January 2023 Advisory Board Meeting : simplebooklet.com

The Clean Slate Initiative Role and Compensation Analysis Chief Operating Officer DRG interviewed the Director of Operations and reviewed the Director of Operation s job description and job audit survey results Based on our findings we recommend updating the Director of Operation s level to a VP or Chief We have identified a recommendation and alternative recommendation below Recommendation Chief Operating Officer We recommend updating the Director of Operation s title to Chief Operating Officer for the following reasons COO is a commonly used and flexible title for nonprofit organizations In a smaller organization without a separate strategy team the COO is often the right hand to the CEO for all organizational planning especially related to growth finances talent etc In the case of CSI the current Director of Operations also oversees the data model metric setting and research portfolio Director of Operations does not capture the seniority or scope of the current span of control and responsibility in the role o Though both titles include operations a COO role is commonly understood to be crossfunctional and customized based on the needs of an organization It implies the greater scope and responsibility that is being managed by the current director Con A Chief title and VP title can certainly co exist within a CEO led organization but it also implies that the Chief has greater seniority than the VP this can sometimes be an issue internally Alternative Recommendation VP or Chief of Operations Strategy and Research Our alternative recommendation is updating the Director of Operation s title to VP or Chief of Operations Strategy and Research for the following reasons Typically a VP of Operations would have a more limited scope than the existing role and would not capture the breadth of responsibilities If greater specificity and clarity are desired we recommend updating the title to include the variety of functions that fall under the role either VP or Chief could work with more specificity If the VP level is chosen the organization can sidestep issues of leveling with other VPs Con Lengthy titles can be harder to recall feel more cumbersome to staff or the person holding the role Often title nicknames end up being used internally DRG also recommends updating the Director of Operation s salary Due to the unique nature of the Director of Operation s position we cannot assess how their salary compares to the market When Clean Slate promotes the Director of Operations to COO we recommend setting the salary within 10 of the 75th percentile Page 1 2

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CSI Compensation Philosophy Findings and Recommendations Page 1 of 5 The Clean Slate Initiative Compensation Philosophy Findings and Recommendations The DRG team met with Clean Slate Initiative CSI s Executive Director and Director of Operations to understand the organization s compensation structure and philosophy In these meetings we discussed Clean Slate Initiative s current compensation philosophy and considerations for implementing a new approach Points raised included the importance of linking compensation to job duties and performance the need to consider financial sustainability and the potential value of bonuses as a motivator The group also discussed the potential challenges of transitioning to a new compensation framework including the need to ensure that any changes are fair and transparent The following includes DRG s key findings from these conversations and our recommendations for how to design CSI s compensation philosophy Market Aligned Compensation Findings Clean Slate Initiative believes that the mission oriented nature of the organization s work should not mean that its employees are underpaid To the contrary in an effort to attract top talent and compensate them fairly the organization has aimed to set its salary ranges to be around the 75th percentile 10 Here are additional questions and considerations that CSI can consider as it refines its philosophy in this area What are the industry standards for compensation in the relevant market This includes understanding the typical salary ranges for different positions as well as any relevant commonly offered benefits or perks What is Clean Slate Initiative s budget for compensation The organization needs to consider its overall financial resources and allocate its compensation budget accordingly What is Clean Slate Initiative s target audience for recruitment The organization should consider the types of candidates it is trying to attract and the needed level of compensation to compete for top talent in the market How is Clean Slate Initiative upholding internal equity in compensation The organization should establish pay bands and consistently apply them What are Clean Slate Initiative s goals for retention and employee satisfaction The organization should consider what types of compensation and benefits will be most motivating and satisfying for its employees Recommendations We believe in offering competitive and fair compensation to our employees As part of this commitment we have decided to set our benchmark for all of our positions at the 75th percentile of the relevant market data Prepared by

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CSI Compensation Philosophy Findings and Recommendations Page 2 of 5 Below Market 25th Percentile 50th Percentile 75th Percentile Above Market Represents the pay rate of employees doing similar work in similar industries We believe that this approach allows us to attract and retain top talent while also recognizing and valuing the unique skills and experiences that everyone brings to the table By setting our benchmark at the 75th percentile we are ensuring that our employees are compensated at a level above the industry average and that reflects the value they bring to our organization Pay Equity and Transparency Findings Clean Slate Initiative clearly values pay equity and transparency but is less clear on how to achieve those values systematically From our conversation several challenges emerged Lack of clear policies and guidelines Without clear policies and guidelines in place it can be difficult for the organization to ensure that all employees are being paid fairly and consistently Lack of data If the organization does not have accurate and up to date market data to inform compensation for its employees it can be difficult to ensure external equity Unequal negotiation power If some employees have more negotiation power or are more comfortable negotiating than others this can lead to pay disparities Unconscious bias Unconscious bias can lead to pay disparities particularly if there are subjective elements involved in the compensation process Limited transparency If the organization does not disclose its compensation policies or practices it can be difficult for employees to understand how their pay is determined and whether they are being treated fairly Limited flexibility If the organization has inflexible compensation policies or is unwilling to consider alternative forms of compensation it may struggle to meet the needs and preferences of all of its employees While the following philosophy addresses these points the specific language may need to change as the organization grows Recommendation Our compensation philosophy is centered on the values of pay equity and transparency We believe that all employees deserve to be paid fairly and equitably for the work that they do regardless of their race gender religion sexual orientation or any other personal characteristic To establish pay equity we regularly review and analyze our pay practices to ensure that these practices do not reflect or perpetuate bias and that all employees are being paid fairly for their contributions We also encourage employees to speak up if they have concerns about pay equity and have processes in place to address any issues that may arise In terms of transparency we believe that it is important for employees to have a clear understanding of how their pay is determined and how it compares to others pay within the organization To this end we Prepared by

