At PROVAIL, we structure employee compensation based on several key factors to ensure fairness, competitiveness, and financial sustainability.

1. Job Responsibilities & Market Rates – Pay is determined by the specific duties of a position, the experience required, and salary trends for similar positions in the nonprofit sector.
2. Equity & Internal Comparisons – We maintain internal equity by ensuring that employees in comparable roles receive fair and consistent pay.
3. Budget & Funding Availability – As a nonprofit, our ability to offer competitive salaries depends on available financial resources. We strive to balance fair compensation with fiscal responsibility.

To provide consistency and transparency, PROVAIL categorizes positions into levels based on complexity, required expertise, and leadership responsibilities. Each job level is assigned a salary grade, which corresponds to a defined pay range.

Our compensation structure is reviewed regularly to ensure alignment with our mission, values, and financial sustainability.

Annual Raises

Whenever financially feasible, PROVAIL provides annual salary increases to acknowledge employees’ contributions and keep up with the cost of living. These increases are based on:

• Organizational budget and funding availability
• Changes in market pay rates
• Cost of living considerations

Annual raises, if approved, typically take effect at the start of the fiscal year.

Promotions & Role Changes

When employees move into a higher-level role with increased responsibilities, they may receive a salary adjustment. Promotion-related pay changes are based on:

• The new role’s salary range
• Internal equity and budget availability
• Scope and complexity of new job duties

Equity & Market Adjustments

We periodically review salaries to ensure fairness and competitiveness. If market data shows that a position’s salary is below standard rates, or if internal equity issues arise, we may adjust pay accordingly. These adjustments are not tied to individual performance but rather to external and internal pay alignment.

Additional Compensation

Bonuses: While we operate within a nonprofit funding model, we strive to recognize exceptional contributions. Bonuses are allocated in some programs based on funding structures.

Occasional and sporadic assignment: Pay for performing higher level duties. An employee temporarily assumes additional responsibilities for fifteen or more working days may receive a temporary pay increase (i.e. spot bonus) of at least five percent over their current salary.

We believe in open communication about compensation and encourage employees to:

• Speak with their manager about career growth and pay opportunities
• Review our compensation policies and salary structure
• Ask HR any questions about pay, raises, and adjustments

At PROVAIL, we recognize that fair compensation is key to supporting our employees and advancing our mission. We are committed to ongoing review and improvement of our pay practices to ensure we support both our team and the communities we serve.

For any questions about compensation, please contact hr@provail.org.