For Employers: The 2013 Salary And Benefits Survey

UPDATE: We have extended the deadline to complete the Survey to July 26th.

Every year, The NonProfit Times and Bluewater Nonprofit Solutions publish the Nonprofit Salary and Benefits Reports. These in-depth studies help organizations to determine whether they are in line with similar organizations and to remain in compliance with the Internal Revenue Service. The data for these reports come from surveys of our readers and we need your participation again for our upcoming 2013 Salary and Benefits Reports.

Besides helping all nonprofits with their compensation packages, completing the 2013 Salary and Benefits Survey, has other benefits. Those who complete it by the deadline will qualify for a chance to win an iPad Mini and you will receive a free executive summary of the Survey results. Finally, everyone who completes the Survey will get 50 percent off the full reports (currently priced at $285) set to be released later in the year.

Since we know that your time is valuable, we have instituted some new features to make completing the Survey easier and faster than ever. In addition to some general streamlining, previous participants now have the ability to jump start the 2013 survey completion process–you only need to change the data that is different.

Other new features include:

• The survey is now compatible with all major Internet browsers including Safari, Chrome, Firefox, and Internet Explorer.
• We've made it easier and more intuitive to enter data. We've also added more prompts to guide users.

So what are you waiting for? Complete the 2013 Nonprofit Organizations Salary and Benefits Survey today and help all nonprofits!

Salary Negotiation For Out-Of-State Jobs

Negotiating acceptable salary and benefits for a nonprofit job is hard enough; it's even more difficult when you are applying for an out-of-state job.

While it's most common to look for work in the area in which you live, it can be beneficial to look for out-of-state jobs as you will be expanding your opportunities. Relocating for a job takes a lot of time, effort, and money, however, and that will have to be taken into account when negotiating a salary.

Ensure that your new paycheck will cover your new situation by following these steps before your salary negotiation:

• Know the Location: Costs of living will vary depending on location. For instance, it's a lot more expensive to live in a big city like Manhattan than it is to live in a rural town in Vermont. Adjust your salary demands based on this information.
• Know Your Situation: You must consider all aspects when negotiating with the employer. Who will be paying for the move? How hard was it to sell your home? What area of town are you going to live? These are things that will factor into your needs.
• Research: Salaries vary by geography, so make sure you know the average going rate for similar jobs in the area. Once you have a good idea of the range, go onto a site like LinkedIn and ask people in the area if your demands sound acceptable.
• Demonstrate Your Worth: Employers don't like to pay more than they really have to, so be ready with specific examples from your career to prove that you deserve the salary you request.
• Plan B: It's entirely possible that the employer simply will not budge on its initial offer. If that's the case, see if they can do anything else to make your life easier, such as bonuses or relocation packages.

Nonprofit Salaries -- Getting In The Know

The release of The NonProfit Times' 2012 Salary and Benefits Reports is good news for both organizations and job seekers. Nonprofits can make sure the compensation they are offering employees is in line with industry standards, and job hunters can ensure they are getting a fair deal when they get a salary offer.

While most of the reports deal with both salaries and benefits, there are some that want to know more about just money rather than perks. For those individuals, the 2012 Nonprofit Salary Report is the best choice.

This report provides the latest and most complete salary information available on 254 nonprofit positions from entry level to the executive office including base salary, bonus practices, total cash compensation, salary increases, employee turnover, and more. Salary data is presented at three different levels -- by position, job family, and organization -- to provide a comprehensive view of pay practices at all levels of a nonprofit organization. There are a large number of job titles included in the report, all of which can be viewed on our webpage.

Salary data is always changing in the nonprofit sector, and the 2012 Salary Report let's users easily see how data has shifted from 2011 to 2012. Information is presented by multiple views to allow for fast and easy comparisons against relevant peer organizations by geographic location, operating budget and field of work.

You can purchase the report on NPT's online store, where you can also view the other 2012 Salary and Benefits Reports.

