Salut Thierry,
Le 03/02/2012 19:38, Thierry Coudray a écrit :
I open this discussion as this issue arise for WMFr
and its
professionalization, and I believe same for others chapters.
I would like to know if the foundation or others chapters who have
recruited or will do it have define a wage policy and have decide a
public transparency for this wages.
Wikimedia France had an employee during less than one year before we
separated through a negociation.It's salary was not published but easy
to find in our accounts as he was our only employee. We then recruited
within a short period, 3 employees with a permanent contract and one
with fixed-term contractin charge of the fundraising. So it raised the
question of wage policy, equity between employees, and transparency of
wages. Even more because some of this employees are former WMFr volunteers.
In France, the practice is that the wages in charities or NGOs are
generally 15 to 20% below market value. Difficult to check for small
organizationsbecause in France, it's culturally not easy to
speak/disclose personal wage even if things are changing. Difficult
also because some jobs in charities are very specific and sometimes do
not have their equivalent in the job-market.
If a charities or NGOs received more than 50 000 € of public money (from
public administration, cities, etc.), the organization has to disclose
it's more 3 highest wages, post and name of the post-holder. But most
of the time, this disclosure is not easy to find for an ordinary donator
as you should do where to find it, most of the time in an annex, lost in
the middle of accountings documents.
We have discussions on this point on WMFr board, and personaly I'm a for
the higher wages transparancy we can, for our members and donators,
despite cultural curbs.
The legal safeguards seem to be in place in France (disclosure of
highest salaries) to ensure that noone is paid above what the
organisation can and should afford, so why the need for total
transparency? It's a real question, I always have a hard time when we
try to apply the "Recent changes, everyone can see everything" policy to
our real life organisations, so I'm trying to understand what you would
like to achieve with maximum transparency. Or did I not understand you
and you meant just "transparency for the higher wages?".
This said, I believe that transparency can take many forms. In this
case, I would suggest that an option might be putting in place a solid
salary grid (grille salariale), which gives a range of what salary can
be expected for what position (the grid can be "broad" enough so that
people don't feel their salary has been disclosed). Cultural and local
practices need to be taken into consideration of course (as Stu pointed
out, align with the local job market to some extent).
A grid may also have the important effect of telling people who are
joining the organisation what kind of progress they can expect within
it, which I find is both reassuring and motivating for employees. It
also helps the management to think about what structure to give the
organisation. Wikimedia Deutschland published not too long ago a plan
for hiring and staff which, if it is just a "plan" also brought up the
question of "how do we want to organize in the future?" and that was, I
think, extremely helpful, as it structured the way employees see their
job and future within the organisation.
Cheers,
Delphine
--
Delphine Ménard
Schatzmeisterin
Wikimedia Deutschland e.V.
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