HR

Sample steps an organization could take to advance this lever:

Data Collection and Assessment

• Conducting internal review of existing HR documentation to determine alignment with organizational job quality and equity commitments
• Reviewing attraction, retention and advancement statistics over time
• Assessing alignment of program operations guides, manuals and related requirements with job quality and equity commitments
• Conducting salary and equity assessments, with a focus on benchmarking salaries to the market based on job skills and competencies required (not just to other nonprofits)
• Creating or expanding learning and development opportunities for existing staff to increase retention

Design and Implementation

• Redesigning jobs to maximize job quality
• Allocating internal budget to address job quality gaps within the organization
• Designing and implementing changes related to stable and flexible schedules, remote work options, 4x10s schedules, changes to paid leave, and/or other scheduling changes
• Establishing or increasing employer retirement match programs or a home buying incentive benefit (e.g., down-payment assistance program).
• Setting up internal tuition assistance, loan forgiveness, or other upskilling incentive programs for front-line staff.
• Developing internal career path and progression that includes upward mobility opportunities to continue in direct service and/or move into management.
• Developing and funding "shadow roles" for BIPOC staff where an individual is compensated as they are learning about a role a level up.
• Exploring shared services models that could enable consolidation of compliance functions across a set of small nonprofits and enable staff to focus more of their time on the aspects of their jobs that they love, such as serving the public

👋 Learn How to Implement the HR Practices Lever