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CSI Compensation Philosophy Findings and Recommendations Page 3 of 5 are open and transparent about our pay practices and are willing to discuss pay with employees at any time Moreover we will post salary ranges for all of our open positions and will make the best and highest offer to each candidate To reflect our commitment to equity we will not negotiate salaries or benefits with current or incoming staff We believe that this approach allows us to attract and retain top talent while also recognizing and valuing the unique skills and experiences that everyone brings to the table Our posted salary ranges are based on market data and internal equity and are designed to be competitive within the field Salary Increases Cost of Living Adjustments COLA Findings Clean Slate Initiative does not currently have a Cost of Living Adjustment COLA philosophy The following recommendation can be used as a starting point Recommendation Our compensation philosophy recognizes the importance of cost of living adjustments COLAs in helping to maintain the purchasing power of our employees pay We believe that it is important to regularly review and adjust pay to ensure that it keeps pace with changes in cost of living To this end we would seek to utilize the CPI to determine annual COLA percentages We believe that a comprehensive and competitive compensation package is essential to supporting the well being and financial security of our employees Bonuses Merit Pay Findings Clean Slate Initiative currently awards a performance based bonus once a year The organization has recently changed its performance review timeline to align with its compensation review timeline both happening toward the end of the calendar year Recommendation Our compensation philosophy values hard work and recognizes the importance of rewarding employees who consistently perform at a high level To this end we offer a merit bonus program that rewards employees who consistently achieve beyond expectations Under our merit bonus program we use a range of performance ratings to evaluate employees work and determine their eligibility for merit bonuses Employees who consistently perform Well Above Expectations can expect to receive a one time bonus of 5 8 of their annual salary while those who perform Above Expectations can expect a one time bonus of 3 6 Employees who meet expectations can expect a one time bonus of 1 4 The exact percentage will be determined annually taking budgetary realities into account We believe that it is important to be transparent about our performance expectations and how they translate into bonuses We also encourage open and honest communication between managers and employees to ensure that performance expectations are clearly understood and that employees have the opportunity to discuss their career goals and progress Our goal is to create a culture of excellence one where hard work and achievement are recognized and rewarded and where employees feel motivated and supported to reach their full potential Prepared by

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CSI Compensation Philosophy Findings and Recommendations Page 4 of 5 Bonuses Discretionary Findings The organization has decided to eliminate holiday bonuses a practice it has had in recent years Leadership made this decision both for timing reasons and because low performing staff members were getting bonuses at the end of the year which felt counterintuitive to the message leadership wanted to send Recommendation Our compensation philosophy values fairness and consistency and as such we have chosen not to offer discretionary bonuses including holiday bonuses to our employees Discretionary bonuses can create an atmosphere of uncertainty and be perceived as arbitrary or unfair as they are often based on subjective criteria and may not be distributed equitably among all employees We believe that it is important for our employees to have a clear understanding of how their pay is determined and what they can expect in terms of compensation Instead of discretionary bonuses we focus on offering a competitive base salary and a comprehensive benefits package to all of our employees We believe that this approach fosters a sense of stability and fairness and allows employees to plan for their future and make financial decisions with confidence We also recognize the importance of recognizing and rewarding employee contributions and achievements and we offer a range of performance based incentives such as merit pay and promotion opportunities to recognize top performers Bonuses Interim Findings Clean Slate Initiative does not currently have a philosophy to guide interim coverage bonuses Recommendation We believe that staff playing interim roles should be recognized and compensated for their contribution Staff who are formally providing coverage for another team member on leave or for an open role for more than 8 weeks will be eligible for interim bonus pay for the duration of the coverage This pay will be determined based on the quantity and level of the responsibilities taken on in the interim period Professional Development Findings Clean Slate Initiative does not currently have a philosophy to guide and structure its approach to professional development Leadership believes in the power of growth and improvement as a result they need to develop a method for allocating professional development funds equitably Recommendation We believe that investing in the professional development of our employees is crucial for both individual growth and the success of the organization As such we are committed to providing opportunities for learning and skill building to all members of our team to support both success in their roles and long term career development To ensure that professional development funds are allocated in an equitable way we follow the following principles 1 Needs based approach We assess the learning and development needs of each employee based on their role career goals and performance This ensures that resources are directed towards areas where they will have the greatest impact Prepared by

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CSI Compensation Philosophy Findings and Recommendations Page 5 of 5 2 Fair and transparent process We have a clear and fair process for evaluating and approving professional development requests This includes guidelines for the types of training and learning opportunities that are eligible for support as well as a transparent review process 3 Equal access We strive to provide equal access to professional development opportunities for all employees regardless of their job function level or location 4 Recognition and rewards We recognize and reward employees who take initiative and make the most of professional development opportunities This recognition can include promotions salary increases and other forms By following these principles we aim to create a culture of continuous learning and growth one where all employees have the support and resources needed to develop their skills and achieve their career goals Compensation Philosophy Subject to Change Findings Recognizing that the world of work is a dynamic place Clean Slate Initiative wanted to have language that gave them the flexibility to change their compensation philosophy over time Recommendation The Clean Slate Initiative reserves the right to modify amend suspend or terminate any of its compensation incentive retirement welfare fringe benefit or other plans or programs whether or not described in this policy in its sole discretion at any time subject to applicable law The Clean Slate Initiative also retains the discretion to interpret any terms or language used in this policy and any such interpretation will be binding on employees Prepared by

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The Clean Slate Initiative January 18 2023 Page 2 of 32 Contents Executive Summary 3 Role and Compensation Analysis 4 Role Analysis 4 Title Recommendations 7 Director of Operations 7 Executive Director 7 Benchmarking Sources 9 Level A Coordinator 10 Level B Manager 10 Level C Director 11 Level D Vice President 11 Level E CEO 12 Miscellaneous Positions 12 Appendix A Clean Slate Roles 13 Operations Coordinator 13 Campaign Manager 14 Data Scientist 15 Operations Manager 17 Contracts and Grants Manager 18 Legislative Director 19 Director of Research and Data 21 Communications Director 23 Vice President of Marketing and Communications 24 Vice President of Programs 27 Executive Assistant 29 Chief of Staff 30 Chief Operating Officer 31

