Compensation and Benefits
Compensation and Benefits#
See the 2i2c Careers page for a short description of our compensation philosophy.
Salaries at 2i2c are determined solely by job title as well as several steps within that job (corresponding to experience in a particular job). We have internal salary documents for the specific positions and levels.
We are working on an update of our compensation policy. See that document for ideas that are more specific / structured than this page.
Define compensation levels with GuideStar#
We define our salary levels relative to non-profit organizations with a similar size and scope as 2i2c. In order to have a more objective definition of competitive salaries, we use the GuideStar compensation report to compare common numbers across non-profits. This is provided by CS&S, and we have a PDF in our drive here:
Use the following criteria when defining the salary for a given position / level with the GuideStar report:
Science and Technology Research Institutes, Servicescategory
Choose an appropriate job category that most closely matches this position.
Define “compensation” as
base salary + 25% benefits.
Use the median compensation in a category as a starting salary.
If this is for an earlier job in a given series, adjust the total compensation down accordingly (see below for a guideline).
Understanding the GuideStar reports#
Here are a few tips to understand the GuideStar reports:
The numbers there are for the top-paid position in each category. This means that for earlier levels in a job category, we need to reduce the total compensation accordingly.
Rule of thumb: Expect a 10% salary bump between job levels, and a 2% salary bump for steps within a level.
This is total compensation, not salary. GuideStar reports a combination of salary and benefits, keep this in mind when defining our salary bands.
Do not share the GuideStar report externally. It is a service paid-for by CS&S and should not be shared out of the CS&S organization. The links above should only be available to those with a
Below is a brief rationale for a few major aspects of our compensation strategy. We believe that these practices allow 2i2c to hire competitively, equitably, and successfully.
We want to set salaries that are very competitive for tech-focused non-profits of a similar size.
We also want to hire competitively for the tech industry, while recognizing that we do not have the same access to capital because we are a non-profit.
We believe in equal pay for equal work. We don’t believe that a team member’s ability to support the mission of 2i2c is impacted by their ability to negotiate a better salary. We also don’t think it is impacted by external factors like geographical location or cost of living.
We believe in transparency and openness when it comes to our salaries, in order to balance the amount of information on both sides of the hiring equation.