Salary Survey 2000 - RES01 - NICVANorthern Ireland works within the voluntary sector. In 1997 there...

Salary Survey Job Roles and Salaries in the Voluntary

and Community Sector 2000/01

NICVA December 2001 £10 voluntary and community organisations

£30 non voluntary and community organisations

I

Contents

Page

Contents Page I

List of Tables II

Summary of Main Findings III

Acknowledgements IV

1. Introduction 1 -2

2. Methodology 3

3. Findings 5

4. Volunteers 7

5. Pay and Conditions 8-9

6. Salary Levels and Key Job Roles in Northern Ireland 10

7. Analysis by Job Level 1 - Director 11

8. Analysis by Job Level 2 – Deputy Director 12

9. Analysis by Job Level 3 – Functional Manager 13

10. Analysis by Job Level 4 – Specialist/Professional/Technical 14

11. Analysis by Job Level 5 –Clerical/Supervisor/Trained Care Staff/Catering Staff 15

12. Analysis by Job Level 6 – Personal Assistant/Secretary 16

13. Analysis by Job Level 7 – Clerical Officer/Care Staff/Catering Staff 17

14. Industry Comparison – Voluntary and Private Sectors 18

Appendix 1 Full-time Equivalent 19

Appendix 2 List of Participating Organisations 20

References 23

II

List of Tables

Page

Table 1.1 Number of Respondents by Income Strata 2

Table 1.2 Breakdown of Respondents by Geographic Location 2

Table 2.1 Structure of Job Roles 4

Table 3.1 Number of Paid Workers 5

Table 3.2 Number of Paid Workers by Income 5

Table 3.3 Number of Full- and Part-time Paid Workers by Income 5

Table 3.4 Gender Profile 5

Table 3.5 Full-time Posts 6

Table 3.6 Part-time Posts 6

Table 3.7 Breakdown of Length of Contract by Job Level (Full- and Part-time Jobs) 6

Table 4.1 Number of Volunteers by Income 7

Table 4.2 Remuneration of Volunteer Expenses 7

Table 5.1 Terms and Conditions Policy 8

Table 5.2 Pay and Benefits 9

Table 5.3 Breakdown of Different Types of Pay Scales by Income 9

Table 6.1 Median Salary by Key Job Role 10

Table 6.2 Average Male and Female Remuneration Levels 10

Table 6.3 Gender Profile with Job Roles in the Voluntary Sector 10

Table 6.4 Breakdown of Gender Profile of Job Roles in the Voluntary Sector 10

III

Summary of main findings

n 69% of the paid workforce in the voluntary and community sector are women, however, only 1.7% of all females are employed in the most senior positions;

n 90% of organisations surveyed have contracts of

employment for all staff; n Just under 50% of organisations have annual

automatic pay increments; n 40% of organisations operate occupational sick and

maternity pay schemes in excess of the statutory minimum;

n Within the voluntary and community sector 58% of

all full- and part -time employees are on permanent contracts.

Average male and female remuneration levels

Job level

Male

Female

1 £28,319 £29,941 2 £24,066 £22,390 3 £19,611 £19,731 4 £15,792 £16,265 5 £13,145 £13,458 6 £11,000 £13,077 7 £9,256 £9,333

Gender profile within job roles in the voluntary sector

Job level Male Female

1 65% 35% 2 59% 41%

3 38% 62% 4 30% 70%

5 18% 82% 6 15% 85%

7 30% 70%

Overall 31% 69%

Breakdown of gender profile of job roles in the voluntary sector

Job level Male Female 1 7.1% 1.8%

2 5.7% 2.5%

3 17.2% 12.4%

4 26.8% 26.4%

5 8.7% 17.7%

6 2.8% 6.9%

7 31.7% 32.3%

Overall 100% 100%

IV

Acknowledgements NICVA would like to thank all the organisations which kindly took time to complete the survey. Without their commitment, this work would not have been possible. The authors would also like to thank the following for their considerable efforts in ensuring that this survey was a success: Lucia Wilson Margaret Thompson Emma McKenna If you require further information on this report or NICVA’s research programme, please contact: Úna McKernan (Head of Human Resources) [email protected] or Gordon McCullough (Head of Research) [email protected]

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1. Introduction 1.1 Background A significant number of the paid workforce in Northern Ireland works within the voluntary sector. In 1997 there were 33,550 paid individuals working for voluntary and community organisations accounting for 5% of the Northern Ireland workforce (NICVA, 1998). From these figures it is evident that the sector is a significant employer in Northern Ireland, employing more than in agriculture, construction and catering.

Whilst these broad estimates of the size of the voluntary and community sector’s workforce have been known for some time, there has never been a detailed and comprehensive survey of the scope and nature of the voluntary sector workforce. This ability to map another element of the voluntary and community sector’s contribution to the economy is a valuable source of data that adds to the intelligence and understanding of the sector.

This research which not only focuses on remuneration levels in the sector is also aware of the variety of policy and legislative changes at national and European levels that have affected the voluntary sector workforce. Some of the most significant changes include parental and maternity leave provisions and the introduction of a national minimum wage. This report and the survey upon which it was based served to achieve the following:

n Fill an important gap in the map of the voluntary sector economy in Northern Ireland;

n Provide reliable information on which to develop pay policy;

n Provide a compendium of salary levels for all job roles across all sizes and activities of organisations;

n Identify the basic human resource characteristics of voluntary organisations.

