Wage and benefit
analysis & surveys

Ensure your wages and benefits are competitive
enough to retain and attract top talent.

Total compensation plans need to be designed with organizational goals in mind

As organizations evolve and grow over time, sometimes wages and benefits don't evolve and grow with them – which can result in compensation that is out of alignment.

Are you offering outdated wages and benefits?
Contact us to learn more.

Wage and benefit analysis and surveys

Consider who benefits

Organizations that have high turnover and/or difficulty recruiting and hiring qualified candidates

Organizations that have experienced rapid growth or large shifts in employee numbers and responsibilities due to layoffs, reorganization, mergers/acquisitions or successful growth strategies

Organizations moving into a new line of business or industry sector in which wage and benefit expectations may be very different

Organizations seeking to drive cultural or organizational change through a link to wages and benefits

Organizations that have not conducted a wage and benefit analysis or survey in the past two or three years

Consider the benefits

Help attract and retain talented workforce by determining equitable and competitive pay rates to offer internally and externally

Create a fiscally responsible compensation structure that aligns with the organization's compensation philosophy and protects the bottom line

May maintain and increase employee satisfaction if wages and benefits are perceived to be fair

Helps identify potential sources of employee dissatisfaction if wages and benefits vary widely without a solid basis for differentiation

Drive potential payroll savings if wages are found to be higher than market and need to be adjusted

How AGH's wage and benefit analysis and surveys can help your organization

Are you offering wages and benefits competitive enough in the marketplace to interest top talent? Are you paying long-time employees who haven't improved their skills or abilities more than they should be earning? Could you be fostering resentment in the organization with inconsistent wage and benefit packages?

A wage and salary survey is a comprehensive examination of the positions identified as needing evaluation. For each position, our HR advisor reviews criteria including the job description, title, level of experience, education, knowledge, skills and abilities required and preferred, responsibilities carried out within the organization, and current wage and benefit data. Based on that detailed profile of each position, AGH makes a comparison to similar positions locally, nationally, and within industry sectors.

The organization will receive a report outlining wage and benefit ranges for each position, as well as a brief summary of any recommendations or commentary noting where changes might be considered in the overall wage and benefit structure based on national, local and industry standard practice. If significant or serious issues are identified in the survey, a full compensation structure review and development engagement may be appropriate.

Frequently asked questions

What are some signs that my organization may need to consider doing a wage and benefit analysis?

High turnover and applicants not accepting job offers are two red flags. With the current labor market, we also encourage organizations who have not conducted a wage/benefit review in the last 18 months to consider doing so now.

How does AGH select comparable organizations and/or what data sources does AGH use to compare pay and benefits?

We work with you to understand your competitors for your products/services and also for your talent. We may include organizations based on geographic location, revenue size, types of employees, etc. We use a subscription-based salary database, US DOL databases, and industry-specific salary resources when available to ensure we get a comprehensive view of your labor market.

Are your wages and benefits competitive? Contact us to find out.

Carrie Cox

Vice President
HR & Org. Development Services

Carrie has experience in a variety of human resource functions, including labor laws, compensation structures, employee classification, benefits administration, performance management and human resource best practices. She has served clients in a number of industries, including manufacturing, construction, banking, government, and not-for-profits. Carrie is a member of the national and local chapters of the Society of Human Resource Professionals (SHRM) and serves on the Wichita chapter board of directors.

She is a certified practitioner for the Myers-Briggs Type Indicator® and the Hay Group’s Emotional and Social Competency Inventory. Her additional certifications include Certified Professional Coach from the Academy of Creative Coaching, Professional in Human Resources (PHR) from the Human Resource Certification Institute, and SHRM-CP designated by the SHRM.