At APICS, Inc., 88 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 77 employee surveys, with a 90% confidence level and a margin of error of ± 3.70. It was published on Jul 2, 2018. 11708 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
96%
 
Management is competent at running the business.
95%
 
I'm proud to tell others I work here.
94%
 
Management is honest and ethical in its business practices.
94%
 
People are encouraged to balance their work life and their personal life.
92%
 

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: www.apics.org Industry: Professional Services
US Headquarters: Chicago, Illinois, 60631 US Sites: 1
Major Locations: Chicago, Illinois US Employees: 91
US Revenues: $19.1 million Worldwide Revenues: $31.4 million
Employees Worldwide: 91 Corporate Structure: Non-Profit
Founded: 1957

APICS, Inc. has been awarded:

Best Workplaces in Chicago 2018 (ranked 24)


The Chase Corporate Challenge in May is always well-attended.

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 balance 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 around noon on Fridays. The summer hours program is available from May through September.
  • 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 examination. 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 keep relevant the skills of our teams and make employees marketable within the greater association world. We meet with new employees to discuss development opportunities, and we bring in trainers to help our workforce develop professional skills.
  • 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 so jeans every day is the norm. Our casual work environment also extends to our attitude. For example, we may fill an executive’s office with balloons to celebrate a birthday. Our well-used ping-pong table is the site of many friendly competitions, and the CEO recently surprised us with a new Nintendo system and an electronic dart board. If an employee's not up for a friendly game, they can head to the break room to get a cold brew coffee from the kegerator.
  • 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 traditional "holidays." For example, on the day of last year's solar eclipse, we treated employees to lunch, complete with moon pies, Milky Ways, and Starbursts, while streaming the NASA feed for staff. On National Chocolate Cake Day, we invited all staff to the break room and served multiple chocolate cakes.
  • Free Retirement/Financial Advice: 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?” Twice a year, he presents information about topics such as financial literacy or the future of social security.to employees.
  • 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 books and all-things-reading shares recommendations with their co-workers, has book discussions, and manages a small lending library within the office.
  • Seniority/Anniversary Celebrations: At our monthly all-staff meeting in May, 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. One of our employees celebrated an astounding 35 years with APICS, and another just hit the 30-year milestone. This year's celebration was extra special, because we recognized that APICS had been in its headquarters for 10 years. The anniversary celebration ended with cupcakes emblazoned with a "10" in the frosting topper..
  • Annual Ping Pong Tournament: 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.

COMPENSATION BY THE NUMBERS

100% Match of employee’s 401(k)/403b contribution up to 6% of salary89% Company-paid health coverage for employees
89% Company-paid health coverage for dependents $2,500 Average Tuition Reimbursement
The solar eclipse in August was thrilling. Our celebration included moon pies, Mars bars, Milky Ways and Starbursts.

WORK-LIFE BALANCE BY THE NUMBERS

28 days Paid time off after one year of full-time employment 26 days Paid time off after one year of part-time employment
10 days Paid sick days after one year of full-time employment 28 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (75% use it)
  • Telecommute option (15% use it)
  • Subsidized On- or Off-site Fitness (85% have access)
  • Onsite Amenities (Personal package acceptance/delivery; Coffee stations with keurig machines; The Kegerator:, serving cold brew and nitro iced coffees; LeanBox (refrigerated case refreshed every other business day with healthy snacks and meals))

FAMILY CARE BY THE NUMBERS

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 Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
20 days Fully-paid paternity leave (does not include personal vacation or paid time off)*17 days Average length of paternity leave new fathers take
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.

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

Yes Recycling program Yes Locally-sourced food program

Diversity

  • 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

 
Everyone looks forward to our annual ping pong tournament -- even the CEO, shown playing here.

DEMOGRAPHICS

 
We really like to dress up for holidays! Here, some of our Certifications team show off their holiday spirit.

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 own work timelines and priorities. 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 if we ask you to explain what you do in your spare time, or to describe the last book you've read, don't be surprised. We want to make sure we're learning about the real you, and we do our best to put you at ease.

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/project management 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 www.apics.org. Candidates can learn about what we do by following us on social media, and reading our blog discussions about trends in supply chain management. Becoming involved in our volunteer community might also help a candidate demonstrate they are familiar with our products.

hiring Outlook

12 Forecasted positions to fill in coming year -4% Job Growth
20 Average applicants per opening 500 Total job applicants
40% Openings filled by current employees 11% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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