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The Clean Slate Initiative January 18 2023 Page 3 of 32 Executive Summary The Clean Slate Initiative CSI is an Orlando based advocacy organization with an FY2022 budget of 17M DRG reviewed role data for 10 positions and salary data for 14 1 positions assessed the extent to which roles at each level were similar with respect to responsibility authority and complexity of work collected and reviewed benchmarking data for each role and recommended changes in salaries Overall we found that the Clean Slate Initiative pays its employees across the range The salary for two positions is below the minimum 10th percentile The salary for one position between the 25th and 50th percentile The salary for one position 2 is between the 25th and 75th percentile The salary for one position is between 75th and 90th percentile We recommend that Clean Slate adjust salaries to bring them within 10 of the 75th percentile for the positions ranges 3 Regarding title changes we recommend that Clean Slate change the Executive Director s title to Chief Executive Officer 1 Due to confidentiality reasons the salary data for the Executive Director and VP of Operations are not included in this report The data for these two positions will only be shared with the Executive Director 2 There are three Campaign Managers and their salaries range between the 25th and 50th percentiles 3 For staff whose salaries are above the recommended range we do not suggest decreasing their salaries to fit the range rather we recommend increasing their salaries at a lower rate than their peers salaries so their peers can reach their range at a quicker pace

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The Clean Slate Initiative January 18 2023 Page 4 of 32 Role and Compensation Analysis Role Analysis The Clean Slate Initiative provided role data for 10 positions and salary data for 14 positions with salaries current as of January 2023 The Initiative s roles fell into five categories or levels Level A Coordinator Level B Manager Level C Director Level D Vice President and Level E CEO most senior These levels were created based on DRG s analysis which included a review of job descriptions as well as survey data collected from individual employees who were asked to reflect on both their job description and their role as lived We confirmed that in general roles within each level are similar with respect to responsibility authority and complexity of work We describe these commonalities in the following section followed by benchmarking data for roles within each level Level Level A Level B Level C Level D Level E Leveling Equivalent Coordinator Manager Director Vice President Executive Team CEO Accountable for overseeing and ensuring the successful completion of 0 5 programs 1 Scope of Role Executes projects and is responsible for day to day tasks Responsible for the success of a team organizational function Accountable for overseeing and ensuring the successful completion of 6 10 projects Responsible for the execution of campaigns Has autonomy in their own vertical 2 Strategic Planning and Decisions Implements strategic decisions Contributes to strategic planning direction and goalsetting for the department or Accountable for overseeing and ensuring the successful completion of 0 5 programs Accountable for overseeing and ensuring the successful completion of 1 10 projects Responsible for the success of a team organizational function Designs and implements strategies Oversees cross departmental efforts to foster organizational health Responsible for department success Is the strategic owner and primary fundraiser Manages the implementation of programs and projects Ultimately accountable for overseeing and ensuring the successful completion of 0 5 programs Responsible for the team budget and supporting fundraising efforts related to their work programs Oversees the design and execution of programmatic and operational strategy of the organization with other leaders Oversees the grantmaking process Responsible for making decisions and recommendations at the organization wide level Ultimately accountable for overseeing and ensuring the successful completion of 0 5 projects Responsible for the success of overall organizational function Ultimately responsible for the talent in the organization Ultimate decision maker at the organization

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The Clean Slate Initiative January 18 2023 Page 5 of 32 Level Level A Level B Level C Level D Level E Leveling Equivalent Coordinator Manager Director Vice President Executive Team CEO function in collaboration with senior management 3 Goals Responsible for the success of short term organizational and long term departmental strategies Does not generate resources 4 Resources 5 Talent 6 Budget May be responsible for stewarding resources related to their department Does not supervise or develop people Not responsible for the budget Responsible for the success of short term organizational and short and long term departmental strategies Responsible for the success of short and long term organizational strategies and short and long term departmental strategies Campaign Managers Responsible for generating or cultivating the following resources for the organization partners mobilization targets program participants political goodwill social media followers or subscribers and media coverage Responsible for generating or cultivating resources related to their department e g partners mobilization targets program participants political goodwill social media followers or subscribers and media coverage or institutional funding or funders major donors partners and political goodwill May be responsible for hiring supervising and developing people Responsible for hiring supervising and developing people Responsible for the success of short and long term organizational strategies and short and long term departmental strategies Ensures successful implementation of departmental and organizational strategy Ultimately responsible for the success of long term organizational strategies Ensures successful implementation of departmental and organizational strategy Responsible for cultivating the following resources for the organization institutional funding or funders major donors partners and political goodwill Responsible for generating or cultivating the following resources for the organization institutional funding or funders major donors partners and political goodwill Responsible for holding and cultivating key strategic external relationships related to generating revenue and media attention Responsible for generating and cultivating key strategic external relationships related to generating revenue and media attention Responsible for hiring supervising and developing people Responsible for hiring supervising and developing people Responsible for overseeing and ensuring adherence to budgets of 500 000 or more Accountable for the organizational budget and supporting fundraising efforts

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The Clean Slate Initiative January 18 2023 Page 6 of 32 Level Level A Level B Level C Level D Level E Leveling Equivalent Coordinator Manager Director Vice President Executive Team CEO related to their work programs Ultimately responsible for organizational compliance 7 Errors 4 Errors are easily detected by routine checks have limited if any impact on others and are easily corrected Errors are normally detected by routine checks and may impact the work of others causing loss of time or other inconveniences DRG heard the opposite but we believe this is accurate based on the level and position Errors are difficult to identify for work that is only generally reviewed These errors have serious impacts such as significant financial loss impaired public services and negative media reaction Errors are difficult to identify for work that is only generally reviewed These errors have serious impacts such as significant financial loss impaired public services and negative media reaction Errors are difficult to identify for work that is only generally reviewed These errors have serious impacts such as significant financial loss impaired public services and negative media reaction 4

