There have been no pay raises in the past two years, including cost of living adjustments, unless an employee is in a management role. All bonuses have been eliminated. I am a long-term employee; however, newly hired staff are starting at a higher rate of pay than my current wage. To further highlight this concern, my hourly rate is only six dollars more than that of a teenager with no degree, despite my college degree, professional credentials, and years of experience. Opportunities for advancement within the organization are limited, and upward mobility appears to depend largely on personal connections with those responsible for hiring rather than on merit or experience.
Leadership has indicated that the organization’s priority is maintaining sufficient reserves to operate for six months without interruption. However, as a nonprofit organization, there appears to be a greater focus on expansion rather than on strengthening existing programs and adequately supporting current staff. This has resulted in increased demands on frontline employees, who are required to maintain a minimum of 24 billable hours per week. Overtime is permitted and has been presented as a benefit, despite this being a requirement under Ohio state law rather than a discretionary organizational offering.
Professional development opportunities are available, with up to $500 provided every two years for training; however, employees are still required to meet their full weekly billable hour expectations, effectively making training occur on personal time. Additionally, health insurance premiums are extremely high, accounting for nearly one third of an employee’s pay. Several benefits have been reduced or eliminated, with these changes described as enhancements to the benefits package. Most recently, the organization underwent a restructuring that increased the number of upper-level positions, resulting in a more top-heavy structure and increased spending on leadership roles.
