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all hands in

Culture & Compensation

We assess charities’ key workplace policies and practices, as well as compensation practices.

The Culture and Compensation beacon includes two evaluation areas: Workplace Policies and Compensation Practices. Scoring details and the evidence behind each metric are fully detailed in the Rating Methodology Guide.

Compensation Practicies

Applies to donor-funded charities with more than $50 million in annual revenue.

 

All board members must be listed on the form 990 with an indication of whether or not they are compensated. Our analysts verify that the charities complied with the Form 990 instructions and that no board members are compensated simply for being on the board.

Applies to all donor-funded charities with more than $50 million in annual revenue.

 

Charities must list their CEO’s name and compensation on the Form 990. Our analysts check to be sure that the charities complied with the Form 990 instructions and included this information.

Applies to donor-funded charities with more than $50 million in annual revenue.

 

This process indicates that the organization has a documented policy that it follows each year. The policy should indicate that an objective and independent review process of the CEO’s compensation has been conducted, including benchmarking against comparable organizations. We check to ensure that the charity has reported its process for determining the CEO’s pay on its Form 990.

Maintaining a competitive employee benefits ratio ensures the well-being of staff and the long-term retention of talent. This investment in personnel ensures that the organization can sustain high-quality service delivery through a supported and stable workforce. Here, we report if the charity’s spending on employee benefits meets industry standards for organizational health.

Applies to charities with at least three full-time employees.

 

This policy ensures that hiring and promotion practices foster a diverse workforce and eliminate barriers that might disproportionately disadvantage any group. By identifying patterns of inequity, the charity is able to implement the corrective measures necessary to build a truly fair and inclusive organization.

Applies to charities with at least three full-time employees.

This policy highlights a transparent and consistent compensation framework that is vital for attracting, motivating, and retaining a highly skilled workforce. By establishing clear reasoning behind pay and benefits at all levels, the charity ensures equity across the organization and empowers its team to focus on achieving the mission.

Workplace Policies

This policy outlines procedures for handling employee complaints and provides a confidential way for employees to report any financial mismanagement. Here we check if the charity indicated the existence of a policy on its Form 990.
This policy protects the organization and by extension, those it serves, when it is considering entering into a transaction that may benefit the private interest of an officer or director of the organization. Charities are not required to share their conflict of interest policies with the public. We check if the charity reports this policy on its Form 990.
This set of policies evaluate key workplace policies and practices that build an inclusive workplace. Clear policies on workplace conduct create a safe and supportive environment where staff can thrive. When employees are well-supported, charities are better equipped to achieve their missions.

Applies to charities with at least three full-time employees.

 

This set of policies evaluate talent management and goal alignment that drive organizational effectiveness. By connecting individual success to mission-driven objectives, charities create a clear roadmap for progress that empowers staff to achieve their organization’s mission.

Find Charities with Strong Culture & Compensation Practices

Discover charities rated on Culture & Compensation. Find a new and exciting giving opportunity.

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