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.
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 way toward ensuring salaries are equitable and competitive while, at the same [...]
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 past two decades. There is no question that administering salaries — and, in particular, differentiating rewards according [...]
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 a formal policy.
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 discretionary. If, despite the uncertain times and these hesitant [...]