What Belongs in a Nonprofit CEO Job Description? When a nonprofit is ready to hire a new Chief Executive Officer, whether you call that person CEO, President & CEO, or Executive Director—the job description becomes one of the most powerful tools you have. It...
Salary transparency job postings are no longer optional — they’re essential for attracting top executive talent in 2026. Here’s why hiding compensation is the biggest mistake in your hiring strategy. Why “Competitive Salary” Is Killing Your...
Fair Compensation in Nonprofits For years, a persistent, and frankly inaccurate, narrative has shadowed the nonprofit sector: that a commitment to mission must come at the expense of fair compensation. This belief often makes senior leaders uncomfortable with the very...
While the world of nonprofits is known for favoring altruism and the public good, all employees still expect to earn fair compensation for their labor. When it comes to interviewing for a nonprofit position, the topic of salary and compensation is an understandable...
Q: My recent one-hour interview went very well. It is an exciting opportunity for the right person, and what they propose is a needed initiative in the community. They are looking for a leader with knowledge of the area and with relationship-building skills who can...
Q: I have made it to the second round of interviews for a position that interests me, and I need to address salary. I am a female executive with 20 years’ of solid, leadership experience. How should I go about approaching this sensitive issue? A: Earlier in my...
Occasionally, I find myself watching the wise and wealthy Suze Orman on one of her various, televised programs for PBS. Her “People first, then money, then things” mantra is one of her positive affirmations that I take to heart. Of course, Suze is laughing all the way...
For the vast majority of the country’s more than 1.2 million registered 501(c)(3) organizations, the development function, and therefore development professionals, has always been of critical importance. Today, while the profession itself faces increased demands...
In part 1, I outlined a model of human resources maturity among nonprofit organizations based on the clear delineation of position, person and performance. I also examined the first two phases of this maturity including their implications for the design and...
During my years working as a consultant to nonprofits, I have observed three basic phases of organizations’ human resources maturity. This maturity can be defined in terms of how much delineation exists between position, person and performance. Each phase has...
In my previous post, I made a case for the use of salary ranges as the foundation of a formal compensation program for nonprofit organizations. Particularly for organizations experiencing or have experienced significant growth, the use of salary ranges can go a long...
In a recent post, compensation consultant Ann Bares questions whether salary ranges, long a staple of compensation programs among America’s companies and organizations, are still a useful tool given the relatively slow pace of salary annual growth during the...
“Managers are commonly ill-equipped to understand the dynamics of their compensation costs, never mind monitor and control them.” I was struck by this statement by Chuck Csizmar in a recent post on the Compensation Cafe blog. Chuck was making a case for...
A recent survey found that 73% of nonprofit organizations have a formal policy to review executive compensation. As a human resources and management consultant to nonprofits, what I found striking about this statistic is that it means 27% of organizations do not have...
Question: How do you ask for a raise? Answer: From what I am seeing and hearing, the practical answer is that you don’t. Many employers are not even hiring on a full-time basis let alone giving raises. Many have cut bonuses or have made them entirely...
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