The Connecticut Nonprofit Compensation Study (2nd Edition) summarizes information submitted by 266 nonprofit companies. The study contains information on pay administration and the wages and salaries paid for 96 positions (see full listing beginning on page viii.) The positions covered are from the following job families, departments or types of organizations: Administrative, Human Resources, Finance, Clerical, Communications and Public Relations, Training and Education, Government Relations and Legal, MIS, Fundraising, Facilities, Arts, Health and Human Services, and Nutrition. The data was collected between December 2010 and January 2011. All information furnished by participants is strictly confidential. This study is most effective when used with other data as a management guide in making informed total compensation decisions. For legal and practical reasons, no direct use of or reference to any of the mentioned study should be made at the bargaining table. Compensation data are broken down by revenue, number of employees, and county and appear in four forms:
• the extreme range (lowest and highest rates paid)
• the middle 50-percent range (excluding the lowest and highest reported rates)
• the weighted average (an average rate for all employees in the job classification)
• the weighted average of the middle 50-percent range
Please note that information for a particular category (e.g., number of employees, budget size or county) appears only if there are four or more companies in that category. Therefore, for some positions the state total will be more than the number of employees and companies specified. Also note that the state average for the mid 50-percentile range will sometimes differ by category, as data points used to calculate the state figures result from the averages of the individual breakdown categories. Annual salaries are reported for exempt positions. Compensation for non-exempt positions is generally reported as an hourly wage. Salary figures do not include overtime. The jobs selected for this report are a sample of the broad range of positions in the nonprofit community. It is not possible to include the many specialized jobs that exist in particular organizations; therefore, we have chosen those jobs we believe are most common in the nonprofit community.
A final note: This study gives an overview of compensation for certain positions in Connecticut nonprofit organizations. It should not be used as the sole basis for determining a new compensation package or modifying an existing one.