Many women were a-twitter when data released from the 2011 Canadian Nonprofit Sector Compensation and Benefits Survey showed men earning more than women in the top five out of six job levels.
I was recently surfing Facebook and saw that a former staff’s page not only implied they still worked at this organization, but wildly inflated their job title. What can the organization do?
When nonprofits and charities consider employee remuneration, limited revenues and smaller operating budgets often hamstring them. This can lead to high employee turnover rates.
“I’m a marketer. And a fundraiser. And a volunteer coordinator. And a case manager. And…” Margot Cudmore is certainly a busy woman. As the events manager for Knights of Columbus in Oakville, Ontario, Cudmore is in charge of sales, marketing, promotions, planning, volunteer coordination, health and safety, procuring liquor licenses, inventory and client management. This laundry list of responsibilities is enough to induce panic in the calmest of employees, but Cudmore takes it all in stride.
If you’re working at a Canadian nonprofit, chances are your compensation is modest compared to others working at for-profit companies. But how does your remuneration stack up against others in similar positions within the sector?
Are nonprofit employees paid too much? Or not enough?
What do you do when your manager doesn’t know how to effectively lead?
Nonprofit organizations spend a lot of time and energy communicating with external audiences, which include donors, volunteers, board members, reporters, politicians and policymakers. But are you neglecting to communicate with one of the most crucial target audiences of all — your own staff?
Bringing new people into your organization can result in culture shock. Here’s how to deal with it.
Sometimes everyone just can’t get along. Follow these tips to deal with workplace conflict.
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