| An In Depth Look At Driver Compensation |
Portable Restroom operators across the United States approach the issue in a variety of ways. In the portable
sanitation industry the issue is attracting and retaining portable restroom service people. The success of any
portable restroom company has a high dependency on the quality of the portable restroom service people
sanitation industry the issue is attracting and retaining portable restroom service people. The success of any
portable restroom company has a high dependency on the quality of the portable restroom service people
“The starting wage for our portable toilet/restroom service drivers is 16.00 with
a 1.00 raise after their 90-day probation period,” says Jim Youngblood Sr. Who
serves as Executive VP and CEO for California-based Acme and Sons. “We also
provide insurance for the employee and pay the Lions’ share for their families.
For example an employee married with any number of children will pay
approximately 250.00 per month for a PPO Blue Cross insurance plan with a 15-
dollar co pay and 10 dollar medicine costs at the pharmacy. We on the other
hand will pay approximately 1,100 less the 250 paid by the employee, which is
taken as a pretax deduction,” he explained.” We are in a 125-Cafeteria plan which
allows the employee to deduct his/her cost of the plan, or better said they are
taxed on the portion of their income after deducting the amount spent on health
insurance.
a 1.00 raise after their 90-day probation period,” says Jim Youngblood Sr. Who
serves as Executive VP and CEO for California-based Acme and Sons. “We also
provide insurance for the employee and pay the Lions’ share for their families.
For example an employee married with any number of children will pay
approximately 250.00 per month for a PPO Blue Cross insurance plan with a 15-
dollar co pay and 10 dollar medicine costs at the pharmacy. We on the other
hand will pay approximately 1,100 less the 250 paid by the employee, which is
taken as a pretax deduction,” he explained.” We are in a 125-Cafeteria plan which
allows the employee to deduct his/her cost of the plan, or better said they are
taxed on the portion of their income after deducting the amount spent on health
insurance.
| Average Service Driver Pay $12.64 |
We also have a 401K with Profit Sharing, we contribute 25% as a matching contribution of the employee’s portion
he or she decides to save for retirement. Up until last year we paid 100% of the employee and family’s health
insurance. Regarding wages we have a sliding scale that will allow a good portable restroom service driver to earn
up to 21.00 per hour after four years with our company sometimes more, a permanent relief driver will earn 1.00
more, as will those service drivers who are able to sustain quality service in areas like San Francisco. T hey can
expect to get a cost of living increase yearly or move to a management position if so motivated and willing to
learn,” he said, noting,” these things actually will save money if properly applied and vigilantly adhered to.”
In regard to attracting and retaining portable restroom service drivers, Jess Thompson, President, Johnny on the
Spot based in New Jersey explained, “We built a facility which we are all proud to come to each morning. The
portable restrooms and other equipment are kept in very good condition, so portable restroom service
Some portable restroom operators have found success in developing incentive programs that reward drivers
he or she decides to save for retirement. Up until last year we paid 100% of the employee and family’s health
insurance. Regarding wages we have a sliding scale that will allow a good portable restroom service driver to earn
up to 21.00 per hour after four years with our company sometimes more, a permanent relief driver will earn 1.00
more, as will those service drivers who are able to sustain quality service in areas like San Francisco. T hey can
expect to get a cost of living increase yearly or move to a management position if so motivated and willing to
learn,” he said, noting,” these things actually will save money if properly applied and vigilantly adhered to.”
In regard to attracting and retaining portable restroom service drivers, Jess Thompson, President, Johnny on the
Spot based in New Jersey explained, “We built a facility which we are all proud to come to each morning. The
portable restrooms and other equipment are kept in very good condition, so portable restroom service
Some portable restroom operators have found success in developing incentive programs that reward drivers
Finding a common denominator between service drivers and related compensation programs is about as hard as
finding weapons of mass destruction in Iraq. Similarities exist in companies running 1,000 units and under with
drivers hourly rates hovering between 8.50 and 10.00. If health insurance is offered, most employers
acknowledged they pay between 50 and 80% of the employees’ insurance premium leaving the option of dependant
or family coverage on the shoulders of the employee.
