Non-Profit Personnel Compensation Report

Transcription

1 ERA Salary Surveys Non-Exempt Office & Clerical Production, Maintenance, and Service Professional and Supervisory Engineering and Technical National Sales Compensation and Practices Executive Compensation Wage and Salary Adjustment ERA Benefits Surveys 2010 Survey Series Non-Profit Personnel Compensation Report Policies and Practices Health and Welfare Benefits Turnover Year-End Holidays Cincinnati: 1200 Edison Drive, Cincinnati, OH Phone: Toll free: Fax: Columbus: 300 E. Broad St., Suite 550, Columbus, OH Phone: Toll free: Fax:

2 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT TABLE OF CONTENTS Introduction... II - III Definition of Terms... IV - V Proper Use of This Survey... VI Job Descriptions Surveyed... VII - XXV Alphabetic Listing of Job Titles...XXVI-XXVIII Detailed Compensation Reports I

3 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT INTRODUCTION The 2010 Non-Profit Personnel Survey was conducted during July and August of It contains compensation data for 80 positions. The data used in compiling this report was supplied by 69 Tri-State and Central Ohio area companies who reported pay data for over 6,750 employees. The positions of Housing Manager, (Up to 75 Units), Housing Manager (Over 75 Units), Probation Officer / Parole Officer / Correctional Treatment Specialist, Residential Treatment Manager Over 40 Beds, Health Care Case Manager, Nurse Practitioner, Speech Therapist, Physical Therapist, Recreational Therapist, and Vocational Counselor were not included with this year s report due to insufficient data. We would like to thank all of the member organizations and their representatives that gave their time and information in making this Non-Profit Survey Report. How to Use the Survey Data Breakouts Data for the 2010 Non-Profit Personnel Survey has been broken out according to a variety of variables and statistics. These variables are defined on the following pages. Company size, geographic area, and business type provide more defined views of the compensation environment for particular job positions. Business type classification will only be presented if there are a sufficient number of responses to meet minimum confidentiality requirements. Therefore, if there are no responses or fewer than 3 responses provided by a particular business type for an individual job position, the business type title will not appear on the survey page representing that job position. Aging Survey Data The pay period covered by the survey data began on or after July 1, Therefore, when using this survey, it may be necessary to age the data in order to bring the survey results to the current date. This is achieved by using trend information to help determine how fast the job market has moved after the data was gathered. For more information on aging survey data, please contact the Survey Department. II

4 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT EMPLOYMENT SIZE Employees 25% 200+ Employees 12% Employees 24% 1-25 Employees 17% Employees 22% ORGANIZATION TYPE 50.0% 40.0% 30.0% 20.0% 13.2% 11.8% 11.8% 13.2% 20.6% 27.9% 10.0% 0.0% GEOGRAPHIC LOCATION Greater Columbus Area 28% Other 4% Greater Cincinnati Area 50% N Kentucky/ SE Indiana 22% Greater Dayton Area 6% III

5 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT DEFINITION OF TERMS POSITION TITLE AND DESCRIPTION: The title and description of each job surveyed are given and should be read very carefully by anyone using this report. The titles alone are not meant to identify jobs; please use the description of duties. NUMBER OF COMPANIES: Number of participating member companies reporting employees in each classification and data breakout category. NUMBER OF EMPLOYEES: The total number of employees reported in each classification listed and each data breakout category. BASE PAY AVERAGE: survey. The average rate reported by responding companies for the salary WEIGHTED AVERAGE: The weighted average of rates reported for each classification. It is calculated by multiplying the number of employees reported by their individual reported rates and summing the product of those totals. Totaled figures are then divided by all reported incumbents in the job. INTERQUARTILE RANGE 50 th Percentile or Median Rate: The mid-point of a rank order of the rates reported. Half of the total number of rates reported are higher than this, and half are lower. 25 th and 75 th Percentiles: The low-end and high-end of pay received by the middle 50% of the total number of employees reported. It is calculated by placing all employees reported in rank order by rate reported and then dropping out the lower 25% and the top 25% in each classification. Data are not detailed if there were less than 10 unique rates reported. The use of average rates may, when used alone, have its limitations. Primarily because, the smaller the sample, the greater the influence of each rate, which allows extremely high or low rates to exert an undue effect. It is important to consider the concentration of rates that may fall at the lower or upper levels. IV

