How much you pay your staff is determined by a complex array of internal and external factors. Nonprofits want to make sure their compensation standards are in-line with peer organizations, but also don’t want to lose talent to the higher paying for-profit sector.
There’s also the issue of pay equity and fairness. How can nonprofits fight for creating a just society when our own internal policies still reflect historical inequalities?
These factors, combined with local and federal laws, can make compensation design complicated. So where do you start? A good place to begin is by studying market research into comparable salaries. While some employees can be compensated differently, straying too far from market averages could lead to inequitable practices like paying women, people of color, and immigrants lower than they deserve.
The following resources can help you make optimal salary decisions that keep employees happy and engaged in the nonprofit sector for a long time:
- 2017 Nonprofit Organizations Salary and Benefits Report (Nonprofit Times)
- TSNE MissionWorks Nonprofit Compensation Report for Southern New England, and Westchester County, New York.
- Washington State: The Archbright's Wage & Compensation Survey (Non-Profit Special Report)
- Many nonprofit state associations produce wage and benefit reports: state specific salary and benefits reports (produced by state associations of nonprofits in conjunction with Columbia Books)
- National nonprofit salary and benefits report (Columbia Books)
Some of these surveys are for all employees and others are specific to the nonprofit sector. Some of the nonprofit specific surveys cover benefits as well as salary levels.