/paternity
leave (5.3 percent). The region ranked fourth in
the percentage of dealerships offering 401(k) plans
and fi fth among the share of dealerships providing
both health and dental benefi ts.
Benefi t Offered Rank among the nine regions
Paid Sick Leave 8th
6-10 Paid Holidays 2nd
Paid Maternity/Paternity Leave Plan 8th
401(k) Plan 4th
Health Plan for Employee and Dependents 5th
30 Driven NADA Management Series PF16
2008 Regional Compensation DataRegion 8: Mountain
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $177,080 109% $128,886 $223,266 $163,034
Business Manager/Comptroller $84,760 103% $59,799 $103,562 $82,192
IT / Network Manager $53,939 89% $42,986 $56,005 $60,854
Human Resources Director/Manager $49,641 95% $43,450 $50,606 $52,032
BDC Manager $57,931 98% $45,975 $59,069 $59,282
General Sales Manager $113,339 100% $78,884 $137,792 $113,578
New-Vehicle Sales Manager $94,798 100% $80,332 $104,004 $94,470
Used-Vehicle Sales Manager $96,352 104% $80,053 $106,632 $93,063
Truck Sales Manager $102,911 130% $62,157 $111,062 $79,223
Fleet Sales Manager $82,855 101% $55,863 $89,370 $82,256
Sales Training Manager $91,758 124% ** $103,351 $74,096
Lease and Rental Manager $59,984 96% $125,000 $49,981 $62,361
Internet Sales Manager $70,324 105% $49,007 $80,355 $67,128
Website Manager / Webmaster $48,376 103% $35,829 $50,036 $46,776
Marketing Manager $75,540 120% ** $71,130 $62,989
Finance and Insurance Manager $91,558 102% $71,197 $107,536 $89,497
Service and Parts Director $117,207 108% $86,292 $129,607 $108,730
Service Manager $81,637 102% $68,257 $96,283 $80,291
Parts Manager $69,695 100% $56,632 $82,614 $69,412
Body Shop Manager $69,750 96% $62,641 $76,148 $72,638
Service Advisor/Writer $55,143 97% $46,620 $62,193 $57,056
Offi ce Manager $52,788 103% $50,080 $54,853 $51,437
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not have this position.
Volume
EMPLOYEE OverallRegion 8 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
Region 8: Mountain
PF16 NADA Management Series Driven 31
Region 8: Mountain
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $36,134 99% $33,003 $38,941 $36,504
Average Paid Worker $29,377 101% $27,999 $30,388 $29,049
Lowest Paid Worker $23,577 102% $22,976 $24,034 $23,223
Service Mechanical Technician:
Highest Paid Worker $75,789 106% $67,522 $84,055 $71,288
Average Paid Worker $48,504 104% $46,590 $50,300 $46,799
Lowest Paid Worker $29,094 99% $28,811 $29,377 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $74,444 107% $62,018 $86,504 $69,670
Average Paid Worker $51,389 105% $46,228 $55,335 $48,737
Lowest Paid Worker $35,497 104% $32,765 $37,746 $34,233
New & Used Vehicle Salesperson:
Highest Paid Worker $85,096 109% $64,980 $103,994 $78,369
Average Paid Worker $50,856 105% $45,750 $54,868 $48,363
Lowest Paid Worker $32,346 100% $31,640 $32,945 $32,203
Internet Salesperson:
Highest Paid Worker $62,245 104% $57,760 $66,431 $59,691
Average Paid Worker $53,239 110% $50,839 $55,422 $48,379
Lowest Paid Worker $45,644 110% $51,405 $40,931 $41,360
Other Positions: (per hour)
Body Shop Foreman $23.69 107% $24.80 $23.18 $22.04
Parts Counterperson $16.28 105% $15.08 $17.67 $15.51
Telephone Switchboard Operator $10.91 99% $10.20 $11.30 $11.03
Warranty Clerk $14.98 95% $13.49 $16.10 $15.71
General Cashier $10.69 96% $10.19 $11.08 $11.11
Showroom Receptionist/Greeter $10.75 96% $10.44 $10.97 $11.18
Title Clerk $14.06 97% $13.42 $14.49 $14.43
Bookkeeper $14.46 93% $14.25 $14.57 $15.52
AR/AP Clerk $13.92 98% $13.27 $14.26 $14.16
Courtesy/Shuttle Driver $9.67 99% $9.35 $9.85 $9.76
Car Washer $9.50 98% $9.12 $9.83 $9.73
Detailer $11.05 95% $10.39 $11.68 $11.63
Per Capita Personal Income $35,971 90% $39,751
Avg. # New Units Sold 548 77% 711