6 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT When the Weighted rates are compared to the Median or 50 th Percentile rate, a better concept of the overall structure of a position s reported rates can be determined. Ideally, the Weighted should not stray too far from the Median. The 25 th and 75 th percentile rates give a good indication of the middle range of reported rates without the influence of the extremely high and low reported rates. ESTABLISHED RANGES: The arithmetic average of the starting rates (Min.) and maximum rates (Max.) reported. This is not a manipulation of actual pay data. The data provided are for established minimums and maximums only. CASH NUMBER OF COMPANIES: reporting variable pay data. Number of participating member companies VARIABLE PAY AVERAGE: This number represents the average annual variable rate paid by companies reporting variable pay. Variable pay reported includes any type of compensation that is paid out in addition to base pay and includes cash incentives, bonuses, profit sharing, and any other similar form of performance-based pay. Variable pay does not include overtime payments, shift differentials, or 401(k) contributions. Data will not appear for breakouts of less than 3 companies. TOTAL RESPONSES: Data lines represent information pertaining to all respondents to each position. This is the average pay for the detail provided combining all industries, areas, and sizes of employers. Data will not appear for breakouts of less than 3 companies. COMPANY SIZE: Data lines represent information detailed by total employment in the Tri-State and Central Ohio areas listed by number of employees. Data will not appear for breakouts of less than 3 companies. GEOGRAPHIC AREA: Data lines represent information detailed by primary geographical classification. Data will not appear for breakouts of less than 3 companies. BUSINESS TYPE: Data lines represent information detailed by primary business classification. Data will not appear for breakouts of less than 3 companies. V

7 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT PROPER USE OF THIS SURVEY Association surveys are designed to serve management as a guide, together with other data, to determine internal wage, salary, and HR policy decisions. Because of their confidential nature, they are not to be utilized in your dealings with customers, clients, suppliers, etc. This type of distribution violates the confidential understanding our members expect. Survey data used in collective bargaining should be restricted to preparation of your company s position and as a resource for management negotiators. It is further suggested that no direct reference be made to it in bargaining. There is little to gain and much to lose by using or referring to our survey data during bargaining. Both legal and practical considerations are involved. This survey is for the exclusive internal use of our member companies. Any reproduction or distribution of this survey data outside your organization is prohibited without the written permission of Employers Resource Association. NOTE OF CAUTION Wage and salary surveys provide a valuable tool for use in determining how an organization s pay structure relates to those in a given area. However, survey users should not attempt to use the recorded measures of central tendency (averages, etc.) as absolute compensation standards. Many factors, such as changes in the sample of participating firms or the level of employment in the community can affect the data reported and the results obtained for individual job classifications from year to year. Care therefore should be exercised in utilizing survey data, and specific results should be examined in the context of overall survey findings and the general economic situation prevailing at the time of the survey. The information contained in this survey is furnished by participating member companies on a confidential basis. You are requested to maintain this confidence by restricting the use of this survey to authorized personnel only. VI

8 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT 2010 NON-PROFIT PERSONNEL SURVEY JOB DESCRIPTIONS EXECUTIVE Executive Director Directs and coordinates all operations of non-profit organization. Prepares budget in consultation with departmental directors to allocate funds, control costs, and maintain operations at a level consistent with organization s guidelines. Recommends new policies and procedures to organization s governing board. Represents the organization to the public and negotiates with community organizations to plan joint fund raising campaigns. Responsible for articulating the organization s vision and compliance with its mission Chief Operating Officer/Executive Vice-President Reporting to the Executive Director, serves primarily in the overall operation of the organization or person in command during the absence of the Executive Director. May oversee and direct all or most of the various major administrative functions of the organization such as human resources, public relations, fundraising, marketing, operations, etc Director/Vice President Oversees and directs a major administrative function of the organization such as admissions, food service, human resources, MIS, property management, purchasing, records management, etc. Evaluates and reviews functions regularly recommending policy, process, and procedure changes. Implements board approved revisions, suggestions, and modifications Controller With general direction from the Executive Director, oversees the accounting and budgeting of the organization either directly or through subordinates. Decides on specific methods, procedures, accounts, and reports to be used within the organization. Evaluates and takes final action on recommendations for changes in aspects of the accounting system, extending cost accounting operations or changing from one accounting method to another. Directs preparation of budgets and financial forecasts. Advises management on desirable operational adjustments due to tax and government revisions. Recommends insurance coverage for loss and liability Program Director Responsible for supervising and administering a program of the agency, which may include planning, developing and coordinating the activity of this program and its department with other agency programs, and for supervising all paid and volunteer staff working in this program. May be provided in residential or community setting. VII

