Compensation Plan Review and Equity Analysis

We are seeking a skilled volunteer to help us revise our compensation plan and conduct an equity analysis to ensure fair and competitive pay practices.

The volunteer will help us:

-Analyze our current compensation plan: Review our existing salary structure, benefits packages, and pay policies.
-Conduct an equity analysis: Evaluate our compensation practices to identify any gender or race-based pay gaps and ensure internal equity across roles and responsibilities.
-Research salary data: Gather benchmark data on comparable positions at similar organizations in our industry and geographic location.
-Develop recommendations: Propose revisions to our compensation plan that address any identified inequities and ensure our salaries and benefits are competitive.
-Document the revised plan: Create a clear and concise document outlining the updated compensation philosophy, salary ranges, and benefits information.

Freedom Network USA mobilizes its collective strength to build a transformative approach to human trafficking that is grounded in anti-racism and anti-oppression.

This project directly supports our mission by:

-Promoting equity and fairness within our organization: Ensuring fair compensation practices is essential to living our values of anti-racism and anti-oppression.
-Strengthening our ability to attract and retain talented staff: A competitive and equitable compensation plan helps us recruit and retain the best people to carry out our mission.
-Improving staff morale and engagement: Employees who feel valued and fairly compensated are more likely to be engaged and committed to their work.
-Increasing organizational effectiveness: By investing in our staff and creating a positive work environment, we can improve our overall organizational effectiveness and better serve survivors of human trafficking.

To support the volunteer's work, we will provide:

-Access to all relevant documents: Current compensation plan, employee data (anonymized to protect confidentiality), organizational charts, and any existing salary survey data.
-Dedicated staff contact: A staff member with HR expertise will serve as the main point of contact for the volunteer and provide ongoing support.
-Regular meetings: We will schedule regular meetings with the volunteer to review progress, provide feedback, and answer questions.
-Internal buy-in: We have secured leadership support for this project and are committed to implementing the volunteer's recommendations.