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 8 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
32 Driven NADA Management Series PF16
Survey ResponseState Surveys Surveys Response Rate % of Regional Sent Received (%) Response
Alaska 29 1 3.45% 0.42%
California 1210 154 12.73% 65.26%
Hawaii 62 3 4.84% 1.27%
Oregon 241 66 27.39% 27.97%
Washington 339 12 3.54% 5.08%
1,881 236
Based on this survey, the Pacifi c region had the
third-highest new-unit sales in 2008, an average
of 873 per dealership. The typical number of new
units sold was 23 percent higher compared to the
rest of the nation. However, new-vehicle sales
for 2008 were down signifi cantly from 2007.
According to NADA DATA 2009, registrations of
new light vehicles were down by more than 24
percent in 2008 compared to 2007.
Among large states, in California dealership
employees as a percentage of total retail employ-
ment—at 8.2 percent—ranked second, behind
only Arizona’s 9.1 percent and just ahead of Texas
at 8 percent. Salaries for all dealership positions
with the exception of BDC manager surpassed the
average national salary. The typical general sales
manager in the region earned 10 percent more
than the national average, while salaries for F&I
managers were 9 percent higher. Not surprisingly,
website managers and marketing managers at the
region’s dealerships also earned more than average,
with salaries that were 16 percent and 15 percent
higher, respectively.
Dealerships in the region ranked second highest
in the nation in offering both health and dental
plans and third in offering retirement plans to em-
ployees. The Pacifi c region ranked fi rst nationwide
in providing one week paid vacation and third in
providing six to ten paid annual holidays. Demo
vehicles, however, were offered less frequently
to this region’s managers and staff. The Pacifi c
region ranked last nationwide in providing paid
sick leave and fi fth in providing paid maternity/
paternity leave.
Despite ongoing corrections in residential real
estate values, the region ranked third in per capita
personal income—averaging 6 percent above the
national average.
Benefi t Offered Rank among the nine regions
Paid Sick Leave 9th
6-10 Paid Holidays 3rd
Paid Maternity/Paternity Leave Plan 5th
401(k) Plan 3rd
Health Plan for Employee and Dependents 7th
Region 9—Pacifi c
PF16 NADA Management Series Driven 33
2008 Regional Compensation DataRegion 9: Pacifi c
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
General Manager $186,358 114% $127,938 $225,292 $163,034
Business Manager/Comptroller $92,304 112% $74,028 $101,984 $82,192
IT / Network Manager $63,958 105% $55,599 $64,613 $60,854
Human Resources Director/Manager $58,775 113% $44,844 $60,089 $52,032
BDC Manager $56,770 96% $40,973 $59,437 $59,282
General Sales Manager $125,210 110% $94,006 $143,704 $113,578
New-Vehicle Sales Manager $101,148 107% $85,636 $107,301 $94,470
Used-Vehicle Sales Manager $99,035 106% $81,371 $106,373 $93,063
Truck Sales Manager $91,309 115% ** $91,309 $79,223
Fleet Sales Manager $91,212 111% $52,021 $95,666 $82,256
Sales Training Manager $75,103 101% $63,372 $76,779 $74,096
Lease and Rental Manager $84,819 136% ** $84,819 $62,361
Internet Sales Manager $70,436 105% $54,391 $76,052 $67,128
Website Manager / Webmaster $54,032 116% $32,486 $57,949 $46,776
Marketing Manager $72,476 115% $70,000 $73,507 $62,989
Finance and Insurance Manager $97,757 109% $76,534 $107,813 $89,497
Service and Parts Director $138,801 128% $104,719 $148,539 $108,730
Service Manager $97,970 122% $81,348 $110,509 $80,291
Parts Manager $86,301 124% $63,552 $102,639 $69,412
Body Shop Manager $82,195 113% $69,226 $88,319 $72,638
Service Advisor/Writer $73,761 129% $64,153 $79,414 $57,056
Offi ce Manager $64,614 126% $52,683 $71,912 $51,437
* Rounded to the nearest whole percentage point.