9 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Education Director Determine departmental business plan, marketing initiatives, pricing levels, departmental staffing, operating procedures, and performance goals to support the organization s strategies. Research, select and develop detailed program content, prepare course outline, participant workbooks, audiovisuals, etc., to ensure completeness of programs. Attend professional organization meetings as necessary. Perform community and/or business public relation duties as required Membership Development Director Perform marketing and sales duties by contacting in person, by telephone or mail, to explain and detail the full advantages of membership, services and programs. Deliver new member materials and perform welcome and organization orientation. Maintain on-going personal contact with new members to foster understanding of programs and services and to ensure membership retention. Promote and market training programs and other professional services to membership. Maintain memberships and participate in appropriate professional groups as required Center Director Responsible for supervising and administering a center for an agency, which may include planning, developing, and coordinating center activities with other agency programs, and for supervising all paid and volunteer staff working at the center. May be provided in residential or community setting. ADMINISTRATIVE/CLERICAL Business Manager With general direction from the Executive Director, plans for and administers the business activities for the organization. Supervises the clerical, bookkeeping, accounting, data entry, and payroll staff. Prepares and submits reports on organization s finances for internal and external use. Oversees maintenance of organization s physical facilities and equipment either directly or by delegation. Directly supervises payroll, expenditures, petty cash accounts, etc. In a smaller organization may supervise accounting function and perform the human resource functions. May oversee insurance program and recommend action in this area Office Manager Responsible for supervising general office clerical, statistical, and service functions. Develops and organizes office procedures and systems. Negotiates the purchase of office supplies and equipment and may supervise receiving and shipping units for office departments. May audit reports and summaries of office personnel activity. VIII

10 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Accountant Performs assigned accounting functions using knowledge of accounting principles and procedures. Analyzes reports, checks accuracy of vouchers, and directs maintenance of cash books. Prepares trial balances, financial statements, cost reports, or budgets. Installs accounting forms, records, methods, and procedures Accounting Clerk Under general supervision, performs accounting duties as assigned and in accordance with prescribed procedures. Checks and verifies data; codes regular entries for distribution to accounts. Audits disbursement vouchers, debit memos, and credit memos. Checks, posts, and reconciles special account records. Assists with trial balance and preparation of statements and reports. Performs general clerical work such as maintaining files and records, typing statements and reports, maintaining and handling petty cash, preparing bank deposits, etc. May be assigned to accounting section engaged in special accounting work such as budget, taxation, plant, real estate, etc. where duties vary in accordance with the system but require similar procedural applications and knowledge. Work is subject to audit and verification Bookkeeper Maintains records of financial transactions. Prepares financial reports. Verifies and enters details of transactions in accounts and cash journals from such items as check vouchers, inventory records, requisitions, and client fees. Balances books and compiles reports to show statistics such as cash receipts and expenditures, expense allocations, fields of service, contributions by source, and other items pertinent to the organization. Completes books through trial balances and locates errors. Prepares records and government reports as required Payroll Clerk Computes wages of organization s employees and prepares, as primary duty, payroll sheets, calculating each worker s earnings based on time sheets, individual time cards, and work or production tickets. Posts calculated data on payroll sheets showing worker s name, working days, time rate, deductions, taxed, total wages due, etc. May also prepare input data for a computerized system. Involved in payroll reporting activities. Requires detailed knowledge of Federal Wage-Hour and tax requirements Buyer/Purchasing Agent Under general supervision, exercises central purchasing control in volume purchasing or assigned commodities. Prepares proposal and orders arranging for the purchase of equipment, materials, and supplies used by the organization. Receives requisitions from department or division heads of items to be purchased at best price consistent with quality, quantity, and delivery date to meet established standards. Recommends changes or adjustments to take advantage of price breaks, trends, or other developments in market conditions. Prepares and maintains necessary purchasing records. IX

11 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Clerical Supervisor Performs highly skilled clerical work that may involve the supervision, directing, or scheduling of clerical employees. May perform duties of cashier, bookkeeper, accounting clerk, buyer, or secretary as needed. Relieves administrator of minor duties Clerk Under general supervision, performs clerical duties such as proofreading, maintaining files, calculating payrolls, keeping personnel records, checking extensions, and posting to various records where knowledge of bookkeeping is not essential Receptionist Receives visitors, checks appointments, offers information, and directs callers to the desired person. May perform routine clerical functions and maintains visitor ledger. Types and proofs records, reports, letters, or other assigned material in accordance with prescribed procedures Executive Administrative Assistant, Exempt Highest level administrative assistant job directly supporting a top executive, typically requiring skills equivalent to a high school education or GED and related training and experience of 5+ years. Assists the top executive by handling a wide variety of complex and confidential situations to include screening calls, planning conferences or meetings, preparing complex documents, or coordinating activities. Collects, compiles, records or otherwise gathers data, and prepares standard and custom reports with information necessary for decision-making. Incumbents typically use computer applications for word processing, spreadsheets, databases, graphics, web page content preparation, or scheduling. Other skills typically include use of a programmable telephone system, audiovisual equipment or the Internet. Incumbents must have the ability to exercise independent judgment and exercise discretion regarding confidential matters. Incumbents may provide work direction to other support staff and may call on lower-level support staff for assistance on a per project basis Administrative Assistant/Executive Secretary Performs secretarial, confidential, and administrative assignments for the Executive Director or staff utilizing a detailed knowledge of the organization s operations, procedures, and personnel. Within specified limits, makes independent decisions regarding the planning, organizing, and scheduling of the work involved. X

