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Principles

1. Competitive: We align our compensation structure to pursue excellence and consistency by targeting the 75th percentile of the NGO labor market in the US. We want people onboard for the long-term and use competitive, transparent pay to help make that happen. We benchmark our positions against other non-profit, public health, and field catalyst organizations using salary data Payscale and the Candid Nonprofit Compensation Report.
2. Transparent:  We are transparent and consistent about our compensation structure and have eliminated salary negotiations, as research shows they produce inequitable results. We publish salaries for all job postings based on this compensation policy. This policy is updated each year and is available on our website.
3. Equitable: The Coalition is remote-first and salaries are adjusted based on job grade, expertise, and location. While, admittedly, it feels uncomfortable to pay two people doing the same job a different dollar amount, we made this choice because indexing pay to location-specific cost of living creates equity in discretionary income. It also ensures the Coalition can recruit the best talent from all regions without compensation serving as a barrier and that no one sticks with us because they’re in golden handcuffs.

The Coalition meets the principles and standards associated with Project Fair, an INGO collaborative that aims to help development organizations maximize their contributions to decent work, sustainable livelihood, and poverty eradication.

Salary scale

Compensation at the Coalition is based on job grade, equivalent experience, and location-specific cost of living. In practice, this looks like:

Job Grade and Experience Level x Cost of Living

JOB GRADE & EXPERIENCE LEVEL

The figures listed in the table above represent the upper limit of compensation for each band.

The Wagemark Standard requires organisations to commit to a wage ratio between the highest-paid employee and lowest-paid decile of workers that does not exceed 8:1.

Cost of Living

Most multi-country NGOs adjust their salary by nation-wide cost of market, though some have a global senior leadership band. Some remote-first organizations adjust their salary bands by cost of living or cost of the market. Others do not adjust at all.

The Coalition seeks to make professional CHWs a norm worldwide. As a consequence, we are a global, remote-first organization with no defined countries of operation. We benchmark to the high cost of living and labour market in which we are registered and adjust using the location-specific cost of living to create equity in discretionary income.

We use four location-specific cost-of-living bands, based on two cost-of-living indices. Where the indices conflict, the higher ranking is used. If an employee moves from one location to another, their salary will be adjusted in line with their new cost of living at the start of the new calendar year.

1- High cost of living

100% of the NY market = multiply by 1.
Examples: Geneva, Switzerland; Luanda, Angola

2- Intermediate cost of living

90% of the NY market = multiply by 0.90
Examples: Brazzaville, The Republic Of Congo; Rome, Italy

3- Average cost of living

85% of the NY market = multiply by 0.85
Examples: Madrid, Spain; Johannesburg, South Africa

4- Low cost of living

75% of the NY market = multiply by 0.75
Examples: Karachi, Pakistan; Nairobi, Kenya

For example, an entry-level Director in Johannesburg, South Africa would earn $93,500.

Process

HOW THIS POLICY IS UPDATED

The Coalition’s salary scales are updated every two years (biannually) to reflect changes in market rates and cost of living. Individual staff salaries are reviewed and adjusted annually during the Coalition’s compensation review process. If, during this review, an employee’s salary is below the new rate for their band, they will automatically receive a raise to match the updated band rate. If an employee’s salary is already above the band rate, no adjustment will be made unless there is a performance-based or merit-based increase.

Coalition leadership is responsible for setting the salaries for all staff members. The Advisory Board is responsible for reviewing and approving the Compensation Policy annually, along with the budget for the upcoming year.

The Compensation Policy is reviewed annually by the Advisory Board to ensure it aligns with organizational goals and market conditions.

ELIGIBILITY FOR RAISES

Employees are eligible for a raise after completing six months of full-time employment with the Coalition. Raises are applied during the Coalition’s annual salary review process, which typically coincides with the start of the new calendar year. This means that regardless of the exact hire date, the first raise will be considered during the next annual review after the employee has met the six-month eligibility threshold.

For example:

• An employee hired in November 2025 will be eligible for their first raise in January 2027.
• An employee hired in February 2026 will be eligible for their first raise in January 2027.