Portable restroom operators posting fleets upwards of 1,000portable restrooms extending to the 6,000 portable
restroom level, positioned hourly rates as low as 8.50 but tended to gravitate toward the 11-12.00 range. Health
insurance coverage was consistent at employers paying 80% of employees coverage. Only two of the respondents
stated they pay 100% of the employees’ premium. Portable Restroom companies running in excess of 6,000
restrooms consistently offered more as an hourly starting wage with the highest being $16.10 per hour. Many at
this level offered comprehensive plans geared at attracting and retaining portable restroom service drivers.
finding weapons of mass destruction in Iraq. Similarities exist in companies running 1,000 units and under with
drivers hourly rates hovering between 8.50 and 10.00. If health insurance is offered, most employers
acknowledged they pay between 50 and 80% of the employees’ insurance premium leaving the option of dependant
or family coverage on the shoulders of the employee.
Portable restroom operators posting fleets upwards of 1,000portable restrooms extending to the 6,000 portable
restroom level, positioned hourly rates as low as 8.50 but tended to gravitate toward the 11-12.00 range. Health
insurance coverage was consistent at employers paying 80% of employees coverage. Only two of the respondents
stated they pay 100% of the employees’ premium. Portable Restroom companies running in excess of 6,000
restrooms consistently offered more as an hourly starting wage with the highest being $16.10 per hour. Many at
this level offered comprehensive plans geared at attracting and retaining portable restroom service drivers.
for work accomplished, rather than purely paying a salary or hourly wage. Tom Stange of C&L, based in
Perrysburg, Ohio explains that his drivers are making 40-50,000 per year with a compensation plan that offers an
hourly wage along with an incentive of between .25 and .85 per unit serviced. Stange, who says that driver turn
over is not a problem with their company, notes the incentive program helps to even out seasonal route changes,
minimizing the need for a lot of overtime. Stange also noted that rather than increases in hourly rates, his company
has found it beneficial to increase the per unit incentive. Regarding portable restroom service drivers, Stange
explained, “they are your calling card, if your product(units in the field) fails, you are a failure.” Drivers are held to
performance levels and have the opportunity to lose incentive pay for a day, should a customer service complaint
be lodged and verified as legitimate, although hourly rates always stay in place. Stange says that complaint
verification is conducted using three processes including a satellite tracking system on the truck, date stamping and
verification by route supervisors.
Perrysburg, Ohio explains that his drivers are making 40-50,000 per year with a compensation plan that offers an
hourly wage along with an incentive of between .25 and .85 per unit serviced. Stange, who says that driver turn
over is not a problem with their company, notes the incentive program helps to even out seasonal route changes,
minimizing the need for a lot of overtime. Stange also noted that rather than increases in hourly rates, his company
has found it beneficial to increase the per unit incentive. Regarding portable restroom service drivers, Stange
explained, “they are your calling card, if your product(units in the field) fails, you are a failure.” Drivers are held to
performance levels and have the opportunity to lose incentive pay for a day, should a customer service complaint
be lodged and verified as legitimate, although hourly rates always stay in place. Stange says that complaint
verification is conducted using three processes including a satellite tracking system on the truck, date stamping and
verification by route supervisors.
“The starting wage for our portable toilet/restroom service drivers is 16.00 with a 1.00 raise after their 90-day
probation period,” says Jim Youngblood Sr. Who serves as Executive VP and CEO for California-based Acme and
Sons. “We also provide insurance for the employee and pay the Lions’ share for their families. For example an
employee married with any number of children will pay approximately 250.00 per month for a PPO Blue Cross
insurance plan with a 15-dollar co pay and 10 dollar medicine costs at the pharmacy. We on the other hand will pay
approximately 1,100 less the 250 paid by the employee, which is taken as a pretax deduction,” he explained.” We
are in a 125-Cafeteria plan which allows the employee to deduct his/her cost of the plan, or better said they are
taxed on the portion of their income after deducting the amount spent on health insurance.