This survey is intended to provide an invaluable source of up to date information on current remuneration levels within the voluntary and community sector in Northern Ireland. This report will be essential reading when undertaking a pay review, comparing salary levels within the sector, recruiting new employees and drafting funding applications. This survey provides information on a number of occupations and job levels from chief executive level to administration support and covers a wide range of functions including fundraising, information and development, finance and human resources.

The data on basic pay levels is supplemented by an analysis of benefits provided and will prove to be an invaluable source of up to date information on current remuneration levels within the sector.

1.2 Defining the Voluntary Sector

NICVA in this particular study uses a narrow definition of the voluntary and community sector closely aligned with what the general public identifies as being charitable or voluntary. For the purposes of this research the voluntary and community sector is defined as being made up of organisations which are "self-governing, independent, non-profit distributing, benefiting from a meaningful degree of philanthropy, has a wider public benefit, are non-sacramental religious bodies/places of worship and are formally constituted".

Under the parameters of the definition used, the following organisations were excluded from the sample :

n Non Departmental Public Bodies (which are registered charities) and Quangos;

n Universities;

n Housing associations;

n Independent schools;

n Sacramental religious bodies;

n Mutuals;

n Clubs and societies;

n Co-operatives.

1.3 Sample Composition

Whilst the voluntary and community sector is described as immensely diverse, the voluntary sector economy is dominated by a relatively small number of large organisations within which the economic weight of the voluntary sector is concentrated. The sample design for this research was a random stratified sample based on measuring 10% of the voluntary sector population. The sample had a progressive sampling fraction to focus the resources available on those organisations most likely to have paid workers ie those with larger annual incomes. The contribution of unpaid workers is also of critical significance to the voluntary sector and the research has been designed to collect some information on volunteers.

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The stratifying variable used was annual income. Ideally a second stratifying variable based on the number of paid workers would have produced a more representative sample but due to the lack of information it is only possible to stratify the sample according to income. The survey is based on returns from 758 large and small organisations within the voluntary and community sector in Northern Ireland. The overall response rate for this survey was 46% (350). Individuals may not be identified from the results however a list of those participating in the survey is available in Appendix 2. The sample includes organisations with the following revenue:

The study includes the following breakdown for these organisations:

Size of Organisation by Income

Number of Organisations

Up to £100,000 198

£100,000 to £250,000 67

£250,000 to £500,000 54

Over £500,000 29

Anonymous Organisations 2

Total Number of Organisations 350

Size of Organisation by Income

Greater Belfast

Other

Up to £100,000 131 67

£100,000 to £250,000 38 29

£250,000 to £500,000 34 20

Over £500,000 19 10

Anonymous Organisations 2

Total 222 126

Table 1.2 Breakdown of respondents by geographic location

Table 1.1 Number of respondents by income strata

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2. Methodology

The overall research design was based on a postal survey of a representative sample of voluntary and community organisations in Northern Ireland. The Research and the Human Resource Units in NICVA designed a self-completed questionnaire. The questionnaire was based on previous surveys undertaken by NICVA, NCVO and Charity Recruitment. The questions asked referred to: n Numbers and gender of full-time, part-time

and casual paid and unpaid employees;

n Basic salary levels;

n Benefits;

n Pensions;

n Pay awards;

n Terms and conditions of employment;

n Salary scales and grading structures.

In order to record detailed information about job roles and remuneration, respondents were guided into a hierarchical structure by different levels of jobs with certain areas of responsibility (see Table 2.1).

2.1 Report Structure The report is structured as follows: Information from over 3,000 posts has been analysed in the survey. The core analysis deals with paid workers only and excludes those workers on employment training schemes as well as volunteers (Section 4 provides additional analysis on volunteers). Organisations were also asked for the numbers of full- and part-time employees, a breakdown of the male/female ratio and whether employees were engaged on a permanent or fixed term basis. In all cases full-time employment refers to hours in excess of 30 hours per week. Detailed remuneration analysis of full-time employees by organisation revenue and job level is provided in Sections 7 to 13 while information on part-time employment is provided according to job level only. In order to facilitate analysis, all part-time salaries were converted to their full-time equivalents (see Appendix 1). Section 5 gives details of other aspects of pay and condition policies including contracts of employment, sickness and maternity benefits and annual increments.

2.2 Industry Comparisons Whilst individuals employed in the voluntary and community sector in Northern Ireland may be prepared to work for remuneration well below that in paid comparable industrial companies, others will have to balance their concern for the cause of the organisation with their concern for the welfare of their families. Industry comparisons can often be both misleading and inappropriate but where comparison has been possible, figures drawn from PricewaterhouseCoopers ‘Northern Ireland Salary Survey 1999’ (1999) have been used in Section 14. It must be noted that any comparisons inferred from the data should only be used in the widest possible context. 2.3 Presentation of Data For each set of analyses we provide three guidelines:

LQ Lower Quartile. One quarter of the posts in the sample earn this figure or less; three quarters earn this figure or more.

M Median or middle of the market figure. When the posts are ranked in order of salary, this is the middle figure. It is normally lower than the arithmetic ‘average’, which is obtained by adding all the figures together and dividing by the number in the sample.

