Michigan nonprofits prove their value time and time again but it goes without saying that any organization whether it is a Fortune 500 corporation, foundation or nonprofit, is only as solid as the talent it is able to attract and retain. The environment for Michigan nonprofits requires that they create appropriate compensation packages if they want to stay competitive in the pool of employers who are looking for quality talent.
Last December MNA released the 2014 Michigan Nonprofit Compensation & Benefits Report that was conducted by the Community Research Institute at Grand Valley State University’s Johnson Center for Philanthropy. The report is designed to share data on salaries and benefits packages for 70 job titles and 400 nonprofits. The report also shares demographics and compensation in the executive offices of Michigan nonprofits.
I also want to draw your attention to an exciting new feature within the report – diversity and inclusion. As you know, MNA believes in diversity and inclusion as an integral part of the work we all do. Included in the current information on salaries and benefits is information on health coverage for domestic partners and compensation relative to gender. One of the many things that I find significant and noteworthy about the report is that more than 50 percent of respondents to the survey said they have a formal diversity and inclusion policy. Nonprofits have come a long way in terms of reflecting the diversity of the people and demographics we serve.
Our report is a terrific tool for all nonprofits as well as other sectors to help them gauge their own policies and practices. At MNA we work hard to provide timely information on issues that contribute to the running of a strong organization that is primed for the sustainability. I encourage you to purchase and review a copy of the Compensation and Benefits Report by going to: http://www.mnaonline.org/2014mnacompensationreportmemberpage.aspx