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Rank & File NPO Staff Members Earn Average
$45,615
The average annual turnover rate at
nonprofits across the country is 14.57 percent and it only takes
about seven employees moving to make that happen. That’s
among the findings in a new The NonProfit Times salary
and benefits study completed by Bluewater Nonprofit
Solutions.
The NonProfit Times and Bluewater
accumulated data from 550 organizations for more than 241 job
titles, from entry level to the executive suite. Of those
organizations, some 328 had revenue of at least $1 million and
137 of them had revenue of more than $5 million.
To read
the complete article click here... |
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Finance ...
Top 10 ways
family foundations get into trouble
The number of foundations that have engaged in shady or
dimwitted dealing might be few, but few is enough for crusading
politicians or self-appointed watchdogs who want to build a
reputation.
At a leadership summit sponsored by the Council on
Foundations, Maya T. Horton, staff attorney for the Council on
Foundations, outlined the top 10 ways family foundations get
into trouble. They are:
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Self-dealing. Using foundation assets to enter into a
financial transaction with a disqualified
person.
-
Satisfying personal pledges. It is self-dealing for a
foundation to pay a legally-binding debt of a disqualified
person.
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Attending fundraisers. Where goods/services are received
in exchange for the ticket price, it would be tangible, economic
benefit.
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Hiring family members. This is usually allowed provided
they receive a reasonable salary or fee for services necessary
to the operation of the foundation.
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Board compensation. Again, reasonable fees are
permissible.
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Paying travel expenses for family members. Paying
spouse/family travel with foundation assets is usually
self-dealing.
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Grants to individuals. A grant must be for a charitable
purpose and cannot be made to a disqualified
person.
-
Grants to organizations that aren’t charities.
Grants must still be for charitable
purposes.
-
Using a fiscal sponsor. This is permissible, but it is
tightly controlled and can mean serious legal problems if not
done correctly.
-
Making grants internationally. There are special
procedures to
follow. |
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Human Resources
...
3 ideas for employee development and
retention
It is no secret that employee
mobility is greater than it was a century ago, and that keeping
good people can be a difficult, if worthwhile,
enterprise.
Managers recognize the need to
recruit the best talent available, but not all are aware that
keeping talented workers usually means developing them, and that
means offering them opportunities to find satisfaction on the
job, along with recognition and chances for
advancement.
In the introduction to the
book Capturing the People Advantage, Richard Rawlinson,
Walter McFarland and Laird Post maintain that the success that
organizations are seeking is tied up in human-capital strategies
that involve the development and retention of people after they
are hired:
-
Recognizing that high
performance requires great leaders. These leaders, through their
example and their influence on the culture, directly drive
higher levels of employee engagement and
retention.
-
Rethinking the connection
between learning and strategic goals. High-quality learning
programs can drive change, innovation and, ultimately, business
value. Nonetheless, many organizations and for-profits still
struggle to embed learning in their
organizations.
-
Emphasizing adaptability and
resiliency in the workforce. The resilience demanded in
organizations these days depends on having people on board who
can quickly and effectively adopt new ways of thinking, working
and behaving. |
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Management ...
Understanding core values
will sustain you
How do you run a successful
nonprofit? It’s easy. You bring in a heap of money and you
distribute it or do something with it.
Yeah, well, since nonprofits
have a mission, they often find that they must keep many
considerations in mind. In his book Recharge Your Team,
Jay W. Vogt suggests several core values that might be helpful
for running a truly successful nonprofit
organization.
Vogt uses an unidentified
organic farm as the model for these values. While the specifics
of this one organization will not work for every nonprofit, the
point is having core values that drive and support the
organization. They are:
-
Integrity. We remain true to
our mission. We work hard to grow high-quality produce, serve
the needs of our recipients, provide an exceptional experience
to each volunteer, and maximize the generous support of our
donors.
-
Free. We donate all of our
food for free. This approach keeps our operating simple and
enables us to give our recipients the best possible
produce.
-
Openness. We are accessible
to everyone. We welcome volunteers of all ages and from all
backgrounds and work to reach out to underserved groups in our
community.
-
Experience. We nurture joy
and wonder in our garden.
-
Scale. We respect the power
of small.
-
Sustainability. We grow in a
careful, considered fashion. |
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