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The Clean Slate Initiative January 18 2023 Page 7 of 32 Title Recommendations DRG has two title recommendations 1 Update the Director of Operations title to Chief Operating Officer or VP or Chief of Operations Strategy and Research 2 Update the Executive Director title to Chief Executive Officer Director of Operations DRG interviewed the Director of Operations and reviewed the Director of Operation s job description and job audit survey results Based on our findings we recommend updating the Director of Operation s level to a VP or Chief We have identified a recommendation and alternative recommendation below Recommendation Chief Operating Officer We recommend updating the Director of Operation s title to Chief Operating Officer for the following reasons COO is a commonly used and flexible title for nonprofit organizations In a smaller organization without a separate strategy team the COO is often the right hand to the CEO for all organizational planning especially related to growth finances talent etc In the case of CSI the current Director of Operations also oversees the data model metric setting and research portfolio Director of Operations does not capture the seniority or scope of the current span of control and responsibility in the role o Though both titles include operations a COO role is commonly understood to be cross functional and customized based on the needs of an organization It implies the greater scope and responsibility that is being managed by the current director Con A Chief title and VP title can certainly co exist within a CEO led organization but it also implies that the Chief has greater seniority than the VP this can sometimes be an issue internally Alternative Recommendation VP or Chief of Operations Strategy and Research Our alternative recommendation is updating the Director of Operation s title to VP or Chief of Operations Strategy and Research for the following reasons Typically a VP of Operations would have a more limited scope than the existing role and would not capture the breadth of responsibilities If greater specificity and clarity are desired we recommend updating the title to include the variety of functions that fall under the role either VP or Chief could work with more specificity If VP level is chosen the organization can sidestep issues of leveling with other VPs Con Lengthy titles can be harder to recall feel more cumbersome to staff or the person holding the role Often title nicknames end up being used internally Executive Director We recommend updating the Executive Director title to Chief Executive Officer for the following reasons Given the national scope national profile and complexity of the work of CSI as well as CSI s ambitions for the future of the organization Chief Executive Officer aligns with the CEO VP Director leadership structure It could cause confusion for a Vice President to report to an Executive Director Additionally EDs are typically but not always locally focused or leading smaller and less complex organizations than CSI Clean Slate s peers currently use the following titles o Reform CEO o ASJ CEO and o Forward US President and ED We would not recommend President as the updated title as organizations typically use that title for their second top most position reporting to the CEO This could become confusing externally

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The Clean Slate Initiative January 18 2023 Page 9 of 32 Benchmarking Sources The Clean Slate Initiative has an FY2022 budget of 17M To determine appropriate market comparisons for each role DRG reviewed job descriptions identified appropriate data sources and consulted each data source to identify and review data for comparable roles Data sources 5 included the following Economic Research Institute Salary Assessor ERI This database references salary survey data and employer reported compensation data to calculate compensation growth over time using longitudinal meta analysis This methodology has an accuracy of 99 1 The data is updated every 90 days to ensure the most up to date information on the 11 000 job titles in the database For our purposes we used the following industry designations Nonprofits Public Society Benefit Multipurpose and Other Support Activities and Civil Rights Social Action and Advocacy We used Washington D C as the location and 17 million as the organizational budget size In some cases we were also able to include number of years of experience in which case we selected the median of the available options Payscale Payfactors PF This database uses HR sourced employer validated compensation data as well as a proprietary algorithm process to calculate compensation for its 5 400 job titles For our purposes we used both nonprofit and for profit industries as well as a market of not for profit organizations with annual revenue of 10 50 million in Washington D C Candid previously GuideStar 2022 Nonprofit Compensation Report This report utilizes 990 data from Candid s database to produce a report that lists top executive positions for nonprofits The report breaks down the data further by allowing users to search by budget size cause area and geography For our purposes we used civil rights social action and advocacy nonprofits with budgets of either 5M or 10 25 million located in Washington D C 5 DRG usually consults and includes The Nonprofit Times 2021 Nonprofit Organizations Salary Benefits Report TNT as a data source but for the purposes of this benchmarking study we chose not to include this source This report is a compilation of 233 different nonprofit positions with data from 781 nonprofit organizations across the U S The data is broken down by budget size and geography For our purposes we looked at nonprofits in the Southeast region but the salaries were drastically lower from the other sources because the salaries represent an average of all salaries in the Southeast region not just Washington D C

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The Clean Slate Initiative January 18 2023 Page 10 of 32 Level A Coordinator We reviewed and sought benchmarking data for one position at the Coordinator level 1 Operations Coordinator At the time of assessment the Operation Coordinator s salary is below the 10th percentile We recommend increasing the salary within 10 of the 75th percentile Benchmarking data for the Level A position is shown below Additional detail can be found in Appendix A 90th Min 10th 25th 75th Clean Slate Title Median Percentile Percentile Percentile Percentile Max 1 Operations Coordinator 46 928 49 705 52 910 57 345 61 192 Level B Manager We reviewed and sought benchmarking data for four positions at the Manager level including 2 3 4 5 Campaign Manager Data Scientist Operations Manager Contracts and Grants Manager At the time of assessment there were three Campaign Managers and their salaries ranged between the 25th and the 75th percentiles We recommend adjusting their salaries within 10 of the 75th percentile The Operation Manager s salary fell below the 10th percentile We recommend increasing the Operation Manager s salary within 10 of the 75th percentile While the Data Scientist position is currently filled the occupant is not working in a full time capacity thus we are unable to assess how the salary compares to the market The Contracts and Grants Manager position is not currently filled thus we are not able to assess how the salary compares to the market When these roles are filled in a full time capacity we recommend setting salaries within 10 of the 75th percentile Benchmarking data for the Level B position is shown below Additional detail can be found in Appendix A Clean Slate Title Min 10th Percentile 25th Percentile Median 75th Percentile 90th Percentile Max 2 Campaign Manager 95 205 102 961 111 813 123 515 133 700 3 Data Scientist 6 120 379 130 806 142 331 155 213 166 293 88 468 96 768 106 095 118 317 128 887 4 Operations Manager 7 DRG benchmarked the Data Scientist position to high level Data Scientist positions rather than entry or mid level Data Scientist positions 7 DRG benchmarked the Operations Manager position to entry level Operations Manager positions rather than mid or highlevel Operations Manager positions 6