This process ensures that all raises align with the Coalition’s budget cycle and market reviews.

PROGRESSION ACROSS BANDS

The Advisory Board’s governance committee sets the CEO’s salary on an annual basis, per the salary scale and following the results of a 360° review. All other staff salaries are set by Coalition leadership in alignment with the approved salary scale and market conditions.

In the absence of upward adjustments to the band rate, employees are eligible to progress within their current band, receiving an annual pay increase of approximately 2-3%. Progression is not automatic and will depend on factors such as the employee’s role, performance, and the Coalition’s business needs, as assessed during the annual review cycle. Performance evaluations will include specific metrics aligned with role expectations and contributions to organizational goals. The progression rate may vary based on the employee’s level, responsibilities, and demonstrated performance in their current role.

FOREIGN CURRENCY ADJUSTMENTS

Our salary scale is listed in USD. For employees paid in foreign currency, salaries are initially set using the 180-day average exchange rate at the time of hire. In countries where inflation exceeds 20%, exchange rates will be reviewed and re-pegged at least every twelve months. This adjustment will be made on a case-by-case basis, depending on the economic conditions of the country. Any changes to exchange rates or adjustments will be communicated to the affected employees in advance, with salary changes taking effect at the start of the next payroll cycle. This process ensures that employees’ compensation reflects both market conditions and inflationary pressures in their local context.

Additionally, in extreme cases of rapid currency devaluation or hyperinflation, the Coalition reserves the right to implement more frequent reviews or temporary adjustments to safeguard employee compensation.

ACTING ROLE BONUSES

Employees who take on significant additional responsibilities at the Grade 2, Band 3 level or above for more than 60 days—such as covering for a staff member on medical leave or filling an Acting role due to a vacancy or sabbatical—are eligible for a bonus. This bonus reflects the added workload and accountability assumed during the interim period. The amount of the bonus will be up to 5-7% of the acting position salary for the period of acting, based on the nature of the additional responsibilities and budget availability. 

REFERENCES

1.  Salary scales are informed by data from Payscale and Candid. Payscale compensation data is based on a blend of self-reported data, salary surveys, and other market data; Candid data are drawn from publicly available 990 Form data. We look at medians across categories, location, and NGO type for our budget level. Grades are likewise informed by our commitment to a wage ratio under :1.

2.  Last Mile Health: Compensation Overview 2021 has 4 country-specific salary bands and 3 global senior leadership bands. 

3.  Buffer: Formula is Benchmark for position and experience level x Cost of Living. Though they “ recognize that cost of living will likely become more and more irrelevant as part of the movement towards supporting a global workforce.” Our current cost of living bands are based on their formula

4.  Gitlab: Formula is SF benchmark x Location Factor x Level Factor x Experience Factor x Exchange Rate, where Location factor is a cost of market evaluation compared to San Francisco. Gitlab is tracking decisions made by other remote-first organizations internally.

5.  Basecamp: Their target is to pay everyone in the 90th percentile of the San Francisco market rates, regardless of their role or where they live. They use precise figures (e.g. “the salary for this position is”).

Principles

1. Competitive: We are making professional CHWs the norm worldwide. Winning this fight will take years, and for that we need committed teammates who are in it for the long haul. We’re convinced by the research demonstrating that people perform better when they’re healthier and happier. Through our competitive benefits, we encourage teammates to practice a rhythm of work and rest that gives priority to physical, emotional, mental, and spiritual needs.
2. Transparent:  In order to be effective stewards of Coalition funding, we need to be transparent. We carefully consider costs and financial sustainability when setting employee benefits.
3. Equitable: The Coalition is a remote-first team with employees based in different countries. In all cases, CHIC commits to meet or exceed the benefits and allowances provided for in a country’s labor laws. In some cases, this means we benchmark organization-wide benefits to the jurisdiction with the most generous requirement. This is not always possible due to the country-specific nature of tax and employment law, but we are committed to exploring creative ways to maximize equity across geographies. Benefits are reviewed and revised annually with equity in mind.

Benefits

The following benefits are offered to regular, full-time employees scheduled to work at least 30 hours per week beginning the first day of the month following their date of hire. 