** Insuffi cient data. Smaller dealerships may not have this position.
Volume
EMPLOYEE OverallRegion 9 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
Region 9: Pacifi c
34 Driven NADA Management Series PF16
Region 9: Pacifi c
NON-MANAGEMENT COMPENSATIONShown are 2008 W-2 compensation averages for the non-management employees who were in their
positions for all of 2008.
Clerical and Offi ce Worker:
Highest Paid Worker $41,944 115% $38,527 $43,927 $36,504
Average Paid Worker $32,557 112% $31,046 $33,289 $29,049
Lowest Paid Worker $24,615 106% $24,177 $24,828 $23,223
Service Mechanical Technician:
Highest Paid Worker $81,838 115% $72,000 $89,477 $71,288
Average Paid Worker $51,557 110% $48,563 $53,550 $46,799
Lowest Paid Worker $30,991 106% $32,340 $29,887 $29,292
Body Shop Technician/Painter:
Highest Paid Worker $70,415 101% $57,476 $76,453 $69,670
Average Paid Worker $51,491 106% $48,050 $52,820 $48,737
Lowest Paid Worker $34,411 101% $37,871 $33,027 $34,233
New- and Used-Vehicle Salesperson:
Highest Paid Worker $79,300 101% $63,769 $91,063 $78,369
Average Paid Worker $50,319 104% $47,171 $52,210 $48,363
Lowest Paid Worker $33,265 103% $33,856 $32,825 $32,203
Internet Salesperson:
Highest Paid Worker $60,201 101% $48,196 $61,948 $59,691
Average Paid Worker $49,196 102% $42,340 $50,443 $48,379
Lowest Paid Worker $40,051 97% $33,005 $40,890 $41,360
Other Positions: (per hour)
Body Shop Foreman $27.24 124% $26.88 $27.38 $22.04
Parts Counterperson $18.26 118% $16.47 $19.51 $15.51
Telephone Switchboard Operator $11.96 108% $11.95 $11.97 $11.03
Warranty Clerk $17.96 114% $17.40 $18.24 $15.71
General Cashier $12.06 109% $11.69 $12.22 $11.11
Showroom Receptionist/Greeter $11.91 107% $11.80 $11.94 $11.18
Title Clerk $17.28 120% $17.71 $17.07 $14.43
Bookkeeper $17.35 112% $15.68 $17.71 $15.52
AR/AP Clerk $15.36 108% $14.48 $15.71 $14.16
Courtesy/Shuttle Driver $10.58 108% $10.64 $10.54 $9.76
Car Washer $10.29 106% $10.49 $10.17 $9.73
Detailer $12.47 107% $12.73 $12.29 $11.63
Per Capita Personal Income $42,081 106% $39,751
Avg. # New Units Sold 873 123% 711
* Rounded to the nearest whole percentage point.
Volume
EMPLOYEE OverallRegion 9 % of U.S.* 0-400 Units
Over 400Units
All DealersTotal U.S.
