At APICS, Inc., 85 percent of employees say their workplace is great.



This review is based on 88 employee surveys, with a 90% confidence level and a margin of error of ± 3.05. It was published on Jul 3, 2017. 10691 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
I am given the resources and equipment to do my job.
Management is competent at running the business.
People are encouraged to balance their work life and their personal life.
Our facilities contribute to a good working environment.

What They Do

We asked APICS, Inc. to explain what they do. Here is what they had to say.

APICS, Inc. (APICS) is a professional association for supply chain management professionals. We provide research, education and certification programs. APICS has over 45,000 members and approximately 300 channel partners in 100 countries. APICS is committed to advancing supply chains and developing people.

About this Company

Website: Industry: Professional Services
US Headquarters: Chicago, Illinois, 60631 US Sites: 1
Major Locations: Chicago, Illinois, 60631 US Employees: 100
Employees Worldwide: 100 Corporate Structure: Non-Profit
Founded: 1957

APICS, Inc. has been awarded:

Best Workplaces in Chicago 2018 (ranked 24)

An IT manager presents an employee with a cookie cake after she submits the first request for IT assistance using our new ticketing system.

Perks and Programs

We asked APICS, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Summer Hours/Flexible Scheduling: APICS strongly believes a healthy work-life balances is essential to creating happy and productive employees. As long as operational needs can accommodate the request, APICS employees are allowed to arrange flexible work schedules with their supervisors, allowing them to start and stop at times that are more convenient for their commutes and their family schedules. Approximately 15% of our workforce is remotely located and work out of home offices. Our most popular flexible schedule program is by far the Summer Hours program, which allows employees to shift their work hours to earlier in the week and start their weekends earlier on Fridays. The summer hours program is available from Memorial Day through Labor Day.
  • Company-Sponsored Certifications: APICS wants to make sure its employees have the opportunity to expand their skill sets and improve their marketability should they choose to leave the organization. Therefore, employees that want to achieve a certification – either through APICS or through another association, such as SHRM or ASAE – need only approach their supervisor with the request and a showing of how this will improve their skills. APICS will fully pay for training materials, including courses and books, and the cost of the certification. We have also invited trainers to our headquarters and sponsored onsite training programs.
  • Professional Development: APICS apportions a generous slice of its budget each year to fund employee development and training. APICS does not just encourage employees to seek ways to develop their skills. We also regularly assess our workforce to determine how we can ensure that we replenish the skills of our teams and make employees marketable within the greater association world.
  • Staff Outings: Three times a year, APICS hosts an all-staff outing. In May, APICS participates in the Chase Corporate Challenge, a 3.5-mile race through the streets of downtown Chicago. APICS pays the registration fees for participants and sponsors a tent in beautiful Grant Park, with full catering. We purchase t-shirts with the APICS running slogan for that year for the entire company. In August, we close shop early and sponsor a Summer Outing to a local venue, such as Arlington Park Racetrack or TopGolf. Food, drinks and entertainment are provided. In December, APICS hosts a holiday party at a local venue during work hours, complete with holiday give-aways.
  • Casual Work Environment/Attitude: Our casual environment is part of our culture. We have a casual dress code and jeans every day is the norm. Our casual work environment also extends to our attitude. We may fill an executive’s office with balloons to celebrate a birthday. When two employees wear the same polo shirt on the same day we take their photos and post it on our internal site under the heading, “Who Wore it Better?” (a la the tabloids!). Our well-used ping-pong table is the site of many friendly competitions, and the CEO recently surprised us with a new Nintendo system.
  • Surprise Celebrations: Even the hardest-working employees need a break now and then. At APICS, we like to surprise our employees with celebrations. Of course we celebrate the usual holidays – like serving heart-shaped donuts on Valentine’s Day, or hosting a costume parade on Halloween. While these events are fun, it’s always just a little bit more special when the employees don’t expect the celebration. So, we also recognize less mainstream events. For example, when the Chicago Cubs won the World Series, we surprised staff with a catered lunch, while streaming the City’s celebratory parade for employees to watch in the breakroom. On National Chocolate Cake Day, we invited all staff to the break room and served multiple chocolate cakes.
  • Free Retirement Advising: APICS has on contract a financial advisor that is available to all employees via phone or email. Our advisor answers employees’ questions about their retirement accounts, from “how do I move my IRA account to merge with the APICS 401K program?” to “which investment vehicles are right for me, if I plan to retire in 20 years?”
  • Support of Employee Interests and Activities : We help our employees connect to like-minded co-workers who share their interests. For example, almost one-quarter of our employees share an interest in running, and they formed an interest group. They share news about discounts on race registration fees available through our benefit providers, encourage others to reach for PR's, and sometimes even arrange lunchtime runs. A new group interested in playing board games during lunch recently connected via our internal online chat forum.
  • Seniority/Anniversary Celebrations: At one of our monthly all-staff meetings, employees are surprised with a presentation where they learn of co-workers celebrating a work anniversary that year. The CEO calls each of these employees to the front of the room and they are presented with a crystal trophy and a gift card worth either $250 or $500, depending on their years of service with the company. This year, one of our employees celebrated an astounding 35 years with APICS; she was specially treated to Hamilton tickets on Broadway, and an overnight stay at a Times Square hotel!
  • Annual Ping Pong Tournament: At the urging of our CEO, APICS hosts an all-staff ping pong tournament one day every year. Employees sign up to participate in one of several brackets reflecting their ping pong skill level. We rent additional ping pong tables and employees compete against their co-workers in ping pong games that take place all day. Everyone is invited to stay and watch the games and to interact with our CEO, who remains in the ping pong area. Lunch is brought in for staff, so no one has to break away from the intense ping pong action. Trophies and token gift cards to Amazon are provided to the winners, whose pictures are posted on our intranet.


