2015 WV Nonprofit Compensation Report
The first ever West Virginia Nonprofit Compensation Report is here!
Order the 2015 nonprofit compensation report today and get access to more than 100 pages of analysis. WVNPA Members and Survey Participants get discounted access to the report. Email WVNPA Operations Coordinator Ashley Adams at firstname.lastname@example.org for your discount code. Be sure to indicate whether you’re a member, survey participant, or both when requesting your code.
More than a reference, this working tool is structured according to actual tasks to help you:
- Determine the most competitive salary level for each position to support recruitment and retention
- Understand how your organization’s pay levels compare with others in West Virginia
- Track changes in nonprofit pay levels and trends from one year to the next
- Provide hard data to support your salary structure recommendations
What does the full report include?
- Specific market salary information for over 100 positions including median salaries, average salaries and more within West Virginia
- Compensation analysis by title, nonprofit type, budget and staff size
- Easy-to-use charts and graphs
- All-New: Detailed Executive Benefits section
With a detailed job description for each position, you can match your own organization’s jobs to others across your West Virginia. So how do your numbers measure up?
Hear what others are saying about their state report:
“I found the PA Nonprofit Compensation Report to be incredibly useful while creating a business plan- I could easily look up other salaries in the PA area and make sure I was in line with the competition.”
Phil Nanny, President, Applehead Factory, Inc
“As a participant, I found the survey was easy to take and didn’t consume a lot of my time. The resulting report is going to be a valuable tool for myself and our board of directors”
Linda Elliot, President, Hawaii Wildlife Center
5 steps: Using the Compensation Report to review how a salary “stacks up”
Step 1: Turn to the Job Title Summary page for the specific job that matches most closely to the job you’re reviewing.
If you’re a participant (knowing your own code) you can see exactly where you rank; if you’re a non participant, look at where you are relative to the average, and which quartile you are in.
Unless you are looking at a position in which you have several employees, you can probably safely ignore the Weighted Average in the Overall Position Data Highlights box. This value better reflects organizations that have multiple people in that same position.
Step 2: Recognize which quartile you want your salaries to be in relative to the average for all the non profits surveyed.
Organizations usually know where they want their salaries to be relative to the average – well above average (top quartile), above average (second quartile), or middle (lower half) – as a matter of philosophy, so they can visually see whether they are there.
Step 3: If you want to get more complex, turn to the Weighted Average Salaries at the front of the book.
This shows the factors that drive salaries for different non profits. These primary factors are budget size, staff size and category of non profit. In the Weighted Average Salaries sections, you are able to look up the salary data for a given position according to a specific budget size, staff size, and/or organization category. To use these tables, find the column that applies to your organization (for example, if your budget is 2 million, look at the budget size “1-3M”) to see salary levels of organizations similar to yours.
The weighted average for your budget size may be lower than you saw on the Job Title Summary Page; the average for your type of organization may be higher. Don’t worry. This reflects reality and you have to weigh those two different factors pushing you in opposite directions and decide how you want to adjust for them.
Step 4: At this stage, you have to factor in other elements related to the unique characteristics of your organization, the position or the candidate/job occupant, that cannot be reflected in a Compensation Report, but nevertheless have to be taken into account.
For instance, the budget/financial state of your organization may not allow above average salaries to be paid for the time being.
Or the position may involve additional responsibilities beyond the job description.
Or the individual has an extraordinary level of experience or value to the non profit – such as institutional memory.
Step 5: Take a little time to record the process used, including how you used the Compensation Report and the factors taken into account.
This is especially important if the process involves an executive position in which the IRS might be interested in, but it is a good practice even if the file is just for an employee review or candidate offer.