AAIM offers a wealth of resources and assistance to ensure that the area of Compensation is maximized to support your organization’s mission and general business objectives.

In addition to our annual surveys, which can be purchased by both members and non-members, AAIM member organizations benefit greatly from the custom surveys and services described here. Please contact our office directly to find out how we may assist you in this key area.

AAIM conducts several annual and bi-annual surveys in order to compile up-to-date information regarding wages and benefits in a diversity of industries and businesses.

This information is invaluable when planning a wage, salary and benefits program or when comparing your own organization’s pay and benefit levels to other employers.

AAIM’s New England Employers Associations’ Wage & Salary Surveys are the most comprehensive collection of compensation data for Connecticut employers. Hundreds of Connecticut employers as well as those from the surrounding New England States participate in this annual survey, making it the most extensive survey of its kind.

AAIM’s annual National Wage & Salary Survey is a composite of data from AAIM and other leading employer associations from across America. This national survey provides information on wages and salaries being paid for selected common benchmark positions.

Information on personnel policies, employment practices, employee benefits, training, safety and health practices and virtually every other non-salary-related aspect of a compensation system is reported in the National Policies & Benefits Survey sponsored by AAIM and its affiliate employer associations.

The National Executive Compensation Survey is conducted in cooperation with other employer associations from major metropolitan areas across the United States. This annual survey provides some of the most meaningful and informative top management compensation data for executive level positions in manufacturing and service industries.

AAIM has successfully helped organizations develop equitable and competitive wage and salary structures for many decades.

Using current survey data, appropriate for the company’s geographical area and industry, AAIM performs mathematical analyses of the existing incumbents’ pay rates and compares them to benchmark survey data to determine the relative fairness and market competitiveness of the company’s existing pay scales. Compensation trend curves are developed which depict the relationship of existing pay rates by labor grade classification to ascertain where the company’s pay practices fall below survey norms, meet survey norms and exceed survey norms.

Based on the organization’s compensation philosophy, financial resources and management approach, custom tailored compensation structures are then developed that recognize the different levels of skill, effort, responsibility, job conditions and supervision associated with the different groupings of positions in the company. Compensation rate ranges with minimum, midpoint and maximum pay rates can then be established for each labor grade that exists in the organization to provide a basis for wage and salary planning purposes. Deviant pay rates which fall outside the suggested ranges can then be identified and adjusted over time so that the company’s pay scales can be transitioned back into appropriate market competitive boundaries. This approach restores internal as well as external pay equity parameters for the organization.

Allow AAIM to assist you in purposefully linking a wage administration program to your organization’s mission and general business objectives.

There is much more to compensation than salary alone. Total worth isn’t always about money. It is about helping employees feel as though they make a difference.

The design and management of a wage administration program is critical to an organization’s strategic plan. Compensating employees in ways that enhance motivation and growth while, at the same time aligning their efforts with the overall objectives, philosophies, and culture of the organization is a major consideration for all growing companies.

How compensation is allocated among employees sends a message about what management believes is important to the organization. An employee’s salary represents a quantitative exchange between the company and the employee for the contributions and value the employee brings. Research demonstrates that employees’ perceptions of pay equity, internally and externally, can have dramatic effects on motivation and productivity.

AAIM can assist you in tailoring your wage administration program to the changing needs of your organization. We can help develop compensation policies that will guide management in making decisions regarding:

Sound wage administration policies enhance a company’s strategic plan by controlling the compensation budget in addition to rewarding employees’ past and present contributions to the organizational goals.

Balancing all of these concerns and remaining competitive is a dynamic process and challenge for all organizations.

AAIM conducts customized surveys for member companies to provide wage and salary data specific to their industry for benchmark positions. Custom surveys provide valuable wage data enabling companies to recruit and retain qualified workers.

AAIM staff specialists are available to conduct on-site audit services.

Payroll is usually the largest single expense in doing business. Closely monitoring such a major expense assures employers that their compensation system is appropriately designed and administered.

Compensation audits conducted at regular intervals can identify potential problem areas; assure compliance with federal and state regulations; and maintain internal pay equity principles.

An audit of compensation practices and policies can uncover discrepancies that may save thousands of dollars in fines, litigation fees, backpay awards, and employee-relations problems.