12 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Secretary I Under direct supervision, performs clerical duties required in preparation of routine correspondence and reports. Answers the telephone and refers calls or messages. Arranges appointments and greets visitors. Handles incoming and outgoing mail. Maintains files and record systems. Operates standard office equipment such as computers and copy machine. May take or transcribe dictation directly or by machine. Normally an entry-level position requiring little or no previous secretarial experience Secretary II In addition to performing the duties of a Secretary I, performs a broad range of clerical and typing duties under general supervision. Receives visitors and screens phone calls. Opens and distributes mail. Establishes and maintains filing systems. May prepare response to routine correspondence for supervisor s signature following established procedures. Acts as a liaison with other departments. MAINTENANCE & SECURITY Housing Manager (up to 75 units) Manages a housing facility of group of facilities with up to 75 units. Requires a bachelor's degree and 4+ years of related experience, or equivalent. Facilities may be directed to clients with special needs, such as assisted living for seniors or group living for residents with mental or physical limitations who want to retain their independence while receiving the daily support they need. Assistance is provided for those with limited mobility. Specialized programming is provided to help residents maximize independence and quality of life. Services typically include 24-hour staff that can respond based on each resident s individual needs. Services include assistance with personal care, meals, laundry, housekeeping, medication assistance and life enrichment programs Housing Manager (over 75 units) Manages a housing facility of group of facilities with over 75 units. Requires a bachelor's degree and 4+ years of related experience, or equivalent. Facilities may be directed to serving clients with special needs, such as assisted living for seniors or group living for residents with mental or physical limitations who want to retain their independence while receiving the daily support they need. Assistance is provided for those with limited mobility. Specialized programming is provided to help residents maximize independence and quality of life. Services typically include 24-hour staff that can respond based on each resident s individual needs. Services include assistance with personal care, meals, laundry, housekeeping, medication assistance and life enrichment programs. XI

13 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Building & Maintenance Manager Oversees and coordinates the day-to-day functioning and short and long-term maintenance of buildings, building equipment, and grounds. Directs skilled and unskilled workers involved in the installation, maintenance, and repair of building facilities, equipment, and grounds. Identifies outdated or malfunctioning equipment and recommends overhauls or replacements Maintenance Mechanic Performs all skilled mechanical maintenance functions related to routine care and maintenance of the physical facility. Diagnoses and repairs all mechanical failures or breakdowns in motors, pumps, elevators, furnaces, refrigeration, air conditioning, plumbing, or other mechanical equipment of the assigned facility. Maintains machinery and equipment. Observes mechanical devises in operation to locate cause of trouble Maintenance Worker Performs a wide variety of unskilled facility and yard maintenance work. Work involves electrical installation or maintenance and some of the following: carpentry, painting, pipefitting, masonry, plumbing, steam fitting, and sheet metal work. May perform minor new construction. Works with minimum supervision; and work may require the planning and installation of new wiring, rearrangement of equipment, etc Custodial/Housekeeping Worker Under general supervision, performs housekeeping duties in and around the assigned physical facility. Cleans, sweeps, mops, and vacuums facility. Maintains all restrooms and assigned areas in a clean and sanitary manner. Maintains stairs, ramps, and sidewalks in a safe manner by removing snow, ice, and other objects that could potentially cause an accident. May wash facility laundry. Performs minor repairs to building and fixtures Homemaker Provides a variety of assigned personal services that relate to the care and welfare of clients in a safe and healthy environment. Services may include light housekeeping, washing laundry, shopping for groceries, planning and preparing meals, accompanying clients to medical appointments, assisting in paying bills and budgeting, dressing and grooming, etc Warehouse Worker Loads, unloads, and moves materials within or near warehouse or work site. Reads work order or follows oral instructions to determine materials or containers to be moved. Loads and unloads materials onto or from pallets, trays, racks, and shelves by hand or fork lift. Conveys materials to or from storage or work site to designated area, using hand truck or power device. XII