UQ Upper quartile. Three quarters of the posts are paid this figure or less. One quarter earns this sum or more.

Nos The number of posts in the sample.

2.4 Scope of the Survey In completing the questionnaire, respondents were guided into a hierarchical structure by different job levels with certain areas of responsibility. The survey examines seven job levels as shown in Table 2.1.

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1 Director Responsible directly to trustees/committee for

the overall direction and control of the organisation. This level will apply to larger organisations with substantial financial turnover.

Director Chief Executive

2 Deputy Director

Responsible to the Director for the formulation and implementation of policy in major functional areas, eg fundraising, finance, regional operations, personnel or combination. Could be a member of the internal Management Team.

Deputy/Assistant Director Finance Director Appeals Director Operations Director

3 Functional Manager

Responsible to Level 2 post for the management of a smaller function, eg Fundraising Manager responsible to Appeals Director. This level might apply in small organisations to managers who report directly to the Management Committee/Chief Executive and will have staff management or supervisory skills responsibility.

Project Manager Personnel Manager Marketing Manager Finance Manager Information Manager Head of Unit/Dept

Co-ordinator Regional Manager Fundraising Manager Systems Manager Development Manager Training Manager

4 Specialist/ Professional/ Technical

Responsible to Level 2 post for specific functional specialism. May have staff management or supervisory duties but not necessarily.

Personnel Officer Training Officer

Accountant Information Officer Playgroup Leader

Nursing/Care Officer Fundraising Officer IT Specialist Development Officer

5 Clerical/ Supervisor/ Trained Care Staff/Catering Staff

Responsible to Level 3 post for the operation of a sector or unit within a department or home or unit, eg assists Fundraising Manager with fundraising.

Admin Officer Shops Manager Catering Manager Project Assistant

Finance Assistant Office Manager Fundraising Assistant

6 Personal Assistant/ Secretary

Assistant to the Chief Executive or other senior officer who will undertake a range of administrative tasks as well as traditional secretarial duties.

Director’s Secretary Manager’s Secretary Unit/Departmental Secretary

7 Clerical Officer/ Care Staff/ Catering Staff

Responsible to Level 5 Supervisor for a range of administrative, clerical or accounting duties, care or catering support.

Typist Nursing Auxiliary Care Assistant Accounts Clerk

Catering Staff Caretaker/Manual Staff Playgroup Assistant

Table 2.1 Structure of Job Roles

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3. Findings 3.1 Basic Characteristics of Voluntary Sector Workforce Exactly half (£245 million) of voluntary and community organisations’ expenditure relates to staff costs (NICVA, 1998). Staff costs include salaries for paid staff and associated costs such as pensions and National Insurance contributions. Approximately 63% of expenditure of organisations with an annual income between £500k and £1m are consumed by staff costs. As would be expected, organisations with an annual income of £1k - £10k have very limited staffing expenditure (6%). These organisations generally do not have sufficient resources to employ paid staff and rely to a greater extent on volunteers and government employment schemes (NICVA, 1998). This analysis in State of Sector II (1998) is substantiated by the figures in Table 3.3, which assesses the number of paid employees by annual income of the organisation. Whilst two thirds (2,028) of the paid workers are full-time they contribute just over three-quarters to the total paid work (using full-time equivalents). The high proportion of part-time workers is also sig nificant as the Labour Force Survey (1998) revealed that voluntary organisations have the highest proportion of part-time workers when compared with the private and public sectors (33% compared with 29% for the public sector and 22% for the private sector).

1 Full-time employees are calculated as working 35 hours or more per week.

It is clear that the majority of paid workers are concentrated in organisations with an annual income of over £500k, despite their representing fewer than 10% of org anisations surveyed.

. The largest organisations (annual income of over £500k) benefit predominantly from full-time paid workers whilst small organisations (annual income up to £100k) have equal numbers of full-time and part-time workers. 3.2 Gender Profile of the Paid Workforce The survey revealed that more than three-quarters of all paid workers are female and this is broadly supported by the Labour Force Survey (1998), which recorded over two-thirds of all voluntary sector paid workers as female.

No of workers

% of total workers

Full-time equivalents

% of Total FTEs

Full-time1 2,028 66.8% 2,028 75.1%

Part-time 1,005 33.2% 669 24.9%

TOTAL 3,033 100% 2,697 100%

Income

No of workers

% of total workers

Up to £100k 540 17.8%

£100k to £250k 590 19.6%

£250k to £500k 667 21.9%

Over £500k 1,236 40.7%

Total 3,033 100%

Table 3.2 Number of paid workers by income

Table 3.3 Number of full- and part-time paid workers by income

Income F/T P/T %F/T %P/T

Up to £100k 289 299 9.5% 9.8% £100k to £250k 431 186 14.2% 6.1% £250k to £500k 440 198 14.5% 6.5% Over £500k 868 322 28.6% 10.6%

3,033 100%

Male

Female

% Male

% Female

Full-time 788 1,240 25.9 40.8

Part-time 136 869 4.4 28.6

TOTAL 924 2,073 30.7 69.3

3,033 100

Table 3.1 Number of paid workers

Table 3.4 Gender profile

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3.3 Contract Type Profile of Paid Workforce The survey shows that 42% of full- and part-time paid employees are on fixed term contracts.

