2013 Nonprofit Salary Survey

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2013

Nonprofit

Salary

Survey

Orange County

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2013 Orange County

Nonprofit Salary Survey

Report Contents

Contributors

2

Guide to Using the Survey

3

Section 1: Compensation by Position, Detailed Reports for Key

Leadership Positions

Executive Director/Chief Executive Officer 7

Associate Director/Chief Operating Officer 8

Chief Financial Officer 9

Director, Development 10

Director, Programs 11

Section 2: Compensation by Position, Brief Reports

Administrative 12

Accounting/Finance 13

Development 14

Education & Recreation 15

Employment/Work Training 17

Food Service 17

Gift/Thrift Shop, Warehouse & Food Bank 18

Housing/Community Development 18

Human Resources 18

Information Technology 19

Legal Services & Community Organizing 20

Maintenance, Grounds & Purchasing 20

Medical & Clinic Services 21

Program Management, Other than Social Services & Mental Health 23

Social Services & Mental Health 23

Volunteer, Membership & Marketing 26

Section 3: Compensation & Benefits Practices

Participant Overview 27

Compensation Practices 33

Employment Practices 37

Time-Off Practices 40

Insurance Benefits 44

Benefits Administration, Other Plans 51

Retirement Benefits 52

Executive Director/CEO Practices 53

Economic Reset 57

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Compensation & Benefits Practices, Southern California p. 2

Thank you to our Contributors

The sponsorship and support of Orange County Community Foundation and ManagEase made the survey possible. Thank you!

OneOC thanks the 116 Orange County nonprofits who participated in the 2013 salary survey – a 33% increase in numbers in this our second year of the Orange County study. Your support, time and patience to get through the comprehensive survey is greatly appreciated. Further we want to

acknowledge and thank the 506 organizations who participated in the Southern California-wide survey. This is the greatest number of organizations ever included in the 22-year old survey.

Center for Nonprofit Management

The Orange County survey is part of a larger Southern California-wide effort overseen by the Center for Nonprofit Management (CNM), www.cnmsocal.org. CNM has managed the survey for over 22 years. Thank you to CEO, Regina Birdsell, 2013 Survey Project Leader Alexandra Reynolds, Jessica Vallejo and the CNM team.

Sally Angel of ASConsulting

offered a detailed analysis and interpretation of the Survey results, providing context and meaning to what might otherwise be simply a collection of data. She has also updated information on important employment law changes.

Employer’s Group

is the leading source for intelligent business, HR solutions and employer advocacy. It provided research consulting and logistical and technical assistance in gathering and compiling the 2013 Survey information. Special thanks to Juan Garcia, Carmen Chavez, Salvador Curiel, Mark Wilbur and team.

OneOC Team

The efforts to provide the 2013 salary survey and all OneOC services extend beyond a small group. Thank you to the OneOC team and to project leaders Julie Holdaway and Brittanie Murch.

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Guide to Using the Survey

The 2013 Orange County Nonprofit Salary Survey is divided into three main sections:

Section 1: Compensation by Position, Detailed Reports for Key Leadership Positions (Orange County-specific)

Compensation reported is Orange County-specific data as reported by 116 nonprofit organizations in Orange County. Includes base pay and total compensation for each position listed in the survey according to several variables, including budget size, field of service, location and managerial responsibility.

Section 2: Compensation by Position, Brief Reports (Orange County-specific)

Compensation reported is Orange County-specific data as reported by 116 nonprofit organizations in Orange County. Data provided is minimal, including percentile, average compensation, and incentives/bonus.

Section 3: Compensation and Benefits Practices (Southern California-wide)

Benefit practices is reported Southern California-wide as reported by 506 nonprofits. Includes data on vacation, holiday, sick leave and other time-off policies, as well as insurance premiums and retirement program practices. Also included are data on salary budgets, salary increases, bonus practices, overtime and shift differential policies, as well as executive director benefits.

When using the data in this report, we suggest you consider the following:

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The Survey reports the compensation and benefit practices in effect on January 1, 2013. The findings represent the actual practices reported by the participants. The Survey, therefore, is not a scientifically selected sample from which conclusions can be drawn about all nonprofits in the area.

•

One organization often uses a different title than another organization for the same job. We strongly recommend using job descriptions rather than titles alone to match your jobs to those in the survey.

•

Review all the data subsets (such as organization budget or field of service) to locate those most relevant to your organization. Note that the pay for senior management positions is most often influenced by the size of a nonprofit organization, with larger organizations paying higher salaries. However, organization size typically has less effect on lower-level supervisory, professional or support jobs.

•

Keep in mind that pay is a moving target. In recent years, we recommended adjusting salaries upward by 0.25% per month (3.0% per year) to reflect pay movement. But given the unsettled economic environment, it is difficult to gauge how salaries in nonprofit organizations are changing. The data in this report reflect salaries in effect January 1, 2013. Based on the lower salary increase budgets reported this year, an adjustment of 0.2% per month (2.4% per year) for each month that has passed since January 1, 2013 may be more appropriate.

Participants

This year, 116 Orange County nonprofit organizations participated in the survey, a 23% increase from 94 in 2012, and 23% of the full study. 506 nonprofit responses in total in Southern and Central California, a 19% increase from 425 in 2012. These organizations provided comprehensive information on

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Data Confidentiality

To ensure the confidentiality of all data, a minimum number of responses are required for each statistic. A minimum of four organizations and four employees is required to report compensation in any data subset. At least four incumbents (employees) in a data subset are required to report the average, and five incumbents are required to report the median. The 25th and 75th percentiles are reported for

samples of at least twelve incumbents. When there are insufficient data, cells in the individual reports are left blank.

Terminology and Abbreviations

Term Definition

Actual bonus paid Not all employees who are eligible for bonuses actually receive them. The data in this row of the Compensation by Position tables detail the numbers of employees receiving bonuses and, where there are sufficient data,

information on the amounts paid.

Average salary The sum of all salaries or cash compensation divided by the number of incumbents. Average salary figures may be unduly influenced by a few extremely high or low salaries or by the wage practices of a small number of organizations if they employ large numbers of employees in a particular category. Median salaries are less influenced by extremes.