36 Driven NADA Management Series PF16
Automobile Dealerships: Fringe Benefi ts, 2008Benefi t Region 1 Region 2 Region 3 Region 4 Region 5Company Car Dealer Principal 82.56% 92.78% 87.42% 86.07% 88.03%
Managers 64.62% 74.01% 63.19% 58.20% 70.55%
Sales Personnel 29.23% 32.13% 38.34% 29.41% 17.15%
Offi ce Personnel 5.13% 12.27% 12.88% 7.12% 9.71%
Other 12.82% 15.88% 18.10% 13.93% 18.12%
Paid Vacation 0 Weeks 1.03% 1.82% 0.31% 0.62% 0.00%
1 Week 80.93% 88.73% 89.20% 83.80% 89.29%
2 Weeks 16.49% 8.00% 10.19% 12.46% 10.71%
3 Weeks 0.52% 0.00% 0.31% 0.62% 0.00%
Varies 1.03% 1.45% 0.00% 2.49% 0.00%
Paid Sick Leave 76.80% 74.09% 37.12% 47.35% 62.99%
Paid Annual Holidays 0 1.03% 0.74% 1.23% 1.90% 1.31%
1-5 30.41% 31.99% 36.31% 25.95% 60.00%
6-10 68.56% 65.07% 62.15% 72.15% 38.36%
More than 10 0.00% 2.21% 0.31% 0.00% 0.33%
Calculations of Paid Time Off Based on average fl at rate
hours worked 10.11% 15.65% 19.23% 20.27% 18.00%
Based on average wage earned 30.85% 45.04% 42.31% 33.89% 53.00%
Based on a fi xed amount 35.11% 24.81% 24.13% 33.89% 14.67%
Other 23.94% 14.50% 14.34% 11.96% 14.33%
Paid Maternity/Paternity 7.29% 9.19% 10.49% 6.60% 6.19%
401(k) or Other Qualifi ed Retirement Plan 91.71% 91.27% 94.48% 91.90% 96.10%
Matching Company Contribution 1-2% 45.24% 50.00% 54.95% 48.76% 49.30%
3-4% 27.38% 19.83% 26.96% 25.80% 19.37%
5-6% 2.98% 6.47% 4.44% 3.89% 1.76%
Other 24.40% 23.71% 13.65% 21.55% 29.58%
Health Plan Employee and dependents 96.91% 91.34% 86.73% 81.99% 94.16%
Employee only 3.09% 8.30% 12.65% 16.15% 5.84%
None 0.00% 0.36% 0.62% 1.86% 0.00%
Portion of Health Plan Paid by Dealership 0% 2.06% 1.82% 1.24% 0.95% 1.94%
50% 44.33% 31.02% 45.51% 37.54% 35.92%
80% 8.76% 14.60% 10.84% 11.36% 13.59%
100% 10.82% 12.41% 10.53% 21.14% 8.09%
Other 34.02% 40.15% 31.89% 29.02% 40.45%
Other (avg. percentage) 58% 57% 51% 59% 56%
Dental Plan Employee and dependents 86.08% 80.14% 66.15% 60.06% 85.11%
Employee only 2.58% 5.05% 5.23% 4.64% 5.18%
None 11.34% 14.80% 28.62% 35.29% 9.71%
Portion of Dental Plan Paid by Dealership 0% 62.79% 47.66% 54.55% 55.50% 72.66%
50% 20.93% 14.89% 23.81% 20.57% 10.07%
80% 2.91% 7.23% 4.76% 1.44% 2.52%
100% 2.91% 11.91% 5.63% 9.57% 5.76%
Other 10.47% 18.30% 11.26% 12.92% 8.99%
Other (avg. percentage) 51% 54% 44% 49% 55%
Both Health and Dental Plans 88.66% 85.20% 71.38% 64.71% 90.29%
PF16 NADA Management Series Driven 37
Automobile Dealerships: Fringe Benefi ts, 2008Benefi t Region 6 Region 7 Region 8 Region 9
Company Car Dealer Principal 86.03% 98.23% 83.81% 91.10%
Managers 61.03% 61.95% 56.67% 51.69%
Sales Personnel 20.59% 19.47% 9.52% 3.81%
Offi ce Personnel 8.82% 5.31% 3.33% 1.69%