probation period,” says Jim Youngblood Sr. Who serves as Executive VP and CEO for California-based Acme and
Sons. “We also provide insurance for the employee and pay the Lions’ share for their families. For example an
employee married with any number of children will pay approximately 250.00 per month for a PPO Blue Cross
insurance plan with a 15-dollar co pay and 10 dollar medicine costs at the pharmacy. We on the other hand will pay
approximately 1,100 less the 250 paid by the employee, which is taken as a pretax deduction,” he explained.” We
are in a 125-Cafeteria plan which allows the employee to deduct his/her cost of the plan, or better said they are
taxed on the portion of their income after deducting the amount spent on health insurance.
We also have a 401K with Profit Sharing, we contribute 25% as a matching contribution of the employee’s portion
he or she decides to save for retirement. Up until last year we paid 100% of the employee and family’s health
insurance. Regarding wages we have a sliding scale that will allow a good portable restroom service driver to earn
up to 21.00 per hour after four years with our company sometimes more, a permanent relief driver will earn 1.00
more, as will those service drivers who are able to sustain quality service in areas like San Francisco. T hey can
expect to get a cost of living increase yearly or move to a management position if so motivated and willing to
learn,” he said, noting,” these things actually will save money if properly applied and vigilantly adhered to.”
In regard to attracting and retaining portable restroom service drivers, Jess Thompson, President, Johnny on the
Spot based in New Jersey explained, “We built a facility which we are all proud to come to each morning. The
portable restrooms and other equipment are kept in very good condition, so portable restroom service drivers are
proud to present it. We are an employee focused company, morale is monitored on a daily bases, adjustments to
policy are frequent. Our profit-sharing contribution has been 10% on top of wages for more than 15 consecutive
years, and employees make their own investment choices.
We treat each staff member like the important team member that they are; picnics, bowling tournaments, holiday
parties and frequent meetings help them fit in quickly. Tenth and twentieth anniversaries with the firm are a big
deal. A celebration with large bonuses, gifts and trips are the norm. People who are rewarded with responsibility
over others, are coached on managing our culture. Incentives are used where possible, successes are rewarded.
When necessary, some are removed from their position. We expect problems, but we really dislike repetitive
ones! Everyone has direct access to the President, and managers are held accountable to be concerned about
their staff’s needs. Voices are very rarely raised, respect for one another is required, leadership is by example. In
short, we try to maintain an enjoyable atmosphere with excellent opportunities for personal growth. As a result, we
have had several incredible people give decades of service to this company.”
In Florida, Eric Anderson of Anderson Rentals says in regard to health insurance, “we provide 80% of individual
policy premiums while portable restroom service drivers pay other 20% plus 100% of spouse or family coverage.”
Anderson, who runs a fleet of about 6,000 portable restrooms, went on to explain, “we offer three types of plans
for them to choose from...depending on the policy they want. While Anderson acknowledges their company does
little to attract portable restroom service drivers he is quick to explain, “our company does enjoy good word of
mouth by current employees telling others what a great company we are to work for. We will pay a $100 finder’s
fee to all employees that refer new applicants. (A new employee has to be here 90 days in order for the finder fee to
be paid to the referring employee.)”
“High turn over in our industry is expensive”says Simon Elliot of Texas-based Vantex.” New employees do not
service portable restrooms with the same efficiency and quality. New employees do not take care of the equipment
the way experienced employees do. It is hard to meet customer demands when you are continually replacing and
training employees. To get and keep good employees you have to offer them several things, competitive wages, 10
to 14 dollars per hour, maybe more, benefits, employees with families have to have a good health care program and
some sort of retirement program. Everyone knows that Social Security will not support the retirement of employees
25 years from now. Paid vacations, we start with two weeks per year and our most senior employees get four
weeks per year. There is also the availability for advancement. No motivated employees want to stay at the same
level forever. You have to establish a corporate ladder they can climb and achieve more for themselves. A fair but
strict evaluation system is in place so employees understand what the criteria is and when they are meeting it. Over
paying an employee is far worse than underpaying an employee. All employees are not created equal. Without an
evaluation system the good employees are not rewarded and the bad employees never improve. Most important, if
the market you are competing in does not support good pricing, i.e., if all your competition is happy working for
peanuts...then ignore the above comments and either find a new market or do all the work yourself!!! It is very
hard for a company to develop employees and grow when the competition wants to work for free...The portable
restroom industry is slowly understanding that price and profit are more important than bragging at the local bar
about the 200 portable restrooms you have out.”
