SAS makes FORTUNE’s Best Companies list for 11th straight year

Business intelligence leader rises 19 places

CARY, NC  (Jan. 22, 2008)  –  SAS, the leader in business intelligence, has once again been named to FORTUNE magazine’s list of the “100 Best Companies to Work For” in America. This is the 11^th straight year that SAS has made the list. In addition to rising 19 places to number 29 on the list, SAS was singled out as one of the 25 top-paying companies on the list, and one of six with the best gyms, as well as one of the best for healthcare, childcare and work/life balance. 

“We’re always honored to be on the list,” said SAS Chief Marketing Officer Jim Davis. “Treating employees well has a bottom-line benefit in creativity, quality and ultimately in satisfied customers. It’s important to spread that message.” 

SAS has long been recognized as an innovator in encouraging employee work/life balance. Employees at the headquarters campus in Cary, NC, enjoy onsite amenities including healthcare and daycare centers, a 66,000-square foot recreation and fitness center, plus incentive programs to reward employee wellness. 

In 2004, SAS’ consistent appearance on the list earned the company a membership in the magazine’s Hall of Fame, whose 22 inductees have appeared on every list since 1998.

The full list and related stories appear in the Feb. 4 issue of FORTUNE, available on newsstands Jan. 28 and at www.fortune.com on Jan. 22. 

The competition for the FORTUNE list has become more competitive, Davis noted. 

“Every year, more and more companies learn the lessons that we’ve incorporated from the beginning,” he said. “The competition is good for everyone, and for American business,” Davis concluded. 

Of some 1,500 firms that were contacted, 406 companies participated in this year’s survey. Nearly 100,000 employees at those companies responded to a 57-question survey created by the Great Place to Work Institute. Most of the company’s score (two-thirds) is based on the results of the survey, which is sent to a minimum of 400 randomly selected employees from each company. The other third of the scoring is based on the company’s responses to the institute’s Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions about hiring practices, methods of internal communications, training, recognition programs and diversity efforts, etc.

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