2012 Nonprofit Compensation and Benefits Survey

Transcription

1 2012 Nonprofit Compensation and Benefits Survey INSTRUCTIONS SUMMARY The Center for Nonprofit Resources (CNR), in partnership with Findley Davies, Inc., is pleased to invite you to participate in the 2 nd annual Nonprofit Compensation and Benefits Survey. The survey is designed to capture compensation data of 20 benchmark positions at nonprofit organizations in Toledo and the surrounding areas served by CNR. Several improvements have been made to make your completion easier including: A printable PDF of survey questions to assist you in gathering requested information; Flexible navigation tools allowing you to move back and forth across questions with ease; Modified Save features allowing you to stop and start at various points without losing your data. There are eight parts to the survey. You can navigate to each part of the survey by either clicking [NEXT] at the bottom right hand corner, or by clicking the tabs at the top of the screen. Any data you have entered will be automatically saved when you click [NEXT]. If you have incomplete information the fields will be highlighted in red. If you wish to move to another part of the survey before completing a part, you must select the tabs at the top of the screen. Any tabs with incomplete information will display an asterisk (*) to let you know you have not completed all required information. We have also added an option of Do not know for some questions. To make sure the survey results provide valuable data for all participants, we ask that you use this option only if your organization does not keep any records on that particular subject area. The survey should take approximately 30 minutes to complete, provided you take the time to print and read the Job Descriptions and Instructions Packet before entering the online survey. It will also be helpful to have the following information on hand: - Organization information (name, address, phone number, service group) - Number of full time equivalent (FTE) employees in your organization - Last day of your fiscal year - Annual budget, as of the last fiscal year ending in List of all employees at the organization, full-time and part-time - Pay information for all employees (hourly/salary rates, minimum and maximum pay range, incentive pay plan information) - Group benefit information (health, dental, disability, and death benefits provided to full-time and parttime employees and who pays premium costs for each benefit) - Organization s annual premium cost for all group benefits - Medical Benefits: % Enrolled, % Paid by Employee, and Out-of-Pocket Maximum (for PPO, HMO, Consumer-Directed with HSA, Consumer-Directed with HRA, or any other Medical Plan) - Paid time off information (structure type, days given, paid holidays) - Retirement benefit information (plan types, contribution sources, organization s annual expense) - Management benefits (supplemental benefits provided to top management positions) For more detailed instructions, please read the full instructions. In order to utilize the full functionality of the online survey it is recommended that you take this survey on a computer with a browser of Internet Explorer 8.0 or higher. If you have any questions, please contact Kate Smith, Associate Director for The Center for Nonprofit Resources at (419) or kate@c4npr.org.

2 2012 Nonprofit Compensation and Benefits Survey INSTRUCTIONS The purpose of these instructions is to guide you through the completion of the 2012 Nonprofit Compensation and Benefits Survey. If you need more detailed information or have questions please contact Kate Smith, Associate Director for The Center for Nonprofit Resources at (419) or The online survey should take approximately 30 minutes to complete, provided you take the time to read through these instructions and collect all of the requested information before starting the online survey. There are eight parts to the survey. You can navigate to each part of the survey by either clicking [NEXT] at the bottom right hand corner, or by clicking the tabs at the top of the screen. Any data you have entered will be automatically saved when you click [NEXT]. If you have incomplete information the fields will be highlighted in red. If you wish to move to another part of the survey before completing a part, you must select the tabs at the top of the screen. Any tabs with incomplete information will display an asterisk (*) to let you know you have not completed all required information. We have also added an option of Do not know for some questions. To make sure the survey results provide valuable data for all participants, we ask that you use this option only if your organization does not keep any records on that particular subject area. Part I Respondent Information Provide information of individual completing the survey on behalf of the organization. Enter the your name, job title or position, phone number, and address Part II Organization Information Provide your organization s information. Give your organization name and address Identify the service group that best describes your organization Enter the total number of full-time in your organization (do not include temporary employees) Enter the last day of your fiscal year ending in 2012 (mm-dd) Enter your annual budget as of the last fiscal year ending in 2011 (report in whole dollars) Part III Compensation Data The survey contains 20 benchmark positions grouped into 3 families; Top/Senior Management, Functional Managers, and Staff. Please review the Job Descriptions Packet to make job matches prior to starting the online survey. Read the job descriptions carefully in the categories in which you have positions. DO NOT MATCH SIMPLY ON JOB TITLES - instead match on skills, responsibilities, and reporting relationships. Report the position that best represents the employee s most significant responsibility (Spends most of time in this benchmark job, or is most compensable role)

