The 2019 US Human Services Workforce Trends and Compensation Study provides Human Resources stakeholders with the salary data they have come to rely on to ensure their organization is offering competitive compensation packages. The strength of the human services workforce is also influenced by factors outside of compensation, so in addition to salary data, this year's report offers insights into trends, opportunities, challenges, and solutions regarding recruitment, retention, turnover, and advancing equity. The 2019 study, informed by survey responses from over 270 nonprofit human service organizations, contains two distinct sections:
Section 1: Compensation Study
This year's study focuses on Professional Staff, Direct Service Staff, and Support Staff, providing compensation data for a total of 59 positions:
- Professional Staff [16 positions] - Positions requiring certification, licensure, and/or specific academic credentials.
- Direct Services Staff [22 positions] - These positions generally do not require credentials or licensing, but do involve regular, mission-based, direct contact with the people served by the agency.
- Support Staff [21 positions] - These positions are crucial to daily operations, but generally do not involve client contact related to therapeutic intervention, support, advocacy, or other program-based specific service delivery.
Salary data for all positions are provided in the following breakout categories: organization budget, staff size, and region. As always, the study also presents salary information for the top executive position, as well as a participant profile containing information about the organizational characteristics of the survey sample.
Section 2: Workforce Trends
In consultation with human resources stakeholders in our network we have expanded our compensation survey to include questions based on the priorities, challenges, and trends that are impacting the strength and diversity of the sector's workforce. In this trends report, we summarize data collected in the survey in the following broad categories: recruitment, retention, turnover, and advancing equity. Research questions pursued include:
- How many organizations have formal recruitment and/or retention plans? What's the budget for these?
- How many organizations have recruitment or hiring protocols in place that promote diversity and inclusion?
- From where are organizations recruiting?
- How many organizations have experience hiring new Americans, or citizens returning from incarceration?
- Are organizations changing (i.e., lowering) job qualifications and/or allotting more resources for new employee training?
- " What positions are most difficult to fill?
- What turnover rates are we seeing in our sector? Why are these employees leaving?
- How do organizations promote flexibility, wellness, and work-life balance?
- How many organizations have a formal succession plan in place?
- What demographic data is collected for staff? What about for board members?
- Are organizations measuring the degree to which their workforce reflects the population served?
- How are organizations working to advance equity?
We intend for this data to be useful to our strategic action network as a whole and to individual organizations by providing baseline data for benchmarking and goal-setting. Moreover, we hope that this resource will encourage conversations, generate ideas, help identify priorities, and inspire new questions to ask.
Publisher: Alliance for Strong Families and Communities
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