14 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Shipping/Mail Room Clerk Assembles orders and/or stores received items. Must be familiar with organization s standard shipping and/or receiving practices, including verifications against purchase orders, use of shipping and/or receiving forms, and maintenance of records. Requires little supervision Guard Guards property under general supervision at assigned posts. Tours the assigned area on a periodic basis inspecting protection devices, fire control equipment, and checking for any other irregularities. Preserves order and may enforce regulations pertaining to personnel, visitors, and premises. May maintain various records, prepare reports, and perform miscellaneous clerical, simple maintenance, and comparable duties. Does not include Police Officers. Guard is unarmed Probation Officer / Parole Officer / Correctional Treatment Specialist The Probation Officer / Parole Officer Correctional Treatment Specialist may work for a government or non-profit contract service provider. The job typically requires a bachelor's degree in social science or criminal justice and 1+ years of related experience, or equivalent. All provide similar services with differing emphasis depending on the client situation. Incumbents monitor employment and or school attendance and are vigilant for indications that an individual is not abiding by conditions established by the court. Incumbents may counsel and assist offenders with finding employment and appropriate living arrangements. In addition, they plan education and training programs to improve offenders job skills and provide them with coping, anger management, and drug and sexual abuse counseling either individually or in groups. They usually write treatment plans and summaries for each client Groundskeeper Performs a variety of routine tasks necessary for the maintenance and upkeep of the facility grounds. Prepares soil for planting. Maintains planted lawns, flowers, shrubs, and trees by watering, fertilizing, trimming, and cultivating. Maintains grounds keeping equipment by performing routine preventative maintenance, such as sharpening, oiling, washing, and painting. Performs maintenance duties such as emptying trash cans, picking up debris, and cleaning equipment Driver CDL Drives a van or similar vehicle to transport agency personnel or clients on a timely basis from their homes to senior center, medical appointments, social services, etc. Provides assistance if necessary getting on/off vehicle. Completes associated administrative duties such as recording clients transported, reporting cancellations, clients not at home, etc. May maintain vehicle. Must maintain a valid Ohio driver s license with a good driving record and proof of vehicle insurance. XIII

15 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Driver No CDL Drives a van or similar vehicle to transport agency personnel or clients on a timely basis from their homes to senior center, medical appointments, social services, etc. Provides assistance if necessary getting on/off vehicle. Completes associated administrative duties such as recording clients transported, reporting cancellations, clients not at home, etc. May maintain vehicle. Must maintain a valid Ohio driver s license with a good driving record and proof of vehicle insurance Residential Treatment Manager Up to 40 Beds Supervisory/managerial job with responsibility for the operation of a residential facility for persons with mental health needs, addictive behaviors, developmental disabilities or other factors that temporarily or permanently require a structured living environment. The job typically requires a bachelor's degree and 3+ years of experience, or equivalent. Report managers with up to 40 beds under management here. Supervises staff and coordinates outside professional visits for counseling or group therapy schedules. Ensures that facilities are drug and alcohol free and that residents are secure in their property and person. May maintain a line of communication with family members, when permitted by law. Administers food service, maintenance, laundry service and resident care activities. Oversees transportation arrangements for clients. Completes reports for sponsoring agencies and social workers. Maintains accurate records for reimbursement Residential Treatment Manager Over 40 Beds Supervisory/managerial job with responsibility for the operation of a residential facility for persons with mental health needs, addictive behaviors, developmental disabilities or other factors that temporarily or permanently require a structured living environment. The job typically requires a bachelor's degree and 3+ years of experience, or equivalent. Supervises staff and coordinates outside professional visits for counseling or group therapy schedules. Ensures that facilities are drug and alcohol free and that residents are secure in their property and person. May maintain a line of communication with family members, when permitted by law. Administers food service, maintenance, laundry service and resident care activities. Oversees transportation arrangements for clients. Completes reports for sponsoring agencies and social workers. Maintains accurate records for reimbursement. Report managers with over 40 beds under management here. HUMAN RESOURCES Human Resource Manager Develops, implements, and coordinates policies and programs covering several or all of the following: employment, labor relations, wage and salary administration, training, safety, benefits, and employee services. May perform several or all of these functions personally. May be involved in choice of HRIS system and supervise its use. Ensures compliance with the current affirmative action plan, recruits according to those requirements, and submits reports. May research markets and salaries; and recommend compensation action that will maintain organization s competitiveness. XIV

