Handshake - Man and Woman

We are pleased to announce that we have partnered with two great organizations to promote our Nonprofit Pay and Benefit Survey as well as our compensation services.

The Nonprofit Association of Oregon, an organization aimed at strengthening and connecting nonprofits, and Jones & Roth, one of Oregon’s largest CPA firms focused on supporting the nonprofit community, have agreed to collaborate with us to promote our efforts in supporting the compensation needs of the nonprofit community. Our goal is that these partnerships will result in increased survey participation, improved accessibility to survey data and overall exposure of the great resources we offer to the nonprofit industry.

To provide some background, we officially launched our Nonprofit Pay and Benefit Survey in February of 2017. Our first year was a great success with 118 local nonprofits participating. This year, Cascade’s 2018 Nonprofit Pay and Benefit Survey is scheduled to launch on March 1st which will survey over 250 nonprofit jobs and include over 100 benefit related questions.

Cascade has long recognized the importance of smart business decisions for all organizations when it comes to human capital, and this is just as true for the nonprofit world. It is our belief that the strategic partnerships we are developing with both NAO and Jones & Roth will help to create and promote the information and services that are available to nonprofits. This will help to further increase their visibility as not only mission driven, but equally business minded.

To learn more about Cascade’s 2018 Nonprofit Pay and Benefits Survey, or to participate, please visit our website. The survey will be open for participation on March 1st and results will be published in June.

More about Our Survey Partners

Nonprofit Association of Oregon is the statewide membership organization providing a unique vehicle for nonprofit sector expression and support. At NAO, we believe the nonprofit sector strengthens the fabric of our democracy and our communities. Nonprofits create many public benefits such as opportunities to participate in civic affairs, enrich cultural life, provide needed services, generate significant economic impact, address inequities, and create innovative solutions to community issues. By representing and supporting nonprofits of all sizes and geographic locations across Oregon, we strive to convene, build capacity, promote best practices and be a thought leader to help nonprofits build a thriving and vital Oregon. For more information, visit: www.nonprofitoregon.org.

Since 1946, Jones & Roth has been recognized as one of Oregon’s most trusted CPA firms. Their services span the areas of tax, audit and assurance, advisory, and accounting & payroll. With a goal to have a positive impact in the lives of their clients, employees, and community, Cascade is honored to team with their organization as a sponsor of Cascade’s 2018 Nonprofit Pay and Benefit Survey.

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Teamwork Diagram

Engaged leaders are the key drivers of initiatives that ensure the “people programs” in a company support and contribute to the mission and strategic objectives of the organization.

Cascade offers a two-day program to help participants learn the essential strategies and areas of knowledge that promote consistent leadership practices and superior organization performance.

Who should attend?

  • Business owners and CEOs
  • Senior management, including general managers, operations managers, CFOs and controllers
  • Human resource managers and generalists
  • Organizational development professionals

What will you learn?

  • Build employee engagement
  • Foster a strengths-based culture
  • Manage change and transitions
  • Master difficult and crucial conversations
  • Strategically manage risk
  • Create a performance culture
  • Stay up-to-date on the latest leadership trends

The outcomes? Better productivity, increased morale, greater profitability, and overall improved organization performance.

Don’t miss our next session, held on March 1 & 2 in Salem. And don’t forget – members receive one annual registration at no charge!

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Columbia River Pilots

Have you ever driven along the Columbia River and wondered how such large shipping vessels could safely navigate so far up river from its mouth at Astoria? After all, many of these ships come from international ports, and chances are their captains have never experienced the Columbia until now. Did you know…

