Compensation Equity in Action Cohort : Making Total Rewards Practical 

 

Cohort offered in partnership with Travonnie Mackey at Empact Consulting. 

Not AAP eligible  , Space limited to 10 organizations .

Program Description:

You’ve downloaded the compensation and benefits report, you’ve planned your compensation framework, but you still want help translating ideas to action. Take compensation equity and design from theory to practice with this cohort approach to application. Join for four live Q&A sessions with compensation design expert Travonnie Mackey at Empact Work. Learn alongside other organizations to build a sustainable total rewards package.  Get expert help from one of our consulting partners,  

• Pre-requisite: Took part in the Fall 2025 Compensation and Equity Design for Nonprofits Course or registered to watch recorded series here. 

 

This cohort will include:

Four 60-minute sessions for 10 organizations who have questions about compensation design. Get real-time support and aligned community to ensure your staff feel valued by your compensation structure and your board align on your talent strategy. Join us to refine your draft or make a plan to redesign your compensation strategy.  

We will dive into the following questions as a starting place and welcome participants to bring and upvote their own concerns (Pigeonhole). This is a fully responsive space to meet the cohort with solutions for your most pressing challenges. 
  

Q&A Session 1: Building Ranges  

• Why is compensation design so complicated? How do we help staff understand this?  

• Who should I compare myself to? What types of companies? How do I explain this to my staff?  

• What should I do will all this market data? How do I organize it?  

• What if I can’t pay market rates?  

• How do I think about range spreads and midpoints?  

• How do we balance equity and competitiveness?  

• How do we justify executives making so much more than entry level staff? Should we do CEO pay multipliers?  

• What about cost of living? How do I leverage wage floors?  

Q&A Session 2: Developing Pay Factors  

• How do I negotiate with candidates?  

• How do I choose the right altitude for a new role?  

• What should I consider when placing candidates on a range? If years of experience feels unhelpful what are my other options?  

• Should we post the whole range on job descriptions?  

• Is it okay to use signing bonuses? Isn’t that inequitable?  

Q&A Session 3: Offering Salary Growth  

• How do we plan for cost of labor adjustments?  

• If we don’t like paying people based on their tenure, what are our options?  

• What should we do if the organization doesn’t have money in the budget for salary increases?  

• How does recognition fit in? How should title designations and promotions connect to salary?  

Q&A Session 4: Discretionary Pay  

• Should we include bonuses in our total rewards strategy?  

• How should we compensate people who take on extra work?  

• What about stipends? Is it worth it?  

• What should we do if the organization doesn’t have money in the budget for bonuses?  

 

Cohort participants will have an additional opportunity to book time with Empact 1:1 for additional consulting. 

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