16 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Human Resource Generalist Under general supervision, administers policies and programs covering two or more of the following: recruiting, compensation, benefits, training, employee and labor relations, safety, and special projects. Serves as a liaison between employees and management. May assist with the dissemination and development of human resource policies and procedures through employee booklets, communications, or meetings Benefits Coordinator/Specialist Processes medical benefit claims, calculates insurance premiums, enrolls new employees, and administers COBRA. Maintains leaves of absence. Processes workers compensation claims. Explains benefits to new employees at sign-up time and/or orientation meetings. May process unemployment claims. Assists employees with questions or changes regarding their benefit coverage. May administer other plans including retirement and Flexible Spending Accounts Human Resource Assistant, Non-Exempt Answers routine questions related to personnel administration and interprets policy where clear-cut procedures and rules exist. Duties may pertain to a particular aspect of human resources or may be of a generalist nature, such as compiling and maintaining basic personnel statistics; maintaining files of performance appraisals, job descriptions, etc.; handling claims relating to workers' compensation and/or unemployment insurance; pre-screening applicants for employment; and compiling statistics for EEO purposes. Performs clerical duties of a unique nature and provides assistance in research areas. Those who perform primarily clerical tasks are not included. This position is considered the highest level of non-exempt human resource positions. INFORMATION TECHNOLOGY Information Technology Manager Directs and coordinates planning and production activities of Information Technology Department. Consults with management to determine priorities of projects, equipment acquisition, and information requirement and to allocate operating time of EDP systems. Reviews project feasibility studies, establishes work standards, assigns schedules, and reviews work. Collaborates with management specialists and technicians in solving problems, observes test runs, reviews reports of equipment production and malfunctions System Analyst Conducts and performs studies relative to the possible application of existing or proposed operating activities to electronic data processing equipment. Works with other departments in pinpointing problems and determining specific requirements needed to obtain favorable results. Defines system in broad outlines, assisting activities of Programmers as needed. May prepare detailed flow chart from block diagrams itemizing the specific logical steps to be followed in solving problems. May actually write, debug, and test code. XV

17 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Network (LAN/Web) Support Technician Provides technical maintenance and recovery support to the organization s local or wide area networks. Uses a variety of testing tools and techniques to troubleshoot and resolve complex technical problems associated with the system s hardware and software. Interfaces with vendors and maintenance providers to properly service and maintain the system. Implements necessary measures to limit the system s downtime, and provides technical support to optimize system performance. Fully trained with network protocols (IPX/SPX and TCP/IP) and has working knowledge of program languages (C, C++, Visual Basics), operating systems, and environments. Excluded are those incumbents with significant responsibility for the systems development and installation process Computer Operator Under general supervision, monitors and controls an electronic data processing unit. Makes routine restarts when equipment stops, but reports any deviations from standard to supervisor. Operates peripheral equipment, and keeps input and output materials in proper order. PUBLIC RELATIONS/MARKETING/FUND DEVELOPMENT Development/Fundraising Director Administers and supervises the fundraising programs of the agency, which may include solicitation of contributions, enrollment of members, writing of proposals, and management of direct mail and special events Public Relations/Marketing Coordinator Creates and develops print and electronic media, video programs, websites, etc. using technical equipment such as desktop publishing, graphic and presentation packages. Web-site development and maintenance is primarily creative and does not require expertise in complex technical tools such as JAVA and HTML Communications Manager Administers and supervises the public relations program of the organization, which may include the promotion of public understanding of the agency s objectives and activities through the media. Prepares material for release to media. Handles speaking engagements and other presentations. May include special events Meeting/Event Coordinator Responsible for all aspects of planning meetings or special events for an organization. Responsible for all amenities and accommodations at the event as well as any associated contract negotiations. Familiar with standard concepts, practices, and procedures within a particular field. Relies on experience and judgment to plan and accomplish goals. Performs a variety of tasks. A certain degree of creativity and latitude is required. Typically reports to a supervisor or manager. XVI

