Job Classification Levels & Salary Ranges. Appendix C provides a list of the job classification levels. Employees shall be compensated at not less than the salary chart set forth in Appendix B. In order to create greater uniformity and clarity in new positions and their corresponding titles (i.e. Associate, Coordinator, Manager, Director), the Labor Management Committee will conduct a review of current unit employee job descriptions and make recommendations for title standardization no later than six (6) months following the ratification of this Agreement. The Guild and the Organization shall negotiate the job classification level for any new job title added after the ratification of this Agreement that does not conform to the Organization’s standard titles. The Organization may offer a new hire a salary above the minimum and below the maximum for the applicable position’s job classification level based on the Organization’s assessment of the new hire’s qualifications, experience, and/or job market factors. Cultural competency shall be a factor in determining a new hire’s experience for purposes of determining the salary. Cultural competency includes, but is not limited to, knowledge of and commitment to advance racial justice and equity to build a more anti-racist institution and address white supremacy in the environmental and conservation movement; time spent in communities -- especially Black, Indigenous, and communities of color -- that the Organization works with to understand the intersection of the needs of the community and the mission of the Organization, as well as the ability to communicate multilingually with members and leaders of the community. Should a new hire’s salary be above the minimum amounts set forth in the salary chart in Appendix B, the Guild and the Organization shall negotiate how much, if any, of a new hire’s salary is due to job market factors (rather than qualifications and/or experience), and any current employee with the same or substantially similar job title shall have their pay increased by the amount negotiated due to job market factors. An employee with a substantially similar job title is an employee with a role at the same job classification level within the Organization with substantially similar job functions and responsibilities. Should negotiations not be completed at the time the new hire begins employment at the Organization, such negotiated amount shall be made retroactive to the start date of the new hire for the affected employee(s).
Job Classification Levels & Salary Ranges. In accordance with Concerted Action’s fight for economic justice, Concerted Action seeks to compensate its employees fairly and competitively. In keeping with this, there shall be a salary floor of $45,000 annually for all full-time exempt employees and $21.64 hourly for part-time and non-exempt employees. The salary bands are as follows: - Office & Marketing Assistant: $45K - 50K - Social Media Organizer: $50K - 65K - Social Media Strategist: $60K – 70K - Digital Organizer: $65K - 75K - Digital Technologist: $65K - $80K - Earned Media Specialist: $70K - $80K - Digital Organizing Strategist: $75K - $85K