Negotiating A Salary For An Out-Of-State Job

Negotiating a salary for a new job is critical for every job seeker. No matter how good a job is, it's going to be hard to convince yourself to work there if the salary you are being offered is not fair. This is especially true if you are looking to land a job out-of-state.

Relocating to a new area generally means your expenses are going to increase. Not only do you need to account for the price of moving all of your belongings, the price of gas and other items can be drastically different. As such, it's more important than usual to factor in your move when negotiating with out-of-state employers.

Here are five items to consider that will help your negotiating position:

• Know the area. How much more expensive will gas be in your new home? What about food, and other necessities? All of these things and more need to be taken into consideration when determining what salary you need to maintain a normal lifestyle.
• Take the big-picture approach. Here are some things you should know the answer to: Who will be paying for your move? Will it be difficult to sell your house? In what neighborhood will you be living?
• Research. Salaries can vary greatly by location. The going rate for a major gifts officer in one state could be significantly lower in another.
• Show your value. Hiring managers are not going to want to shell out a little more money just because you are coming from out-of-the area. To get them to consider your case, you need to show that you offer a lot more than your typical candidate. Come to the interview prepared with specific example that demonstrate what you would bring to the organization.
• Salary isn't everything. Money is important but, if negotiations are at a stalemate, it's worth considering what else can be gained. For example, see if you can negotiate perks or other benefits that could eventually boost your starting salary.

4 Ways To Mishandle Salary Negotiations

Job interviews are tough, but salary negotiations can make them look like a walk in the park. One small misstep in the process and you could find yourself without that job offer.

Many job seekers know what they want in terms of salary and benefits, but are hesitant to say it for fear of pricing themselves out of the job. That is certainly a legitimate concern, but it's one that can be easily erased simply be doing your homework. Do some research to determine what the standard pay rates and perks are for the position so you know if what you are asking for is too much.

If you don't do your homework, you leave yourself at risk of mishandling the negotiations. Here are four other things to avoid:

• Not Thinking About Yourself: If you don't think seriously about the income you need, you may end up taking a job that will leave you struggling to pay for everyday items. If the salary you need is out of line with the standard rates, look for a position that will pay you what you need.
• Laying All Your Cards On The Table: Job interviewers will often ask you to name a specific number you have in mind, but you should always try to avoid this. Use answers such as "If I do receive an offer, I want it to be reasonable" or "I will consider any offer that fits my needs." If you are pressed for a number, give a range rather than a specific answer.
• Neglecting To Ask About Benefits: Salary is important but you shouldn't forget to ask about what benefits you would be getting. Healthcare is especially important, given that the Affordable Care Act of 2010 requires all individuals to have coverage.
• Not Giving A Counter-Offer: Most organizations are not going to offer you the highest salary right off the bat; that's simply not the way negotiations work. Using the knowledge you have acquired from your research, you should present a counter-offer that is fair for both you and the company.

Think Before Accepting A Salary Offer

The good thing about a salary offer is it means you are getting closer to a job. The bad thing is, if you are too quick to accept, you could be costing yourself thousands of dollars.

Some job seekers are so anxious to work that they will accept any dollar amount thrown at them without thinking. This is understandable given the current economic climate, but the desire to have a job doesn't mean you have to settle. You need to make sure you do the proper research into typical salary data for positions to ensure you are being offered a fair deal.

A good tactic to practice in any salary negotiation is to think a little before saying anything. This will indicate to the hiring manager that you aren't entirely sold. If you're lucky, he will up the offer without you having to do anything.

More than likely, however, you will be in for a more protracted negotiation, but your initial hesitation should be enough to show that you are not overwhelmed by the offer. This will give you the opportunity to share the number you had in mind. Assuming you did the proper research, the salary you mention should be in line with industry standards, but that doesn't mean the employer will bend immediately. In fact, there's a good chance they will say "take it or leave it" if they don't have the budget to offer you more. 