An operator out of California, choosing not to disclose the name of their operation, shared “We attract and retain
quality portable restroom service drivers by paying efficiency incentives and holding meetings where drivers can
input ideas and identify areas for improvement. When these suggestions are implemented, the drivers see that what
they say has impact and the company listens to them. They take more ownership of their areas of responsibilities
and are more willing to go the extra mile to take care of the customers.” This particular company sported an hourly
starting wage of 16.10, health, dental, visions as well as 401K.
Tommy Edmunds of Edmunds Waste Removal in Virginia is one of many that believe it takes more than a great
benefit package to attract and keep employees. Edmunds who absorbs the premium cost, providing health
insurance for employees says “even with improving our benefit package over the past several years, finding
employees with a strong work ethic has been extremely challenging.”
Some portable restroom operators have found success in developing incentive programs that reward drivers for
work accomplished, rather than purely paying a salary or hourly wage. Tom Stange of C&L, based in Perrysburg,
Ohio explains that his drivers are making 40-50,000 per year with a compensation plan that offers an hourly wage
along with an incentive of between .25 and .85 per unit serviced. Stange, who says that driver turn over is not a
problem with their company, notes the incentive program helps to even out seasonal route changes, minimizing the
need for a lot of overtime. Stange also noted that rather than increases in hourly rates, his company has found it
beneficial to increase the per unit incentive. Regarding portable restroom service drivers, Stange explained, “they
are your calling card, if your product(units in the field) fails, you are a failure.” Drivers are held to performance
levels and have the opportunity to lose incentive pay for a day, should a customer service complaint be lodged and
verified as legitimate, although hourly rates always stay in place. Stange says that complaint verification is
conducted using three processes including a satellite tracking system on the truck, date stamping and verification
by route supervisors.
he or she decides to save for retirement. Up until last year we paid 100% of the employee and family’s health
insurance. Regarding wages we have a sliding scale that will allow a good portable restroom service driver to earn
up to 21.00 per hour after four years with our company sometimes more, a permanent relief driver will earn 1.00
more, as will those service drivers who are able to sustain quality service in areas like San Francisco. T hey can
expect to get a cost of living increase yearly or move to a management position if so motivated and willing to
learn,” he said, noting,” these things actually will save money if properly applied and vigilantly adhered to.”
In regard to attracting and retaining portable restroom service drivers, Jess Thompson, President, Johnny on the
Spot based in New Jersey explained, “We built a facility which we are all proud to come to each morning. The
portable restrooms and other equipment are kept in very good condition, so portable restroom service drivers are
proud to present it. We are an employee focused company, morale is monitored on a daily bases, adjustments to
policy are frequent. Our profit-sharing contribution has been 10% on top of wages for more than 15 consecutive
years, and employees make their own investment choices.
We treat each staff member like the important team member that they are; picnics, bowling tournaments, holiday
parties and frequent meetings help them fit in quickly. Tenth and twentieth anniversaries with the firm are a big
deal. A celebration with large bonuses, gifts and trips are the norm. People who are rewarded with responsibility
over others, are coached on managing our culture. Incentives are used where possible, successes are rewarded.