18 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Fund Development Coordinator Coordinates planning, implementation, and maintenance of fund development projects. Analyzes markets, initiates and coordinates plans requiring specialized communications and marketing techniques. Provides detailed guidelines and schedules for fund development projects. Reviews project results and recommends policy changes. Contributes to the effectiveness of the organization s services to clients, through promotion of community understanding of organization s programs and objectives. Maintains frequent professional contacts with government officials, principles of voluntary funding organizations, and other public and private groups. Keeps abreast of fund development initiatives and techniques through participation or leadership in professional seminars Grant Proposal Writer Prepares proposals for potential funding sources to obtain funds for ongoing or special projects. Identifies and researches corporate, foundation, and government sources of funding. Researches funding source proposal requirements and deadlines; and maintains report deadline calendar. Interviews program managers to determine goals and objectives, scope, feasibility, and funding needs for programs. Gathers and maintains current files on programs and projects. Writes, edits, and proofreads proposals and reports to corporate, foundation, and government funds. Coordinates preparation, assembly, and delivery of proposal documents. Tracks status of proposals and follows up to provide additional information as required by funding sources Volunteer Coordinator Supervises volunteer workers and provides direction, coordination, and consultation for all volunteer functions within the organization to help strengthen public or private programs and to involve a community of supporters Sales Clerk With direct supervision, provides customer with desired, available merchandise. Maintains knowledge of stock. Aids customer in making selections, provides information about merchandise, suggest alternate or additional items when appropriate. May prepare display or move items to increase sales ability. Maintains records of sales and prepares periodic inventory reports. May price items in accordance with established procedures Membership Clerk Under general direction, aids in maintaining or increasing membership by supplying informational assistance to staff or prospective clients and compiling statistics for membership projections. May recommend changes in membership material to increase membership or facilitate associated administrative process. Prepares various membership reports. Composes and sends related correspondence. XVII

19 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT SERVICE MISCELLANEOUS Day Care Manager Manages and oversees operations within a day care facility. Includes hiring, training, and supervision of teachers and workers; development and implementation of processes, procedures, budget, and age appropriate curriculum; and maintenance of government standards, laws, and regulations Day Care Teacher Instructs children in activities designed to promote social, physical, and intellectual growth needed for primary school in preschools, day care centers, or other child development facilities. Plans individual and group activities to stimulate growth in language, social, and motor skills such as learning to listen to instructions, playing with others, and using play equipment. Instructs children in practices of personal cleanliness and self-care Day Care Worker Organizes and leads activities of pre-kindergarten children in preschools or day care center. Organizes and participates in games, reads to children, and teaches them simple painting, drawing, handwork, songs, and similar activities. Directs children in eating, resting, and toileting. Maintains discipline. Serves meals and refreshments to children and regulates rest periods. Assists in preparing food and cleaning quarters Dietician/Nutritionist Plans therapeutic diets and implements preparation and service of meals for patients in group homes, schools, or health care facilities. Formulates menus for therapeutic diets based on medical and physical condition of patients and integrates patient s menus and basic institutional menus. Inspects meals served for conformance to prescribed diets and for standards of palatability and appearance. May instruct clients/patients and their families in nutritional principles, dietary plans, food selection, and preparation. Supervises activities of workers engaged in food preparation and service. Engages in nutritional research Food Service Supervisor Manages food service operation within a facility, to include overseeing purchases of food stuffs, beverages, and related items; directing storage, preparation, and serving of food stuffs and beverages by workers; maintaining inventory records, receipts, and account balances; and hiring, assigning, evaluating, and firing employees involved in the food service operation. XVIII

20 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Cook Under general supervision, performs routine work to prepare and serve food. Assists in cooking simple or unscheduled meals. Cleans equipment and work area of kitchen. May be responsible for one area of food service (such as making soups, desserts, or sandwiches) in a large food service facility. May order supplies and handle cash in a cafeteria. Has knowledge of temperature requirements and food spoilage Food Services Worker Under immediate supervision, assists in preparing and serving meals. Cleans kitchen, utensils, and equipment. Cleans, peels, and cuts fruit and vegetables. Assists in preparing beverages, sandwiches, and salads. Obtains food from storerooms and refrigerators. Delivers food and collects dishes and utensils. May cut meat, butter bread, etc. to help people eat their food Librarian I Furnishes information on library activities, facilities, rules, and services. Explains and assists in use of reference sources, such as periodical indexes, to locate information. Describes or demonstrates procedures for navigating the public access catalog or electronic resources, such as CD-ROM databases. Searches files, reference shelves, and computerized information systems to locate requested information. Selects and orders all materials for library collection and approves acceptance of gifts. Performs original, contributed, and copy cataloging (physical or electronic) for library materials in all formats. Assembles and arranges displays of books and other library materials. Maintains reference and circulation materials. Answers correspondence on special subjects. Compiles bibliographies and develops library user guides, both printed and electronic. Prepares or assists in preparation of budget and financial reports Librarian II Furnishes information on library activities, facilities, rules, and services. Explains and assists in use of reference sources, such as periodical indexes, to locate information. Describes or demonstrates procedures for navigating the public access catalog or electronic resources, such as CD-ROM databases. Searches files, reference shelves, and computerized information systems to locate requested information. Selects and orders all materials for library collection and approves acceptance of gifts. Performs original, contributed, and copy cataloging (physical or electronic) for library materials in all formats. Assembles and arranges displays of books and other library materials. Maintains reference and circulation materials. Answers correspondence on special subjects. Compiles bibliographies and develops library user guides, both printed and electronic. Prepares or assists in preparation of budget and financial reports. Masters degree required. XIX

