Pay Transparency

Pay doesn't have to be a dirty secret.  You can create a compensation system for your organization that is founded in your values. . . something that you want to show off instead of hide.  

Pay transparency is something more than 50% of employees are looking for in their next position.


Congratulations on growing your organization this much!

If you're thinking about a pay transparency project, then you've already done a lot of hard work to find and keep an awesome team.  That's no small feat, and my hat is off to you!

At this point, pay can start to feel a little confusing to everyone.  As you built your team you added new positions, paying what you needed to in order to attract and keep great people. As your team has grown, things have changed.  Some people are doing jobs that are totally different from what they were originally hired to do, and you've tried to keep pay fair for all this work, but there are some cracks showing.   People are starting to ask. . .


  • How do you do performance reviews?

  • When do raises happen?

  • Now that I've taken on more work,
                 are you going to pay me more?

And you don't have simple answers to those questions. . . yet.

Yes!  I don't have answers to those questions.  How can you help?

Creating a system of compensation that is founded in your values, affordable for your organization, and something that you can show your team is possible for you.

Pay transparency helps created an environment of safety and vitality where people understand expectations for their income and are rewarded fairly for taking on additional responsibilities.


Here's our game plan:

Over the course of a few months, we'll work together to create the best pay profile for your organization.

Here are some of the things we'll take into consideration:

  • The living wage in your county

  • What your competitors are paying for similar positions

  • The current positions in your organization and how they relate to one another

  • The positions you're likely to add over the course of the next year

  • Your goals and objectives with pay and benefits

I'll do all the heavy lifting on the data collection and analysis side, and you'll bring your genius so that we can create a system with a comfortable level of transparency that still gives you some room to breathe.

We'll get together for a 1-hour virutal call every other week to strategically move the project forward. Between calls I will put together information for your review and by the end I'll create a report for you
with all the data and your compensation plan ready to be made public.

What is the investment?

$5-10K per month for 3 months
Variability is based on # of employees, # of positions and amount of external data provided by you


Here's what people say about working with me

Our nonprofit organization has experienced tremendous growth over the last decade.  As the number of employees grew, our internal processes were not keeping pace.  We contracted Fortress and Flourish to prepare staff salary scales to create pay equity, pay transparency, and pay increase consistency. We also wanted to ensure that staff salaries were within industry ranges and that subsequent pay increases would be consistently applied throughout the organization.


The final report is exactly what we wanted – a helpful tool that we’ll use for a long time. It was a pleasure working with Candice. I was impressed with her knowledge of best practices and her ability to deliver such quality work on time!
Teresa Malone, Deputy Director, Land Trust of Santa Cruz County

I appreciate Candice’s professional and warm approach to project management. I enjoyed collaborating with her! She delivered a clear, grounded presentation to our audience of nonprofit employers with meaningful takeaways. She related the material to the pandemic context of today’s work world.

Susie Polnaszek, Director, Center for Nonprofit Excellence (CNE) of the Community Foundation for Monterey County

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Who is this offer not for?

If you are unwilling or unable to make the Living Wage the lowest amount of pay in your organization then this is not the program for you.  I will not put my stamp on a compensation system that doesn't provide for the basic living expenses that your employees have.

You can find out what the living wage is in your county here

If this is where you're at, you would be better served by finding out how to increase the profitability of your activities so that you can elevate your lowest paid positions to the living wage. 


I'm interested!  What is the next step?

I want to know all about you, your organization and why working
on pay is the right fit for you right now.

We'll talk through the details of the program, and then I'll send over a proposal
for your review.  FYI - I'm usually booking this project 1 - 2 months out.


Official Bio

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3rd Person Style

Candice Elliott helps impact-driven leaders grow their team with values-aligned HR best practices.  She focuses on increasing employee retention, making work more meaningful, and of course saving $$.


Her background is in HR.  She has a Masters in HR from Penn State, the Senior Professional certification in California and has worked in the field for more than 10 years.  During the Pandemic, she supported the small business and non-profit community by giving 100s of hours of assistance to help meet the challenges of the changing world of work. 


She is a mom, and when she's not helping support growing organizations you'll find her adventuring in her home, the unceded land of the Awaswas speaking peoples so called Santa Cruz, CA.