First up: Salary Survey
Last year I compiled salary and compensation data from over 100 organizations in Metro Vancouver. Hyper-local compensation data broken down by organization budget, and as many position types and subsectors as I could while keeping confidentiality. I released the report late last year but I neglected to share the final report with my website followers. If you use the code IMAWESOME you can get 20% off.
Find the 2016 Metro Vancouver Nonprofit Sector Salary Survey here.
What do purchasers say they find helpful?
- “Local, current data.”
- “The quartile benchmarking for non profits of different sizes. It totally helped me gauge whether our salaries were competitive and which positions’ compensations needed to change as a result.”
- “Salary categories with differing organizational budgets; excellent work for the cost charged – THANK YOU!”
- “I especially appreciated the segmented data for arts and culture organizations. This will come in very handy for our organization as we begin a transition process for some senior leaders.”
- “It was a major force in renegotiating my contract with confidence and grace. Thanks for your hard work.”
Next: Network building for introverts
I’m working on an e-book with the working title The Introvert’s Guide to Building Networks: an anti-networking manual.
If the idea of networking has never really resonated with you, I’d love to hear your input on the draft so far. I’ve completed sections on being strategic, events, and meetings/gatherings. The draft is open for comments–feel free to add yours!
Bonus: Race in the nonprofit sector
Nonprofits have to face biases about who is qualified to lead and why. (Race to Lead)
I’ve been doing a lot of personal and professional reflection on race and diversity lately, and really appreciated the Race to Lead report from the Building Movement Project. I’ve only got through the key findings so far, but the full report looks to be a valuable and timely read. The report is free and easy to download.
Nonprofits have to transfer the responsibility for the racial leadership gap from those who are targeted by it (aspiring leaders of color), to those governing organizations. (Race to Lead)
That’s it! Enjoy.