21 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Library Aide Sorts materials, according to author, classification number, subject matter, or title, to arrange material for shelving. Shelves books and periodicals. Retrieves materials for library patrons and staff, straightens the shelves Program Manager Responsible for administering a program of the agency, including, developing and coordinating the activity of the program and supervising all paid and volunteer staff working in this program. HEALTH CARE Health Care Cases Manager Oversees health care case management. Assigns cases requiring the coordination of multiple health care resources within the organization and community to appropriate personnel. Ensures that a variety of health care resources within the community including nursing, behavioral/mental health, rehabilitation (physical and/or occupational therapy, social work, speechlanguage, pathology, nutrition, vocational), etc. are utilized as necessary to accomplish the delivery of health care services to clients in hospitals, clinics and/or homes. Represents the staff on board, staff committees and community meetings. Assists in orientation and training of new staff. Prepares, recommends and controls budgets. Normally requires a Bachelor s degree in a health care specialty and appropriate license Health Records Technician Responsible for the health review that is performed on all patient admission and renewal health records documentation. This includes maintaining clinical diagnoses utilizing ICD-9CM coding; reviewing 485 forms for completeness; responding to requests for health record information from legal, regulatory and accrediting bodies; and compiling appropriate clinical documentation from health records for third party reimbursement Nurse Practitioner Provides general medical care and treatment to patients under the general direction, guidelines, and instructions of a physician. Performs examinations and preventive health measures; orders, interprets, and evaluates diagnostic tests; records findings and develops treatment plan; and prescribes and/or recommends drug and other treatments Registered Nurse I Assesses, plans, and provides care to groups or individual patients in hospitals, clinics and/or homes. Administers medications and treatments as prescribed by a physician. Takes health history, maintains client records and prepares required reports. May supervise LPNs and other patient care personnel. Refers patients/family to other services when appropriate. May instruct families in care of patients as related to home care. Normally requires an Associate s degree in Nursing and license as a Registered Nurse with the state. XX

22 EMPLOYERS RESOURCE ASSOCIATION SEPTEMBER 2010 NON-PROFIT PERSONNEL REPORT Registered Nurse II Coordinates the nursing needs of patients in hospitals, clinics and/or homes, and plans nursing care with nursing and medical staff. Observes and documents symptoms and behavior of patients. Supervises Registered Nurse I s, Vocational Nurses and other patient care personnel. Assists the staff in formulating and revising an individualized nursing care plan. Normally requires an Associate s degree in Nursing and license as a Registered Nurse with the state along with three years of related supervisory experience Licensed Practical Nurse Provides general nursing care to patients. Assists in assessments of patient needs, then plans, implements and documents nursing care under the direction of a Case Manager or Registered Nurse. Implements the medical regimen by carrying out the physician s orders and informing the Registered Nurse and/or the physician of the patient s response to therapy. Maintains detailed records of nursing actions, patient s progress and responses to therapy. Administers personal and oral hygiene care. Applies sterile dressing, observes intravenous solution/medical flow, administers tube feedings and inserts/irrigates catheters. Normally requires a High School diploma and completion of a prescribed program in Practical or Vocational Nursing with state license as required Health Care Aide With immediate supervision, performs routine services and duties necessary to provide care, comfort and safety of patients in hospitals, clinics and/or homes. Assists patients with personal hygiene and dressing. May prepare and serve nutritious meals, feeding patients requiring assistance. Transports patients to treatment units using wheelchairs or assists them in walking. Changes bed linens, runs errands and directs visitors. Takes and records temperature, pulse and respiration rates, food and liquid intake and output, as directed. Maintains patient and environment in a clean and orderly condition Psychologist Provides direct service to clients by performing diagnostic testing, psychological evaluation and therapeutic treatment or counseling programs. Provides individual and group guidance and counseling services to assist individuals in achieving more effective personal, social, educational and vocational development and adjustment. Collects data about individual s intelligence, aptitudes, abilities and interests and applies knowledge of statistical analysis. Conducts counseling of therapeutic interviews to assist individuals to gain insight into personal problems and to define goals. Normally requires a Master s degree in Psychology with license. XXI