Other 21.32% 19.47% 15.71% 16.10%
Paid Vacation 0 Weeks 0.00% 0.00% 3.40% 1.27%
1 Week 85.07% 81.42% 83.98% 89.41%
2 Weeks 11.94% 17.70% 12.14% 9.32%
3 Weeks 0.00% 0.00% 0.00% 0.00%
Varies 2.99% 0.88% 0.49% 0.00%
Paid Sick Leave 46.27% 41.07% 36.54% 33.47%
Paid Annual Holidays
0 0.75% 0.00% 2.46% 2.13%
1-5 75.94% 73.45% 28.08% 28.51%
6-10 23.31% 26.55% 69.46% 68.94%
More than 10 0.00% 0.00% 0.00% 0.43%
Calculations of Paid Time Off
Based on average fl at rate hours worked 22.13% 13.89% 18.85% 17.27%
Based on average wage earned 45.90% 58.33% 52.36% 40.91%
Based on a fi xed amount 22.95% 23.15% 15.18% 25.91%
Other 9.02% 4.63% 13.61% 15.91%
Paid Maternity/Paternity 6.02% 3.54% 5.34% 6.36%
401(k) or Other Qualifi ed Retirement Plan 77.44% 86.73% 92.79% 93.22%
Matching Company Contribution 1-2% 43.62% 61.62% 38.33% 39.59%
3-4% 26.60% 24.24% 33.89% 35.03%
5-6% 2.13% 3.03% 3.33% 2.54%
Other 27.66% 11.11% 24.44% 22.84%
Health Plan Employee and dependents 78.52% 78.76% 86.67% 80.51%
Employee only 20.00% 15.93% 11.90% 17.37%
None 1.48% 5.31% 1.43% 2.12%
Portion of Health Plan Paid by Dealership 0% 1.61% 0.93% 1.94% 2.16%
50% 29.03% 30.84% 36.89% 19.91%
80% 10.48% 18.69% 14.08% 20.35%
100% 13.71% 23.36% 12.14% 22.94%
Other 45.16% 26.17% 34.95% 34.63%
Other (avg. percentage) 50% 65% 57% 61%
Dental Plan
Employee and dependents 71.11% 76.99% 78.47% 75.85%
Employee only 8.15% 6.19% 6.22% 13.98%
None 20.74% 16.81% 15.31% 10.17%
Portion of Dental Plan Paid by Dealership 0% 70.48% 82.98% 59.55% 36.49%
50% 11.43% 3.19% 19.66% 10.90%
80% 0.95% 1.06% 4.49% 11.85%
100% 5.71% 6.38% 4.49% 20.38%
Other 11.43% 6.38% 11.80% 20.38%
Other (avg. percentage) 38% 57% 56% 65%
Both Health and Dental Plans 79.26% 83.19% 84.69% 89.83%
38 Driven NADA Management Series PF16
Company Car Dealer Principal 88.21% 85.01% 91.16%
Managers 62.88% 53.22% 71.60%
Sales Personnel 23.49% 25.55% 21.37%
Offi ce Personnel 7.92% 6.14% 9.56%
Other 16.56% 16.30% 16.77%
Paid Vacation 0 Weeks 0.95% 1.02% 0.82%
1 Week 86.42% 83.45% 89.31%
2 Weeks 11.49% 13.81% 9.24%
3 Weeks 0.19% 0.20% 0.18%
Varies 0.95% 1.52% 0.45%
Paid Sick Leave 51.19% 49.95% 52.09%
Paid Annual Holidays 0 1.39% 1.62% 1.19%
1-5 40.03% 35.70% 43.67%
6-10 58.15% 62.37% 54.59%
More than 10 0.43% 0.30% 0.55%
Calculations of Paid Time Off Based on average fl at rate hours worked 17.48% 16.58% 18.23%
Based on average wage earned 43.87% 39.80% 47.50%
Based on a fi xed amount 24.47% 29.66% 19.67%
Other 14.18% 13.96% 14.59%
Paid Maternity/Paternity 7.11% 6.31% 7.94%
401(k) or Other Qualifi ed Retirement Plan 91.89% 87.06% 96.37%
Matching Company Contribution 1-2% 48.00% 46.29% 49.24%
3-4% 26.14% 30.69% 22.60%