If the job is too good to pass up, you could always ask if there will be a chance to have a salary review. If the answer to that question is yes, you should probably take the offer. Otherwise, you should consider looking for another job that will pay you the salary you had in mind.

3 Ways To Negotiate Non-Salary Benefits

Job seekers have a number of priorities when looking for a job, but salary usually ranks highest. While being paid well is important, applicants should also consider the benefits that are offered by the organization for which they applied.

Nonprofits offer a wide range of benefits to their employees, many of which are listed in The NonProfit Times' 2012 Nonprofit Organizations Benefits Report. Job hunters should take a look at the benefits that are usually given to specific positions to ensure they are being offered a fair deal.

With that in mind, here are three ways to negotiate benefits should you get a job offer:

• Research: As was mentioned above, you should research the standard benefits for specific nonprofit jobs. You should also investigate the organization in question; find out how it's doing financially, and only ask for benefits you know it can afford.
• Focus on the Future: There are certain job offers that are just too good to turn down despite the lack of benefits. If this is the case, consider revisiting the situation in a few months after you have shown your worth to the organization. Your superiors could be more inclined to offer you better perks if you have shown yourself to be valuable.
• Prioritize: What benefits are most important to you? You shouldn't hand the employer a laundry list of items you require, but you should be strategic about what you ask for to increase your chances of success. If you have a long commute, for example, it would make sense to ask for flex time.

The 2012 Nonprofit Salary And Benefits Report

The NonProfit Times, the leading business publication for nonprofit management, has released the 2012 editions of its annual Nonprofit Salary and Benefits Reports. In partnership with Bluewater Nonprofit Solutions, these five reports will give managers the most up-to-date information on current trends in nonprofit salaries and benefits so they can properly fill out their IRS Form 990s.

This year brings the introduction of a new report to the standard four that were available in previous years: The 2012 Nonprofit Organizations New York State Salary and Benefits Report. All of NPT’s reports are based on responses from around the United States, but this is the publication’s first report to collect information based on a specific state. The New York Salary and Benefits Report contains information on mid-level salary information, complete benefits coverage, and key benchmarking information, including base salary and total cash compensation data with percentile rankings for each position.

The other reports released by NPT today are:

• 2012 Nonprofit Organizations Salary and Benefits Report: The information in this report will give you the salary range for nearly 252 positions in the nonprofit sector.
• 2012 Nonprofit Organizations Salary Report: This is useful for organizations that already have a handle on their benefits packages, but need information to create competitive salary structures.
• 2012 Nonprofit Organizations Benefits Report: Similar to the report above, this is the one to purchase if your nonprofit only needs help with creating competitive benefits packages for its employees.
• 2012 Nonprofit Organizations Top Executive Positions and Special Perks Report: Nonprofit executive compensation is so important to understand thoroughly. In order to attract the best people to be a part of a nonprofit organization, a very competitive environment, you need to make sure that you offer appealing compensation packages for hiring individuals who you wish to play an important role in your organization.

All five of the reports are available for purchase immediately on The NonProfit Times’online store. Purchase one, or more, today so that your organization can attract the best and brightest employees, and stay on top of those Form 990s.

Developing A Nonprofit Salary System

Every year, The NonProfit Times releases its Salary and Benefits Report, revealing how employees in the nonprofit sector are being paid. As with any business, salary structure is extremely important for nonprofits, and this report gives organizations that are just beginning a good model of the accepted pay within their industry.

Determining what the standard pay for particular employees is important, as you want to make sure that you are not underpaying workers. On the other hand, you can also choose (providing you have the budget) to pay higher than the average salary as a way to attract talent.

In their book "The Big Book of HR," Barbara Mitchell and Cornelia Gamlem wrote that the first step in determining how to pay employees is to develop the salary structure for your entire organization. This involves analyzing, evaluating, and pricing your jobs. Once this structure is in place, pay systems can be developed. As Mithcell and Gamlem explained, these can be developed in a number of different ways. It's up to you to choose the option that works best for your nonprofit.