Medical Insurance

CHIC provides comprehensive medical coverage for all employees. Depending on the employee’s country of residence, the employee can opt for direct enrollment into a medical plan or receive a taxable cash stipend to cover the costs of their chosen plan. Insurance premiums for employees and dependents are 100% covered.

Dental Insurance

CHIC provides basic dental insurance for all employees and dependents. Depending on the employee’s country of residence, the employee can opt for direct enrollment into a dental insurance plan or receive a taxable cash stipend to cover the costs of their chosen plan.

Vision Insurance

CHIC provides basic vision insurance for all employees and dependents. Depending on the employee’s country of residence, the employee can opt for direct enrollment into a vision insurance plan or receive a taxable cash stipend to cover the costs of their chosen plan.

Basic Life Insurance / Accidental Death & Dismemberment (AD&D) Insurance

CHIC provides basic life insurance and accidental death and dismemberment (AD&D) insurance to all employees.  Depending on the employee’s country of residence, the employee can opt for direct enrollment into a life/AD&D plan or receive a taxable cash stipend to cover the costs of their chosen plan.

Disability Insurance

CHIC provides disability insurance to all employees. Depending on the employee’s country of residence, the employee can opt for direct enrollment into a disability insurance plan or receive a taxable cash stipend to cover the costs of their chosen plan.

Employee Assistance Program (EAP)

Throughout the year, employees or their dependents may be in need of counseling or support for various issues; things like financial counseling, family or relationship issues, or child care referral services. Employee Assistance Programs (EAPs) are designed to fill in those gaps and provide help in challenging times.  CHIC provides all employees with 24/7 access to a virtual EAP, which connects employees with a counselor for up to four face-to-face or virtual visits per issue. For all employees, our EAP provider is Thrive.

Flexible Paid Time Off (PTO)

CHIC believes in the value of time away from work. To support this, CHIC offers the following types of flexible paid time off (PTO). 

Vacation / Annual Leave

CHIC employees are eligible for unlimited (flex) vacation with no usage limits or caps.  We strongly encourage employees to take at least four weeks of vacation per year (20 days), with two of those weeks consecutive. While you are on PTO, we expect that you fully disconnect from work and recharge!

Sick Leave and Mental Health Days

CHIC offers 7 days of sick leave per year to all employees. 

To encourage team members to disconnect from the high demands of mission-based work, CHIC offers four mental health days each year, one per quarter. Two of these days (Q2 and Q4) are team-wide, and the other two days may be scheduled at individual discretion.

Holidays

We also honor national holidays in the employee’s country of residence every year. CHIC employees are granted paid time off for designated public holidays in their country of residence.

End of Year Office Closure

For all employees, CHIC closes for approximately one week between Christmas and New Year.

Other Leave

CHIC also offers reasonable paid time off for bereavement leave and jury duty.

Parental / Family Leave

Fully Paid Parental Leave

CHIC offers up to 16 consecutive weeks of fully paid parental leave (or the statutory leave requirements in a given country, whichever is greatest) to enable employees to care for and bond with a newborn or a newly adopted or newly placed child. This includes employees taking advantage of any federal, state, or disability benefits.  The leave must conclude within 12 months of the birth or placement. 

Employees may choose to take additional leave unpaid as the primary or secondary caregiver. We also offer staggered return to work options for employees, to be customized on a case by case basis, in partnership with the line manager.

Breastfeeding Friendly Workplace

As part of our family-friendly policies and benefits, CHIC supports breastfeeding employees by accommodating an employee who needs to express breast milk during the workday. Any employee who is breastfeeding will be provided reasonable break times to express breast milk.

Sabbatical Program

CHIC allows eligible employees to take a paid eight week sabbatical leave after seven years of continuous service to innovate, gain knowledge, and pursue their interests (e.g., volunteer, travel, write, research). This encourages employee retention, fuels creativity, and improves sustainability by redistributing responsibilities during a teammate’s absence.