5-6% 3.56% 3.53% 3.63%
Other 22.30% 19.49% 24.52%
Overall Average 0-50 Employees 51+ EmployessHealth Plan Employee and dependents 86.94% 82.84% 91.93%
Employee only 11.87% 15.30% 7.52%
None 1.18% 1.86% 0.55%
Portion of Health Plan Paid by Dealership 0% 1.63% 1.99% 1.20%
50% 35.53% 36.74% 34.06%
80% 13.37% 12.13% 15.12%
100% 14.38% 18.89% 8.87%
Other 35.10% 30.24% 40.53%
Other (avg. percentage) 57% 58% 56%
Dental Plan Employee and dependents 74.76% 65.63% 86.60%
Employee only 6.14% 6.50% 5.56%
None 19.09% 27.87% 7.84%
Portion of Dental Plan Paid by Dealership 0% 58.52% 59.65% 57.63%
50% 15.70% 16.47% 14.67%
80% 4.51% 4.00% 5.09%
100% 8.32% 8.59% 7.93%
Other 12.95% 11.29% 14.67%
Other (avg. percentage) 53% 56% 51%
Both Health and Dental Plans 80.91% 72.13% 92.16%
Benefi t All Dealers 0-400 Units Over 400 Units Total U.S. Total U.S. Total U.S.
Automobile Fringe Benefi ts 2008 By Units
PF16 NADA Management Series Driven 39
Medium- and Heavy-Duty Truck Data
INTRODUCTION
This section is based on data from the responses of
the 109 surveyed dealers who identifi ed themselves
as sellers of medium- and heavy-duty trucks, class
5-8 dealerships.
The results are shown by the number of new units
sold, either 0–400 or more than 400 units. If an
insuffi cient number of responses were received for
a specifi c question, then only overall averages are
provided. Dealers who did not provide unit sales
and employee count information are included in
“Overall Averages.”
Here is a thumbnail profi le of the dealers who
responded:
Of the responding dealerships, 72.9 percent
sold 400 or fewer new units in 2008, and 27.1
percent sold more than 400 new units. Charts
providing an overview of total dealership sales
and new-unit sales are provided on the next page.
The compensation fi gures listed are for employees
who were in their positions for all of calendar year
2008. Manager compensation refers to average
total compensation fi gures; responses were taken
directly from 2008 W-2 forms. Any elected salary
deferrals made by the employee and not identifi ed
on the W-2 are included. For non-management
employees, listed are 2008 W-2 compensation
averages. Part-time employees were not included
in the survey. Dealers who are curious about the
variance between the average dollar sales published
here and the average dollar sales published in the
2009 ATD Performance Measurement Update
($42,189,348 for 2008, representing average
month sales of $3,515,779) –are reminded that
the ATD Performance Measurement Update is based
on data provided by ATD 20 Group members only,
whereas this survey measures responses from the
entire ATD membership base.
