Project coordinators commonly take on more than one project at once and occasionally work underneath a project manager.
The comparative ratio of 1 or equals the same amount. Less than 1 or equates to less, and above 1 or equates to more than or the reverse. For executive and management positions the gap between the private sector and independent NGOs in South Africa is much greater than for lower level support staff.
It does not take rocket science to realise that it is in the specialised, skilled, managerial and executive levels where skills are globally in short supply.
Hence the importance of ensuring that when looking at market related salary levels for any job category, NGOs now more than ever need to ensure that they target and pay according to the correct market for the job category concerned.
Salary and other retention and attraction strategies: The aim of the survey was to see how organisations use salaries to attract, retain and motivate skills and talent. Sixty-five top organisations in the private sector participated in this survey. Whilst this research was related predominantly to private sector organisations, South African NGOs can also learn from this research.
According to the research, the four main reasons why people leave organisations is due to the following: Guaranteed salaries not being market related Lack of individual employee recognition and career development Relationship with immediate boss Work-life balance South African NGOs should develop and implement the necessary human resource strategy interventions to address the above risk areas in their organisations.
Whilst paying the correct salary levels would go a long way towards retaining talented and skilled employees if the employee does not have a work-life balance, if the relationship with his or her immediate boss is not satisfactory the employee will still leave your organisation!
Salary is one of the most critical components of a human resources strategy. The cost of not doing so will result in more and more South African NGOs closing their doors in future than in the past because of the skills shortages and high turnover which has become a global phenomenon.
If South African NGOs want to ensure programme delivery as well as their long term sustainability, they have to start paying due diligence to attracting, retaining and investing in people. The cost of not doing so and the effect on our beloved South Africa is too adverse to contemplate!What is the salary for the Project Coordinator role in Eugene, Oregon Area?
Additional Compensations for the role of Project Coordinator in Eugene, Oregon Area Median base salary Range. All data contained in this database was provided by the Ohio Department of Education (ODE) and comes from the Education Management Information System (EMIS), which compiles information from each individual public school district in Ohio.
Project Management Salary Survey ().
There’s never been a better time to be a project manager. Project management skills and expertise are in demand . Nov 10, · Project Management - Salary - Get a free salary comparison based on job title, skills, experience and education.
Accurate, reliable salary and compensation comparisons for . The average salary for a Project Manager is €60, in Dublin, Ireland. Salaries estimates are based on salaries submitted anonymously to Glassdoor by Project Manager employees in Dublin, Ireland. Salaries for Related Job Titles.
Range: €40K - . Annual update of Albuquerque Public Schools staff salary information. About Staff Salary Data. The Albuquerque Public Schools salary web page provides information about APS employees' annual fiscal year salaries, July 1st through June 30th.