hi my name is Tiffany and in this video I am going to show you a very cool tool that is available for the non-profit community in King County Washington it is the 501 compensation tracker side note King County goes all the way from the Seattle Metropolitan Area all the way up into the deep into the Cascade Mountains so first off I'm going to do a quick overview of the 501 compensation tool tracker itself and then dive in a little bit to the two accompanying reports that were released alongside t
he tracker the first one putting people first the King County non-profit wage and benefit report that was uh produced in 2021 and the second one being the King County non-profit Employee Engagement survey report a lot of reports on the surveying but that's why this is interesting so let's just dive in let's just dive in first of all raise your hand if you've ever Googled how much should position at my nonprofit make visit anyway for the nonprofits sector specific job data has not always been ver
y easy to come by then the county worked with a group called 501 common they're like a resource and Training Center for um Community nonprofits in that area like really capacity building super cool organization they also facilitate the give big a big donation day in the area every year so yeah they're a very cool organization obviously a ton of links to check out more of what they do in the description 501 Commons and King County together surveyed 233 non-profits the gathered the data between Ma
rch and July of 2021 and they received data on more than 10 000 salaries in the area and along with these two published reports that they put out they also developed an easily searchable tool which I will show you right now [Music] foreign People First Resource so I'm gonna go to resources and go down to putting people first let me pop that up down here we've got the two reports report report and then here is our 501 compensation tracker so we're gonna put the 501 compensation tracker and we've
got a little bit more information about how to use it but we're just gonna scroll down and dive in as you can see it is a pretty straightforward drop down menu let's find a couple of um examples let's see oh you know don't we love Community organizer that like pretty Broad category I mean Obama was a community organizer what does it mean um but what they do is they have a handy kind of summary of the job description so you can kind of see if it checks out with what your idea of what a community
organizer position is um so as you can see you show um the 10 organizations responded uh with information about that so that's handy to see how many folks were pooled um you can see what the average salary is versus the you know whether you're striking closer to the 90th or the 10th percentile um so 10 orgs 22 salaries but unfortunately into insufficient uh responses to fill out these additional categories so you can't really tell if a community organizer at a large organization and a small orga
nization are getting played drastically differently another thing that's kind of cool is that you can compare let's say community educator so you're considering whether you want to be a community educator or Community organizer well um okay so they get paid about the same um however they did get a few more responses from this one and so you can see for an example how it would look if you had the data on um uh for the community educator to give you more of a breakdown of you know if you're at an
organization that has a budget of more than 10 million dollars 55k is the average whereas if you're in an organization that is between half a million and a million dollars then you are going to have an average of 48 000. so really straightforward and it's so cool how you can compare jobs um let's pick one that we know there's going to be a bunch oh oh okay executive directors CEO there we go [Music] all right so we've got uh for the executive director position wow 219 salaries that they're pulli
ng from so they've got a lot of data on this this will give a good example so um if you are at an organization that's making more than 10 million your average is 212 000 a year for executive director or CEO uh if you're looking at an organization that is less than half a million 73 000 is the average so that gives you a much better idea of a range so if you're a board of directors looking to set salary for um your your Chief your CEO your Ed um then this will give you a really good comparison of
Apples to Apples based on the size of your organization's budgets and um field of service that's the other thing they break it down by so that's really handy to know um yeah so anyway that's a quick intro to using the tool if you want to um just look at one without the comparisons you just clear them out like that super super simple and easy to use I think it's a great tool and I think they went the extra mile in making it a very simple user experience which I really appreciate before I get int
o the reports themselves there are some videos that were put out by 501 Commons in the immediate release of these reports and so you can check them out they are fair warning both of them are about an hour long I will link those videos in the description thank you okay people so the survey is quite long it is quite long to read the entire not the survey the report the report is quite long but that's good it's thorough long and thorough obviously you can skim it and just pull out the data that is
relevant to you and that is useful to your organization and it real and it is cool to have it all in one place one of the coolest things I think about this report is that they did not shy away from making recommendations of how non-profits both as individual organizations and also as members of the nonprofit Community can um Implement and make change so for example they look at the standards of not just a minimum wage um but they're looking at a living wage the wages you need to live and they're
looking at that against the reported jobs of from non-profits and specifically pointed out jobs that reported by nonprofits to fall below that living wage line for King County made a urgent recommendation that those positions in particular they've made a specific call to action to increase those salaries above a living wage as soon as possible quite urgently and so I really appreciated that another call out that I found really interesting was that pretty across the board non-profits do not pay