• Pay for performance or merit pay systems tie pay increases to an employee's performance. These are useful for organizations that want to distinguish and reward performance and discourage a culture of entitlement.
• Single-rate or flat-rate systems generally pay one rate to all incumbents in a job, regardless of performance or seniority. The rate of pay is usually set at at the market rate.
• A time-based system is based on longevity, and pay increases occur on a predetermined schedule. Seniority is the main factor for these pay increases.
• In a productivity-based system, pay is determined by the employee's output.
• A person-based system pays people based on their value, rather than on the marketplace value of the job they hold.

The NonProfit Times' 2012 Salary And Benefits Survey

Every year, The NonProfit Times and BlueWater Nonprofit Solutions team up for the the most comprehensive salary and benefits report in the sector. Last year's efforts resulted in the 2011 Salary and Benefits Report.

The deadline to complete the 2012 Salary and Benefits is June 15, only three days away. If you haven't already started yours, now is your chance to participate in the only survey for nonprofits that will provide you with the comprehensive information needed to make key hiring and employment decisions.  Plus, you’ll have access to information that can be used to save money on salary and benefit costs.

All participants will receive a free Executive Summary of the results with salary data for all positions.

So what will the 2012 Salary Survey help you do? Here are some of the advantages:

• Make sound decisions on staff salaries and benefits. Give your board and managers the data they need.
• Get current salary and bonus pay data on 300 + nonprofit jobs from entry-level to the executive office.
• Check YES when the IRS asks you on your Form 990 if salaries for your chief executive and key employees were set using comparability data for similar positions.
• Learn about 94 employee benefits - health insurance, retirement, and more.
• Track changes and trends from 2011 to 2012 for ALL Salary & Benefits information. 
• Get data by nonprofit field, budget size, number of employees, and region throughout the U.S.A. 
• Discover what special benefits are being offered to 15 executive level positions.
• Stay competitive.

You can read more about the survey by clicking here.

Nonprofit Salaries: Fundraising

If you were to tell someone you knew that you were thinking of working in the nonprofit sector, one of the most common responses would probably go something like this: "Really? Don't you want to make money?"

The truth of the matter is that, despite popular belief, nonprofits can actually provide you with more than respectable salaries -- and there's no better example of this than fundraising jobs. The NonProfit Times recently reported that the majority of fundraisers saw major pay hikes, according to a recently released report by the Association of Fundraising Professionals (AFP). The study showed that the average salary for U.S. fundraisers was $75,595 in 2011.

This is not to say you should expect this kind of pay at every nonprofit. Indeed, salaries vary depending on a number of factors. According to NPT's 2011 Salary and Benefits Report, the salary paid to development positions increased as the operating budget of the organization grew. Nonprofits that had a budget of $0 to $499,999 paid fundraisers an average of $34,012, while those with a budget of $50,000,000+ paid an average of $69,394. So if you're looking for a big pay day, it stands to reason that you should apply to larger nonprofits.

Another variant that determines salary is the field in which the organization works. Here are some of the industries that pay the most:

• International, Foreign Affairs: $56,916
• Education: $56,745
• Health: $54,574
• Public, Societal Benefit: $51,169

All of these fields are pretty important in today's society, especially health care, so it should come as no surprise that they reward their employees well. If you want to learn more about nonprofit salaries, be sure to purchase our Salary and Benefits Report. And, if you are a nonprofit employee, don't forget to participate in our 2012 Nonprofit Salary and Benefits Survey.

Getting Comfortable With Salary Requirements

Some things seem to get harder when you get older.  As a kid, you probably had no reservations asking for a bigger allowance.  After all, how else were you going to afford that new bike?  So why is it so uncomfortable for some job seekers when an employer asks for their salary requirements?

