2023 Grants Professionals Salary Report by PEAK

A compensation study gives boards the data to set fair, market-based salaries, meet IRS “reasonable pay” rules, and build trust with donors and staff. It’s a smart move for attracting talent and protecting your mission. 𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗙𝘂𝗹𝗹 𝗮𝗿𝘁𝗶𝗰𝗹𝗲 👉 https://lnkd.in/gJXRfXkN

Small businesses are Alberta's backbone, representing most of the businesses in our province. Each has found unique ways to support their teams. The data shows nearly half of employees value health benefits over salary increases. When people feel supported at work, everyone wins. Our new Small Business Corner launched just in time for Small Business Month with practical resources for benefits guidance and employee support. Because running a business is complex enough without navigating benefits alone. Discover our small business resources: https://ow.ly/FBM230sQBIi #SmallBusinessMonth #AlbertaSmallBusiness #EmployeeBenefits

Controversial take: Nonprofit staff deserve to share in the value they create. Most compensation models in our sector are fundamentally broken. We expect people to: * Work for below-market wages * Accept minimal benefits * Forgo performance incentives * Sacrifice financial security "for the mission" Then we wonder why turnover is devastating our organizations. What if nonprofits adopted value-sharing models where: * Staff receive base compensation that meets living wage standards * Performance is measured by mission impact, not just financial metrics * Longevity is rewarded through progressive benefits * Team members share in organizational growth through structured bonuses This isn't "becoming corporate." It's acknowledging that sustainable impact requires sustainable careers. Does your organization have innovative approaches to staff compensation? I'd love to hear about them.

From 6 October, organisations can apply for up to $500,000 to develop new initiatives that will improve the recovery and return to work experience for people with work-related physical injuries. This grant is open to organisations including, but not limited to, businesses, unions, service providers and peak bodies working in construction, manufacturing, transport, postal and/or warehousing. Read the guidelines 👉 go.vic.gov.au/46j86w1

One of the reasons I return to The Management Center again and again is because their resources meet nonprofits where we are. For organizations with smaller budgets, we don’t always have whole departments to create policies or build templates for us. Having a strong starting point makes a huge difference. This article on making compensation more equitable is a great example — it not only explains the principles but also provides tools and templates to put them into practice. Worth a read for any nonprofit leader thinking about how to make their pay practices more fair and transparent: https://lnkd.in/gYPiYbAN

This week saw the government finally put a figure on how much it will provide for the first Fair Pay Agreement (FPA) for social care in England. It announced £500m to fund its flagship social care policy – from the £4bn extra promised for social care in 2028/29 in the Spending Review. Lucinda Allen looks at what we know so far about how FPAs will work and whether the investment matches the scale of Labour’s ambitions of fair pay in the sector. Read more ⬇️ https://bit.ly/4mKVnqS

The New Jersey Department of Labor and Workforce Development announced that $3 million in available grant funding will be available through the Opportunity Partnership Grant program, which helps displaced/dislocated workers secure gainful employment at sustainable wages by offering training tailored to the needs of in-demand industries. The program provides training to fill workforce skills gaps, with trainees earning credentials aimed at boosting their careers and earning potential. Read more: https://lnkd.in/esEuWBDN

Sounds like a lot of money, doesn't it? Governments, and especially The Labour Party, are great at making statements like this. It sounds like progress and, to the "man in the street", it's a lot of money. But, is it enough? Let's do a simple breakdown. There are conservatively, 1.5m people working in social care and let's assume that the mix of part time and full time workers work an average of 1,500 hours per year (30 hours per week). On that basis, £500m would fund a pay rise for each worker of about £333 per year or 22p per hour. I'll let you decide if that's enough to fully fund a Fair Pay Agreement or whether some of the burden is going to fall back on providers.

Are you classifying your church workers correctly for payroll? It's very important to classify your workers correctly as W-2 or 1099 according to the IRS. The IRS summarizes the test to determine classification into three categories: - Behavioral control - Financial control - Type of relationship Meaning, does the church control the process of work, the financial pay, and how does the working relationship exist? Here's a few questions to think through for each paid worker: - Does the church control how, when, and where work gets performed? - Does the church provide tools and supplies? - Does the church determine the payment amount? - Does the church provide the training and/or require updated skills? If you answered yes to these questions, then most likely they need to be a W-2 employee. Are you classifying your workers correctly?

Hospitals and nonprofits spend millions hiring great people — but what about keeping them? ❌ Traditional bonuses and 401(k)s rarely build loyalty. 💡 MAX GLP helps organizations offer smarter benefit plans that reward key people and protect the employer’s bottom line. 🧩 More value for employees. 💰 Less long-term cost for employers. That’s the power of strategic planning done right. #EmployeeRetention #FinancialWellness #HRStrategy #LegacyBuilding #SmartCompensation