Base salary—All Employees In the Compensation by Position tables, the average full-time, annual base salary paid for the position. Part-time salaries have been annualized based on a 40-hour workweek. Base salaries do not include the cost of benefits, incentive pay, or perquisites. To convert annual salaries to hourly, weekly, or monthly figures, consult Appendix B of this report.

Cafeteria plan See Flexible Spending Benefit(FSA) plan.

Cost of living increase Periodic, across-the-board increases in base pay, designed to keep employees’ salaries in line with the rising cost of living.

Defined benefit plan A retirement plan through which a retired employee receives a specific amount based on salary history and years of service, and in which the employer bears the investment risk. Contributions may be made by the employee, the employer, or both.

Defined contribution plan A retirement plan that specifies the amount of an agency’s contribution, but may not have a formula for determining eventual benefits. The agency’s contribution is usually a certain percentage of the worker’s salary, and a vesting period—specific length of employment—may be required. See also Individual Retirement Account (IRA), Tax-sheltered annuity 401(k), Tax-sheltered annuity 403(b).

Dependent Care Spending Account (DCSA)

One of the two types of FSA (Flexible Spending Account), which holds pre-tax dollars set aside by employees for their dependent care expenses. No amount may be left in the DCSA by the end of the year, or it will be lost. Eligible for incentive/bonus The data in this row of the Compensation by Position tables indicate the

organizations that provide opportunities for an employee to receive a bonus, regardless of whether one is awarded. These may include formal plans based upon the achievement of pre-determined goals or be discretionary with leadership and/or board approval.

Exempt vs. Non-Exempt employees

Employees are classified as “exempt” or “nonexempt” in reference to the FLSA (Fair Labor Standards Act). An exempt employee is paid a salary and is not compensated for overtime hours worked. The three categories under which an employee may be considered exempt are administrative, executive and professional. These categories generally define an exempt employee as

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one who customarily and regularly exercises discretion and independent judgment in the performance of his/her duties. Exempt employees must pass a Salary Basis Test; that is, they must be compensated at a minimum weekly salary of at least $455. A non-exempt employee is paid for all overtime hours worked. Non-exempt employees generally perform operational functions such as routine clerical duties, maintenance work, and checking and inspecting equipment.

Flexible Spending Account (FSA) A Section 125 account, an FSA holds pre-tax dollars set aside by employees for their health care or dependent care expenses. No amount may be left in the FSA by the end of the year, or it will be lost. There are two types of FSA: Health Care Spending Account (HCSA) and Dependent Care Spending Account (DCSA).

Flexible spending benefit plan Benefit plans that allow employees to choose the benefits they want from a predetermined list. Employers provide a certain number of credits or dollars to each worker to ensure core coverage, and additional benefits may be purchased at an individual employee’s expense. Sometimes called cafeteria plan.

Health Care Spending Account (HCSA)

One of the two types of FSA (Flexible Spending Account), which holds pre-tax dollars set aside by employees for their health care expenses. No amount may be left in the HCSA by the end of the year, or it will be lost. Health Reimbursement

Arrangement (HRA)

An arrangement in which the employer contributes a certain amount per employee per year for health care expenses. This money may be rolled from one year to the next but is not portable if an employee leaves his/her job. Health Savings Account (HSA) Employee and/or employer make pre-tax contributions that are used by the

employee for future medical, retirement, or long-term care premium expenses. These accounts are used in conjunction with a high-deductible health insurance policy. The funds can roll over from year to year and the account is portable.

Incentive or bonus pay A periodic or one-time financial reward that compensates employees for outstanding job performance. Bonuses may be given for specific instances of employee achievement or initiative or when a worker meets or exceeds preset performance goals.

Incumbents Incumbents refers to the number of employees responding in that particular question.

Individual Retirement Account (IRA)

A defined contribution benefit plan that allows employees to make tax-deductible contributions to their own retirement accounts.

Median The data point at which 50 percent of the sample is lower and 50 percent of the sample is higher. The median is synonymous with the 50th percentile and is less influenced by extremely high or low salaries than the “average” salary figures.

Number of employees In the Compensation by Position tables, the total number of individuals reported for a specific job; the size of the sample.

Number of Organizations In the Compensation by Position tables, the number of organizations reporting employees in a specific position.

Paid Time-Off (PTO) program In a Paid Time-Off program, employees are given a set number of days off each year to be taken at their discretion (as opposed to separate time off for vacation days, sick days, and holidays).

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Percentiles The 25th percentile is the data point below which 25 percent of the sample falls. The 75th percentile is the data point below which 75 percent of the sample falls; conversely, the level above which the top 25 percent of the sample falls.

Performance-based or merit increases

Salary increases based on employee merit or performance.

Personal days / Floating Holidays Days off taken at the discretion of the employee.

Section 125 plan A plan in which certain employee benefits are paid with pre-tax dollars. Section 125 plans include premium-only plans, Flexible Spending Accounts, and cafeteria plans.

Tax-sheltered annuity 401(k) A defined contribution retirement plan that allows workers to make pre-tax contributions through salary reduction agreements with their employers. Following a change in tax regulations in 1997, 401(k) plans can now be offered by nonprofit organizations.

Tax-sheltered annuity 403(b) A defined contribution plan, similar to a 401(k), but specifically designed for use by nonprofit and public organizations.

Total cash compensation Calculated by adding base salary and bonus together and dividing by the total number of incumbents in the job, regardless of whether they received a bonus. For example,

• Average base salary for 5 Executive Directors is $50,000

• Two received bonuses: one was $5,000 and one was $1,000

(5 x $50,000) + ($5,000 + $1,000)/5 = $51,200 (Total Cash Compensation)

Job Titles with Insufficient Data

Job titles that were not reported by the minimum of four organizations with five employees have been omitted from the survey due to insufficient data.

We will continue to collect data on these job titles and hope to be able to report on them in future surveys.

