About the Reports

 The Alliance for Strong Families and Communities' annual human services compensation reports are invaluable tools for helping members of our strategic action network to be strong, competitive, and high performing. The focus of the report alternates every year between:

  • Executive, director, and management positions
  • Professional, direct service, and support positions

2018 Compensation Study

The 2018 U.S. Human Services Compensation Study contains salary data for executive, vice president, director, and management staff including breakdowns by organization budget, staff size, region, and staff experience and tenure. An overview of benefits, including top executive benefits data, is also included in this report.  

Compensation data is provided for over 50 positions: 

  • Executive Staff [11 positions] These are positions in the top level of the organization and focus on long-term strategic issues facing the organization. Executive-level positions report directly to the top executive
  • Vice President/Director Staff [21 positions] These are positions responsible for a suite of programs within a division and/or provide leadership on strategy and decision making. Director-level positions have general oversight of financials and staffing for a division/department
  • Management Staff [21 positions] These are positions that supervise staff and are responsible for implementing functions for a specific department or service area. Managers, in general, do not have senior leadership responsibilities, but rather report directly to a director or a vice president

2017 Workforce Trends and Compensation Study

The Alliance for Strong Families and Communities’ 2017 U.S. Human Services Workforce Trends and Compensation Study provides important salary data on professional, direct service, and support staff positions. However, factors outside of compensation can have a big influence on the recruitment, retention, and development of top talent. The 2017 study was significantly expanded to explore the trends, opportunities, challenges, and lessons learned in strengthening the nonprofit workforce. The 2017 study, informed by survey responses from more than 200 nonprofit human service organizations, contains two distinct sections.   

Section 1: Compensation Study

Like all Alliance compensation studies, this report presents salary information for the top executive position and information about the organizational characteristics of the survey sample. Specifically, the 2017 study focuses on professional staff, direct service staff, and support staff and features salary data for all positions broken down by organization budget, staff size, and region. Compensation data is provided for 59 positions:

  • Professional Staff [16 positions] These positions require certification, licensure, and/or specific academic credentials
  • Direct Services Staff [23 positions] These positions generally do not require credentials or licensing, but do involve regular mission-based contact directly with the people served by the organization
  • Support Staff [20 positions] These positions are crucial to daily operations, but generally do not involve client contact related to therapeutic intervention, support, advocacy, or other program-based specific service delivery

Section 2: Workforce Trends   

The trend report summarizes data collected in the survey around recruitment, retention, turnover, and advancing equity. Use this baseline data, which is designed for benchmarking and goal setting, to encourage conversations, generate ideas, identify priorities, and inspire new questions. The trend report is based on survey questions developed in consultation with human resources professionals in the network. It addresses priorities, challenges, and trends that are impacting the strength and diversity of the sector’s workforce. Specific topics include:

  • The number of organizations with formal recruitment and/or retention plans
  • Budgets for recruitment and/or retention efforts
  • Where organizations recruit staff
  • Turnover rates and reasons for turnover
  • The positions that are most difficult to fill
  • The number of organizations have a formal succession plan in place
  • How organizations promote flexibility, wellness, and work-life balance
  • If and how organizations are changing (i.e., lowering) job qualifications and/or allotting more resources for new employee training
  • The number of organizations that have recruitment/hiring protocols in place that promote diversity and inclusion
  • The number of organizations that have experience hiring new Americans
  • What demographic data is collected for staff and board members
  • If organizations are measuring how well their workforce reflects the population served
  • How organizations are working to advance equity

Purchasing Options

2018 Compensation Report

  • Alliance members: $150
  • Nonmembers: $450

Download Report

2017 and 2018 Compensation Reports Bundle

  • Alliance members: $275
  • Nonmembers: $800

Download Report

Full 2017 Report

  • Alliance Members: $175
  • Nonmembers: $500

Download Report

Workforce Trends Report Only

  • Alliance members: $50
  • Nonmembers: $100

Download Report

Contact the Alliance Evaluation and Research Services Department with questions or for more information.