-We wish we could increase salaries but the money is not there.
-We have very little turn over. I think the way the organization is managed
creates a warm, positive, empowering culture to work in. Our salaries are now in
the mid to close to upper range. We have some good benefits as well. We would
like to have a matching plan for retirement funds and raise stipends to interns
more and salaries a little more
-We have rich benefits including 2-4 weeks vacation, full health/dental benefits,
vision benefit discount, 140% company match on 403b retirement program,
performance bonuses, and competitive salaries. Small nonprofits, however, can do
little about their size and the limited opportunity for career advancement
within the organization. Most of our departures are for further education or
move to a larger nonprofit.
-We find the biggest problem is dealing with the amount of college/graduate
school debt new hires face. They need to leave to find better paying consulting
jobs--sometimes in the for-profit sector
-We are hampered by our budget and unable to compete for top candidates. We are a
large public university and faculty is the focus not staff.
-Some of our turnover is due to seasonal positions, many filled by college
students. We have been fortunate to have many seasonal employees return for
several years throughout their college years. We have also had exceptional entry
level personnel in key positions, but tend to lose them due to our low salary
scale.
-Getting 2 of my managers to pay people appropriately when they can get people to
work for less leads to employees unsatisfied with their pay and therefore
job...the managers would rather use the money elsewhere in their budget and
re-hire more often. Non-profits need to get over the idea that people will work
for nothing - the newer generations (post baby boomer) won't sustain at those
pay rates and since we're losing our workforce to retirement we better get that
figured out.
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