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Executive Positions

005

Executive Director/Chief Executive Officer

Salary and Incentives - All Organizations _Orgs.# of _Incs.# of 25th_%ile Median _(50%) 75th _%ile Average 101 103 $85,998 $114,296 $144,997 $125,251 51 52 31 32 $3,750 $7,782 $25,389 $18,010 101 103 $87,808 $114,982 $146,977 $130,846 Budget Size # of Orgs. # of Incs. 25th %ile Median (50%) 75th %ile Average Median Bonus Median Total Cash to $499,999 Avg: $232.91K 14 15 $51,865 $60,008 $78,395 $61,891 $62,400 $500,000 - 999,999 Avg: $725.73K 19 19 $78,250 $88,109 $122,398 $97,099 $5,145 $91,520 $1,000,000 - 2,499,999 Avg: $1.63M 19 19 $87,183 $94,494 $116,490 $101,977 $5,000 $94,494 $2,500,000 - 4,999,999 Avg: $3.46M 23 23 $109,720 $140,005 $161,720 $140,310 $25,000 $145,005 $5,000,000 - 8,999,999 Avg: $6.34M 10 11 $130,000 $157,530 $130,000 $9,000,000 - 14,999,999 Avg: $11.35M 9 9 $150,010 $165,506 $17,000 $154,010 $15,000,000 and over Avg: $29.24M 7 7 $274,560 $248,646 $274,560

Field of Service 3 4 4 4 $120,144 3 3 3 3 8 9 $72,800 $110,624 $72,800 11 11 $150,010 $159,848 $8,150 $154,010 4 4 $103,498 5 5 $204,797 $164,275 $238,971 7 7 $121,347 $124,268 $121,347 15 15 $87,984 $108,160 $117,998 $126,422 $7,413 $112,006 1 1 2 2 7 7 $87,006 $91,776 $87,506 5 5 $130,000 $108,006 $130,000 23 23 $89,055 $119,995 $138,622 $117,116 $119,995 Number of Employees 31 32 $61,802 $82,139 $105,820 $84,836 $4,000 $82,649 22 22 $86,346 $107,016 $132,444 $112,977 $6,000 $110,083 25 26 $100,500 $122,502 $167,996 $139,939 $16,700 $130,242 9 9 $143,270 $166,347 $143,270 8 8 $126,797 $159,684 $3,000 $128,297 6 6 $156,978 $214,601 $156,978

Number of Employees Managed

16 16 $82,046 $93,236 $129,600 $106,562 $101,391 19 20 $72,800 $122,470 $137,493 $107,163 $124,904 8 8 $86,185 $129,053 $91,935 53 53 $100,006 $119,995 $159,994 $142,682 $14,350 $119,995

Total Cash Compensation

Responsible to the Board of Directors for management of the entire nonprofit organization including fundraising/development, human resources, strategic planning, programs, finance, communications. Represents organization to government agencies, community and the public.

25 to 49 50 to 99 100 to 199 Youth/Recreation Social Service -- One Major Program Social Service -- Multiple Programs 1 to 9

15 and over 10 to 24 Housing, Shelters Legal Services, Advocacy, Civil Rights Religious, Churches Culture, Arts, Museums, Theater Education, Schools, Colleges, Research Family Counseling/Mental Health Services Foundation, Philanthropy, Fundraising

200 and over 1 to 3 4 to 8 9 to 14 Total Cash Compensation (Base + Bonus)

Annual Cash Compensation

Base Salary - All Employees # Eligible for Incentive/Bonus Actual Bonus Paid

Association Management, Membership, Support Orgs Child Welfare/Child Care Community/Economic Development Conservation, Environment, Animal Welfare, Parks

Health, Clinics, Hospitals

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010

Associate Director/Chief Operating Officer

Salary and Incentives - All Organizations _Orgs.# of _Incs.# of 25th_%ile Median _(50%) 75th _%ile Average 31 39 $75,494 $91,499 $139,318 $110,185 15 19 9 10 $3,000 $8,072 31 39 $75,744 $92,190 $139,318 $112,255 Budget Size # of Orgs. # of Incs. 25th %ile Median (50%) 75th %ile Average Median Bonus Median Total Cash to $499,999 Avg: $310K 2 2 $500,000 - 999,999 Avg: $809.4K 4 4 $75,868 $1,000,000 - 2,499,999 Avg: $1.58M 3 3 $2,500,000 - 4,999,999 Avg: $3.54M 11 14 $85,264 $96,252 $127,920 $101,281 $96,252 $5,000,000 - 8,999,999 Avg: $6.47M 5 6 $132,319 $127,663 $132,319 $9,000,000 - 14,999,999 Avg: $11.06M 4 5 $89,190 $131,947 $92,190

$15,000,000 and over Avg: $32.73M 2 5

Field of Service 2 5 2 2 1 1 1 1 2 2 3 6 1 1 1 1 4 4 $107,416 4 4 $104,442 0 0 0 0 2 2 2 3 6 7 $74,984 $74,963 $74,984 Number of Employees 5 5 $58,864 $64,280 $58,864 6 9 $85,280 $98,072 $85,280 11 11 $101,005 $106,407 $101,005 4 5 $104,998 $133,524 $104,998 3 7 2 2

7 10 $124,800 $118,758 $124,800 7 8 $85,270 $102,645 $85,270 3 3

17 17 $74,984 $89,190 $109,200 $103,858 $3,000 $90,917

Provides direction and day-to-day management of several key functions other than programs such as finance, administration, human resources, and/or development; assumes responsibility for major projects; assumes responsibility for organization in absence of Executive Director. Participates as a member of the senior management team to formulate and implement policies and plans to meet the organization’s short- and long-term objectives.

