Project · Operations, Finance & HR
Salary benchmarking for nonprofits
Part of our operations, finance & hr support. Work on it with a coach, practitioner or cohort — and keep the result.
No credit card required · you own & control your data
You’ll walk away with
Salary bands
Benchmark comparison
Pay equity review
- Typical length
- 4–8 weeks
- Who’s involved
- executive director (ED) and HR or finance lead, about 2 hours a week, with a board finance committee review at the end
Overview
What is a salary benchmarking project?
Salary benchmarking compares what you pay with what similar nonprofits in your region pay for similar roles. When it’s done, you have salary bands for each position and a consistent way to decide raises and offers. A pay equity review shows whether people in similar roles are paid fairly.
Steps
How does a salary benchmarking project usually run?
01
Describe the roles
Confirm current job titles and duties so comparisons are fair.
02
Compare to the market
Match each role to published nonprofit pay surveys for your region and size.
03
Set bands
Build a pay range for each role with a minimum, midpoint and maximum.
04
Review equity
Look for pay gaps you can’t explain, and plan how and when to close them.
Signs you need this
When does a nonprofit need a salary benchmarking project?
The most common sign a nonprofit needs a salary benchmarking project is “Pay decisions feel arbitrary.” — here are the others to look for.
- Pay decisions feel arbitrary.
- You’re losing people to better-paying jobs.
- Pay equity questions are coming up.
Delivery
How does Resilia deliver a salary benchmarking project?
Practitioner: an HR practitioner benchmarks your roles against sector data and helps you set bands.
Practitioner time is scoped with you — or free to you if your funder sponsors it.
Example
What does a finished salary benchmarking look like?
For example, a 20-person family services nonprofit might find its case managers are paid well below the regional median while its managers are close to it. It could finish with bands for all eight roles and a two-year plan to bring case managers into range.
Pitfalls
What are common mistakes to avoid?
- Comparing to national averages when your region pays very differently.
- Matching on job title instead of what the job actually involves.
- Setting new bands without a budget plan to pay for them.
Related
What is a salary benchmarking project often paired with?
FAQ
Frequently asked questions
Where does benchmark data come from?
Published nonprofit compensation surveys relevant to your region and size.
How long does a salary benchmarking project take?
Typically 4–8 weeks. ED and HR or finance lead, about 2 hours a week, with a board finance committee review at the end.
How much does a salary benchmarking project cost?
Practitioner time is scoped with you — or free to you if your funder sponsors it.
Who does the work on a salary benchmarking project?
An HR practitioner benchmarks against sector data and helps you set bands.
Can we start a salary benchmarking project for free?
Yes. Start self-service for free in your workspace, then add a coach, practitioner or cohort when you’re ready — or ask your funder to sponsor it.
Can our funder pay for this?
Often, yes. Here’s how to ask.
Start this project.
I run a nonprofit
Start in your free workspace — no funder needed.
Start this projectNo credit card required · you own & control your data
Advise nonprofits? See how consultants work with Resilia.