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Special Questions

Special Questions

November 29, 2021

For this month’s survey, Texas business executives were asked supplemental questions on supply chains, hiring and wages. Results below include responses from participants of all three surveys: Texas Manufacturing Outlook Survey, Texas Service Sector Outlook Survey and Texas Retail Outlook Survey.

Texas Business Outlook Surveys

Data were collected November 15–23, and 360 Texas business executives responded to the surveys.

1. Are you currently experiencing any supply-chain disruptions or delays?

  Feb '21
(percent)
Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Yes 35.5 61.0 64.5 69.7
No 64.5 39.0 35.5 30.3

NOTE: 356 responses.

1a. How have these supply-chain disruptions or delays changed over the past month?

  Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Improved significantly 2.2 1.3 0.8
Improved slightly 16.6 17.3 18.3
No change 21.4 30.5 29.3
Worsened slightly 41.0 34.1 39.0
Worsened significantly 18.8 16.8 12.6

NOTES: 246 responses. This question was posed only to those who are experiencing supply-chain disruptions or delays.

1b. When do you expect your supply chain to return to normal?

  Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Less than a month 0.5 0.0 0.5
1–3 months 8.9 8.4 7.0
4–6 months 38.1 28.3 26.6
7–9 months 24.3 22.0 19.6
10–12 months 14.9 23.0 21.0
More than a year 13.4 18.3 25.2

NOTES: 248 responses. This question was only posed to those currently experiencing any supply-chain disruptions or delays. These calculations exclude respondents that answered “Not sure,” which represented 11.8 percent of responses in June ’21, 15.9 percent in Sep. ’21 and 13.7 percent in Nov. ’21.

2. Are you currently trying to fill low-skill positions (roles typically requiring a high school diploma or less and minimal work experience)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 50.9 50.3 51.7
No 49.1 49.7 48.3

NOTE: 356 responses.

2a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 2.1 1.7 2.2
Somewhat difficult 29.6 42.5 36.1
Very difficult 68.3 55.9 61.7

NOTES: 183 responses. This question was posed only to those trying to fill low-skill postions.

3. Are you currently trying to fill mid-skill positions (roles typically requiring some college or technical training)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 55.4 61.3 57.5
No 44.6 38.7 42.5

NOTE: 355 responses.

3a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 6.7 4.2 2.0
Somewhat difficult 44.7 49.1 45.8
Very difficult 48.6 46.7 52.2

NOTES: 203 responses. This question was posed only to those trying to fill mid-skill postions.

4. Are you currently trying to fill high-skill positions (roles typically requiring a college degree or higher)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 45.2 47.4 46.8
No 54.8 52.6 53.2

NOTE: 355 responses.

4a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 20.1 15.9 4.8
Somewhat difficult 45.6 38.8 45.8
Very difficult 34.3 45.3 49.4

NOTES: 166 responses. This question was posed only to those trying to fill high-skill postions.

Downloadable chart | Chart data

5a. For low-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 23.5 22.2 25.0
Less than 4 percent 43.7 50.7 14.5
4 percent or more* 32.8 27.2 60.5
4–7 percent

20.9
8–11 percent

17.2
12–15 percent

10.8
16–19 percent

4.7
20 percent or more

7.0

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 344 responses.

5b. For mid-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 19.3 16.4 24.3
Less than 4 percent 44.9 49.3 15.4
4 percent or more* 35.8 34.2 60.3
4–7 percent

24.3
8–11 percent

17.7
12–15 percent

11.0
16–19 percent

2.0
20 percent or more

5.2

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 345 responses.

5c. For high-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 27.4 18.5 27.3
Less than 4 percent 36.5 41.3 16.7
4 percent or more* 36.2 40.3 56.0
4–7 percent

24.6
8–11 percent

15.0
12–15 percent

8.2
16–19 percent

2.9
20 percent or more

5.3

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 341 responses.

Survey respondents were given the opportunity to provide comments. These comments can be found on the individual survey Special Questions results pages, accessible by the tabs above.

Texas Manufacturing Outlook Survey

Data were collected November 15–23, and 94 Texas manufacturers responded to the survey.

