Compensation at nonprofits across the country is creeping up slowly, according to the new Canadian Nonprofit Sector Salary & Benefits Report. To shed light on the nature of nonprofit compensation, we surveyed almost 1,500 participants who represented more than 11,000 individual employees from nonprofits across Canada. The results are gathered in our third annual report, now available for online purchase.
The findings are helpful for both sides of the hiring equation: Hiring managers can compare their compensation offerings with other organizations of similar size, sector and location, while individuals can research salary and benefit packages by similar criteria to confidently discuss salary expectations with current and potential employers.
Here are some highlights from the 2013 edition:
Compensation is slowly growing for many
With the exception of support staff and some management/supervisory positions, compensation is slowly on the rise. How much, you ask? Our survey found average cash compensation gains of anywhere between 1.6% and 6.6%. This is especially welcome news to senior staff who actually experienced decreases in 2012.
Bigger cities offer better salaries
Want to earn top dollar while still working in nonprofit? You may have to consider moving. Average compensation increases with the size of the community where the employees are located with the Greater Toronto Area and Ottawa at the top of the list. The exception? Alberta, which followed a close third.
High paying organizations share similar traits
Overall, top paying organizations in our study were focused on health and education and offered education training services or programs. Organizations paying higher salaries were generally larger sized, located in larger population centres and had greater organizational jurisdiction up to the national level. They also typically had higher revenues.
Benefits are key to the compensation package
Benefits remain an important part of overall compensation, with 79% of participating organizations offering health benefits and 80% providing education benefits to at least some staff. Retirement benefits are less common and are offered at only 55% of participating organizations. A significant number of employees receive a variety of perks including employer-paid conference registration and travel costs, as well as compressed workweeks or flextime.
Compensation grows with age, experience and education
Rather unsurprising is that compensation tends to increase as employees get older and gain more experience, until levelling out at about age 65. For nonprofit staff in non-executive roles, income generally stabilizes at an earlier age. Education also plays a role, particularly when the degree/diploma is relevant to the job the employee is performing. For the most part, the higher the level of education, the more people typically earn.
Learn more about the 2013 Canadian Nonprofit Sector Salary & Benefits Study and how it can help you and your organization.