Some job descriptions will require the applicant to list their salary expectations in their cover letter.  A lot of job seekers simply don't feel comfortable saying what they want to make.  They are afraid they could disqualify themselves before they even have a chance for an interview.  You can make this a little easier by researching the typical nonprofit salaries but if you still feel uncomfortable, there are ways to fulfill the employer's request while still avoiding an overly specific answer:

• Provide a list of the salaries you received in your career so far.  For example, you could say "I've earned X amount of dollars in my career so far, and I would be happy to discuss a potential salary with you in the future."
• Use ballpark figures to describe your desired salary (i.e. "I expect to get a salary in the low six-figures").
• If you have a feeling that the job is going to pay less than your previous position, you can mention your previous salary but say you are willing to be flexible.

Remember not to sell yourself short.  Your research should help you figure out what the salary is for the nonprofit job in question, so you shouldn't be rejected for a job interview because of salary unless what you requested is way above the norm.

Details Of The Second And Third Job Interview

Most job seekers know how to prepare for the initial interview.  You get your talking points ready, prepare for a barrage of questions, and look presentable.  But what do you do if you are called in for a second or third job interview?

Nonprofits always conduct multiple job interviews for management positions.  They are useful because they allow employers to get a better sense of who you are.  Think of the first interview as a screening process: It's meant to determine whether you meet the basic qualifications for the job.  In the second interview, you are going to be pressed for more details to back up your claims.  It's also an opportunity for the employer to explain the intricacies of the position, and the compensation you would receive.

If you are called in for a third interview, congratulations: You are well on your way to getting the job!  This interview is for the employer to finalize their view on your skills, so they can be absolutely sure you are the right fit.  You will usually be meeting with the hiring manager, someone from human resources, and maybe even an employee with whom you would be working.  This will also be the time where you would start getting into salary negotiation and other contractual details.

A lot of job seekers make the mistake of thinking they don't have to do any additional work to prepare for second or thid interviews.  As you can see from the descriptions above, they are a lot different than that initial conversation.  Make sure you are well prepared if you get the call!  For more tips like these, make sure to sign up for our weekly jobs newsletter.

Three Salary Negotiation Starting Points

If you are lucky enough to get a final job interview, you will be presented with one final obstacle: The salary negotiation.

Negotiating salary is a difficult task.  Job seekers have to balance what they want with what they need, as well as keeping in mind what the employer can reasonably offer.  That's why you should go into the interview with three numbers: What you want, what is acceptable, and what is a non-starter.

The first number you come up with is one that you would make you ecstatic.  It's a salary that is beyond what you would expect, but is not so far-fetched to be a complete fantasy.  This is where research comes in.  You must have a solid understanding of what the average salary is for the job for which you are applying.  If you see there are some organizations that are paying their employees on the high-end of the spectrum, you should use it for your "dream salary."

The second number is one that you would accept, even if it isn't everything you would want.  This is generally the salary that the majority of people working the job would get paid.  For example, The NonProfit Times' 2011 Nonprofit Salary and Benefits Report shows that nonprofits paid their non-management development employees an average salary of $36,817.  That would be a salary that would at least pass the "sniff test," and could be a basis for your negotiation.

The last number doesn't require as much explanation.  This is a salary that, if you were offered, you would reject without hesitation.  This would be something like being offered a $25,000 salary for a job that normally pays in the high 30s.  You probably won't run into this situation very often, but it's good to be prepared.

Having these three numbers will help you have a basis for which you can evaluate the offer you are given by the employer.  You can then begin your negotiations on a much stronger ground, and that's half the battle.

Dealing With Salary Requirements

iIt's the sentence that most job seekers dread seeing on a job posting: "Please include salary requirements in your cover letter."  Generally speaking, people have a pretty good idea of what they think they should be paid.  But that doesn't mean they are comfortable asking for what they think is a fair salary.  They would much rather get into that at a later date.  Unfortunately, there's no way to avoid the topic when it's required you include it in your cover letter.  If you are one of those individuals who is having cold feet about listing their desired salary, you'll be glad to know that there are ways to comply with the employer's request without providing a specific answer.