1. Are you currently experiencing any supply-chain disruptions or delays?

  Feb '21
(percent)
Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Yes 61.8 86.1 92.0 92.5
No 38.2 13.9 8.0 7.5

NOTE: 93 responses.

1a. How have these supply-chain disruptions or delays changed over the past month?

  Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Improved significantly 2.3 1.3 0.0
Improved slightly 11.5 10.0 16.5
No change 23.0 31.3 27.1
Worsened slightly 43.7 37.5 43.5
Worsened significantly 19.5 20.0 12.9

NOTES: 85 responses. This question was posed only to those who are experiencing supply-chain disruptions or delays.

1b. When do you expect your supply chain to return to normal?

  Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Less than a month 0.0 0.0 1.3
1–3 months 6.7 7.6 5.3
4–6 months 33.3 31.8 30.7
7–9 months 28.0 24.2 17.3
10–12 months 17.3 18.2 20.0
More than a year 14.7 18.2 25.3

NOTES: 86 responses. This question was only posed to those currently experiencing any supply-chain disruptions or delays. These calculations exclude respondents that answered “Not sure,” which represented 10.6 percent of responses in June ’21, 14.4 percent in Sep. ’21 and 14.2 percent in Nov. ’21

2. Are you currently trying to fill low-skill positions (roles typically requiring a high school diploma or less and minimal work experience)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 64.3 67.0 63.4
No 35.7 33.0 36.6

NOTE: 93 responses.

2a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 1.6 0.0 0.0
Somewhat difficult 29.5 28.8 25.9
Very difficult 68.9 71.2 74.1

NOTES: 58 responses. This question was posed only to those trying to fill low-skill postions.

3. Are you currently trying to fill mid-skill positions (roles typically requiring some college or technical training)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 69.4 65.6 68.8
No 30.6 34.4 31.2

NOTE: 93 responses.

3a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 8.8 3.4 3.2
Somewhat difficult 44.1 36.2 42.9
Very difficult 47.1 60.3 54.0

NOTES: 63 responses. This question was posed only to those trying to fill mid-skill postions.

4. Are you currently trying to fill high-skill positions (roles typically requiring a college degree or higher)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 50.0 51.1 50.5
No 50.0 48.9 49.5

NOTE: 93 responses.

4a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 22.4 19.6 10.6
Somewhat difficult 44.9 32.6 42.6
Very difficult 32.7 47.8 46.8

NOTES: 47 responses. This question was posed only to those trying to fill high-skill postions.

Downloadable chart | Chart data

5a. For low-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 10.8 14.0 8.9
Less than 4 percent 53.9 54.8 17.8
4 percent or more* 35.3 31.2 73.3
4–7 percent

25.6
8–11 percent

24.4
12–15 percent

8.9
16–19 percent

5.6
20 percent or more

8.9

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 90 responses.

5b. For mid-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 11.7 11.7 13.3
Less than 4 percent 49.5 54.3 21.1
4 percent or more* 38.8 34.0 65.6
4–7 percent

28.9
8–11 percent

13.3
12–15 percent

12.2
16–19 percent

3.3
20 percent or more

7.8

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 90 responses.

5c. For high-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 20.4 19.1 22.7
Less than 4 percent 39.8 43.6 22.7
4 percent or more* 39.8 37.2 54.5
4–7 percent

20.5
8–11 percent

18.2
12–15 percent

4.5
16–19 percent

4.5
20 percent or more

6.8

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 88 responses.

Special Questions Comments

These comments have been edited for publication.

Plastics and Rubber Products Manufacturing

  • Retention is the new norm. Just as we hire one, another leaves. To help alleviate this problem, we’ve taken steps to help stabilize our workforce through increased starting wages and other incentives. Only time will tell if these adjustments make an impact. As they have all year, supply-chain issues continue to drive price increases, delivery issues and late orders. Various materials used in elastomer material are becoming more difficult to obtain. We are seeking alternatives, but that doesn’t help us in the long term. Many suppliers cite that things will recover in late January. We’ll have to wait and see what happens.

Nonmetallic Mineral Product Manufacturing

  • Wage rate changes have been based on specific roles and are not necessarily the same for all low-, mid- and high-skill positions.