Average number of new units sold in 2008 323
Average dealership dollar
sales for 2008 $29,112,832
Average number of employees per dealership 60
40 Driven NADA Management Series PF16
Medium- and Heavy-Duty Truck Dealerships
New Unit Sales 1990–2008600
500
400
300
200
100
0
Year
1990
Year
1992
Year
1994
Year
1996
Year
1998
Year
20
00
Year
20
02
Year
20
04
Year
20
06
Year
20
08
Total Dealership Dollar Sales
1990–2008 (in millions)$45$40$35$30$25$20$15$10$5$0
Year
1990
Year
1992
Year
1994
Year
1996
Year
1998
Year
20
00
Year
20
02
Year
20
04
Year
20
06
Year
20
08
PF16 NADA Management Series Driven 41
General Manager $126,479 $118,810 $142,194
Business Manager/Comptroller $78,223 $75,167 $85,075
IT / Network Manager $59,678 $58,647 $54,566
Human Resources Director/Manager $57,742 $53,916 $59,507
BDC Manager $69,114 ** $69,114
General Sales Manager $109,840 $95,548 $127,504
New-Vehicle Sales Manager $93,331 $82,063 $101,924
Used-Vehicle Sales Manager $90,885 $81,545 $96,667
Fleet Sales Manager $85,530 $79,442 $86,883
Sales Training Manager ** ** **
Lease and Rental Manager $78,238 $77,074 $83,073
Internet Sales Manager $58,801 $24,000 $70,401
Website Manager / Webmaster $40,080 $40,080 **
Marketing Manager $50,885 $50,122 $52,667
Finance and Insurance Manager $88,751 $59,140 $114,017
Service and Parts Director $102,582 $101,529 $104,161
Service Manager $79,319 $74,194 $92,186
Parts Manager $75,523 $70,994 $87,146
Body Shop Manager $61,107 $55,759 $71,318
Service Advisor/Writer $54,304 $47,860 $66,797
Offi ce Manager $58,128 $49,933 $73,226
** Insuffi cient data. Smaller dealerships may not have this position.
EMPLOYEE All Dealers 0-400 Units Over 400 Units U.S. Average Total U.S. Total U.S.
2008 National Compensation DataMedium- and Heavy-Duty Truck Dealerships
MANAGER COMPENSATIONBelow are listed average total compensation fi gures for managers who were in their positions for all of
2008. Compensation responses were taken directly from 2008 W-2 forms. Any elected salary deferrals
made by the employee not identifi ed on the W-2 were included. Includes dealers who did not provide
unit sales and employee count information.
Medium- and Heavy-Duty Truck Dealerships
42 Driven NADA Management Series PF16
Medium- and Heavy-Duty Truck Dealerships
NON-MANAGEMENT COMPENSATION
Clerical and Offi ce Worker:
Highest Paid Worker $39,589 $38,776 $41,254
Average Paid Worker $32,586 $32,580 $32,530
Lowest Paid Worker $25,922 $26,177 $25,249
Service Mechanical Technician:
Highest Paid Worker $69,848 $65,296 $82,355
Average Paid Worker $48,766 $47,554 $52,328
Lowest Paid Worker $32,259 $32,094 $32,720
Body Shop Technician/Painter:
Highest Paid Worker $58,953 $52,037 $71,400
Average Paid Worker $44,055 $41,460 $48,502
Lowest Paid Worker $31,487 $31,428 $31,586
New- and Used-Vehicle Salesperson:
Highest Paid Worker $87,488 $79,486 $104,805
Average Paid Worker $59,050 $59,078 $57,912
Lowest Paid Worker $43,428 $46,452 $37,638
Internet Salesperson:
Highest Paid Worker $73,274 $34,808 $86,096
Average Paid Worker $48,633 $28,205 $60,889
Lowest Paid Worker $34,383 $27,308 $37,920
Other Positions:
Body Shop Foreman $23.47 $23.33 $23.67
Parts Counterperson $18.07 $17.40 $19.32
Telephone Switchboard Operator $12.12 $12.11 $12.08
Warranty Clerk $17.64 $17.73 $17.33
General Cashier $12.50 $12.81 $12.00
Showroom Receptionist/Greeter $11.72 $12.63 $10.56
Title Clerk $16.22 $16.00 $16.43
Bookkeeper $16.05 $17.33 $14.91
AR/AP Clerk $15.60 $15.29 $15.96
Courtesy/Shuttle Driver $11.06 $11.60 $10.33
Car Washer $10.91 $10.69 $11.00
Detailer $12.62 $12.21 $13.05
EMPLOYEE All Dealerships 0-400 Units Over 400 Units U.S. Average Total U.S. Total U.S.