Retirement Plan / 401K

CHIC provides a retirement plan option and an employer contribution (3% of salary) for all employees. In some countries, we offer direct enrollment into a retirement/401k plan; employee and employer contributions are made via payroll deduction. In countries where direct enrollment is not offered, CHIC offers a taxable cash stipend valued at 3% of the employee’s salary to cover the employer contribution.

Flexible Spending Account (FSA)

For US-based employees, CHIC offers pre-tax, tax-deferred, or discounted benefit options including Flexible Spending Accounts (FSA). Through an FSA, employees can elect to set aside pre-tax funds for qualified health care, dependent care, and/or commute related costs. These are entirely optional programs. We are not aware of any equivalent programs or enrollment options for other countries.

Remote Work Policy

CHIC is a fully remote workplace. Employees can work from anywhere as long as they comply with local tax requirements and have access to a quiet, professional workspace with an internet connection strong enough to support video calls. If an employee lives in Nairobi but needs to work from Nakuru for a week, go for it. That employee should just make sure they’re able to get their work done accordingly. 

Home Office Set-up

We want our employees to have a comfortable home office set-up and the tools needed to perform their roles. CHIC will purchase a laptop (valued at US $2000) for all new employees along with home office equipment (valued at US $1200). Employees provide a list of what home office equipment items they need (see guidance below), and all items are procured centrally by the CHIC Admin team prior to the employee’s start date. Suggested home office equipment includes:

• Desk – We use our desks everyday and need them to be large enough for our needs. (~ 200-300 USD)
• Ergonomic chair – We use our desk chairs hours at a time, and need them to be healthy, supportive, and comfortable. (~200-300 USD)
• Headphones with built in mic – We use our headphones everyday during our meetings, to connect with our fellow team members. We need our headphones to be comfortable, functional, and great quality. (~ 100 USD)
• External monitor and cable – Finding a monitor that is large, comfortable to use with sharpness is extremely important for our eyes and health. If you prefer to use your laptop monitor, consider an external keyboard, mouse and a laptop stand, so the screen can be at eye level. (~ 200-350 USD)
• Lighting – Ensure you have the light you need. (<75 USD)
• Laptop bag or case – Protect your laptop when you travel. (<75 USD)
• Ethernet cable and adaptor – can be helpful if the wifi connection is weak (~30 USD)
• Laptop cooling pad – Useful if you live in a place where high ambient temperatures  can affect your laptop’s ability to keep itself cool. (~ 50 USD)
• Printer – Useful if you prefer to read hard-copy documents (~ 80-100 USD)
• Blue light glasses (<50 USD)

Co-Working Space Allowance

CHIC understands that sometimes it’s necessary to get out of the house. CHIC offers all employees the option to use up to $140 per month as their co-working allowance. Prefer to work at a coffee shop? Employees may expense reasonable food and beverage expenses incurred while working at a coffee shop or similar establishment.

Fitness & Well-Being Subsidy

CHIC offers employees an annual well-being subsidy of US $500, which can be used towards the purchase of gym memberships, meditation classes, yoga, and more. Is running a half marathon on your bucket list? Use this subsidy to pay that race registration fee and start hitting the track!

Annual Team Retreat

While remote work is great, it’s important to make time to gather in person in exciting locations that provide ample opportunities to connect. We sponsor an annual team retreat at a different location each year. This all-expenses paid retreat typically includes a mix of team-building activities, work-related discussions, and scheduled downtime to get to know each other. Previous team retreats have taken place in Lisbon, Portugal; Istanbul, Turkey; Accra, Ghana; and Cape Town, South Africa. We go to extraordinary links to limit travel to weekdays, so as not to infringe upon personal / family time.

Flexible Work Schedule

CHIC is committed to helping employees face the demands of juggling work, family, and personal obligations by offering flexible work schedules. Our goal is to provide employees with increased flexibility while allowing CHIC to retain a productive work environment across many time zones. Employees work a
standard eight-hour day but may alter their start and end times to align with their personal obligations.

Professional Development Allowance

CHIC is committed to employees’ professional development. All team members are given a US $1000 annual professional development budget. Ideas might include completing a training / course, working with a professional coach, purchasing books or audiobooks, joining a professional association, among others.