a premium for bilingual staff interesting interesting it's just like considered something that is just like a bonus it's like a buy one get one for your employees I think they they also do that with graphic design skills it's just like considered like not something you compensate for but just like extra I don't anyway I so I feel that for someone who is just like job hunting and wants to know um what where cup where compensation currently sits for specific positions the compensation tool is perf
ectly sufficient you do not need the report this report is really going to be useful for Thought leaders in the non-profit Community it's for board members and executive directors it's just really fun to look through the report because I think it can also give you ideas for ways that you can structure your door benefits differently you know it can really shape your understanding of what wages and benefits can look like I guess on on all on the full spectrum obviously when you're putting together
a wage and benefit package for your staff or for your organization you're not just like picking off of a menu there are resource constraints but it's still just handy to have all that information in one report but for things like benchmarking yourself and knowing what's possible for creating that long-term compensation package that reflects your philosophy and vision as an organization then this tool is just this report is just really invaluable for having all of that information in one place i
t's really handy [Music] okay finally let the employees speak the non-profit Employee Engagement survey now this one was interesting I found the results not surprising for the most part non-profit employees are very happy in their jobs and their sense of meaning in their work obviously that's a huge reason why people choose to go into non-profit work and they also want to be able to earn a living wage so none of this surprising they want to be paid compensated better but also are generally very
satisfied in the work that they're doing there were a few things that I did want to make um I did want to call out the report also does a great job of calling these elements out so being paid equitably comparable to other positions in your field ranked really low no surprise there um the other one that I think is kind of related to this is specifically there was dissatisfaction dissatisfaction around um career path um Career Development opportunities professional development opportunities and th
e willingness of management at nonprofit organizations to regularly discuss these with staff and facilitate these um these develop this professional advancement opportunities from happening so that was a very interesting one um that I could see having a lot more discussion around and then finally one that I think is so striking to me it goes I think it goes really to the heart of um just a lot of things that even in like Progressive really good-minded even with Progressive communities there's st
ill so many kind of social justice blind spots that this one is very interesting very very interesting the one of the lowest rated responses in the survey was whether they feel that their organization actively recruits and hires applicants with disabilities so this could potentially go back to a transparency question and not something to you know your leadership or HR would be able to address that if it's just that employees don't know what measures are going into place or it could be an industr
y-wide problem where recruiting among people who have disabilities is not valued there are so something else that I would just I would love to do and a whole video just on that question but super interesting findings so key takeaways I think that the key uses for this survey are for pretty much three main constituencies one of them being leaders of nonprofits who are planning compensation philosophies who are putting together long-term strategies for Staffing positions uh wage and benefit packag
es and facility taking those questions with your boards and your donors this is really invaluable tool for helping those leaders have some data to look at so that you're informing your decisions based on data not just on um you know the problems that you're facing in that moment in that day second obviously job seekers in the non-profit industry uh can be super handy to be able to go to that drop down look up the positions that you're applying for and then just see where in the percentile your t
he organizations you're applying for are fall um because I do think that one thing about the tool that's interesting is looking at the size of organization and how pay can really vary based on that of course if you're at a smaller organization oftentimes you get to have a little bit more opportunity for learning new skills and having more ownership over things but the salaries can also come a bit lower so it's good to be able to look at that as you're job hunting the other thing that's really va
luable for in terms of non-profit job Seekers is in and they called us out in the video um the executive director of 501 common specifically talked about this that you that long-term career planning is often really challenging for non-profit employees and it's affected our entire industry so that we think of non-profit work as something people do temporarily rather as something that you would build a career in doing you know depending on the level of course however if people are planning on putt
ing their time and energy into building careers in the non-profit space and we want to retain that talent in the nonprofit sector then this is a really cool and really incredible tool and then finally uh I think this is really useful for fundraisers and Community leaders you can use this tool to coordinate having these like bigger more industry-wide conversations so it really isn't just about one organization's need over the other and so the tool is really cool uh from for that in framing this a
s something that the industry can take on rather than just something that is everyone's individual responsibility to address it can challenge traditional ways of funding our movements on a lot of the assumptions that we have the report does a great job of calling out how the non-profit sector was built upon the unpaid labor primarily of women and that we still see the impact of that carried over into how the work is done and compensated for today so if we want to fund our sector but be in alignm
ent with our values we need tools like this in order to facilitate those conversations [Music] y'all come on back now you're here so yeah y'all come on back now you're here
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