  1. Columbia River Pilots is an association of 40+ professional mariners licensed by the State of Oregon to pilot over 320 nautical miles of the Columbia River, from Astoria to the Ports of Longview, Kalama, Vancouver, Portland, The Dalles, and Pasco. This route is considered by many to be one of the most lengthy and challenging pilotage grounds in the world! They also provide service on 13 miles of the Willamette River, from its mouth to the seawall in downtown Portland.
  2. With 44 State-licensed pilots and a combined 639 years of piloting experience, Columbia River Pilots carry out their duties understanding that: 1) with over $24B in annual cargo value, the river is vital to Oregon’s economy; 2) safe navigation on the river demands continuously evolving expertise; and 3) to maintain the highest level of safety, efficiency and environmental protection on the river, the pilots must foster a close relationship with their partners.
  3. Their headquarters is located in the Rivergate District of North Portland. River pilots are dispatched from this modern facility, where all vessel activities are tracked and coordinated as they arrive, anchor, shift between berths or depart. Their pilot station is located on the Astoria waterfront at the foot of 14th Street. This historic facility provides moorage for the pilot boat, the Connor Foss, and sleeping quarters for pilots awaiting inbound ship assignments.
  4. The earliest records of any licensing board in Oregon are the laws applying to bar and river pilots. Piloting first became a major concern in Oregon in 1846 when an unqualified seaman offered his pilotage services on the treacherous Columbia River Bar. Fast forward to today, and the Board of Maritime Pilots acts as the professional licensing and regulatory agency whose primary consideration is public safety. Appointed by the Governor, this board is comprised of nine members: three public, three pilots and three maritime industry individuals.
  5. The vessels piloted by Columbia River Pilots include: Articulated tugs and barges, car carriers, container ships, cruise ships, cargo ships, log carriers, and other large ships.

Cascade is proud to feature this member, charged with safely and efficiently piloting vessels in all weather conditions, at all hours of the day and night, 365 days a year, Protecting the Great River of the West Since 1846.

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31/365: Go Doughboy

What to Offer a New Hire?

Determining a starting salary for a new hire can be difficult. Offering a starting salary too low may exclude good candidates or may attract someone unqualified for the position. A starting salary too high may prove unsustainable. While initial pay setting can follow an established process to produce a baseline figure, additional discussion and input from stakeholders (job candidate, recruiter, manager, etc.) may result in adjustments to the final salary offer.

Pay Setting – Entry Level Candidates

Most new hire pay begins with the assumption that the position has established minimum qualifications, or job related requirements, that must be met for a candidate to be considered for the position. “Entry level” candidates commonly meet the minimum requirements of the position, with little to no additional relevant experience or education. These individuals are generally offered the minimum pay of the salary range. Exceptions include advanced qualifications outside of the minimum qualifications, or short market supply for key skills that the candidate holds.

Pay Setting – Experienced Candidates

The process of new hire pay setting for experienced candidates is more complex and typically includes a total experience assessment followed by a salary growth calculation. The total experience assessment includes a review of the candidate’s education and an analysis of a candidate’s work experience weighted by the consideration of time, significance, and recency. Typically, when a candidate holds an education level above the minimum qualifications for a position, a ratio of two years of relevant experience for every one year of formal education can be used. This ratio assumes that knowledge obtained in an academic environment is acquired more rapidly and in greater variability than on-the-job knowledge.

The total experience is then compared with the position’s minimum qualifications to determine the number of years of job related experience above the minimum qualifications. This figure, along with the position’s minimum entry salary and an average annual salary growth percentage, are used in a salary growth calculation to determine an initial pay range. Once the range is calculated, internal and external equity are reviewed, which may adjust the initial salary range.

Salary Growth Calculation

The salary growth calculation estimates salary growth that the candidate might have experienced if he/she were originally hired at the entry level minimum pay range. Pay setting using a salary growth calculation assumes an average annual salary growth percentage and performance level over the same period of time. The calculated salary range represents the job valued internally, relative to the established salary structure for the position.

Example: Salary Growth Calculation

$40,000  X  5-6 Years  X  3%  =  $46,370-$47,762
Minimum
 Salary Range 
 Relevant Experience 
Above Minimum
Qualifications
 Average Annual 
Salary Growth
 Initial Salary Range 
Recommendation

 
After calculating an initial salary range, consideration must be given to peers at the same level and role within the organization. If the salary growth calculation is performed correctly, it should be consistent with the pay of similarly situated peers and emphasize internal equity.

Considerations

Typically the appropriate initial salary range recommendation should not be set higher than the salary range midpoint for a variety of reasons. The salary range midpoint generally represents the pay level of a full performance employee. Setting a new hire below the midpoint recognizes that the new candidate entering an organization will need time to attain a level of full performance in the position. Employee morale issues may ensue if a new hire is brought into a position at the full-performance pay level but cannot immediately contribute at that level.

The average annual salary growth can be determined by the type of work, discipline, external market trends, or a combination of factors, and should be reassessed annually. Market sensitive jobs or a candidate with progressive experience or performance may require a higher average annual growth percentage when calculating an initial salary range recommendation.

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