Time is Money

Cascade’s traditional Nonprofit Pay and Benefits Survey is being replaced with two separate surveys: Regional Pay Survey and Regional Benefits Survey. What does this mean for you, why is this an improvement and why should your participate now?

Cascade has a proven track record with its Nonprofit Pay and Benefits Survey. Before we changed anything, we wanted to make sure that our new surveys would be even more successful and useful to organizations. In 2019, we partnered with another employers association in Washington to add their members to our Regional Pay Survey and collaborate on a Regional Benefits Survey.

As a result of the partnership, 130 new nonprofits from Oregon and Washington were added to the Regional Pay Survey, providing even better pay information for you. In fact, we were able to have reportable nonprofit data for 282 positions – that is 124 more positions than we could report on in our combined survey!

Similarly, the Regional Benefits Survey was designed to be as close to the benefits portion of the Nonprofit Benefits Survey as possible. As it was, there were 106 nonprofit participants in the Regional Benefits Survey in 2019. For comparison, there were 66 participants in the benefits portion of the 2019 Nonprofit Pay and Benefits Survey. Most organizations who participated in the 2019 Nonprofit Pay and Benefits Survey did not participate in the Regional Benefits Survey, so that participant rate also has the potential to go way up!

So now that you know about why the new surveys are replacing the old, how do you go about participating? Well, chances are that if you participated in the previous Nonprofit Pay and Benefits Survey, we already have your contact information and will send out participation reminders for the new surveys.

If you already have an Evergreen account, go ahead and update your pay data to be considered a participant in the Regional Pay Survey. If you don’t have an Evergreen account, have forgotten your login information, or want to be added to the contact list for the Regional Benefits Survey, contact McKenna Arnold, Survey and Research Manager, at marnold@cascadeemployers.com. Any organization in Oregon or Washington is encouraged to participate and receive large discounts off the final reports.

If you are interested in obtaining both nonprofit pay and benefits data, we will be offering both reports combined at a discounted price from purchasing the reports separately. The exciting new benefit is that both reports will now be available for FREE to all participating members.

You can purchase the combined reports now, and they will be sent to you as they become available. You must participate in both surveys to receive the discounted price. Failure to participate in both surveys will result in your organization being charged the remaining fee for the relevant non-participant price.

The Regional Pay Survey is open now. Get your compensation data in by March 16, 2020 to be considered a participant.

The Regional Benefit Survey will be open for participation in June. Make sure you are on our contact list and we will send you an email when it is open.

We look forward to hearing from your organization!



Beautiful woman with grimace beacuse of bad smell. Isolated on white.

The first thing is to just remember to be sensitive to the person, as they may not know there is an issue. If an employee who you supervise brought up the issue, inform them that you will address the problem, and they should not try to handle the situation on their own. Remember that these things should be kept confidential to respect the other employee’s privacy.

Someone trained in difficult conversations is the best option to handle the matter. Make sure to have the conversation in a private location, where other employees are not around. Be upfront, and inform the employee that the conversation you are about to have will likely be uncomfortable, but that it is necessary and something you think they’d want to know.

Be delicate, but also straight forward. Inform the employee that at times, there is an odor about them, and ask if they are aware.

Don’t make assumptions. Remember that you may not understand the actual cause of the odor. It is possible the cause of the odor could be due to a medical issue, or a cultural or religious custom and may not be related to grooming practices at all.

Allow the employee an opportunity to respond to the issue by saying something like, “I am not sure if it is a personal hygiene issue, your clothing or something else. Are you aware of this issue?” This will give them the chance to answer back with a possible reason for the odor.

If the employee indicates that the issue is due to a medical issue, or religious reason, you should begin the interactive process for possible reasonable accommodations.

Inform the employee of how the odor may be affecting the workplace. For example, you may have had customers or employees express concern. If the problem is with a fragrance as opposed to body odor, review your policy on fragrances in the workplace if you have one.

At the end of the meeting, verify that your employee understands your expectations regarding their personal hygiene and discuss what steps need to be followed going forward; whether it be discussing possible reasonable accommodations, or if the onus falls on the employee to make any necessary changes. Confirm the employee understands possible consequences if they fail to comply with the expectations, document the conversation, and follow-up as necessary.