The biggest reason that job seekers are hesitant to list the salary they want is the fear of pricing themselves out of the job.  That's why it's important to do research about the type of salary someone typically earns in the position for which you are applying.  You can do this by reading salary surveys or asking your networking contacts.  If you have this information, it should be a lot less nerve-wracking to say what you really want.

It's still important to remain flexible when it comes to your salary requirements.  For example, you could say the following: "I have earned anywhere from $30,000 and $50,000 throughout my career.  Any salary within this range would be an acceptable starting point, though I am more than willing to negotiate this further with you."  See?  You've answered the employee's question honestly while leaving room for negotiation.

Evaluating A Job Offer

Just because you get a job offer from an organization doesn't mean you have to take it.  I know what you're thinking: How can you possibly say no to a job in this economy?  Shouldn't you just take what you can get?  These are all good points, but you don't want to immediately say yes before carefully evaluating the pros and cons of the offer.  The last thing you want to do is make a hasty decision that you will later regret.  Here are some of the key issues you should consider before making your decision.

Money Talks

It would be foolish to accept a job solely on the amount you are paid, but that doesn't mean it shouldn't be a factor.  Weighing the money you will be paid doesn't make you greedy, it makes you smart.  Does the salary you are being offered match up with what other individuals in your field are being paid?  Is this an offer that will be enough to help you pay your bills?  These are all things that you need to keep in mind when considering a salary offer.  If you feel you are being given a raw deal, make sure to read my post about salary negotiations to help you get what you deserve.

Comfort Matters

Consider the culture of the organization you will potentially join.  Does it seem like a place you would be happy working?  Nobody likes waking up in the morning, but you shouldn't dread going to work.  Nonprofit work is hard enough without the stress of a bad work environment.  Ask if you can be shown around the office, and talk to some of the employees.

Perks and Benefits

Money isn't the only thing that can entice you towards accepting a job.  Are you being offered and acceptable amount of sick/vacation days?  Is the health insurance being offered acceptable?  You're not necessarily going to be told all of the details by the hiring manager, so request to get information about the kind of benefits you would get.  Too many employees don't know about this information until they've actually made the decision to join the organization.  Remember, it pays to be prepared.

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These are just three of the things you should evaluate before deciding to accept or decline a job offer.  There are other issues you might want to consider, such as work hours or the commute, but these are the topics that carry the most weight.

The Art Of Salary Negotiation

Being passionate about an organization's missions or goals is one of the most important things a job seeker should consider when deciding whether to apply for a nonprofit job.  You then need to make sure that the job fits your skill set.  Once that is decided, it's time to turn to the reason you need a job in the first place: Money.  While some companies will list their starting salary in their job descriptions, there are many that will ask candidates to provide salary requirements in their cover letters.  Should you get chosen for an interview, you will have to get well acquainted with the art of salary negotiation.

The hardest part of negotiating a salary is asking for what you truly need.  It is common for job seekers to simply say they are "flexible" when it comes to pay.  Job seekers don't want to come off as greedy or imposing, and the thought is that being flexible with pay will help you get the job.  This couldn't be further from the truth.  Recruiters know the standard pay rate for your position, and they want to see that you know it as well.  Asking for a salary that is in line with the average salary will help your chances more than just saying you are flexible.

Nonprofit salaries vary from organization to organization.  Some might fit the stereotype of a low-paying, thankless job, but you will find that many have very competitive salaries.  Before you list your salary requirements, take a look at some nonprofit salary surveys to see what the position you are applying for generally pays.

The bottom line is you have to have a good knowledge of what you want and what you need.  You may want, for example, $50,000 a year, but you might find that is unreasonable for the position in question.  Calculate your expenses and see what kind of salary you really need.  Then, compare that with the average salary for the job you want.  You will likely be able to find a happy medium upon which both you and the employer can agree.

