6 steps to a better benefits package

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6 steps to a better benefits package
Two women working at a table. One has a laptop and one has a writing pad with pen.

It’s common to focus on salary when trying to attract and retain employees, but a well-designed benefits package can also be an excellent way to maintain staff morale at your charity.

Provincial and federal legislation require that employers offer certain benefits to employees, like the Canada Pension Plan (CPP) and minimum vacation time, but benefits packages can include much more than what the law imposes.

Here are some initial ideas to get you thinking as you evaluate your charity’s benefits package.

1. Review benefits regularly

Schedule periodic reviews of your benefits package. Employee benefits can cost an employer upwards of 35% of an employee’s salary. Conduct a diligent review of these benefits on a regular basis.

2. Consider the options

Create a list of available benefits. Write down everything, from health and dental to unlimited office snacks and work-from-home policies. Expand your view of what is considered a “benefit.” Some options on the list may end up being a taxable benefit, but don’t worry about that right now. Explore all that is out there, even those you think may be a temporary fad. Take inventory of what other employers in your region and sector are offering.

3. Narrow down the list

Next, start crossing benefits off the list that don’t apply. Some places of employment may offer regular, catered meals or annual retreats. While these might not fit with your charity’s situation, they can provide inspiration as you determine what your current and future employees are most likely to expect and appreciate. We also recommend you take time to reconsider the donor’s perspective – as stewards of their donations, how might they perceive certain benefits?

4. Match benefits to staff requirements

Your staffing strategy will influence your approach to benefits and should be clear before exploring options. For example, if you hire mostly part-time, seasonal workers, that will change what kinds of benefits they need compared to a contingent of full-time, salaried staff.

5. Decide what kind of workplace you want

You can’t invest in every possible benefit. The values of your ministry, the context in which you operate, and the people to whom you minister all have an impact on the benefits you can offer.

6. Treat employees as assets rather than expenses.

The people on your team have been called by God to help move the mission forward, and a staff team that is well supported will also be healthier and more productive. By establishing a well-designed benefits package, your ministry will be better able to attract, develop and retain outstanding employees!

What’s next?

While we hope this article has given you something to chew on, this is just the appetizer!

If you’d like to go deeper, we offer a wide array of articles about compensation, benefits and other related topics in our Knowledge Base, accessible exclusively to CCCC members.

Got a specific question about offering benefits to your team? Reach out to us for information about our plans and custom quotes. Our team is here to help you navigate HR complexities, foster a healthy work environment, and empower your team.

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