3 These are BENCHMARK positions, commonly found in many organizations. Since your organization is unique, some employees may not be classified anywhere in our survey. If you do not have any matching positions, please select No Matching Positions at the bottom of the page. Prior to entering the online survey you will need to gather the following data for each matched benchmark position in your organization. Number of Incumbents: Enter the number of people serving for each matched position Pay Format: Enter the format you will be using to enter wage information into the survey [Salary / Hourly] Pay Rate: Enter the actual annualized average rate of base pay for the matched benchmark position. For single incumbent positions this is the actual annualized pay rate. For multi-incumbent positions this is the average annualized pay rate. Do not include overtime payments, shift differentials, commissions, bonuses, etc. Be sure to enter your pay in the format you selected (Salary or Hourly). Enter pay as of the pay period ending on or before August 1, Established Pay Range: If you have a formal established salary range for this position, select Yes, and enter the Range Minimum and Range Maximum. If you do not have a formal pay range structure, select No. Incentive Pay Plan (IPP) Eligibility: If the matched benchmark position is eligible for an incentive pay plan, select Yes, and identify the type of plan (e.g., individual plan, group plan, and total employee plan). If the matched benchmark position is not eligible for an incentive pay plan, select No. Maximum IPP Award Opportunity: If the matched benchmark position is eligible for an incentive pay plan, enter the maximum award opportunity (expressed as a percent of annual base salary). Part IV Group Benefits You will need to identify which of the following group benefit plans you provide and who is eligible (Fulltime Employees, Part-Time Employees) for the following plan types: Health Plans - Medical (prescription included), Dental, and Vision Disability Plans Short-Term and Long-Term (formal plans only insured or self-funded) Death Benefits Group Term Life If the group benefit is not provided, select Not Provided If a group benefit is provided, select who pays the premium cost for coverage. Employer The premium cost is covered entirely by the organization Employee and Employer The premium cost is shared by the employee and the organization

4 If you offer voluntary supplemental benefits (this could be life, disability, heath, etc.) to eligible employees where the employee pays 100% of the premium enter [Yes / No] For all group benefit plans combined, please enter the following information: Annual Premium Cost: This is the annual employer premium cost (net of any employee cost share) for the most recently completed fiscal year. Part V Medical Benefits If you offer medical benefits to employees please complete the following information for each type of medical plan you offer. Plan types include the following: PPO (Preferred Provider Organization) HMO (Heath Maintenance Organization) Consumer-Directed with HSA (Health Savings Account) Consumer-Directed with HRA (Health Reimbursement Account) Other Medical Plan (not previously listed) With respect to each offered medical plan type you will be asked to enter the following information: % Enrolled: This is the percent of total covered employees enrolled in this plan type % Premium Paid by Employee: Enter the percent of the annual premium paid by the employee for Employee-only coverage and Family coverage. (enter separate percentages for full and part time employees, if applicable) Out-of-Pocket Maximum: Enter the annual out-of-pocket maximum (including any calendar year deductible) for Employee-only coverage and Family coverage. This should be located on your plan s summary plan description. Part VI Paid Time Off Paid time off is generally established under one of the following structures: Traditional Structure: Separate policies are maintained for each paid time off category such as vacation, personal, sick, etc., and each employee is allocated a certain number of paid days off in each category usually based on years of service with the organization. PTO Pool Structure: Paid vacation, sick time, personal time, etc. are combined into one pool of available time off that the employee manages within certain employer guidelines. If you do not have a structured policy, select No formal policy structure You will be asked to enter the number of paid time off days you provide to Full-Time employees for predefined service categories ranging from 6 months to 20+ years for the following: PTO Days: This applies to PTO Pool structures only Vacation Days: This applies to Traditional structures only Sick Days: This applies to Traditional structures only Personal Days: This applies to Traditional structures only Paid Holidays: This applies regardless of any paid time off structure - 3 -