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The Clean Slate Initiative January 18 2023 Page 11 of 32 5 Contracts and Grants Manager 96 957 103 628 111 071 120 883 129 361 Level C Director We reviewed and sought benchmarking data for three positions at the Director level including 6 Legislative Director 7 Director of Research and Data 8 Communications Director At the time of assessment only the Communications Director role is filled and their salary is between the 75th and 90th percentile The Legislative Director and Director of Research and Data are not currently filled so we are unable to assess how their salaries compare to the market When the organization hires for these roles we recommend setting their salaries within 10 of the 75th percentile Benchmarking data for the Level C position is shown below Additional detail can be found in Appendix A Min 10th Percentile 25th Percentile Median 75th Percentile 90th Percentile Max 100 517 124 112 150 396 183 326 210 944 Director of Research and Data 9 127 703 141 288 156 027 182 138 204 473 8 Communications Director 103 527 120 400 139 207 162 795 182 713 Clean Slate Title 6 Legislative Director 8 7 Level D Vice President We reviewed and sought benchmarking data for three positions at the Vice President level 9 Vice President of Marketing and Communications 10 Vice President of Programs 11 Vice President of Operations At the time of assessment the Vice President of Marketing and Communications and Vice President of Programs roles remained vacant as a result we cannot give information regarding their current salaries The Vice President of Operations role is also vacant but the Director of Operations is informally filling this role Due to the part time nature of the Director of Operations position we are unable to share information on how this salary relates to the market Due to the high level nature of the Vice President of Operations position the benchmarking data for this position is in a separate and confidential document available only to the Executive Director When the organization hires for the Vice President of Marketing and Communications and Vice President of Programs we recommend setting their salaries within 10 of the 75th percentile 8 This data is slightly different from the original range DRG shared with Clean Slate this is due to the fact we removed The Nonprofit Times as a data source and the data has been updated in the Salary Accessor and PayFactors databases 9 This data is slightly different from the original range DRG shared with Clean Slate this is due to the fact we removed The Nonprofit Times as a data source and the data has been updated in the Salary Accessor and PayFactors databases

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The Clean Slate Initiative January 18 2023 Page 12 of 32 Benchmarking data for the Level D position is shown below Additional detail can be found in Appendix A Min 10th Percentile 25th Percentile Median 75th Percentile 90th Percentile Max 9 Vice President of Marketing and Communications 132 776 158 847 186 398 222 227 256 635 10 Vice President of Programs 10 101 936 126 689 157 130 194 188 226 608 Clean Slate Title Level E CEO We reviewed and sought benchmarking data for one position at the CEO level 12 Executive Director Due to the high level nature of this position benchmarking data for this position is in a separate document available only to the current Executive Director Miscellaneous Positions We reviewed and sought benchmarking data for three positions that did not fit at any of the levels 11 including 13 Executive Assistant 14 Chief of Staff 15 Chief Operating Officer At the time of assessment the Executive Assistant s salary fell between the 25th and 50th percentile We recommend increasing the salary within 10 of the 75th percentile The Chief of Staff and Chief Operating Officer roles are currently vacant when Clean Slate hires for these positions we recommend setting the salary within 10 of the 75th percentile Benchmarking data for these positions is shown below Additional detail can be found in Appendix A 90th Percentile Max 71 979 78 919 87 468 94 969 121 429 146 638 177 064 218 760 250 922 127 212 179 757 234 528 306 574 383 481 25th Percentile 13 Executive Assistant 65 779 14 Chief of Staff 15 Chief Operating Officer Clean Slate Title 10 Median 75th Percentile Min 10th Percentile This data is slightly different from the original range DRG shared with Clean Slate this is due to the fact we removed The Nonprofit Times as a data source and the data has been updated in the Salary Accessor and PayFactors databases The Clean Slate Initiative requested that DRG benchmark the Executive Assistant and Chief of Staff positions at the time of assessment we did not have the job description or job audit survey results for this role Therefore we cannot place this role at a specific level 11

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The Clean Slate Initiative January 18 2023 Page 13 of 32 Appendix A Clean Slate Roles Operations Coordinator The job description for the Operations Coordinator at Clean Slate aligns to the following position in external benchmarking studies 1 ERI Operations Coordinator Levels 1 2 3 Job Title 1 Operations Coordinator Level 1 2 3 Source and Scope Job Description from the source ERI Nonprofits Civil Rights Social Action and Advocacy 17M Budget Washington D C Verifies audits and ensures that policies procedures and instructions are adhered to Prepares and produces reports records and directives and confers with managers supervisors to obtain data required for planning activities such as new commitments status of work in progress and problems encountered Works with management to plan and execute strategies and logistics in alignment with company vision and goals Schedules and assigns daily tasks and activities

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The Clean Slate Initiative January 18 2023 Page 14 of 32 Campaign Manager The job description for the Campaign Manager at Clean Slate aligns to the following position in external benchmarking studies 1 ERI Political Scientist Job Title 1 Political Scientist Source and Scope Job Description from the source ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C Studies proposed legislation to determine possible effect on an organization alternatively the interest of a client who may be a person specific group or the general public Plans and runs campaigns towards attaining an organization s or client s goals

