Due to a combination of factors, including salary competition and burnout, nonprofits are facing workforce shortages that make strategic hiring more important than ever. In fact, in a recent survey by the National Council of Nonprofits, nearly three out of four (74.6%) nonprofits reported job vacancies within their organizations.

Picture this: You’re the leader of a new nonprofit and are in charge of building the organization from the ground up. Items on your immediate to-do list might be spreading awareness of your mission, acquiring donors and volunteers, and applying for grants to cover initial overhead costs.

A Compliance Notice from the 501 Commons Human Resources Program

Competitive compensation packages help you lead a more successful nonprofit hiring process. Attractive compensation offerings appeal to prospective employees in the recruitment phase and can pave the way for long-term employee retention.

Every major gift your nonprofit receives represents hours of careful research, thoughtful stewardship, and meaningful solicitation work. As the largest contributions your nonprofit receives, these gifts have the power to truly drive your mission forward.

Starting January 1, WA’s minimum wage will increase to $16.28 per hour for employees ages 16+. This represents a 3.4% increase from this year. This new rate applies to nonprofit employers of all kinds.

Every quarter, all WA-based employers – including nonprofits! – must complete and file a Paid Family and Medical Leave report and pay premiums. With the launch of WA Cares Fund on July 1, this means additional reporting is required.

Starting on July 1, nonprofits in Washington need to deduct premiums from their employee's paychecks to fund the Washington Cares Fund, a state-operated long-term care insurance program open to anyone 18+.

Most of you have probably implemented the overtime and minimum wage changes that went into effect on January 1, but we want to ensure that organizations are aware of all the provisions of these regulations and are not leaving themselves open to fines, back wages, or court cases by being out of compliance.

Starting a new job triggers feelings of excitement but also some level of anxiety. Haphazard or nonexistent onboarding can be detrimental. It may portray the organization negatively (as not caring about its employees) or just being lackadaisical in all its operations. However, an official onboarding plan can alleviate feelings of discomfort and point new employees in the right direction as they begin their association with you.