Association Management, Membership, Support Orgs Child Welfare/Child Care Community/Economic Development Conservation, Environment, Animal Welfare, Parks

Annual Cash Compensation Annual Cash Compensation

Base Salary - All Employees

4 to 8 9 to 14 15 and over Actual Bonus Paid Total Cash Compensation (Base + Bonus) # Eligible for Incentive/Bonus

10 to 24 25 to 49 50 to 99 100 to 199 200 and over 1 to 3 Legal Services, Advocacy, Civil Rights Religious, Churches Youth/Recreation Social Service -- One Major Program Social Service -- Multiple Programs 1 to 9 Culture, Arts, Museums, Theater Education, Schools, Colleges, Research Family Counseling/Mental Health Services Foundation, Philanthropy, Fundraising Health, Clinics, Hospitals Housing, Shelters

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Accounting/Finance Positions

105

Chief Financial Officer

Salary and Incentives - All Organizations _Orgs.# of _Incs.# of 25th_%ile Median _(50%) 75th _%ile Average 31 32 $84,932 $103,990 $117,811 $112,790 14 14 10 10 $4,000 $5,669 31 32 $84,932 $105,604 $117,811 $114,562 Budget Size # of Orgs. # of Incs. 25th %ile Median (50%) 75th %ile Average Median Bonus Median Total Cash to $499,999 Avg: 0 0 $500,000 - 999,999 Avg: 0 0 $1,000,000 - 2,499,999 Avg: $2.3M 2 2 $2,500,000 - 4,999,999 Avg: $3.55M 11 12 $78,749 $99,882 $106,662 $97,918 $101,504 $5,000,000 - 8,999,999 Avg: $6.36M 5 5 $90,085 $116,052 $90,585 $9,000,000 - 14,999,999 Avg: $11.36M 7 7 $102,981 $102,496 $105,981

$15,000,000 and over Avg: $29.15M 6 6 $177,362 $154,423 $178,027

Field of Service 2 2 2 2 1 1 0 0 2 2 6 7 $104,998 $114,168 $105,006 0 0 1 1 0 0 5 5 $110,968 $140,284 $114,819 0 0 1 1 0 0 2 2 9 9 $84,760 $89,581 $84,760 Number of Employees 0 0 5 5 $104,998 $109,108 $104,998 10 11 $105,227 $112,587 $110,968 5 5 $90,085 $102,303 $90,585 6 6 $101,494 $111,751 $1,818 $105,494 5 5 $106,080 $128,652 $106,080

9 9 $84,989 $87,644 $84,989 11 11 $106,080 $114,780 $106,080

3 3

9 9 $112,403 $128,935 $112,403 Culture, Arts, Museums, Theater

Education, Schools, Colleges, Research Family Counseling/Mental Health Services Foundation, Philanthropy, Fundraising Base Salary - All Employees # Eligible for Incentive/Bonus Actual Bonus Paid Total Cash Compensation (Base + Bonus)

Manages the financial resources of the organization including accounting, finance, organization-wide budgets, and treasury in accordance with generally accepted accounting principles and organization/contract policies and procedures; safeguards assets through the maintenance of proper controls. Participates as a member of the senior management team in the development and implementation of organization-wide policies and programs that will contribute to its overall success.

Community/Economic Development Conservation, Environment, Animal Welfare, Parks

15 and over Legal Services, Advocacy, Civil Rights Religious, Churches Youth/Recreation Social Service -- One Major Program

100 to 199 200 and over 1 to 3

4 to 8 9 to 14 Health, Clinics, Hospitals Housing, Shelters Association Management, Membership, Support Orgs Child Welfare/Child Care

Social Service -- Multiple Programs 1 to 9 10 to 24 25 to 49 50 to 99

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Development Positions

205

Director, Development

Salary and Incentives - All Organizations _Orgs.# of _Incs.# of 25th_%ile Median _(50%) 75th _%ile Average 40 43 $76,554 $87,006 $108,170 $95,135 16 16 8 8 $2,025 $8,881 40 43 $76,554 $87,393 $117,062 $96,788 Budget Size # of Orgs. # of Incs. 25th %ile Median (50%) 75th %ile Average Median Bonus Median Total Cash to $499,999 Avg: $415.92K 1 1 $500,000 - 999,999 Avg: $802.93K 4 4 $67,782 $1,000,000 - 2,499,999 Avg: $1.79M 6 6 $64,303 $70,529 $64,466 $2,500,000 - 4,999,999 Avg: $3.62M 16 16 $79,565 $88,462 $96,174 $92,387 $88,462 $5,000,000 - 8,999,999 Avg: $6.58M 6 7 $121,784 $118,720 $121,784 $9,000,000 - 14,999,999 Avg: $12.24M 5 5 $88,275 $96,903 $88,275

$15,000,000 and over Avg: $36.8M 2 4

Field of Service 1 1 2 2 0 0 4 4 $86,585 3 5 5 5 $83,200 $90,592 $83,200 0 0 3 4 2 2 3 3 1 1 1 1 4 4 $89,596 2 2 9 9 $65,000 $77,475 $65,000 Number of Employees 5 5 $65,000 $60,653 $65,000 9 9 $79,997 $87,513 $79,997 15 16 $85,847 $91,312 $101,327 $96,168 $91,312 7 7 $124,800 $106,032 $124,800 2 2 2 4

23 24 $83,086 $89,856 $101,405 $96,170 $2,025 $90,049 9 9 $101,421 $100,522 $101,421 0 0

1 2

Annual Cash Compensation Annual Cash Compensation

Base Salary - All Employees # Eligible for Incentive/Bonus Actual Bonus Paid Total Cash Compensation (Base + Bonus)

Provides leadership to the organization’s efforts to obtain financial and other support to sustain its work, including planned, annual and deferred giving; approaches to individuals, foundations and corporations. Manages the overall marketing and promotional functions to construct and market an appropriate image, develop ties with the community, and achieve membership/participation goals. Manages department budgets. Participates as a member of the senior management team to formulate and implement policies and plans to meet the organization’s short- and long-term objectives.

