How We Pay Our Staff

We're committed to being open

As an organisation with important responsibilities towards our beneficiaries, donors, supporters, staff and the public, we recognise the importance of raising accountability and transparency in all aspects of our work.

That's why, in line with recommendations from the National Council for Voluntary Organisations' 2014 inquiry into executive pay, we are once again detailing our approach to pay; we are explaining how our pay levels are defined, publishing the ratio of pay dispersion or spread across the organisation; and listing the roles and salaries of our executive team.

At Save the Children, each of us is driven by our mission to build a world where all children can survive, learn and be protected. This means that we are committed to maximising our impact across all elements of our life-saving work.

To do this successfully means balancing two different needs: the need to ensure value for money in everything we do, including how we pay our staff; and the need to attract and retain people with the leadership, experience, knowledge and skills required to lead the transformation we are undergoing and oversee the complex, high-risk work being done in some of the world’s toughest places.

Having a competitive reward offering is one of the many ways in which we secure the very best people to deliver unprecedented levels of meaningful change to the lives of children around the world. Aiming to maximise our impact through fair salaries for talented people is what defines our approach to pay.

How pay is governed at Save the Children

The Board of Trustees is responsible for defining Save the Children’s pay policy, and deciding on the salaries of the Chief Executive and his or her leadership team of executive directors, who are deemed to be key management personnel. To do this, the Board appoints a subset of trustees, including the Chair, to form a Performance and Remuneration Committee. This Committee oversees proper administration of Save the Children’s pay policy, evaluates executive performance, and decides on any changes to executive pay. The Committee meets at least twice a year.

Meetings are also attended by the Chief Executive, the Chief Operating Officer and the HR Director, all in an advisory (non-decision making) capacity.

Our approach to pay

Our principles are to pay our staff a fair salary that is competitive within the charity sector, proportionate to the complexity of each role, and responsible in line with our charitable objectives.

Securing the right people to deliver our ambitious plans is key to our strategy. One of the many ways we do that is through our competitive reward structure. We commit to paying our staff a fair salary that is competitive within the charity sector, proportionate to the complexity and responsibilities of each role, and in line with our charitable objectives. Salaries are benchmarked using data available from three pay surveys (for the voluntary sector, inner London charities, and charities with a turnover of £150 million or more). We target the market median average of these three markets. We are committed to pay all staff in line with the Campaign for a Living Wage, which is £10.20 per hour in London and £8.75 per hour outside London as of 25 April 2018.

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