Primary Metal Manufacturing

  • Effective Jan. 1, we are raising our finished-goods prices to cover our increased costs.

Fabricated Metal Manufacturing

  • We are competing for technically skilled welders and machinists. They are not available and, when available, are not long-term employees due to better offers.

Machinery Manufacturing

  • Maybe I don’t understand transitory [inflation], but this sure looks like real inflation to me. Prices keep going up, and we have to over-buy on all raw materials to ensure a continuous supply of product to our customers. We just bought a coil of steel that used to cost 45 cents per pound that is now over $1.00, and that was the last coil until sometime in December. No one is talking about price decreases, and I don’t expect that they will.

Computer and Electronic Product Manufacturing

  • The large increase in medical insurance costs will hurt profitability going forward.

Transportation Equipment Manufacturing

  • Supply problems shift from vendor to vendor. We have high employee turnover with new hires. We may have to raise starting labor rates in the near future.

Food Manufacturing

  • We gave raises to three employees who were just under $15 per hour to $15.15 per hour and increased the rest of the nonexempt proportionally.

Miscellaneous Manufacturing

  • We increased incoming pay in an attempt to attract more applicants. We also increased the pay of all employees currently employed by the same percentage.

 

Texas Service Sector Outlook Survey

Data were collected November 15–23, and 266 Texas business executives responded to the survey.

1. Are you currently experiencing any supply-chain disruptions or delays?

  Feb '21
(percent)
Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Yes 25.5 51.8 55.3 61.6
No 74.5 48.2 44.7 38.4

NOTE: 263 responses.

1a. How have these supply-chain disruptions or delays changed over the past month?

  Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Improved significantly 2.1 1.4 1.2
Improved slightly 19.7 21.2 19.3
No change 20.4 30.1 30.4
Worsened slightly 39.4 32.2 36.6
Worsened significantly 18.3 15.1 12.4

NOTES: 161 responses. This question was posed only to those who are experiencing supply-chain disruptions or delays.

1b. When do you expect your supply chain to return to normal?

  Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Less than a month 0.8 0.0 0.0
1–3 months 10.2 8.8 7.9
4–6 months 40.9 26.4 24.5
7–9 months 22.0 20.8 20.9
10–12 months 13.4 25.6 21.6
More than a year 12.6 18.4 25.2

NOTES: 162 responses. This question was only posed to those currently experiencing any supply-chain disruptions or delays. These calculations exclude respondents that answered “Not sure,” which represented 10.6 percent of responses in June ’21, 14.4 percent in Sep. ’21 and 14.2 percent in Nov. ’21.

2. Are you currently trying to fill low-skill positions (roles typically requiring a high school diploma or less and minimal work experience)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 46.3 44.8 47.5
No 53.7 55.2 52.5

NOTE: 263 responses.

2a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 2.3 2.5 3.2
Somewhat difficult 29.7 49.2 40.8
Very difficult 68.0 48.3 56.0

NOTES: 125 responses. This question was posed only to those trying to fill low-skill postions.

3. Are you currently trying to fill mid-skill positions (roles typically requiring some college or technical training)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 50.5 59.8 53.4
No 49.5 40.2 46.6

NOTE: 262 responses.

3a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 5.7 4.5 1.4
Somewhat difficult 45.0 53.8 47.1
Very difficult 49.3 41.7 51.4

NOTES: 140 responses. This question was posed only to those trying to fill mid-skill postions.

4. Are you currently trying to fill high-skill positions (roles typically requiring a college degree or higher)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 43.5 46.1 45.4
No 56.5 53.9 54.6

NOTE: 262 responses.

4a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 19.2 14.5 2.5
Somewhat difficult 45.8 41.1 47.1
Very difficult 35.0 44.4 50.4

NOTES: 119 responses. This question was posed only to those trying to fill high-skill postions.

Downloadable chart | Chart data

5a. For low-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 29.4 25.8 30.7
Less than 4 percent 38.9 48.8 13.4
4 percent or more* 31.7 25.4 55.9
4–7 percent

19.3
8–11 percent

14.6
12–15 percent

11.4
16–19 percent

4.3
20 percent or more

6.3

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 254 responses.