Religious, Churches Youth/Recreation Social Service -- One Major Program Social Service -- Multiple Programs 1 to 9 Education, Schools, Colleges, Research Family Counseling/Mental Health Services Foundation, Philanthropy, Fundraising Health, Clinics, Hospitals Housing, Shelters Legal Services, Advocacy, Civil Rights

10 to 24 25 to 49 50 to 99 100 to 199 9 to 14 15 and over Association Management, Membership, Support Orgs Child Welfare/Child Care Community/Economic Development Conservation, Environment, Animal Welfare, Parks Culture, Arts, Museums, Theater

200 and over 1 to 3 4 to 8

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015

Director, Program(s)

Salary and Incentives - All Organizations _Orgs.# of _Incs.# of 25th_%ile Median _(50%) 75th _%ile Average 37 57 $60,008 $76,960 $94,744 $82,235 13 20 7 13 $400 $1,595 $2,000 $2,436 37 57 $60,221 $76,960 $96,353 $82,791 Budget Size # of Orgs. # of Incs. 25th %ile Median (50%) 75th %ile Average Median Bonus Median Total Cash to $499,999 Avg: $337.79K 5 5 $37,482 $42,869 $37,482 $500,000 - 999,999 Avg: $639.5K 2 3 $1,000,000 - 2,499,999 Avg: $1.63M 6 6 $68,120 $68,006 $68,120 $2,500,000 - 4,999,999 Avg: $3.42M 10 12 $71,256 $79,726 $103,631 $90,386 $79,726 $5,000,000 - 8,999,999 Avg: $6.12M 4 14 $71,302 $81,286 $99,689 $85,238 $81,286 $9,000,000 - 14,999,999 Avg: $10.84M 5 7 $74,880 $71,335 $75,380 $15,000,000 and over Avg: $21.77M 5 10 $94,744 $112,778 $96,353

Field of Service 1 1 4 6 $81,245 $75,169 $81,245 2 5 1 4 1 1 3 4 1 1 3 6 2 2 5 8 $68,994 $76,703 $68,994 1 1 1 1 1 1 2 2 9 14 $56,706 $71,490 $80,132 $68,800 $71,552 Number of Employees 5 6 $53,820 $48,984 $53,820 8 8 $68,120 $73,888 $68,120 11 19 $68,328 $75,733 $103,324 $87,271 $75,733 4 7 $82,576 $90,688 $82,576 5 11 $77,043 $83,656 $1,591 $77,168 4 6 $87,506 $98,200 $87,506

5 6 $63,170 $68,359 $63,170 15 16 $59,961 $74,755 $97,058 $82,471 $74,755 8 10 $92,706 $97,394 $92,706 13 19 $65,946 $79,997 $93,444 $83,364 $79,997

Directs delivery of programs in accordance with the organization’s goals and objectives. May write or participate in writing of grant applications, depending on structure of organization. Ensures program activities comply with contracts. Supervises program staff either directly or through intermediary supervisors. Acts as liaison with government agencies, the community and the public relative to funding, contracts and delivery of services. Participates as a member of the senior management team in the development and implementation of organization-wide policies and programs that will contribute to its overall success. This is a single-incumbent position. Report others in the Program Management section or other sections below (e.g. jobs 805, 810, 853, 856, 421, 430, 431).

Base Salary - All Employees # Eligible for Incentive/Bonus

Community/Economic Development Conservation, Environment, Animal Welfare, Parks Culture, Arts, Museums, Theater Education, Schools, Colleges, Research Family Counseling/Mental Health Services Foundation, Philanthropy, Fundraising Association Management, Membership, Support Orgs Child Welfare/Child Care Actual Bonus Paid Total Cash Compensation (Base + Bonus)

200 and over 100 to 199 Health, Clinics, Hospitals Housing, Shelters Legal Services, Advocacy, Civil Rights

Social Service -- Multiple Programs 1 to 9 10 to 24 25 to 49 50 to 99 1 to 3 4 to 8 9 to 14 15 and over Religious, Churches Youth/Recreation Social Service -- One Major Program

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# POSITION TYPE POSITION TITLE 055 Administrative Positions Director, Admin

Salary and Incentives - All Organizations # of Orgs. # of Incs. 25th %ile Median (50%) 75th %ile Average

Base Salary - All

Employees 17 17 $48,006 $69,992 $80,205 $69,864 # Eligible for

Incentive/Bonus 8 8

Actual Bonus Paid 7 7 $3,000 $7,304 Total Cash

Compensation

(Base + Bonus) 17 17 $48,006 $69,992 $84,240 $72,872

065 Administrative Positions Office Manager

Base Salary - All

Incentive/Bonus 5 5 Actual Bonus Paid 2 2 Total Cash

Compensation

(Base + Bonus) 21 23 $40,657 $43,472 $55,792 $46,771

070 Administrative Positions Executive Assistant

Salary and Incentives - All Organization # of Orgs. # of Incs. 25th %ile Median (50%) 75th %ile Average

Base Salary - All

Incentive/Bonus 11 16

Compensation

(Base + Bonus) 26 32 $43,311 $50,731 $59,051 $51,307

075 Administrative Positions Admin Assistant, Senior Level

Base Salary - All

Incentive/Bonus 6 7

Actual Bonus Paid 4 4 $2,011 Total Cash

Compensation

(Base + Bonus) 21 27 $35,350 $38,376 $47,830 $41,328

080 Administrative Positions Admin Assistant, Interm Level

Base Salary - All

Actual Bonus Paid 5 12 $275 $488 $1,230 $921

Directs a group of functions for the organization including any or all of the following: human resources, information technology, office services, facilities and grounds, transportation, food service, and purchasing. Manages department budgets. Participates as a member of the senior management team in the development and implementation of organization-wide policies and programs that will contribute to its overall success.

Performs clerical duties including answering telephones, screening calls, taking messages and acting as receptionist; sets up and maintains files of information; uses computer skills to enter and maintain data; prepare correspondence and develop other routine documents; may make appointments and travel arrangements, coordinate activities relative to department functions. Provides a variety of administrative and clerical support to managers and/or other staff. Duties may include researching/compiling information; coordinating activities between departments and/or outside services. Maintains data; generates and formats reports and other documents using a full range of computer software skills including spreadsheets, word processing, desktop publishing, database management, presentation software, etc. May assume responsibility for special projects relating to department functions. Provides a wide variety of skilled administrative and clerical support for chief executive, directors or other senior management staff. Responsibilities involve exposure to sensitive information and require considerable use of tact, diplomacy, discretion, and judgment. Assumes responsibility for special projects; attends boards or similar meetings to take, transcribe and distribute minutes; prepares board packets; maintains databases; researches/analyzes data and develops reports for management decision-making; may follow up on projects assigned to managers by senior executive.