Job Level

Male (permanent)

Female (permanent)

Male (fixed term)

Female (fixed term)

1 61 29 5 5

2 42 36 8 9

3 112 185 39 59

4 101 199 88 141

5 38 183 23 69

6 13 54 5 21

7 229 218 24 32

Totals 596 904 192 336

Job Level

Male (permanent)

Female (permanent)

Male (fixed term)

Female (fixed term)

1 - 1 - -

2 1 3 - -

3 8 9 - 7

4 21 145 38 82

5 11 85 8 33

6 3 53 5 19

7 34 296 7 136

Totals 78 592 58 277

Length of contract Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Level 7

One year or less 5 8 38 171 53 27 161

One to two years - 1 24 55 36 9 17

Two to three years 5 6 32 115 41 13 19

Over three years 0 1 10 6 3 1 2

Total 10 16 104 347 133 50 199

The results above show that over 50% of employees on fixed term contracts have less than one years job security.

Table 3.5 Full-time posts

Table 3.6 Part-time posts

Table 3.7 Breakdown of length of contract by job level (full- and part-time posts)

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4. Volunteers 4.1 Basic Characteristics of Volunteers State of the Sector II (NICVA, 1998) revealed that there were over 79,000 volunteers engaged in some form of formal volunteering for voluntary and community organisations in Northern Ireland (this excludes volunteering which is carried out on an ad hoc basis/informal basis). Only a small number of organisations reported that they paid their volunteers’ expenses or were remunerated receiving benefits in kind.

A greater concentration of volunteers is found in the smaller organisations. The contribution of unpaid work is of fundamental importance to the voluntary sector. While this human resource is highly ‘valued’ in a qualitative sense, it is rarely measured and therefore the economic contribution of volunteers is unknown.

Income Males Females

Up to £100k 1,015 1,653

£100k to £250k 351 654

£250k to £500k 732 603

Over £500k 141 419

Totals 2,239 5,568

Table 4.1 Number of volunteers by income

Income No of organisations %

Up to £100k 73 40.5%

£100k to £250k 24 36.9%

£250k to £500k 24 44.4%

Over £500k 12 41.3%

Totals 133 38.0%

Table 4.2 Remuneration of volunteer expenses

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5. Pay and Conditions The following analysis provides details of the range of incentives and benefits that are provided within each of the income categories. The information gathered does not distinguish between different levels within the organisations and it is therefore assumed that benefits listed apply to all staff on an equal basis. Each section summarises the responses provided by groups under each of the categories listed. There were cases where organisations did not respond positively or negatively to this part of the survey. Where questions were left blank, it has been assumed they did not apply. 5.1 Terms and Conditions of Employment Overall nearly 90% of organisations surveyed have contracts of employment for all staff while more than half of the smaller organisations issue contracts of employment to their staff. As would be expected, larger organisations have a greater capacity for providing enhanced terms and conditions particularly with regard to special leave, equal opportunities and staff training and development policies.

The pay and benefits analysis demonstrates very significant benefits of working within the voluntary and community sector in Northern Ireland. Approximately 40% of those surveyed operate occupational sick and maternity pay schemes as well as the overwhelming provision of contributory pension schemes (82%) - a statistic, which is unlikely to be found within the private sector. Inevitably the larger organisations are in a greater position to provide these enhanced benefits. Some of the evidence gathered supports the position that while the sector may not have the capacity to pay salaries at the higher end of the market, there is a desire to ensure employees are offered favourable terms and conditions of employment.

Table 5.1 Terms and Conditions Policy

% Responding Yes

Up to £100K

£100K-£250K

£250K-£500K

Over

£500K

Overall

Contracts of employment for all staff 56 86 87 86 89

Special leave policy 36 55 61 72 60

Paternity leave policy 12 29 28 41 26

Secondment policy 3 15 15 17 10

Job share policy 7 18 17 28 16

Formal equal opportunities policy 47 73 76 76 76

Monitoring the progress of minority groups in the workplace

11 27 22 32 22

Staff training and development policy 4 74 65 66 68

Staff appraisal policy 33 58 54 66 57

Job evaluation scheme 26 48 35 45 43

Formal redundancy policy 12 27 44 38 29

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In the absence of a voluntary sector pay scale, organisations seek comparisons and scales from other sectors to enable a benchmark for their own salaries. The survey sought information on the source of those scales.

Table 5.2 Pay and Benefits

% Responding Yes Up to £100K

£100K-£250K

£250K-£500K

Over £500K

Overall

Annual cost of living increase for all staff 38 61 70 76 66

Annual automatic pay increments 24 53 46 52 46

Maternity pay in excess of statutory maternity pay 22 45 35 45 39

Sick pay in excess of statutory sick pay 37 36 44 41 38

Pay or remuneration for volunteers 34 68 65 66 63

Operation of pay scale 16 47 63 76 44

Operation of a contributory pension scheme 51 80 81 76 82

Mileage allowance for all staff 30 56 63 62 55

Income

NJC

Civil Service

Own

Other

Up to £100k 41% 11% 15% 5%

£100k to £250k 24% 5% 14% 21%

£250k to £500k 16% 5% 13% 1%

Over £500k 11% 1% 7% 9%

Table 5.3 Breakdown of different types of pay scales by income

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6. Salary Levels and Key Job Roles in the Voluntary Sector

The tables presented in this section are a detailed analysis of job roles and salaries and are based on the job roles as listed in Table 2.1. The salary levels are presented across different sizes of organisations recognising the variation in salaries by size in all types of organisations. Directors of the very largest organisations (over £500k) have median salaries of £36,845, which is approximately 40% greater than the amount paid to directors in the smallest organisations (less than £100k). The gap between salaries in large and small organisations reduces considerably when looking at lower level job roles.

