The mix of experiences that NWLC staff and candidates bring to their roles are extremely valuable and critical to the fabric of the organization. In developing the pay system, we aimed to ensure that people with similar work experience are paid similarly, and that the experience that differentiated pay for employees doing similar jobs is only experience relevant to their core work.
Determination of relevancy is based on the responsibilities and qualifications for a staff member’s current role as defined by general job postings and their field.
Examples of Relevant Experience
While relevancy cannot be applied uniformly across positions, because it is based on role and fields, below are some examples (not an exhaustive list) of relevant experience by team:
- Admin Team: Finance, accounting, human resources, office operations, information technology, grants administration.
- External Affairs – Development: Grant seeking and stewardship, proposal writing, donor/constituent relationship management, database management, sales, fundraising, fundraising volunteer relationship management (including board relations), financial reporting, prospect research, events management, marketing, issue area expertise.
- External Affairs – Communications: Communications, public relations, journalism, social media, graphic design, brand management, events management, marketing, advocacy, coalition building, organizing (field and digital), campaigning, issue area expertise.
- Program Teams: Legal; federal or, state/local policy; advocacy; development of policy, legislation, issue-area messaging and reports; research and analytics; coalition building and organizing; campaigning; issue area expertise.
Partial credit for work experience that is partially related to current work
We also compensate staff by giving them partial credit for prior work experience that is only partially related to their current role. This approach avoids parsing small gradations among staff with similar levels of experience.