5b. For mid-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 22.7 18.6 28.2
Less than 4 percent 42.8 47.1 13.3
4 percent or more* 34.5 34.3 58.4
4–7 percent

22.7
8–11 percent

19.2
12–15 percent

10.6
16–19 percent

1.6
20 percent or more

4.3

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 255 responses.

5c. For high-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 30.4 18.2 28.9
Less than 4 percent 35.0 40.2 14.6
4 percent or more* 34.6 41.6 56.5
4–7 percent

26.1
8–11 percent

13.8
12–15 percent

9.5
16–19 percent

2.4
20 percent or more

4.7

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 253 responses.

Special Questions Comments

These comments have been edited for publication.

Transportation Equipment Manufacturing

  • We are now requiring vaccines for persons applying for open positions.

Truck Transportation

  • We need diesel mechanics, but we’re not getting any applications.

Support Activities for Transportation

  • Any wage increases issued have been attributed to individual performance.

Publishing Industries (Except Internet)

  • Higher inflation, very limited skilled labor choice, and general uncertainty of resourcing and decisions by customer/clients are three key factors most affecting our business.

Data Processing, Hosting, and Related Services

  • To retain employees with the increased cost of living for 2022, our current costs are rising immediately at least 6.5 percent and reducing the profit we normally put toward growth.

Credit Intermediation and Related Activities

  • We are concentrating on our projected budget for 2022, which will be a challenging year with tighter margins, and creating a strategy for cutting costs. We do not anticipate adding any new high-skilled [employees] and will try to avoid replacing low- to mid-level employees that leave the company. We do anticipate that it will be necessary to expand cross-training and increase wages to keep skilled workers in place.
  • We plan a [wage] increase of about 10 percent for the beginning of 2022 but did not have an increase in 2021.
  • Health care costs have soared over the past 12 months. The company has absorbed most of these costs, and it will cause a decrease in income for the company going forward.
  • As a financial institution, we’ve not experienced the same level of supply-chain disruptions as our clients have experienced. We are all feeling the impact of wage pressures and increased payroll and benefit costs without necessarily realizing similar increases in productivity/profitability.

Insurance Carriers and Related Activities

  • We need the federal government to stop with stimulus packages so people will have the need to work and be proud of their accomplishments. [I saw that] the federal government was looking to push stimulus packages out so the nation can catch up with inflation.
  • We are pretty much stuck to cost-of-living increases lately.

Professional, Scientific and Technical Services

  • Like many employers, we have annual salary increases at year end. We have not yet made pay increases for 2021.
  • We sell our software worldwide, and our business has started to pick up after the COVID down years. We have started the hiring process, anticipating growth in 2022 and 2023.

Administrative and Support Services

  • We had to increase wages or we would have lose personnel. It’s very competitive. We receive no applications for employment. We have many unfilled positions and cannot afford to lose any more people.

Ambulatory Health Care Services

  • We expect no compensatory increase in selling prices for services, with an anticipated [price] drop in ’22.

Food Services and Drinking Places

  • What has happened to the American work ethic and desire to get ahead?

Personal and Laundry Services

  • Receptionist positions (low-skill positions) were starting at $8 per hour two years ago. About six months ago, we were forced to raise that starting position to $10 per hour  because we could not find enough applicants. Now we are forced to raise starting wages to $12 per hour because we cannot retain employees. Receptionists are leaving after a week or two to take low-skill positions that pay $14 per hour. The same is happening with my mid-skill positions.

Religious, Grantmaking, Civic, Professional and Similar Organizations

  • We have not increased salaries during the pandemic and expect our first increase in quite a while to occur in January.

Texas Retail Outlook Survey

Data were collected November 15–23, and 44 Texas retailers responded to the survey.

1. Are you currently experiencing any supply-chain disruptions or delays?

  Feb '21
(percent)
Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Yes 64.4 87.2 80.9 93.0
No 35.6 12.8 19.1 7.0

NOTE: 43 responses.

1a. How have these supply-chain disruptions or delays changed over the past month?

  Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Improved significantly 0.0 0.0 0.0
Improved slightly 22.0 23.7 25.0
No change 17.1 28.9 30.0
Worsened slightly 34.1 15.8 32.5
Worsened significantly 26.8 31.6 12.5

NOTES: 40 responses. This question was posed only to those who are experiencing supply-chain disruptions or delays.

1b. When do you expect your supply chain to return to normal?

  Jun '21
(percent)
Sep '21
(percent)
Nov '21
(percent)
Less than a month 0.0 0.0 0.0
1–3 months 15.4 11.1 2.8
4–6 months 41.0 16.7 25.0
7–9 months 12.8 16.7 25.0
10–12 months 23.1 22.2 16.7
More than a year 7.7 33.3 30.6

NOTES: 40 responses. This question was only posed to those currently experiencing any supply-chain disruptions or delays. These calculations exclude respondents that answered “Not sure,” which represented 4.9 percent of responses in June ’21, 5.3 percent in Sep. ’21 and 10 percent in Nov. ’21.

2. Are you currently trying to fill low-skill positions (roles typically requiring a high school diploma or less and minimal work experience)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 66.0 62.8 62.8
No 34.0 37.2 37.2

NOTE: 43 responses.

2a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 2.9 0.0 0.0
Somewhat difficult 20.6 44.4 37.0
Very difficult 76.5 55.6 63.0

NOTES: 27 responses. This question was posed only to those trying to fill low-skill postions.

3. Are you currently trying to fill mid-skill positions (roles typically requiring some college or technical training)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 59.6 70.0 60.5
No 40.4 30.0 39.5

NOTE: 43 responses.

3a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 0.0 0.0 0.0
Somewhat difficult 45.2 42.9 30.8
Very difficult 54.8 57.1 69.2

NOTES: 26 responses. This question was posed only to those trying to fill mid-skill postions.

4. Are you currently trying to fill high-skill positions (roles typically requiring a college degree or higher)?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Yes 20.8 37.2 27.9
No 79.2 62.8 72.1

NOTE: 43 responses.

4a. How difficult is it to find workers to fill these positions?


May '21
(percent)
Aug '21
(percent)
Nov '21
(percent)
Not difficult 9.1 12.5 0.0
Somewhat difficult 45.5 43.8 50.0
Very difficult 45.5 43.8 50.0

NOTES: 12 responses. This question was posed only to those trying to fill high-skill postions.

Downloadable chart | Chart data

5a. For low-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 16.3 17.8 18.6
Less than 4 percent 46.5 51.1 11.6
4 percent or more* 37.2 31.1 69.8
4–7 percent

16.3
8–11 percent

23.3
12–15 percent

18.6
16–19 percent

4.7
20 percent or more

7.0

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 43 responses.

5b. For mid-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 18.6 13.6 20.9
Less than 4 percent 44.2 54.5 11.6
4 percent or more* 37.2 31.8 67.4
4–7 percent

20.9
8–11 percent

32.6
12–15 percent

11.6
16–19 percent

0.0
20 percent or more

2.3

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 43 responses.

5c. For high-skill positions, please select the extent to which your firm raised wages (excluding benefits) over the past 12 months.


Nov '18
(percent)
Dec '19
(percent)
Nov '21
(percent)
None 38.5 20.9 28.6
Less than 4 percent 41.0 32.6 19.0
4 percent or more* 20.5 46.5 52.4
4–7 percent

23.8
8–11 percent

19.0
12–15 percent

7.1
16–19 percent

2.4
20 percent or more

0.0

*In Nov. '21, respondents were provided with more specific answer choices. We aggregated those responses into the "4 percent or more" category for comparison to prior periods and also provided the detailed breakouts.
NOTE: 42 responses.

Special Questions Comments

These comments have been edited for publication.

Merchant Wholesalers, Nondurable Goods

  • Companywide, we will raise everyone’s pay by 4 to 5 percent before the end of this year. We will also award a year-end bonus.

Motor Vehicle and Parts Dealers

  • Significantly raising the hourly pay to hire low- and mid-skill positions requires a general increase in all of the existing employees with similar compensation; otherwise, you lose these people due to lack of fairness in pay scales.

 

Questions regarding the Texas Business Outlook Surveys can be addressed to Emily Kerr at emily.kerr@dal.frb.org.

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