The most significant observation from Table 6.4 is that while 69% of the paid workforce in the voluntary and community sector are women, only 1.8% of women are employed in the most senior positions Encouragingly Table 6.2 demonstrates that the differentials between male and female remuneration levels are very insignificant. This shows that although women are underrepresented in the more senior positions within the voluntary and community sector, they can however expect to be paid the same as their male counterpart. .

Job level

Up to £100k

£100k to £250k

£250k to £500k

Over £500k

1 £22,000 £26,282 £30,314 £36,845 2 £18,617 £19,774 £22,262 £27,158 3 £17,040 £17,572 £18,000 £21,932 4 £8,983 £14,000 £14,796 £15,725 5 £8,875 £11,703 £10,582 £13,486 6 £5,482 £10,188 £8,804 £10,517 7 £3,655 £5,802 £6,875 £9,188

Table 6.2

Average male and female remuneration levels

Job level

Male

Female

1 £28,319 £29,941 2 £24,066 £22,390 3 £19,611 £19,731 4 £15,792 £16,265 5 £13,145 £13,458 6 £11,000 £13,077 7 £9,256 £9,333

Table 6.3

Gender profile within job roles in the voluntary sector


1 65% 35%

2 59% 41%

3 38% 62%

4 30% 70%

5 18% 82%

6 15% 85% 7 30% 70%

Overall 31% 69% Table 6.4

Breakdown of gender profile of job roles in the voluntary sector


1 7.1% 1.8%

2 5.7% 2.5%

3 17.2% 12.4%

4 26.8% 26.4%

5 8.7% 17.7%

6 2.8% 6.9%

7 31.7% 32.3%

Overall 100% 100%

Table 6.1 Median salary by key job role

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7. Analysis by Job Level 1 – Director

Level 1 Director Typical Job Titles: Director, Chief Executive, Regional Director, Principal Officer. Summary of Responsibility Responsible directly to the trustees/management committee for the overall direction and control of the organisation. This level applies to large organisations with substantial financial turnover. Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £

Income up to £100k 17,123 22,000 25,027 15 Income £100k-£250k 22,120 26,453 31,224 36 Income £250k-£500k 24,043 30,314 33,530 33 Income over £500k 30,391 36,845 45,500 17 1996 Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £

Income up to £100k 14,000 16,000 18,822 32 Income £100k-£500k 14,976 20,766 25,289 25 Income £500k-£1m 24,690 26,325 35,325 10 Income over £1m 31,941 34,000 35,090 6 % Change in salary between 1996 and 2001 Income groups for 1999 have been configured to reflect the 1996 income makeup. The percentages shown do not reflect individual pay increase per year but a net change in salaries. Revenue LQ M UQ % % %

Income up to £100k +22 +38 +33 Income £100k-£500k +48 +27 +23 Income £500k-£1m -3 +15 -5 Income over £1m -3 +8 +30

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8. Analysis by Job Level 2 – Deputy Director

Level 2 Deputy Director Typical Job Titles: Deputy/Assistant Director, Finance Director, Operations Director, Strategy Implementation Manager, Children’s Services Manager. Summary of Responsibility Responsible to the Director for the formulation and implementation of policy in a major functional area, eg fundraising, finance, regional operations, personnel or combination. Could be a member of the internal management team. Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £


Income up to £100k 12,500 14,472 19,269 9 Income £100k-£500k 15,600 18,000 19,818 15 Income £500k-£1m 15,000 17,851 22,150 20 Income over £1m 21,000 22,000 24,519 13 % Change in salary between 1996 and 2001 Revenue LQ M UQ % % %

Income up to £100k +2 +52 +38 Income £100k-£500k +10 +14 +14 Income £500k-£1m +30 +25 +14 Income over £1m +18 +23 +26

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9. Analysis by Job Level 3 – Functional Manager

Level 3 Functional Manager Typical Job Titles: Manager of Personnel, Training, Marketing, Finance, Development, Appeals, Business Development, Team, Housing, Schools or Day Care. Head of Unit/Function, Co-ordinator, Campaign Co-ordinator, Education Advisor, Senior Case Worker, Lecturer, Solicitor. Summary of Responsibility Responsible to level 2 post for the management of a smaller function, eg Fundraising Manager responsible to Appeals Director. This may apply in small organisations to Managers who report directly to a Committee or Chief Executive and will have staff management or supervisory duties. Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £




14

10. Analysis by Job Level 4 – Specialist/Professional/Technical

Level 4 Specialist/Professional/Technical Typical Job Titles: Development/Education/Publications/Personnel/Training/ Community Relations/Finance/ IT/Fundraising/Nursing/Care/Information and Advice Officer. Day Care/Playgroup Leader, Playgroup Supervisor, Case Worker, Family Support Worker. Summary of Responsibility Responsible to a level 3 post for specific functional specialism. May have staff management or supervisory duties but not necessarily. Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £




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11. Analysis by Job Level 5 – Clerical/Supervisory/ Trained Care Staff/Catering Staff

Level 5 Clerical/Supervisory/Trained Care Staff/Catering Staff Typical Job Titles: Admin Officer, Shops Manager, Project Assistant, Development Assistant, Team Administrator, Fundraising Assistant, Publications Assistant, Library Assistant, Office Manager, Bursar, Finance Assistant, Catering Manager, Cook, Campaign/Events Co-ordinator. Summary of Responsibility Responsible to level 3 post for the operation of a section or unit within a department or unit or function eg assists Fundraising Manager with fundraising. Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £

Income up to £100k 9196 12,000 15,268 88 Income £100k-£250k 10,760 13,618 15,725 148 Income £250k-£500k 10,437 12,121 14,910 95 Income over £500k 12,780 13,884 16,500 119 1996 Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £

Income up to £100k 5000 8755 12,000 17 Income £100k-£500k 5356 8769 12,321 35 Income £500k-£1m 7500 9000 14,225 27 Income over £1m 7572 9570 14,500 17 % Change in salary between 1996 and 2001 Revenue LQ M UQ % % %


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12. Analysis by Job Level 6 – Personal Assistant/Secretary

Personal Assistant/Secretary Typical Job Titles: Director’s PA/Secretary, Unit/Department Secretary, Receptionist/Typist, PR Officer, Conservation Assistant. Summary of Responsibility Assistant to the Chief Executive/Director or other senior officer who will undertake a range of administrative tasks as well as secretarial duties. Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £

Income up to £100k 10,916 12,521 14,590 49 Income £100k-£250k 9896 11,507 12,692 37 Income £250k-£500k 9089 11,083 13,312 41 Income over £500k 10,425 11,000 12,607 46 1996 Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £

Income up to £100k 3500 3660 8000 19 Income £100k-£500k 4180 5325 8000 48 Income £500k-£1m 4100 5500 7968 30 Income over £1m 5460 7089 8997 29 % Change in salary between 1996 and 2001 Revenue LQ M UQ % % %


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13. Analysis by Job Level 7 – Clerical/Care Staff/Catering Staff

Clerical Officer/Care Staff/Catering Staff Typical Job Titles: Typist, Housekeeper, Nursing Auxiliary, Care Assistant, Finance Assistant, Admin Assistant, Receptionist, Clerical Assistant, Legal Secretary, Child Care Worker, Playgroup Assistant, Family Centre Assistant, Cleaner, Assistant Cook, Accounts Clerk, Warden. Summary of Responsibility Responsible to level 5 supervisor for a range of administrative, clerical, accounting, care or catering duties. Salary Analysis by Revenue Revenue LQ M UQ Nos £ £ £

Income up to £100k 6127 8149 9585 150 Income £100k-£250k 5558 9200 10,612 113 Income £250k-£500k 8094 9585 10,705 149 Income over £500k 9188 9188 10,185 564 1996 Salary Analysis by Revenue Revenue LQ M UQ Nos

£ £ £

Income up to £100k 5300 6018 8963 12 Income £100k-£500k 7570 9000 11,178 9 Income £500k-£1m 10,876 11,388 11,816 3 Income over £1m 7119 8965 11,668 12

% Change in salary between 1996 and 2001 Revenue LQ M UQ

% % %

Income up to £100k +16 +35 +7 Income £100k-£500k -27 +2 -5 Income £500k-£1m -26 -16 -9 Income over £1m +29 2 -13

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14. Industry Comparison – Voluntary and Private Sectors

In order to compare the two sectors, some license must be allowed between the descriptions of the various levels of staff. The category for Senior Management was omitted as it was felt not to have an equivalent in the NICVA Salary Survey. Source: Northern Ireland Salary Survey 1999 pp20, PricewaterhouseCoopers Dec 1999 Voluntary and community sector Level Mean LQ M UQ £ £ £ £

Level 1 Director 28,860 23,200 27,330 34,204 Level 2 Deputy Director 23,272 19,404 24,007 26,122 Level 3 Functional Manager 19,684 16,294 18,637 22,365 Level 4 Specialist/Technical 16,096 14,377 16,000 17,572 Level 5 Supervisor/Clerical 13,394 11,182 13,486 15,975 Level 6 PA/Secretary 12,671 10,159 11,091 13,172 Level 7 Junior Clerical 9294 8287 9188 10,185 Private sector Level Mean LQ M UQ £ £ £ £

Level 1 Top Management 59,418 39,000 55,000 79,676 Level 2 General Management 46,269 37,000 46,062 37,000 Level 3 Head of Function 32,574 25,313 31,313 37,000 Level 4 Middle Management 18,895 18,000 15,500 21,500 Level 5 Junior Management 14,832 13,000 14,726 16,856 Level 6 Senior Office Staff 12,061 10,500 12,000 13,813 Level 7 Junior Office Staff 9896 8500 9701 10,900 Difference between Voluntary sector and Private sector.