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The Clean Slate Initiative January 18 2023 Page 15 of 32 Data Scientist The job description for the Data Scientist at Clean Slate aligns to the following positions in external benchmarking studies 1 2 3 Payfactors Data Scientist III Payfactors Data Scientist IV ERI Data Scientist Level 3 Job Title Source and Scope 1 Data Scientist III Payfactors Notfor Profit 17M Revenue D C 2 Data Scientist IV Payfactors Notfor Profit 17M Revenue D C Job Description from the source Job Summary Mines and analyzes complex and unstructured data sets using advanced statistical methods for use in data driven decision making Job Duties Performs research analysis and modeling on organizational data Develops and applies algorithms or models to key business metrics with the goal of improving operations or answering business questions Provides findings and analysis for use in decision making Experience and Education Performs work under minimal supervision Handles complex issues and problems and refers only the most complex issues to higherlevel staff Possesses comprehensive knowledge of subject matter Provides leadership coaching and or mentoring to a subordinate group May act as a lead or first level supervisor Typically requires an advanced degree and 6 9 years of experience Reports to Typically reports to a manager JobRelated Competencies Oral and written communication skills Problem situation analysis Ability to identify and seek needed information research skills Analytical thinking skills Statistical knowledge Technical expertise Mathematical skills Job Summary Mines and analyzes complex and unstructured data sets using advanced statistical methods for use in data driven decision making Job Duties Performs research analysis and modeling on organizational data Develops and applies algorithms or models to key business metrics with the goal of improving operations or answering business questions Provides findings and analysis for use in decision making Experience and Education Performs work with a high degree of latitude Handles the most complex issues Possesses expert knowledge of subject matter Provides leadership coaching and or mentoring to subordinate group May act as a lead or first level supervisor Typically requires an advanced degree

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The Clean Slate Initiative January 18 2023 Page 16 of 32 Job Title 2 Data Scientist Levels 3 Source and Scope ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C Job Description from the source and 9 or more years of experience Reports to Typically reports to a manager Job Related Competencies Oral and written communication skills Problem situation analysis Ability to identify and seek needed information research skills Analytical thinking skills Statistical knowledge Technical expertise Mathematical skills Blend of Campaign Manager 75 and Program Manager 25 Campaign Manager Designs develops and implements advertising and brand campaigns that capture attention and drive interest across multiple marketing channels such as online print and email Manages the campaign process including cost negotiations timeline management asset acquisitions campaign setup delivery of ad tags approvals troubleshooting and reporting Oversees internal and external media agencies and creative partners Program Manager Manages and coordinates the activities and administration of a designated nonprofit program within an organization and assures the programs implementation and activities are carried out in line with the organization s objectives motives and goals Plans and develops methods and procedures for implementing program and exercises control over personnel responsible for specific function or phase of program

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The Clean Slate Initiative January 18 2023 Page 17 of 32 Operations Manager The job description for the Operations Manager at Clean Slate aligns to the following position in external benchmarking studies 1 ERI Operations Manager Level 1 Job Title 1 Operations Manager Level 1 Source and Scope Job Description from the source ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C Manages and coordinates organization branch plant or department operation strategies and activities Collaborates in the development and implementation of organization policies practices procedures and attainment of operating goals Reviews analyzes and prepares reports records and directives and confers with managers supervisors to obtain data required for planning activities such as new commitments status of work in progress and problems encountered Assigns or delegates responsibility for specified work or functional activities and disseminates policies and objectives to supervisors staff

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The Clean Slate Initiative January 18 2023 Page 18 of 32 Contracts and Grants Manager The job description for the Contracts and Grants Manager at Clean Slate aligns to the following position in external benchmarking studies 1 ERI Blended Position Contracts Manager 50 Grants Manager 50 Job Title 1 Blended Position Contracts Manager 50 Grants Manager 50 Source and Scope Job Description from the source ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C Contracts Manager 50 Manages activities of professional level personnel concerned with contracts for purchase or sale of equipment materials products or services Negotiates contracts with representatives Grants Manager 50 Manages and supports an organization s overall grant efforts optimizes the grant administration process and oversees the fundraising team Directs all grants related activities and efforts supervises the staff and coordinates with Grant Writers and Grant Coordinators to ensure compliance of their job responsibilities Determines funding needs develops strategies to optimize the administration process plans designs develops and implements sustainable and effective grant programs and stays involved from application to approval and utilization

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The Clean Slate Initiative January 18 2023 Page 19 of 32 Legislative Director The job description for the Legislative Director at Clean Slate aligns to the following positions in external benchmarking studies 1 2 Payfactors Government Affairs Executive ERI Government Affairs Director Job Title 1 2 Source and Scope Government Affairs Executive Payfactors Notfor Profit 17M Revenue D C Government Affairs Director ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations Job Description from the source Job Summary Oversees the relationship between the organization and federal state or local government agencies Job Duties Builds and maintains relationships with governmental representatives with the goal of advancing and promoting the organization s businesses Identifies issues of public policy and organizational importance drafts and distributes memos or releases and generates government and public support Represents the organization at counsel meetings and advocates for organizational interests in front of legislative bodies Monitors and comments on pending legislation that may impact organizational operations May coordinate and oversee the work of external lobbyists Experience and Education Leads and directs the work of other employees and has responsibility for personnel actions including hiring performance management and termination Supervision is often provided through a team of subordinate managers and or directors Collaborates with other members of the executive management team to align departmental strategy or direction with the overall goals of the organization Develops policies practices and procedures that have a significant impact on the organization Typically requires a bachelor s degree and at least 15 years of experience Reports to Typically reports to a top executive Competencies Ability to foster teamwork Management skills Oral and written communication skills Persuasive communication skills Ability to build collaborative relationships Interpersonal skills Strategic thinking skills Directs various phases of government relations Heads develops coordinates and advises on internal policies related to external affairs Represents the organization in government matters Meets with government officials or other external