If there is a need for a reasonable accommodation, document those conversations as well as possible accommodations and how those might be implemented, going forward.



NIRSA logo image

With more than 4500 members, this not-for-profit association – whose headquarters are now nestled in Corvallis, Oregon – was founded because dedicated recreation programs and facilities at institutions of higher learning inspire diverse and sustainable communities of wellbeing through the platform of inclusive recreation. Did you know…

  1. From the time two state schools in the Midwest devoted spaces and resources to campus recreation in 1916, a century of ever-growing commitment to programming, participation, inclusion, and outside-of-the-classroom learning has prevailed for students and faculty in higher education. It all began as more and more campuses began to offer recreational sports, catching the attention of scholars who were interested in their positive effects on campus culture and students’ quality of life. Dr. William Wasson was one such scholar, discovering the value of intramurals while studying Physical Education under Elmer Mitchell at the University of Michigan in 1946. The connection between a healthy body and healthy mind continues to be explored today.
  2. Dr. Wasson went on to develop his own intramural program at Dillard University, and in 1948 commenced a study with funding from the Carnegie Foundation, titled “A Comparative Study of Intramural Programs in Negro Colleges.” In 1950, Wasson founded the National Intramural Association, convening a meeting of 20 representatives from 11 Historically Black Colleges and Universities at Dillard University in New Orleans. The NIA was the first organization of its kind, bringing intramural program leaders together for the purpose of sharing skills and wisdom to advance the good work of their profession.
  3. The face of the Association has changed a great deal over the decades, adapting its purposes and membership to changes in the profession and national culture. Since those early generations, collegiate recreation has flourished from a hodgepodge of opportunities that originally catered to the needs of a minority of students to comprise a well-integrated, inclusive range of offerings that inspire millions of students every year.
  4. Today, NIRSA members can be found on more than 950 campuses, with a busy staff and thousands of active members sharing time and skills to continue in the aim that moved Dr. William Wasson. Campus recreation departments play a vital role in the development and success of students.
  5. Where does NIRSA plan to go from here? Campus recreation professionals have for decades been collaborating to strengthen their resolve and ability to build inclusive and welcoming environments, foster positive student engagement, and advance a culture of health and wellbeing that is essential for thriving individuals and vibrant communities. Their vision is nothing short of inspiring healthy people and healthy communities worldwide as the premier association of leaders in campus recreation.

Cascade is proud to feature this member that believes participation in campus recreation programming can make our global community healthier.



Making Her Point

Do you have compensation challenges and are unsure where to begin? Whether it’s quick compensation consulting or large projects, we are here to help!

There are numerous advantages to hiring an outside compensation consultant versus trying to tackle pay plan development on your own and with limited knowledge in this highly specialized area. Those advantages include:

Expertise – Compensation is often referred to as both an art and a science that takes education and experience to master. With a track record of experience in a wide variety of industries, degrees and certifications of expertise, an experienced consultant will know exactly how to help and do it in a thorough and well thought-out manner.

Objectivity – Having an outside perspective can be very beneficial in asking new questions and thinking of things in a new light. A good consultant uses a number of survey data sources to remain completely objective when providing data and making recommendations.

Compliance – A professional compensation consultant will help you remain compliant with an understanding of all of the ever-changing state and national laws around compensation.

Accuracy – The best consultants will use data from multiple reliable and robust survey sources to find the best data points to base your business decisions on and help you remain competitive in the market. Understanding survey data sources and determining comparable job matches requires a deep understanding of jobs, organizations, and practical compensation experience.

Time – Your project will get done at a much quicker speed with a professional concentrating on it for you. With minimal assistance from you, they take the worry and project off of your busy plate.

Cascade Employers Association’s Compensation team supports employers in all industries and sectors across the United States, with the largest concentration in Oregon, Washington, California and Nevada. With over 450 members of our own, and over 2,000 when we include our partner association members, consider us your go-to compensation resource. After all, we’re doing it all day, every day.

Contact us today for a quick conversation on how we can help, at lhill@cascadeemployers.com.

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