Salary Survey 2010 - Nicva

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5. Benefits and Pay5.1 BenefitsEmployee benefits are commonly provided across various labour marketsectors, particularly the commercial sector, to attract and retain employees.This research shows that many organisations within the voluntary sector alsooffer a range of benefits to recruit and retain the most able employees. Table18 outlines the range of benefits on offer by voluntary and communityorganisations and the percentage of organisations that make these available.5.1.1 Benefits above the Statutory RequirementTable 18 outlines the benefits provided by organisations that are above thelevel required by law. 68 As can be noted, almost 60% of organisations offerannual leave beyond the 28 days required by law and 55.6% provideadditional sick leave and allowance. Over four in ten organisations (41.2%)also provide above average maternity pay and leave. Nonetheless onebenefit that could be influential in attracting employees, particularly given theexperience of recent labour market activity, is the redundancy packageoffered by voluntary and community organisations. Findings show that only16% of organisations offer a redundancy package above the statutoryrequirement. This may not be a big enough incentive for many potentialrecruits.Table 18: Benefits above Statutory RequirementCount %Annual leave 266 59.9Sick leave and allowance 247 55.6Paternity, parental and adoption leave 136 30.6Maternity leave and pay 118 41.2Additional special leave (juror duty/trade union dutiesetc)114 25.7Redundancy package 71 16.0Time off for dependents leave 28 6.3Other 12 2.7Base: 444 (multiple response)68 Participants were provided with a breakdown of the statutory minimum level for each benefit along with thequestionnaire. These include:Annual Leave; 28 days paid leave per year (pro rata for part time workers)Redundancy; Those with two or more year’s continuous service are entitled to payment based on length of servicewith the employer - 1 ½ weeks pay for years employed between the ages of 41 and 65, 1 week’s pay for yearsemployed between 22 and 40 and ½ week’s pay for years employed between 18 and 21.Maternity Leave; All entitled to 52 weeks.Maternity Pay; Those with 26 weeks continuous service (as above) are entitled to a maximum of 39 weeks statutorymaternity pay – the first 6 weeks at 90% of average weekly earnings, the remaining at the standard rate (currently£123.06 per week)NICVA: December <strong>2010</strong> 39
5.1.2 Benefits by Income of OrganisationTable 19: Benefits by Income of Organisations (above the rate requiredby law)£1millionSick leave and allowance 22.2 43.4 53.3 70.8 78.0 76.7Paternity, parental and16.7 19.5 26.2 37.5 53.7adoption leave55.8Annual leave 27.8 47.2 58.9 73.6 87.8 76.7Time off for dependents leave - 4.4 5.6 8.3 12.2 9.3Redundancy package 22.2 6.9 18.7 23.6 19.5 25.6Additional special leave (juror - 17.0 25.2 27.8duty/trade union duties)43.9 48.8Maternity leave and pay 27.8 31.4 39.3 48.6 58.5 60.5The pattern emerging from the research is that the larger the organisation, themore enhanced terms, conditions and benefits they provide. This isparticularly the case with the provision of leave, including annual leave. Forexample, over three quarters of organisations with incomes over £500,000offer enhanced sick pay and leave in comparison to just over one fifth oforganisations with an income of £10,000. Additional special leave, which forthe purpose of this research encompasses leave for special health purposes,for trade union duties and jury service, is granted to nearly half oforganisations in the higher income brackets as opposed to those lowerincome organisations, who in some cases do not grant any leave for suchcircumstances. With a predominantly female workforce, maternity leave wouldbe appealing to many female employees and again the larger organisationsare better placed to offer enhancements with approximately 60% oforganisations with incomes of £500,000 offering more than the statutoryrequirement.5.1.3 Additional BenefitsTable 20 looks at additional benefits offered to staff by voluntary andcommunity organisations.Working in the voluntary and community sector can require employees towork unsocial hours during evenings and weekends. Since this maydiscourage some from working within the sector this research has consideredhow employees are compensated for working ‘out of hours’. Findings showthat the majority (80.4%) of respondents operate a time off in lieu (TOIL)policy. Again this increases as the income size of organisations increases. Asshown on Table 20, unlike the private sector, remuneration for overtime is notNICVA: December <strong>2010</strong> 40
Page 1 and 2: NICVASalary Survey 2010Job roles, s
Page 3 and 4: Table of ContentsPrefaceSummary of
Page 5 and 6: Table 26 Percentage Salary Increase
Page 7 and 8: Summary of Main FindingsBackgroundT
Page 9 and 10: • In addition to retention issues
Page 11 and 12: 1. IntroductionThe voluntary and co
Page 13 and 14: employees 4 . This research provide
Page 15 and 16: In an attempt to gauge the salary o
Page 17 and 18: 9. Junior/Trainee Staff/Office Serv
Page 19 and 20: months to April 2010. The number of
Page 21 and 22: The number of people claiming unemp
Page 23 and 24: Over one in every four organisation
Page 25: the contrary, the number of paid em
Page 28 and 29: Analyses of different job levels by
Page 30 and 31: As can be seen on Table 7 above, 68
Page 32 and 33: In comparison to other sectors incl
Page 34 and 35: of responding organisations believe
Page 36 and 37: As can be seen in Figure 2, 41.2% o
Page 38 and 39: Table 15: Retention Difficulties as
Page 42 and 43: common, nor is payment for anti soc
Page 44 and 45: 5.1.5 Working from HomeFigure 4: Wo
Page 46 and 47: 5.1.7 Pension SchemesIssues concern
Page 48 and 49: Table 26: Percentage Salary Increas
Page 50 and 51: that they do so this an annual basi
Page 52 and 53: As shown on Table 30, the average a
Page 54 and 55: NIPSA represents their staff, simil
Page 56 and 57: Level 3. Senior Function Head/Head
Page 58 and 59: The salary levels of Personal Assis
Page 60 and 61: 2006, 98 with women acquiring more
Page 62 and 63: This change of pattern may be attri
Page 64 and 65: 7.5 BenefitsRegardless of whether t
Page 66 and 67: provision of publicly funded servic
Page 68 and 69: increase at all. 135 Findings regar
Page 70 and 71: NICVA (2009) “State of the Sector
Page 72 and 73: Appendix OneTable 1: BenefitsPrivat
Page 74 and 75: Belfast FoyerBelfast Interface Proj
Page 76 and 77: Equality 2000 LtdErne & Melvin Enha
Page 78 and 79: MS Society Ballymoney BranchMuintir
Page 80 and 81: The Bytes Project Head OfficeThe Ch
Page 82: Price: £15Published December 2010

Salary Survey 2010 - Nicva

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