When necessary, some are removed from their position. We expect problems, but we really dislike repetitive
ones! Everyone has direct access to the President, and managers are held accountable to be concerned about
their staff’s needs. Voices are very rarely raised, respect for one another is required, leadership is by example. In
short, we try to maintain an enjoyable atmosphere with excellent opportunities for personal growth. As a result, we
have had several incredible people give decades of service to this company.”
In Florida, Eric Anderson of Anderson Rentals says in regard to health insurance, “we provide 80% of individual
policy premiums while portable restroom service drivers pay other 20% plus 100% of spouse or family coverage.”
Anderson, who runs a fleet of about 6,000 portable restrooms, went on to explain, “we offer three types of plans
for them to choose from...depending on the policy they want. While Anderson acknowledges their company does
little to attract portable restroom service drivers he is quick to explain, “our company does enjoy good word of
mouth by current employees telling others what a great company we are to work for. We will pay a $100 finder’s
fee to all employees that refer new applicants. (A new employee has to be here 90 days in order for the finder fee to
be paid to the referring employee.)”
“High turn over in our industry is expensive”says Simon Elliot of Texas-based Vantex.” New employees do not
service portable restrooms with the same efficiency and quality. New employees do not take care of the equipment
the way experienced employees do. It is hard to meet customer demands when you are continually replacing and
training employees. To get and keep good employees you have to offer them several things, competitive wages, 10
to 14 dollars per hour, maybe more, benefits, employees with families have to have a good health care program and
some sort of retirement program. Everyone knows that Social Security will not support the retirement of employees
25 years from now. Paid vacations, we start with two weeks per year and our most senior employees get four
weeks per year. There is also the availability for advancement. No motivated employees want to stay at the same
level forever. You have to establish a corporate ladder they can climb and achieve more for themselves. A fair but
strict evaluation system is in place so employees understand what the criteria is and when they are meeting it. Over
paying an employee is far worse than underpaying an employee. All employees are not created equal. Without an
evaluation system the good employees are not rewarded and the bad employees never improve. Most important, if
the market you are competing in does not support good pricing, i.e., if all your competition is happy working for
peanuts...then ignore the above comments and either find a new market or do all the work yourself!!! It is very
hard for a company to develop employees and grow when the competition wants to work for free...The portable
restroom industry is slowly understanding that price and profit are more important than bragging at the local bar
about the 200 portable restrooms you have out.”
An operator out of California, choosing not to disclose the name of their operation, shared “We attract and retain
quality portable restroom service drivers by paying efficiency incentives and holding meetings where drivers can
input ideas and identify areas for improvement. When these suggestions are implemented, the drivers see that what
they say has impact and the company listens to them. They take more ownership of their areas of responsibilities
and are more willing to go the extra mile to take care of the customers.” This particular company sported an hourly
starting wage of 16.10, health, dental, visions as well as 401K.
Tommy Edmunds of Edmunds Waste Removal in Virginia is one of many that believe it takes more than a great
benefit package to attract and keep employees. Edmunds who absorbs the premium cost, providing health
insurance for employees says “even with improving our benefit package over the past several years, finding
employees with a strong work ethic has been extremely challenging.”
Some portable restroom operators have found success in developing incentive programs that reward drivers for
work accomplished, rather than purely paying a salary or hourly wage. Tom Stange of C&L, based in Perrysburg,
Ohio explains that his drivers are making 40-50,000 per year with a compensation plan that offers an hourly wage
along with an incentive of between .25 and .85 per unit serviced. Stange, who says that driver turn over is not a
problem with their company, notes the incentive program helps to even out seasonal route changes, minimizing the
need for a lot of overtime. Stange also noted that rather than increases in hourly rates, his company has found it
beneficial to increase the per unit incentive. Regarding portable restroom service drivers, Stange explained, “they
are your calling card, if your product(units in the field) fails, you are a failure.” Drivers are held to performance
levels and have the opportunity to lose incentive pay for a day, should a customer service complaint be lodged and
verified as legitimate, although hourly rates always stay in place. Stange says that complaint verification is
conducted using three processes including a satellite tracking system on the truck, date stamping and verification
by route supervisors.
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