5 Part VII Retirement Benefits Do you provide retirement benefits to full-time employees? [Yes / No] Retirement benefits are generally classified as follows: Defined Benefit (DB): A defined benefit plan is a retirement plan set up to pay a fixed annual amount to eligible employees during their retirement. Defined Contribution (DC): A defined contribution plan is a retirement plan with an individual "account" set up for each participant in the plan. Contributions are made to the plan by the employee or employee based on a specified percentage not an expected retirement benefit. For purposes of the survey please respond based on your historical practices (prior to any freeze for recent economic conditions) *Data Requirements You will need to have the following information available prior to completing the survey: Contribution Types: You will need to identify which of the following contribution types are permitted under your Defined Contribution plan (401(k)/403(b) plan). o o o o Pre-tax Salary Deferral After-tax Roth Contribution Employer Matching Contribution Employer Non-Elective Contribution Employer Matching Contributions: If your 401(k)/403(b) plan provides a matching contribution you will need to enter the maximum level of matching contribution as a percentage of employee compensation. (e.g. if your organization matches 50% on the first 6% of salary deferrals your maximum matching contribution would be 3%) Employer Non-Elective Contributions: If your 401(k)/403(b) plan provides an employer contribution (separate from any matching contributions) please indicate what the most frequently made contribution is as a percentage of pay. If your plan is discretionary, enter your historical practice on average outside of any reduction for recent economic conditions. Aggregate Annual Retirement Plan Expense: Please enter the total annual cost of your retirement programs as a percentage of your total covered payroll. Part VIII Management Benefits and Perquisites Do you offer a 457(b) Plan? [Yes / No] 457(b) Plan: A type of non-qualified tax advantaged deferred compensation retirement plan available to a select group of management or highly compensated employees. If you offer a 457(b) Plan what type of contributions are made to the plan: (choose only one) Employee Contributions Employer Contributions Combination of Employee and Employer Contributions - 4 -

6 For your Top Management positions only, identify which of the following supplemental benefits and perquisites you provide where the employer pays all or a portion of the cost. Supplemental Executive Retirement Plan (SERP): A type of nonqualified defined contribution or benefit plan. A SERP is a pension-like retirement plan intended to supplement the retirement income received under tax-qualified plans. Restoration Benefit Plan: This is a nonqualified defined contribution and benefits plan that attempts to restore benefits executives would have received under qualified plans but cannot because of compensation and benefit limitations. Salary Continuation Plan: This is a plan that pays 100% of an executive s salary during all or a portion of the long-term disability elimination period. Supplemental Long-Term Disability Plan Supplemental Life Supplemental Vacation Days Club Memberships Paid Association Dues Car or Car Allowance Cell Phone Executive Physical If you do not provide any of the above, select No supplemental benefits or perquisites are provided In order to receive your complimentary copy of the survey results you must submit your responses via the online survey no later than Friday, August 24,

7 2012 Nonprofit Compensation and Benefits Survey JOB DESCRIPTIONS Top/Senior Management (Member of top management team or director level position with organization-wide accountability for referenced function) CEO/ Executive Director COO (Chief Operating Officer) CFO (Chief Financial Officer) Top Development Director Top Human Resources Director Top IT Director Top Marketing/ Communications Director Top Program/ Services Director Reports to the board of trustees and is accountable for providing leadership on the development and implementation of the organization s mission, values, strategies and performance goals. Creates and implements the organization s programs and services and related policies through the management team. Monitors and reports performance and status on strategic initiatives and goals to the board. Represents the organization in interactions with the community served and development initiatives. Plans and coordinates the activities of line and staff toward the achievement of established goals. Responsible for the design and operation of systems that delivers the organization's services. Provides direction and evaluates effectiveness of operations to ensure attainment of the organization's objectives. Normally reports to the CEO/Executive Director Plans, directs, and controls the financial affairs of the organization. Creates economic goals and establishes procedures for maximum efficiency. May authorize and sign documents regarding monetary transactions. Directs the receipt, disbursement, and expenditure of money. Directs the preparation of budgets, forecasts, and reports. Reviews reports with current financial status, and makes revisions to the budget. Normally reports to the CEO/Executive Director Directs the development program for the organization that normally includes annual, planned, and major gifts. May also manage the preparation of grant proposals, direct mail campaigns, and special fundraising events. Develops goals and strategies for all fundraising campaigns. Fosters relationships with donors and prospective donors. Leads and directs the work of other staff members with fundraising accountabilities. This is the top fundraising executive for the organization. Normally reports to the CEO/Executive Director Establishes and controls the human resources management function. Develops and manages the implementation and administration of human resource management programs, policies, and procedures in support of the organization s mission, values, and goals. Accountable for managing change and culture that creates employee engagement. Responsible for compliance with statutory and regulatory requirements relating to human resource management programs and practices. Normally reports to the CEO/Executive Director, COO, or CFO. Directs and administers all areas of the organization's information systems department. Creates strategic goals in conjunction with the organization's established objectives. Keeps informed on new development in information systems technology, and determines specific upgrades necessary for management. This is the top IT management position for the organization. Normally reports to the CEO/Executive Director, COO, or CFO Conducts the marketing or service activities of the organization. Coordinates the efforts of representatives to promote effective customer relations. Controls the course of advertising and marketing campaigns. Establishes a system for tracking work activities and effectiveness of current status, and provides this information to management. May also recruit, hire and train staff, and assess employee performance. This is the top marketing/communications management position for the organization. Normally reports to the CEO/Executive Director or COO Oversees all programs and services of the organization to ensure alignment with the organization s goals and objectives. Selects staff for successful operation of the program and directs program activities. Monitors progress, and makes revisions to programs and services to improve effectiveness. Prepares program reports for management and board review. Regulates expenditures in line with budget allocations. This is the top program/services management position for the organization. Normally reports to the CEO/Executive Director