Mean LQ M UQ Level % % % %

Level 1 116 77 101 148 Level 2 109 101 103 48 Level 3 73 61 74 74 Level 4 23 30 0 26 Level 5 16 19 16 2 Level 6 -1 6 9 11 Level 7 12 6 12 14

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Appendix 1 Full-Time Equivalent

Full-time equivalent positions are the total number of full-time employees plus the full-time equivalent of the part-time employees. The result may be the actual calculation determined by the number of hours worked by all part-time employe es divided by the average number of hours worked by a full-time employee. For example, if all part-time employees worked a total of 60 hours in one week and one full-time employee is expected to work 35 hours, the FTE is calculated as 60/35=1.71 FTEs. For the purposes of this survey full-time employment was taken as 35 hours per week and FTEs were calculated accordingly.

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Appendix 2 Action Partners Age Concern Irvinestown Age Concern Owenkillew Alliance Neighbourhood Centre Wishing Well Alzheimers Society Derry Arches Ardoyne Family Centre Ark Playgroup Armagh Senior Gateway Club Armoy Community Development Association Arthritis Care Cookstown Arthritis Care North West Branch Arthritis Research Campaign ASBAH Belfast and District ASBAH NI Regional Office Ballee Community Association Ballyclare Community Concerns Ballygowan Beehive Ballygowan Community Centre Ballyhackamore and Belmont Community Play Scheme Ballymacarrett Youth and Community Project Ballymagroarty Community Association Banbridge Area Carers Support Group Bann ACE Scheme Bannagh Community Project Barnardos Parenting Matters Project Beeches VTU Beechfield Primary School Belfast Activity Centre Belfast Association for the Blind Belfast Bible College Belfast Bus Drivers Appeal Committee for Handicapped Children Belfast Churches Urban Development Committee Belfast City Mission Belfast Civic Trust Belfast Common Purpose Belfast Community Housing Association Ltd Big Telly Theatre Co BIH Housing Association Bogside and Brandywell Initiative Brainwaves NI Bridge Association Brook Belfast Bushmills Development Group Business In The Community NI CAB Bangor CAB Central Belfast CAB Cookstown CAB C raigavon CAB Dungannon and District CAB Fermanagh CAB Strabane Camphill Community Trust Clanabogan Carers Northern Ireland Carntogher Community Development Association Youth Project

Carraigfoyle Paediatric Support Unit (Barnardos Project) Cashel Community Association Castleroe Community Development Association Cats Eye Club for the Visually Impaired CFC Community Care Challenge For Youth Child Accident Prevention Trust Choice Housing Association Christian Aid Christian Aid Saintfield Christian Guidelines Church of Ireland Young Mens Society Church of the Nazarene Playgroup Churches Voluntary Work Bureau Churchtown Community Association City Church Belfast City West Action Ltd Clogher Care Coalisland and District Development Association Ltd Colin Glen Trust Commission Radio Community Connections Community Development Learning Initiative Community Development Services Ltd East Antrim Community Relations in Schools Community Support Services Ace Scheme Community Technical Aid NI Ltd Community Transport Association Compassionate Friends Conradh Na Gaeilge Cookstown and Western Shores Area Network Cookstown District Partnership Cornerstone Community Council For The Advancement Of Communication With Deaf People Council For The Homeless NI Craigavon Area Hospital Group Trust Amenity Funds Craigavon Independent Advice Centre Cross Border Women’s Network Crossroads Caring for Carers NI Ltd CRUSE Bereavement Care Belfast CRUSE Bereavement Care NI Cumann Gaelach Chnoc na Ros Doire Cushendall Development Group Democratic Dialogue Derry Community Social Services Centre Diabetes of Northern Ireland Donacloney Housing Association Donemana Community Playgroup Downpatrick and Ardglass Railway Co Ltd Downpatrick Area Inter Church Project Downtown Womens Group Dromore Pre School Playgroups Drumcree Parish Church Dundarave Residents and Environmental Forum Dungannon Music and Drama Festival Association Educational Guidance Service For Adults Edward Street Hostel - Portadown Enniskillen Together Falls Forum Family of God Community NI Family Planning Association NI

NICVA would like to thank all the following organisations for participating in this study.

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Family Support Initiative Dungiven/Dry Arch Centre for Families Farset Youth and Community Development Ltd Farset Youth and Community Development Ltd Federation for Ulster Local Studies Ltd Finaghy Community Centre Fintona Development Association Firs Playgroup Footprints Women’s Centre Foyle Homeless Action and Advice Service Friends Meeting House Religious Society Of Friends Friends Of Fleming Fulton Garden Reach Gateway Club Dairy Farm Girls Brigade Glenarm Village Committee Gortalowry House Greater Twinbrook and Poleglass Community Forum Greater West Belfast Community Association Greencastle Play FOCUS Group Greysteel Community Enterprises Groundwork NI Habitat for Humanity Northern Ireland Harper Adams in Ireland Headway Belfast Hearth Housing Association Hillsborough Elim Penecostal Church Holywood and District Nursing Society Trust Home-Start Newry and Mourne Hospital Radio Belfast City Hospital Hospital Radio Mater Hospital Road Community Association Housing Rights Service Institute For Counselling and Personal Development Trust Integrated College Dungannon Irish Baptist College Irish School Of Ecumenics Irvinestown Trustee Enterprise Co Japan Mission Lady Hoare Trust For Physically Disabled Children Lamb Of God Community Larne and District Housing Association Larne Enterprise Development Company Ltd Laurencetown/Lenaderg/Tullylish Community Association Law Centre NI Leonard Cheshire NI Regional Office Lifestart Family Centre Lifestart Templemore Lighthouse Hostels Limited Ligoniel Association For Play Development Ligoniel Improvement Association Limestone Trust Lisburn Safer Neighbourhood Lislea Community Association Lisnaskea Community Development Association Loughgiel Community Association Lower Falls New Start Project Lurgan Council For Voluntary Action Magnet Young Adult Centre Malone Housing Association Ltd Markethill District Community Project Ltd

