Page 55 - NWF November Updates

• NWF acknowledges that the impact of policies, programs and actions may differ for

people based on race or gender identity. We are committed to change that may be
necessary to promote equity in our culture. NWF’s Human Resources Department will
conduct an annual internal equity review.
• NWF will consider salary and/or title adjustments when there is a change in job
responsibilities. An increase in job responsibilities typically results when additional
duties of a permanent nature are added to an employee’s current position. Depending
on the scope of the additional duties, a salary and/or title adjustment may be

appropriate. An updated job description will be reviewed. In some cases, an employee
may already be earning a competitive salary and an adjustment may not occur. Should
there be a decrease in job responsibilities, a reduction in salary and/or title may be
necessary to maintain consistency with market rates and/or internal equity. An
employee’s job description would be reviewed by Human Resources and discussed with
the manager to determine the recommendation for the department vice president’s

review.
• NWF will consider a temporary salary adjustment when an employee occasionally
assumes additional responsibilities due to the absence and/or departure of a colleague.
In making this determination, NWF will consider the length of time in the interim status,
the level of authority and accountability that will be exercised, and the expanded
responsibilities that will be assumed.
• NWF may consider a salary adjustment when an employee’s position transfers to

another department or field office. The job description should be reviewed by the new
manager and Human Resources to determine if there are any changes that would impact
the salary
* Each department at NWF has a slightly different management structure. Vice
Presidents should work with their management teams, which includes all staff

supervisors, to determine compensation.

Details:

Vice Presidents will receive an amount of unrestricted funds to use for compensation
adjustments during the fiscal yeah salary planning process. For Conservation and Education
Programs, restricted funding will also be used. Funds will be made available in October (during
the performance evaluation period), and leadership of each department will make decisions for
how to utilize the funds. Recommendations for salary increases will be submitted to Human
Resources when performance evaluations are finalized and submitted. Human Resources will
review and approve, and will notify Vice Presidents when proposed salary increases are final so
that the Vice President can communicate to staff. Salary increases will be retroactive to the start
of the fiscal year.
Vice Presidents and their leadership teams should consider an employee's start date, date of
last raise/promotion and NWF's values of collaboration, inclusivity, empowerment, mindfulness
and mission-focus as they are determine pay increases. In some cases, eligibility criteria may be
imposed by the organization (for example, lack of policy acknowledgment).

This policy may be reviewed and revised at any point as determined by the CEO.