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The Clean Slate Initiative January 18 2023 Page 21 of 32 Director of Research and Data The job description for the Director of Research and Data at Clean Slate aligns to the following positions in external benchmarking studies 1 2 Payfactors Research Director ERI Research Director Job Title 1 2 Source and Scope Research Director Payfactors Notfor Profit 17M Revenue D C Research Director ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Job Description from the source Job Summary Directs and coordinates all activities of the research department Job Duties Initiates research programs focused on collecting economic statistical demographic and or other related data that meet the information needs of the organization This position typically performs advanced research interprets data information relevant to the desired topic and proceeds with research as warranted by preliminary findings May propose and initiate new research in support of the organization s needs and goals Incumbent presents findings and conclusions to the top research executive of the organization Research findings may be utilized for developing new and improved products services or processes Experience and Education Has extensive experience with the concepts and principles of one or more related fields or departments Leads and directs the work of other employees and has responsibility for personnel actions including hiring performance management and termination Supervision is often provided through a team of subordinate managers Contributes to strategic planning direction and goal setting for the department or function in collaboration with senior management Establishes departmental policies practices and procedures that have a significant impact on the organization Typically requires a bachelor s degree and at least 10 years of experience including some prior management experience Reports to Typically reports to an executive Competencies Ability to multi task and prioritize Ability to identify and seek needed information research skills Organizational skills Detail oriented Analytical thinking skills Directs and coordinates the organization s research function and oversees the research staff Develops and executes research studies standards and guidelines for research programs Oversees the collection and research of data

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The Clean Slate Initiative January 18 2023 Page 23 of 32 Communications Director The job description for the Communications Director at Clean Slate aligns to the following positions in external benchmarking studies 1 2 ERI Communications Director Payfactors Communications Director Job Title Source and Scope 1 Communications Director ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C 2 Communications Director Payfactors Notfor Profit 17M Revenue D C Job Description from the source Develops implements and evaluates the communications plan and programs across the organization s internal and external audiences in cooperation with the organization s goals and objectives Directs the development of a comprehensive communication vision for the organization through consultation with internal and external stakeholders that improves communication and engagement with organization and customers Discerns communication opportunities in order to design and execute appropriate strategies to address them Directs the generation of online content that engages audience segments and leads to measurable action N A

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The Clean Slate Initiative January 18 2023 Page 24 of 32 Vice President of Marketing and Communications The job description for the Vice President of Marketing and Communications at Clean Slate aligns to the following positions in external benchmarking studies 1 2 3 4 5 6 ERI Vice President Marketing ERI Vice President Communications Payfactors Marketing Executive Payfactors Communications Executive Candid Top Marketing Position Candid Top Communications Position Job Title Source and Scope Vice President Marketing ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C 2 Vice President Marketing ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C 3 Marketing Executive Payfactors Notfor Profit 17M Revenue D C 1 Job Description from the source Oversees market research pricing product marketing marketing communications advertising public relations and e commerce functions Implements operational metrics and KPIs to continually improve effectiveness of marketing programs tactics and strategy Presents a marketing plan for product launches marketing campaigns social media relations ecommerce content events and shoots Provides strategy and insights to ensure all creative assets and marketing campaigns support brand values Directs market research data collection analysis and interpretation of market data for market forecasts and reports Coordinates develops and heads the organization s communication and strategic planning process Devises communications program guidelines and policies and develops a plan and multi faceted program for directly managing internal and external communications activities that promote enhance and protect the organization s brand and reputation Oversees integrates and implements a broad range of communications program plans and activities relative to the strategic direction and positioning of the organization and its leadership working with Advertising and Marketing Departments as well as web designers and financial representatives Job Summary Sets strategies and oversees all marketing operations for an organization Job Duties Designs and executes programs that create demand for organizational products and

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The Clean Slate Initiative January 18 2023 Page 25 of 32 Job Title 4 Communications Executive Source and Scope Payfactors Notfor Profit 17M Revenue D C Job Description from the source services and generate leads for the sales department Develops competitive positioning branding and corporate messaging strategies Identifies new or underserved markets and develops targeted advertising channels campaigns or events and promotions Approves brochures handouts or other forms of marketing collateral Sets campaign performance standards and tracks progress against expectations Experience and Education Leads and directs the work of other employees and has responsibility for personnel actions including hiring performance management and termination Supervision is often provided through a team of subordinate managers and or directors Collaborates with other members of the executive management team to align departmental strategy or direction with the overall goals of the organization Develops policies practices and procedures that have a significant impact on the organization Typically requires a bachelor s degree and at least 15 years of experience Reports to Typically reports to a top executive Competencies Ability to develop and mentor others Leadership skills Ability to drive strategic direction Oral and written communication skills Ability to influence others Project management skills Creativity Originality Job Summary Responsible for all communications functions within an organization Job Duties Develops and implements strategies for dissemination of corporate messaging or information internally and externally Oversees a team that creates messages that are clear thorough on brand and seek to preserve the company s image Ensures that messages and channels of communication reflect the information being communicated and the audience being targeted May oversee the work of advertising marketing or public relations departments Experience and Education Leads and directs the work of other employees and has responsibility for personnel actions including hiring performance management and termination Supervision is often provided through a team of subordinate managers and or directors Collaborates with other members of the executive management team to align

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The Clean Slate Initiative January 18 2023 Page 26 of 32 Job Title 5 Top Marketing Position 6 Top Communications Position Source and Scope Candid Civil Rights Social Action and Advocacy 5M Budget Candid Civil Rights Social Action and Advocacy 5M Budget Job Description from the source departmental strategy or direction with the overall goals of the organization Develops policies practices and procedures that have a significant impact on the organization Typically requires a bachelor s degree and at least 15 years of experience Reports to Typically reports to a top executive Competencies Ability to develop and mentor others Leadership skills Ability to drive strategic direction Oral and written communication skills Persuasive communication skills Ability to influence others Interpersonal skills N A N A