Nonprofit Career Round-Up: 6/9/2011

Job links for the day, as the heatwave continues to hit a good portion of The United States.  Stay cool, folks!

• 'How to Negotiate a Pay Raise'-Here is some more tips on salary negotiation.  It's a tricky business, so it's good to have all the advice on this subject you can.
• 'Are You Networking Too Much and Getting Too Little?'-Ah, networking.  It's a topic in job search that comes up all the time.  So you might as well keep up on your networking reading with this post.
• 'The Second Biggest Cover Letter Faux Pas of Them All'-I wonder what the first biggest faux pas is?  According to this post, the second biggest one is including information about yourself that isn't in your resume.  I couldn't agree more.

Nonprofit Salary Negotiation

So you've finally made it to the home-stretch of your job search; the nonprofit you really wanted to work for is prepared to offer you a job.  The only detail that remains, however, is one of the most important: your salary.  The nonprofit salary negotiation can be one of the more nerve-wracking tasks you undertake.  You obviously want to be paid appropriately for the work you will be doing, but you also are nervous about sounding too greedy.  How are you supposed to know what is an appropriate nonprofit salary to ask for?  Luckily for you, there are plenty of resources you can use to help you.

One good resource you will discover are salary surveys.  These are available from various different organizations (including The NonProfit Times), and will tell you the exact salaries for various types of nonprofit jobs.  Some of these reports cost money, however, so if this isn't an option for you there are other alternatives.  For instance, you can make contact with industry professionals who can advise you on an appropriate nonprofit salary to ask for.  Now that you have this information, let's go over the actual negotiation process.

Yesterday, I linked to an article from USA Today on this very subject.  The author, Alison Green, makes a great point in the opening of her piece: say the specific number you have in mind.  Although you may have heard recommendations to not give a specific dollar amount, the truth of the matter is the employer is going to want to know what you have in mind.  As a matter of fact, as Ms. Green mentions in her article, you will be hard pressed to find a job application that doesn't ask for your salary expectations in your cover letter.  So really, you may have to do some salary negotiations before you are even offered the job.

Once you give your expectations, it's time get down to negotiating.  Now, the best case scenario is that the salary you are asking for matches what the employer is looking to pay you anyway.  Unfortunately, this scenario doesn't always play out, so you have to be prepared for that.  Show that you have done your homework by referencing the information you got from salary surveys and/or other sources.  If a hiring manager realizes you are well informed about the typical nonprofit salary, they may be willing to compromise with you. 

However, if the employer won't budge from a number that you think is unfair, you really have to consider your options.  How desperate are you for this position?  Do you have any other nonprofit jobs that you can turn to if you turn down this one?  Are there opportunities for raises/bonuses in the future at this organization?  Ideally, the interviewer will give you at least a day to consider your options.  But if he/she needs an answer right away, I would take the job.  Unless the salary offered is extremely behind industry standards, you really have to take what you can get in this economy.  Although things are improving, it is still very hard to get a job.  And if you can get one, even if it doesn't pay what you would want in a perfect world, you should consider yourself lucky.

Nonprofit Career Round-Up: 5/10/2011

Sorry for the delay in the links, I've been fairly busy today with other work I had to take care of.  So without further delay, here are the nonprofit links for today:

• 'Simple Success Fundraising Plan'-This post from Sandy Rees is a handy step-by-step guide on how to help your nonprofit create a solid fundraising plan.  Must-read material whether you are new to fundraising or not.
• 'What's on Your Wall?'-No, this is not a post about Facebook, it's actually about normal walls!  Yeah, remember those?  Anyway, this is an entertaining yet insightful blog post from Ken Burnett about how to best use your bare office walls; both to make your office look better, and to help office morale.
• 'How to Determine What Salary to Ask For'-This is a topic many job-seekers struggle with.  On one hand, they want to be paid fairly; but on the other, they don't want to look greedy.  After reading this great article from USA Today, job hunters should have at least a better idea on how to negotiate their salary.  I should probably do a post on this subject at some point...