100% Match of employee’s 401(k)/403b contribution up to 6% of salary88% Company-paid health coverage for employees (for 72)
88% Company-paid health coverage for dependents (for 72)
The Meetings and Events team takes another prize in the annual costume contest on Halloween.


28 days Paid time off after one year of full-time employment 10 days Paid sick days after one year of full-time employment


  • Flexible schedule (75% use it)
  • Telecommute option (15% use it)
  • Subsidized On- or Off-site Fitness (85% have access)
  • Onsite Amenities (Receipt and distribution of personal mail/package deliveries; Meetings with financial advisor once per year around retirement planning; onsite fitness center; chair massages scheduled as surprises for staff; Free coffee and tea via Keurig machines, including options from Starbucks, Caribou, Dunkin Donuts, and Gloria Jean's; Regular catered lunches, scheduled irregularly as surprise for employees; ping pong table; Nintendo; television in break room; wellness facilities with sound machines and aromatherapy; on-site flu shots once per year)


60 days Job-protected maternity leave (including FMLA/STD) 20 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Job-protected paternity leave (including FMLA)20 days Fully-paid paternity leave (does not include personal vacation or paid time off)*
60 days Job-protected parental leave for adoptive parents (including FMLA)*20 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

Yes Recycling program


  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

An anniversary celebration recognizing our long-term employees, led by our CEO.


Marketing team members pose wearing holiday sweaters before the APICS Holiday celebration begins.

How to Get Hired

We asked APICS, Inc. for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We pride ourselves on having developed a strong collaborative environment among our employees. While each team has its own set of priorities, every single employee is expected to acknowledge and respect other team priorities, even when they may conflict with an individual's work responsibilities. Therefore, when hiring, we look for candidates that are strong team players, that have demonstrated listening skills as well as good communication/interpersonal skills.

What can prospective employees do to get your attention?

Prospective employees should match their skills and experiences to the positions we're looking to fill. It's not necessary to know supply chain, but it is necessary for us to see that candidates embrace and value ongoing professional learning. And we love when prospective employees show us that they are familiar with the need to analyze data and use that analysis to make better business decisions. If you interview with us, be pleasant and courteous. We do our best to put candidates at ease, so don't be surprised when we can sense your interview anxiety so we ask you to explain what you do in your spare time, or to describe the last book you've read. We want to make sure we're learning about the real you, so don't be afraid to show us that.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We recently restructured the organization, and we've hired a number of candidates into data analysis positions. Our hiring needs this year likely will be focused on replacing employees we lose through attrition.

What should interested candidates do to find out more and get started?

Interested candidates should monitor our job postings on Candidates can learn about what we do by following us on social media, and reading our blog discussions about trends in supply chain management. 

hiring Outlook

5% Job Growth 25 Average applicants per opening
428 Total job applicants 29% Openings filled by current employees
1 Recent graduates hired 8% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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