Provides direct supervision to the organization's office services including mail pick up and distribution; records maintenance; copy/print services; reception; office maintenance and cleaning services; communications/telephones; and similar.

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085 Administrative Positions Admin Assistant, Junior Level

Salary and Incentives - All Organization

# of

Orgs. Incs.# of 25th %ile Median (50%) 75th %ile Average

Base Salary - All

Incentive/Bonus 5 5

Actual Bonus Paid 5 5 $100 $114 Total Cash

Compensation

(Base + Bonus) 15 23 $24,180 $28,205 $31,346 $28,229

090 Administrative Positions Receptionist

Base Salary - All

Compensation

(Base + Bonus) 20 35 $24,960 $29,166 $31,854 $29,073

110 Accounting/ Finance _Positions Controller

Base Salary - All

Compensation

(Base + Bonus) 12 12 $70,013 $82,035 $106,708 $88,141

115 Accounting/ Finance _Positions Accounting Manager

Base Salary - All

Compensation

(Base + Bonus) 15 16 $53,186 $64,553 $72,883 $65,500

124 Accounting/ Finance _Positions Senior Accountant

Base Salary - All

Compensation

(Base + Bonus) 11 12 $53,747 $65,092 $75,186 $65,645

Manages and performs various accounting activities including developing, implementing and maintaining the accounting systems, policies and procedures; compiling, analyzing and reporting accounting data for management reports and decision-making purposes; may act as primary liaison with outside auditors and government agencies on contract issues. Manages monthly closings. Typically supervises more than three staff members.

Manages the accounting operations of the organization including budgeting, auditing, payroll, accounts payable and receivable, general ledger and financial reporting in accordance with generally accepted accounting principles and internal policies and procedures. Oversees development and implementation of financial systems. May interpret accounting reports to management and board. Assumes responsibility for the financial function in the absence of the Chief Financial Officer.

Receives and greets visitors, determines nature of their visit and notifies appropriate staff members; answers and transfers telephone calls using multiple-line equipment; represents organization to callers and visitors in a friendly, professional manner; may issue security badges; maintains logs; calls for communications and other equipment service; may perform clerical duties such as filing, word processing, sorting and distributing the mail. See receptionist, Medical for those responsible for scheduling patient appointments, facilitating patient flow, and referring patients to other resources. Position is in the Medical & Clinic Services section.

Performs routine clerical duties such as answering telephone, taking and delivering messages, setting up and maintaining files, sorting/delivering mail, entering data into the computer, preparing routine correspondence.

Working under only general supervision, performs relatively complex accounting duties including maintenance and analysis of accounting duties including maintenance and analysis of accounting records, preparation of accounting schedules, reports and financial statements; prepares journal entries and reconciles ledger accounts; ensures compliance with generally accepted accounting principles and organization's policies, procedures and contracts. May prepare federal, state and local tax returns. Does not supervise but may advise less experienced accounting staff.

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125 Accounting/ Finance _Positions Staff Accountant

Salary and Incentives - All Organizations

# of

Base Salary - All

Compensation

(Base + Bonus) 14 18 $41,194 $45,646 $51,662 $46,727

130 Accounting/ Finance _Positions Accounting Clerk

Base Salary - All

Compensation

(Base + Bonus) 26 41 $32,344 $35,568 $41,600 $36,954

210 Development Positions Development Manager

# of

Base Salary - All

Compensation

(Base + Bonus) 26 40 $51,652 $60,601 $76,163 $64,780

211 Development Positions Development Manager: Annual _Giving

Base Salary - All

Employees 6 6 $67,621 $69,957 # Eligible for

Compensation

(Base + Bonus) 6 6 $67,621 $69,957

212 Development Positions Development Manager: Major _Gifts

Base Salary - All

Compensation

(Base + Bonus) 7 10 $73,580 $74,690

Performs various professional accounting duties including maintenance and analysis of accounting records, preparation of accounting records, preparation of accounting schedules, reports and financial statements; prepares journal entries and reconciles ledger accounts; ensures compliance with generally accepted accounting principles and organization’s policies, procedures and contracts. May prepare federal, state, and local tax returns.

Manages organization's major gifts program. Responsible for overall strategy and execution, long-range planning, donor relations, data management, supervision of administrative/support staff.

Manages organization's annual giving campaign. Responsible for overall strategy and execution, long-range planning, donor relations, data management, supervision of administrative/support staff.

Manages one or more functions within development such as foundation and corporate grants, direct mail, special events, communications, annual giving, major gifts, planned/deferred giving, etc. Supervises grant writers and administrative/support staff.

Processes/posts a variety of accounting transactions such as invoices, payments, and expenses in accordance with department procedures. Maintains accounting files. Checks and verifies accounting data; enters data into computerized accounting system, and uses system to research questions and generate reports. Performs related general clerical duties.

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215 Development Positions Grant Writer, All Types of _Funding

# of

Base Salary - All

Compensation

(Base + Bonus) 17 18 $42,202 $50,960 $56,932 $50,167

220 Development Positions Special Event Coordinator

Base Salary - All

Incentive/Bonus 5 6

Actual Bonus Paid 5 6 $801 $1,890 Total Cash

Compensation

(Base + Bonus) 15 16 $31,197 $42,908 $55,750 $46,572

225 Development Positions Development Associate

Base Salary - All

Actual Bonus Paid 6 10 $445 $1,447 Total Cash

Compensation

(Base + Bonus) 23 33 $33,301 $38,193 $43,049 $40,347

253 Education & Recreation _Positions Director, Education

Base Salary - All

Compensation

(Base + Bonus) 14 37 $43,680 $47,840 $53,186 $52,900

259 Education & Recreation _Positions Teacher, K-12

Base Salary - All

Compensation

(Base + Bonus) 4 42 $19,240 $48,096 $52,000 $41,272

Researches grant opportunities that match the goals and objectives of the organization. Gathers information from various departments and

coordinates/writes grant proposals for government, corporate and foundation funds. Develops/maintains effective, long-term working relationships with grantors to facilitate approvals of grants. Follows up with grantors to determine/monitor grant status. Report grant writers responsible for government funding only in job #216 below.