Mediation Network for NI Melmount Community Care Methodist Womens Association Belfast Moneymore Community Group Mornington Community Project NI Mountaineering Council Ireland Mourne Community Association Mournederg Partnership MS Society NI Must Hostel Myasthenia Gravis Association National Council Of YMCAs Of Ireland Newcastle National Deaf Childrens Society NI National Eczema Society National Schizophrenia Fellowship Nazareth House Care Village NEA NI Newcastle Inter Church Community Project Newhaven Trust Newington Housing Association Ltd Newpin Rathcoole NI Anti Poverty Network NI Childrens Holiday Scheme NI Community Addiction Service NI Federation Of Housing Associations NI Hospice Bangor NI Polio Fellowship NI Tenants Action Project Ballymena NIACAB NICDA Social Economy Agency North and West Housing Ltd North City Training North Down Voluntary Care and After Care Committee Northlands NSPCC NI Oakleaf Rural Community Network Oasis Family Centre Omagh Independent Advice Services Omagh Methodist Church Open Door Housing Association Order Of Malta Ambulance Corps Dungannon Parents Advice Centre Derry Parents Advice Centre NI Pennybridge Pre School Playgroup PHAB Omagh Branch Playcentre Playdays Playschool PND and PMS Support Belfast Pomeroy Pre School Playgroup Prospects Newtownards Rehability Relate NI Resource Centre Newry Riding For The Disabled Association Moy Roden Street Youth Action Group Roseville House Association Royal British Legion Belfast Women’s Section Royal British Legion NI Rural Community Network NI Saint Patricks Parade Committee Samaritans Ballymena Samaritans Belfast Save The Children

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SGM International Shac Housing Association Shankill Lurgan Community Projects Shankill Stress Agoraphobia and Prescribed Drugs Abuse Shankill Womens Centre Share Holiday Village Shell Livewire NI Shopmobility Belfast Short Strand Community Forum Short Strand/Ravenhill Family Group Simon Community NI Society of St Vincent De Paul Lurgan South Armagh Rural Womens Network South West Mourne Development Association Southern Area Hospice Services Southern Travellers Early Years Partnership SPRING Springfield Park Residents Association Springvale Training Ltd St Lukes ACE Scheme St Marks Church Dundela St Nicholas Parish Church Carrickfergus St Teresas Youth Centre Strabane Community Project Strathfoyle Women’s Activity Group Suffolk Community Services Group TADA Rural Network Talking Newspaper Association Antrim and Ballymena Talking Newspaper Association Coleraine Talking Newspaper Association Downpatrick Talking Newspaper Association NI Tempo Historical Society The BYTES Project The Spirit Of Enniskillen Trust Top Of The Hill Family Centre Traad and Ballyronan Development Association Trades Council Belfast Training For Women Network Ltd Triangle Tenants Association Trillick Enterprise Group Tullyally and District Development Group Twinbrook Senior Citizens Club Ulster Quaker Service Committee Ulster Wildlife Trust Upperlands Community Development Group Victim Support Ballymena Victim Support Erne, Strule and Strabane Victim Support NI W J Thompson House Waterside Area Partnership Waterside Development Trust Waterside Women’s Centre and Group West Belfast Economic Forum West Belfast Parent Youth Support Group William Keown Trust NI Women’s Aid Belfast Women’s Aid Craigavon and Banbridge Women’s Aid Foyle Women’s Information Centre Twinbrook Women’s News Women’s Resource and Development Agency

Women’s Support Network Worknet Jobskills Yes Publications YMCA Greenhill YMCA Lisburn YMCA Lurgan YMCA NI Ballymena Young Farmers Clubs Of Ulster Youth Board Youth for Christ NI Youth Hostel Association Of NI Ltd Youth Initiatives Youth Link NI Youth With A Mission Northern Ireland Zero-8-Teen

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References PricewaterhouseCoopers (1999) Northern Ireland Salary Survey 1999, Belfast: PWC NCVO (1998) NCVO Survey of Job Roles and Salaries in the Voluntary Sector 1997/98, London: NCVO NCVO (2000) UK Voluntary Sector Almanac 2000, London: NCVO NICVA and Charity Recruitment (1997) Northern Ireland Voluntary/Community Sector Salary Survey 1996, Belfast: NICVA NICVA (1998) State of the Sector II 1998, Belfast: NICVA SCVO (1997) The Scottish Voluntary Sector Workforce, Pay and Trade Unions, Edinburgh: SCVO

Salary Survey 2000 - RES01 - NICVANorthern Ireland works within the voluntary sector. In 1997 there...

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