8 Functional Managers (Generally reports to a member of the Top Management Team) Accounting Manager/Controller Program/Services Manager Volunteer Services Manager Office/ Administrative Services Manager Oversees organization s development and administration of the accounting systems, practices, controls, and procedures to conform to accepted accounting practices and reflect operating costs, budgets, and profitability. Analyzes and interprets statistical data which affects the organization. Prepares and reviews financial summaries regarding financial areas of the organization. May conduct research concerning financial trends and suggest corrective measures. Normally reports to the CFO of if there is no CFO to the CEO/Executive Director. Responsible for supervising and administering a program of the agency, which may include planning, developing and coordinating the activity of this program and it s department with other agency programs. This may be a multi-incumbent position, depending on the size of the organization and scope of services delivered. Normally reports to the top program/services management position. Directs volunteer program in alignment with the needs and objectives of the organization. Oversees recruiting, engagement, and work of volunteers. Develops and administers policies related to volunteer activities. Coordinates training and assigns services to volunteers. May conduct surveys to determine effectiveness of volunteer program. This is normally a single incumbent job. Normally reports to a member of the top management team. Develops and administers office administration policies and procedures consistent with the needs of the organization. May provide direction and/or direct supervision to administrative support staff. Ensures the workplace is organized and promotes an efficient work environment. This is normally a single incumbent job. Normally reports to the COO or other member of the top management team. Staff (Fully proficient level) Staff Accountant HR Generalist Special Events Coordinator Marketing/Communications Specialist Fund Development Coordinator Grant Writer Administrative Assistant Bookkeeper Applies generally-accepted accounting principles and procedures in working with specialized accounting records and reports. Prepares conventional monthly statements including, balance sheets, profit and loss, and subsidiary statements. Prepares worksheets, and monthly journal entries, and analyzes to verify accuracy. Performs a variety of analytical activities in HR administration. Administers policies and programs covering several or all of the following: recruiting, compensation, benefits, training, employee and/or labor relations, safety, and personnel research. This is an exempt position under the Fair Labor Standards Act standards. Plans and executes special events for the organization. Recommends facility, negotiates contracts, and makes arrangements for food, beverage, audio/visual, transportation, etc. This is an exempt position under the Fair Labor Standards Act standards. Assists with planning and coordination of marketing communications and materials. Develops and writes print publications (newsletters, brochures, manuals, etc.). Supports the implementation of marketing strategies, and assists with research and analyses. May assist in determining marketing and promotional needs. This is an exempt position under the Fair Labor Standards Act standards Coordinates planning, implementation, and maintenance of fund development projects. Analyzes markets, and initiates and coordinates plans requiring specialized communications and marketing techniques. This is an exempt position under the Fair Labor Standards Act Responsible for developing proposals for grant requests for the organization. Researches grant requirements and funding sources. This is an exempt position under the Fair Labor Standards Act Provides a wide variety a clerical and support services. May assist in the preparation of reports regarding operations, personnel, and financial matters. Acts as a liaison with others within the organization. Generally under direction of Accounting Manager or Controller, maintains a complete and systematic set of records of business transactions. Balances general ledgers and prepares reports. Manages receipts, expenditures, and accounts receivable and payable