Performs a variety of skilled administrative and clerical duties directly to development activities. These include maintaining donor databases, developing/sending mass mailings, coordinating placement of advertisements, assisting and participating in special events, arranging for pick up of donated items, acknowledging gifts and donations, developing effective working relationships with donors, volunteers, government and foundation representatives and others to nurture their connection to the organization. May provide secretarial support to development managers and staff. Develops and coordinates special events to generate funds, attendance, and/or increased membership, volunteers and/or clients for the organization. Identifies types of special events appropriate to the organization’s image and purpose; plans budget, locates and books facilities, food, entertainment; solicits donations and participation; plans and organizes ticket sales; attends events to resolve problems, coordinates activities and ensure the event runs smoothly; oversees promotion and marketing of the event. Conducts an appraisal after the event to determine its success, improvements needed the next time the event occurs. Develops and maintains donor and participation databases.

Develops and implements grade appropriate curricula to meet the academic and other needs of children in a K - 12 classroom setting. Ensures safety and health of students. Participates in development and implementation of IEP's for specific students, as needed. Assumes and documents students' progress. May participate in implementing therapeutic programs for students. May supervise teaching assistant(s).

Develops, organizes and implements community education programs and activities for targeted clients including adult education programs, school-aged programs and pre-school activities. Ensures programs meet needs of community and goals and objectives of organization. Manages program budgets. Participates as a member of the senior management team in the development and implementation of organization-wide policies and programs that will contribute to its overall success.

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262 Education & Recreation _Positions Teacher, Pre-School

# of

Base Salary - All

Compensation

(Base + Bonus) 5 38 $33,530 $35,880 $41,971 $37,927

265 Education & Recreation _Positions Teaching Assistant, K-12

Base Salary - All

Compensation

(Base + Bonus) 4 66 $26,650 $30,420 $33,280 $29,547

271 Education & Recreation _Positions Child Care Assistant/ Babysitter

# of

Base Salary - All

Compensation

(Base + Bonus) 4 119 $17,680 $17,680 $18,720 $18,508

277 Education & Recreation _Positions Recreation or Activity Leader, _{Children or Youth}

Base Salary - All

Compensation

(Base + Bonus) 4 37 $18,720 $20,800 $31,200 $25,241

278 Education & Recreation _Positions Recreation or Activity Leader, _Adults

Base Salary - All

Compensation

(Base + Bonus) 4 7 $30,410 $30,593

Develops program content organizes and leads recreation activities to enhance the social development of adult clients. Activities may include individual or group sports, arts and crafts, music, dance, drama, or similar. Teaches and participates in activities, assesses/reports progress toward goals.

Provides a safe, nurturing, welcoming environment for young children; attends to physical needs of children; serves snacks and drinks; plays indoor and/or outdoor games with children; reads to children; supervises children playing. Maintains communications with parents and guardians.

Assists the teacher in implementing educational plans and curricula in a classroom with special emphasis on maintenance of discipline and tutoring one on one with students. Reviews lesson plans with teacher to contribute information and ideas as appropriate. Supervises and works with students in small group learning situations. Implements behavior management techniques. Correct/grades completed work.

Provides a safe, nurturing environment for pre-school children. Develops and implements a curricula program with the goal of developing kindergarten-readiness skills. Ensures the safety and health of students. Assists children with physical needs. Maintains effective communications with parents and guardians. May supervise a teacher's assistant.

Develops program content, organizes and leads recreation activities to enhance the social development of clients (children or youth). Activities may include individual or group sports, arts and crafts, music, dance, drama, or similar. Teaches and participates in activities, assesses/reports progress toward goals.

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427 Employment/ Work _{Training Positions} Admin Director

# of

Base Salary - All

Compensation

(Base + Bonus) 4 8 $26,042 $28,106

315 Employment/ Work _{Training Positions} Job Coach

Base Salary - All

Compensation

(Base + Bonus) 6 67 $23,130 $24,648 $26,435 $25,572

335 Food Service Positions Food Service Manager or _Supervisor

# of

Base Salary - All

Compensation

(Base + Bonus) 5 14 $23,140 $24,970 $26,868 $26,007

365 Food Service Positions Cook

Base Salary - All

Incentive/Bonus 1 1

Compensation

(Base + Bonus) 4 9 $28,808 $28,408

370 Food Service Positions Food Service Assistant/ Worker

Base Salary - All

Compensation

(Base + Bonus) 5 21 $18,990 $21,362 $23,109 $22,069

Assists cooks in preparation and serving of foods, including washing and chopping vegetables. Receives and stores supplies and food. Performs a wide variety of cleaning duties, including mopping floors, bussing and cleaning tables and kitchen equipment; loads/unloads dishwashers; washes large items by hand. May assist in serving food to clients, employees and others.

Prepares cooks and serves nutritionally balanced meals for clients and employees of organization, ensuring health and safety standards are met. Plans menus. Maintains inventory of stock and orders more as necessary. Prepares food (e.g. chops, peels, bakes); cooks using deep fryers, grills, ovens and stove tops; hand mixes small items; bakes breads and pastry; cuts meat; cooks foodstuffs in quantities according to menu and number of persons to be served; may wash dishes.

Supervises food preparation facilities o ensure the preparation and serving of nutritionally balanced meals for clients, staff and others; ensures kitchen activities comply with licensing, sanitation and safety regulations; ensures quality of food. Participates in preparing menus. Selects and orders food and supplies. Recommends purchase of new equipment. Supervises kitchen staff in the safe preparation and serving of food.

Works with employers to determine skills and behavioral requirements for a job that will be filled by a client. Coaches the employee/client prior to reporting for the job on expectations including transportation to job, behavior at work, required job skills and work production. Coaches employee/client on-the-job in meeting production and behavioral expectations of employer. Sets goals for employees/client and works with him/her to achieve those goals. Periodically assesses employee/client achievement. Maintains associated records. Maintains effective working relationship with employer to promote placement of other clients. Note: Employer may be a sheltered workshop or other company in the community.

Supervises the day-to-day operations of a shelter or residential facility including food service, cleaning, maintenance, assigning rooms/space, day care and related activities. Ensures safe, secure living condition for residents and staff. Supervises facility assistants and maintenance staff. May assist in implementing therapeutic program for residents.

