Compensation Plan
Project details
What we need
- Review of job descriptions, pay structure, internal value, competitive market data, non-monetary rewards and benefits
- Recommendations for updating staff compensation and incentive plans
Additional details
This may evolve into 2 projects.
Our job descriptions and how we position ourselves on our website may not be marketable and attractive to potential candidates. Our job descriptions need a revamp and how we describe our culture and benefits.
What we have in place
- I have all the pay data for every employee and an idea on ranges as well pay grades. We need another to review for expertise and suggestions.
How this will help
This project will save us $6,746 , allowing us to This project will save us $6746, allowing us to reduce our general operating costs and apply the money to funding mental healh clinician or legal advocacy hours to clients.
The nonprofit compensation isn't typically competitive and add to that the cost of living in the San Francisco Bay Area The best we can do is pay as fairly as we can position ourselves within a certain benchmark say above "50th percentile" and make sure are internally equitable I need help in creating a fair and easy to understand compensation plan not tied to merit but adjusted for key skills and how it relates to tenure If an employee decides commits to our mission then how do we fairly pay going forward Turnover is so high.
Project plan
Our mission
Our values and vision recognize the connection between social and institutional oppression (including sexism, racism and heterosexism) and violence, including intimate partner abuse, and the fact that intimate partner abuse results from and is perpetuated by societal beliefs and norms. Our broad spectrum of services address the intergenerational nature of violence and our goal of creating a community where intimate partners treat one another with mutual respect, compassion and integrity.
Help us end intimate partner abuse and bring hope to life.