PF16 NADA Management Series Driven 43
Benefi t All Dealers 0-400 Units Over 400 Units Total U.S. Total U.S. Total U.S.
Medium- and Heavy-Duty Truck Dealerships: Fringe Benefi ts 2008Company Car Dealer Principal 79.82% 75.64% 89.66%
Managers 53.21% 43.59% 79.31%
Sales Personnel 30.28% 32.05% 24.14%
Offi ce Personnel 7.34% 1.28% 24.14%
Other 19.27% 19.23% 20.69%
Paid Vacation 0 Weeks 0.00% 0.00% 0.00%
1 Week 88.99% 87.18% 93.10%
2 Weeks 10.09% 11.54% 6.90%
3 Weeks 0.00% 0.00% 0.00%
Varies 0.92% 1.28% 0.00%
Paid Sick Leave 62.96% 61.04% 65.52%
Paid Annual Holidays
0 1.83% 1.28% 3.45%
1-5 20.18% 12.82% 41.38%
6-10 77.06% 84.62% 55.17%
More than 10 0.92% 1.28% 0.00%
Calculations of Paid Time Off
Based on average fl at rate hours worked 10.28% 10.53% 10.34%
Based on average wage earned 24.30% 14.47% 51.72%
Based on a fi xed amount 49.53% 57.89% 24.14%
Other 15.89% 17.11% 13.79%
Paid Maternity/Paternity 7.34% 6.41% 10.34%
401(k) or Other Qualifi ed Retirement Plan 96.33% 94.87% 100.00%
Matching Company Contribution
1-2% 57.58% 58.33% 60.00%
3-4% 22.22% 25.00% 16.00%
5-6% 1.01% 1.39% 0.00%
Other 19.19% 15.28% 24.00%
Overall Average 0-50 Employees 51+ EmployessHealth Plan Employee and dependents 90.83% 87.50% 95.45%
Employee only 8.26% 10.94% 4.55%
None 0.92% 1.56% 0.00%
Portion of Health Plan Paid by Dealership 0% 0.93% 1.59% 0.00%
50% 25.00% 20.63% 31.82%
80% 12.96% 11.11% 15.91%
100% 21.30% 28.57% 11.36%
Other 39.81% 38.10% 40.91%
Other (avg. percentage) 64% 63% 65%
Dental Plan Employee and dependents 72.48% 60.94% 88.64%
Employee only 5.50% 6.25% 4.55%
None 22.02% 32.81% 6.82%
Portion of Dental Plan Paid by Dealership 0% 48.24% 45.45% 53.66%
50% 15.29% 13.64% 17.07%
80% 3.53% 4.55% 2.44%
100% 15.29% 11.36% 17.07%
Other 17.65% 25.00% 9.76%
Other (avg. percentage) 64% 67% 57%
Both Health and Dental Plans 77.98% 67.19% 93.18%
44 Driven NADA Management Series PF16
NOTES
PF16 NADA Management Series Driven 45
NOTES
46 Driven NADA Management Series PF16
NOTES
ACkNowLeDgmeNtS
“the Need to Have Clear-Cut Written Pay Plans” was written for NADA by
Christopher C. Hoffman, esq.Fisher & Phillips LLPsuite 9504225 executive squareLa Jolla, CA 92037(858) 597-9610www.laborlawyers.com
scott Harmon, NADA University, compiled the data in this publication.
We thank Paul taylor, Ph.D., Chief economist, NADA industry Analysis, for his analysis of the compensation survey data, and Douglas i. greenhaus, esq., Director environment, Health and safety, NADA Legal and regulatory Affairs group, for his legal expertise.
National Automobile Dealers Association8400 Westpark DriveMcLean, Virginia 22102-3591
http://www.nadauniversity.com
© NADA 2010. All rights reserved.