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445 Gift/Thrift Shop, Warehouse & food Bank Positions

Gift or Thrift Shop Manager

# of

Base Salary - All

Compensation

(Base + Bonus) 5 9 $39,998 $40,347

460 Gift/Thrift Shop, Warehouse & food Bank Positions

Gift or Thrift Shop Retail Sales Clerk Salary and Incentives - All Organizations # of Orgs. # of Incs. 25th %ile Median (50%) 75th %ile Average

Base Salary - All

Compensation

(Base + Bonus) 4 14 $18,720 $18,980 $24,366 $21,020

465 Gift/Thrift Shop, Warehouse & food Bank Positions Warehouse Worker Salary and Incentives - All Organizations # of

Base Salary - All

Compensation

(Base + Bonus) 5 24 $20,380 $26,097 $29,144 $26,108

422 Housing/Community _Development Resident Services Coordinator

Base Salary - All

Compensation

(Base + Bonus) 4 53 $31,200 $32,729 $37,610 $34,268

505 Human Resources _Positions Director, Human Resources

Base Salary - All

Incentive/Bonus 9 9

Compensation

(Base + Bonus) 13 13 $65,520 $77,958 $92,342 $83,314

Responsible for managing the gift/thrift shop consistent with the organization's goals and ensuring reasonable profits. In a gift shop, plans, and purchases mix of merchandise that will sell profitably. In a thrift shop, evaluates sale patterns to determine customer presences and locates more, similar items. Receives, checks and shelves inventory; maintains attractive display of items; ensures the store is maintained in a clean, neat and attractive manner. Supervises retail clerks and volunteers who staff the shop; provides training and guidance to employees and volunteers to ensure high levels of customer service, promotion and sales of products. Maintains financial and other records. Monitors budgets. Promotes store throughout the community.

Provides a wide range of support and community services for an assigned group of apartment residents. Orients new residents on services and activities available within the community and on-site. Assists residents in obtaining and

coordinating needed service in such areas as employment, transportation, education, and in-home health. Develops and maintains resources guide for use by residents. Organizes and conducts community activities and participates in community groups relevant to resident needs. Handles crisis interventions actions until appropriate emergency agency arrives. Maintains confidential records of all resident transactions.

Receives, sorts and stocks materials onto warehouse shelves. Maintains record of inventory. Maintains warehouse in a neat and clean manner. May drive panel, stake-bed or other small truck to pick-up and deliver items.

Checks, shelves and prices stock. Maintains store in neat, attractive manner. Provides service to customers, helping them locate needed items, operating cash register and credit card machine to take money and make change, wrapping and bagging merchandise.

Directs the human resources functions including employment, compensation, benefits, training, affirmative action/equal employment, employee relations and services in support of organization objectives. Advises management on labor and other legal issues relative to employment. Participates as a member of the senior management team in the development and implementation of organization - wide policies and programs that will contribute to its overall success. The primary differences between the director and manager level (see below) positions are that the Director is key member of the senior management team, reports to the Executive Director/CEO and typically manages professional and/or supervisory staff. The Manager position may report to a second level executive (e.g. Chief Financial Officer, Director of Administration), be the sole human resources practitioner in a small organization, have responsibility for implementing the human resources program, but be less involved in the design of human resources strategy.

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510 Human Resources _Positions Human Resources Manager

# of

Base Salary - All

Compensation

(Base + Bonus) 11 14 $52,826 $62,791 $65,488 $59,817

520 Human Resources _Positions Human Resources Assistant

# of

Base Salary - All

Compensation

(Base + Bonus) 9 17 $32,240 $35,693 $42,347 $36,958

555 Information Technology _Positions _{Technology/ Services}Director, Information

Base Salary - All

Incentive/Bonus 6 6

Compensation

(Base + Bonus) 7 7 $94,141 $106,654

560 Information Technology _Positions Information Technology _Manager

# of

Base Salary - All

Incentive/Bonus 4 4

Actual Bonus Paid 4 4 $872 Total Cash

Compensation

(Base + Bonus) 6 6 $48,017 $60,069

565 Information Technology _Positions Database Admin

Base Salary - All

Compensation ₇ ₇ _$48,963 _$55,480

Provides day-to-day management of information technology functions including computer operations, applications and systems programming and networks. Analyzes the needs of departments and plans, organizes and implements new and/or modified systems to handle those needs; determines costs and budgets for information technology projects and controls costs to approved budgets; identifies training needs among staff and develops/implements training programs to enhance computer skills throughout the organization.

Develops and maintains computerized databases including base definition, structure, documentation, operations and security. Sets up master files and insures accuracy and completeness of all data; participates in exchanges of data (e.g. The "Big List"). Protects integrity of data using proper security controls. Determines organization needs for information management and manages the development and implementation systems and programs to meet those needs in a cost-effective, timely manner. Manages information technology functions including systems applications and development, database administration, financial systems, desktop support, web site development and maintenance, intra- and inter- networks, and internal communications. Advises on purchase of new computer hardware and software.

Performs a variety of skilled administrative and clerical duties directly related o human resources to activities. These include maintaining employee databases and files; processing status changes; assisting employees sign up/apply for benefits; screening resumes/application forms; scheduling interviews for others; checking references; compiling data and preparing routine and special reports; providing information to employees on policies and procedures; participating in empire activities; etc. May provide secretarial support to human resources managers and staff.

Manages several functions in the human resources department such as employment, compensation, benefits, training, and employee relations. Advises managers and staff on employment laws, policies and practices. Ensures organization practices are in compliance with laws. Participates in the development and implementation of new policies and practices. May manage non-exempt positions, or is the sole human resources practitioner in a smaller organization. The primary differences between the director and manager level (see above) positions are that the Director is key member of the senior management team, reports to the Executive Director/CEO and typically manages professional and/or supervisory staff. The Manager position may report to a second level executive (e.g. Chief Financial Officer, Director of Administration), be the sole human resources practitioner in a small organization, have responsibility for implementing the human resources program, but be less involved in the design of human resources strategy.