Publish the salary wherever possible
A visible salary or meaningful range gives candidates information they need before applying. Phrases such as competitive or dependent on experience provide little basis for comparison.
If funding or internal structures fix the salary, saying so can prevent unnecessary negotiation later.
Explain how a range works
If the advertised range is broad, candidates need to know whether appointments normally start at the minimum, whether relevant experience influences the starting point and whether progression through the range is automatic or performance-based.
Do not imply that the top of a range is realistically available at appointment if it is not.
State hours and full-time equivalent clearly
For part-time roles, show both the actual salary and the full-time equivalent where useful, and state weekly hours. This makes comparisons easier and reduces confusion.
Where a role is term-time or annualised, explain the arrangement.
Present total reward
Pension contributions, annual leave, flexible working, parental benefits, learning support and wellbeing benefits can materially affect an offer. Present them accurately rather than using generic claims about excellent benefits.
Candidates value practical detail, especially on flexibility.
Plan negotiation rules
Decide in advance what flexibility exists and who can approve exceptions. Inconsistent salary negotiation can create internal equity problems.
If salary is fixed, communicate that early and confidently.
Review pay positioning
Repeated difficulty recruiting can be a signal that pay, scope, location or expectations are misaligned. Compare the role with genuinely similar positions rather than titles alone.
Recruitment data should feed back into workforce and reward planning.
Frequently asked questions
Should every charity job show a salary?
There may be exceptional circumstances, but publishing salary is generally more useful to candidates and employers than withholding it.
How should we show a part-time salary?
State actual salary, hours and full-time equivalent where appropriate.
Should we say 'competitive'?
A numeric salary or range gives candidates much more useful information.
Employment, equality, safeguarding and data-protection obligations can depend on the role and circumstances. Use appropriate professional or legal advice where required.