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The Clean Slate Initiative January 18 2023 Page 27 of 32 Vice President of Programs The job description for the Vice President of Programs at Clean Slate aligns to the following positions in external benchmarking studies 1 2 3 Payfactors Program Executive Association Nonprofit ERI Vice President Project Management Candid Top Program Position Job Title Source and Scope 1 Program Executive Association Nonprofit Payfactors Notfor Profit 17M Revenue D C 2 Vice President Project Management ERI Nonprofits Civil Rights Social Action and Advocacy Public Job Description from the source Job Summary Sets strategies and oversees operations for one or more programs within an association non profit or similar organization Job Duties Oversees development of program plans that meet the needs of the organization s target population and that are in alignment with the organization s stated mission Ensures successful execution of all assigned programs by tracking performance against established metrics Represents the organization in meetings with donors advocates the media or members of the community Ensures that all services provided are in compliance with applicable standards and regulations Provides reports and updates to senior management or other stakeholders Experience and Education Leads and directs the work of other employees and has responsibility for personnel actions including hiring performance management and termination Supervision is often provided through a team of subordinate managers and or directors Collaborates with other members of the executive management team to align departmental strategy or direction with the overall goals of the organization Develops policies practices and procedures that have a significant impact on the organization Typically requires a bachelor s degree and at least 15 years of experience An advanced degree may be preferred Reports to Typically reports to a top executive Competencies Ability to develop and mentor others Leadership skills Ability to drive strategic direction Oral and written communication skills Ability to build collaborative relationships Heads and oversees of a team of Project Managers Program Managers and Business Systems Analysts Assures implemented business solutions meet the

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The Clean Slate Initiative January 18 2023 Page 29 of 32 Executive Assistant The job description for the Executive Assistant at Clean Slate aligns to the following positions in external benchmarking studies 1 2 ERI Executive Assistant Levels 1 2 3 Payfactors Executive Assistant Job Title 1 2 Source and Scope Executive Assistant Levels 1 2 3 ERI Nonprofits Civil Rights Social Action and Advocacy 17M Budget Washington D C Executive Assistant Payfactors NotforProfit Revenue 10M 50M State D C Job Description from the source Supports executive in staff capacity by handling a wide variety of situations involving the administrative functions of the office that cannot be brought to the attention of the executive Advises individuals inside and outside the organization on the executive views on major policies or current issues facing the organization Contacts or replies to contacts from high ranking individuals who may be from large national or international firms and may involve unique situations and each contact must be handled differently using judgment and discretion Job Summary Performs a wide variety of administrative tasks in support of a top executive Job Duties Maintains the executive s calendar schedules and confirms appointments arranges for meeting rooms or facilities makes and confirms travel plans Prepares agendas or presentations attends meetings with the executive and takes transcribes and distributes notes or minutes Prepares and submits expense reports on behalf of the executive Screens visitors phone calls emails or physical mail Maintains confidentiality of sensitive information Experience and Education Performs work under minimal supervision Handles complex issues and problems and refers only the most complex issues to higher level staff Possesses comprehensive knowledge of subject matter Provides leadership coaching and or mentoring to a subordinate group May act as a lead or firstlevel supervisor Typically requires a bachelor s degree and 4 to 6 years of experience Reports to Typically reports to a department head or manager Competencies Ability to work as part of a team Oral and written communication skills Ability to build collaborative relationships Detail oriented Ability to meet deadlines Attentiveness Clerical skills Ability to multi task and prioritize

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The Clean Slate Initiative January 18 2023 Page 30 of 32 Chief of Staff The job description for the Chief of Staff at Clean Slate aligns to the following positions in external benchmarking studies 1 2 3 ERI Chief of Staff Candid Top Administrative Position Payfactors Chief of Staff Job Title 1 Chief of Staff 2 Top Administrative Position 3 Chief of Staff Source and Scope ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C Candid Civil Rights Social Action and Advocacy 5M Budget Payfactors Notfor Profit 17M Revenue D C Job Description from the source Provides support and feedback to CEO about organizational issues and objectives Collaborates with executives to determine appropriate business strategies Analyzes and evaluates the impacts of executive decisions on company budgets and goals Confirms that projects are on schedule N A Responsible for strategic project management at the highest level Provide leadership and effective management in all areas of staffing and personnel administration project completion May have a wide range of duties related to the health of the entire organization Provide executive level support to top decisionmakers and project managers

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The Clean Slate Initiative January 18 2023 Page 31 of 32 Chief Operating Officer The job description for the Chief Operating Officer at Clean Slate aligns to the following positions in external benchmarking studies 1 2 3 ERI Chief Operating Officer Candid Chief Operating Officer Payfactors Top Operations Position Job Title 1 2 3 Source and Scope Chief Operating Officer ERI Nonprofits Civil Rights Social Action and Advocacy Public Societal Benefit Organizations 17M Budget Washington D C Top Operations Position Candid Civil Rights Social Action and Advocacy 5M Budget Chief Operating Officer Payfactors Notfor Profit 17M Revenue D C Job Description from the source Heads plans oversees and coordinates the entire operation of an organization toward the achievement of established policies goals and operating objectives Collaborates in the planning and formulation of organization policies and practices Oversees the design operation and improvement of the system that creates and delivers the organization s products or services Oversees and adjusts organization s processes and operations as necessary to ensure efficient and effective execution of policies and procedures This position is nearly always the second highest paid position in the organization N A Job Summary Has ultimate responsibility for ongoing business operations within an organization and serves as a key member of the executive team typically the secondhighest ranking position within the organization Job Duties Develops the organization s short and long term goals and strategies and ensures that business processes and operational controls are in place to support those goals and strategies Evaluates existing processes across multiple functional areas and develops efficiencies and performance improvements Tracks and reports on operating results to ensure consistent growth and progress towards achieving organizational goals May represent the organization in meetings with key clients investors regulatory agencies or other external parties

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The Clean Slate Initiative January 18 2023 Page 32 of 32 Job Title Source and Scope Job Description from the source Experience and Education Leads and directs the work of other employees Supervision is often provided through a team of subordinate managers and directors Responsible for personnel actions including hiring performance management and termination Responsible for aligning departmental strategy or direction with the overall goals of the organization Develops policies practices and procedures that have a significant impact on the organization May require a master s degree and 15 or more years of experience Reports to Typically reports to a chief executive or the board of directors Competencies Ability to work as part of a team Decisionmaking skills Leadership skills Management skills Ability to drive strategic direction Oral and written communication skills

January 2023 Advisory Board Meeting

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