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For the first time, TRSA has responded to a member need to learn more about salaries and bonuses paid in the textile rental industry. Many industries have had this type of information for many years. The Executive Compensation Service of the American Management Association provides information for general application to all industries as well as information for specific industries. Now, TRSA has conducted its own management salary survey as a means of answering many of the questions concerning compensation of key employees in the linen supply, commercial laundry, and industrial laundering industries. In mid-1979, a questionnaire was sent to all parent company members. Data was requested concerning base salary and bonus levels for the major management functions typically found in organizations within the industry. Current positions surveyed included chief executive, financial, marketing, service, production, maintenance, purchasing, personnel, engineering, EDP, and merchandise control positions. The survey was constructed to permit analysis of results according to corporate, plant, and marketing areas. A request was made for sales volume, number of employees, and reporting relationship to provide for further detailed analysis of the data.  TRSA's Personnel Committee, under whose direction the survey was performed, was gratified by the cooperation of 62 parent companies. The support of these companies, in this initial undertaking, made possible a valid data base. Upon a policy recommended by the TRSA Personnel Committee, detailed survey results are available only to participating member companies. This policy was restated so that a maximum number of companies would be encouraged to participate in the 1980 Management Salary Survey. Survey forms for the 1980 Management Salary Survey will be sent out this month. The chart which accompanies this article shows the compensation for key corporate positions and key plant positions. The table indicates the relationship of the average total compensation of the chief operating officer and the general manager to their subordinate positions. These percentages should be used with extreme caution, as not all companies have all of the positions. However, careful, independent judgment can make the percentages useful to many companies. |