American Institutes for Research Reviews

Pros

Flexible work arrangements. Ability to work from several different offices and easily reserve cool visitor offices with sit/stand desks.

Advice to Management

Other leaders need to be more visible - The CEO is very visible and approachable but others also need to step up.

Pros

I love that AIR is big enough that it has solid infrastructure supports (IT, facilities, HR, etc) which many non-profits skimp on by necessity. I have found staff to be very mission-driven. Everyone is really focused on the goals of our projects and improve people's lives. Benefits are really good for a non-profit. Health Insurance isn't great, but it's not the worst I have seen. It's a very fast-paced work environment and there is a lot of flexibility so long as you're getting your work done. Competitive salary and bonus structure.

One of my favorite things is that AIR is very supportive of career/professional development. Lots of opportunities to learn new content and skills on the job. Lots of supports from AIR for learning outside the organization, too. Staff here love learning.

Pros

This is a great place to work, especially because of the people. The people are definitely what makes me hold on to the organization during times of low morale.
It is also a great place to be if you have an entrepreneurial spirit, as you can draw your own trajectory and change paths half way. With the caveat that you need a good staff manager to advocate for you. But more often than not, people above you care and advocate for you.
Benefits are good and there is a lot of flexibility in terms of location and schedule. The new offices are really nice, and AIR is not buying into the whole shared space/cubicles culture, allowing most employees to have their own office or share it with one person at most.

Advice to Management

The inability to get staff promoted without advance degrees and the loss of market value for staff who have been around for 4+ years, sends a message that loyalty is not valued. Mid/senior level employees who have been in the organization for several years are incredibly valuable, as they possess institutional knowledge and can get things done in less time. I think there has been a loss of talent in recent years because of this - AIR should consider more generous salary adjustments based on market value and performance.
Similarly, AIR should consider promoting L2s and 3s who show potential regardless of their degree so we don't keep losing valuable employees. We are sending a message that they are dispensable.

Pros

Diversity of the work: You can be on a lot of different types of projects (which can also be a con) and this can help you gain different skills and work with various people, rather than being stuck on one project.

Great benefits

If you end up with a manager who cares about you, you will have an incredible experience.

Advice to Management

Train (more) mid- and higher-level staff on the importance of mentoring and how it can be done in different ways. Not everyone is a natural at mentoring junior staff and this can create visible inequities among the staff.

Pros

Flexible work schedule for most staff

Advice to Management

I have none to offer

Pros

I worked with some very talented people and made some good connections. Pay was decent going in but then stagnated. Your experience can change drastically depending on who your manager is so if you get a good one you are likely to last longer.

Advice to Management

Focus more on supporting, developing, training, and appreciating your employees. Do not promote people to managment and leadershop roles without training or mentoring them. Just because a person has a lot of experience or great content knowledge does not mean they know how to manage people. Seek honest feedback from your employees and show appreciation for those who work hard. If you are going to use metrics, make them realistic. Update them. Position people based on where they have interest and will best thrive. Teach your managers how to put some time into the front end to think through not only outcomes, but the best way to achieve them . Give them TIME to do this. Train and support your people, and get away from the "triage" model as a long-term, systematic approach. Don't use a 5-point rating scale for performance reviews and then tell people that getting a 5 is impossible, that a 4 is akin to a miracle, and that you will still be required to go above and beyond to get a 3. Take a look at the roots of the thematic issues that keep repeating in the organization. Why is the turnover so high? What are practices so inconsistent? Why is morale so low? Why are some people severely overworked and other people under-utilized? The people you hire will never be able to outperform the system you've put in place or rise above the culture you've created. I would highly suggest bringing in an outside consultant--there's a lot of potential within AIR that has yet to actualize.

Pros

Work life balance is great

Advice to Management

To engage employees more often

Pros

I work with amazingly smart, friendly people. (Note that it depends where you work in AIR--some divisions like assessment are known snake pits).

Compensation is good and the offices are really nice.

Advice to Management

If you don't have a plan beyond "let's hope for more wins," we're all hosed.

Address the low morale asap.

Pros

Flexibility, flexibility, flexibility. Lots of intellectual responsibility and creativity.

Advice to Management

Provide support staff in-office.

Pros

Great location in Georgetown. Flexibility to work from home depending on your manager. Many positions are remote. The benefits are decent and they have events that keep employees engaged (Ice cream socials, holiday parties, Pi day, happy hour, etc.). There's a mix of independent and collaborative work. If you work on site at any of the offices, there's usually a bagel or a donut day.

Advice to Management

Focus on retention. There have been some really talented people that have left within the past five years. Your employees want the company to grow, just not at the expense of work/life balance.