We're at a starting place for a compensation plan. As Executive Director, I have been in charge of compensation since 2001, through a 2007 merger and a 2019 acquisition that doubled our workforce from 15 to 33. I review regional nonprofit salary survey reports to make sure I'm in the right range for compensation, but I know that we need a solid plan. We have good insurance benefits, but I would like to have a better plan for incentives that keep our good employees from leaving our agency.
Employee retention costs our organization - financial resources, loss of employee morale, and most importantly, disruption in our ability to carry out our mission. Our employees work hard and believe in our mission, and this project will help to support them and communicate that they are valued. Also, as I consider leaving my position within the next 2 - 3 years, I recognize that it's vital to have compensation that is well-planned for the next leader to use and improve on.
Our organization aims to support and engage older adults, adults with disabilities, and their family caregivers to help them live meaningful lives. We service Milwaukee County and Waukesha County, Wisconsin with a corps of approximately 1,500 volunteers.