Compensation FAQs

Our compensation philosophy is that all positions are equally valuable and necessary. We determine compensation in equitable ways by position, department, and division.

Every employee’s total compensation package is more than just your paycheck. It includes total rewards (benefits), perks, and other intangibles.

As part of our nationally renowned award-winning portfolio of total rewards at Fello, we provide several 100% free total rewards to all employees such as Betterhelp, Noom, Classpass, and Health Connection. Health Connection is our 100% free onsite urgent and primary care service for all employees, even if you don’t enroll in Fello’s medical insurance. Another way Fello invests in employees is by investing in your future by matching contributions to your 403(b) retirement savings account up to 6%. These total rewards save employees money and put money back in their pockets while also enhancing their quality of life.

Below is a list of additional monetary ways Fello invests in our employees through competitive pay, perks, awards, and other intangibles. For more information, check out our Total Rewards Guide online.

• Paid holidays, trainings, and PTO
• Overtime rate is time-and-a-half
• Weekend differential pay for Direct Support Professional positions (+$1.00 more per hour)
• DSP Career Ladder Program (up to +$3.50 more per hour for Direct Support Professional positions)
• Mileage reimbursement
• Expense reimbursement
• Years of Service Bonuses (from $250-$2,500 annually starting your second year at Fello)
• Employee Rewards & Recognition Program ($500 bonuses awarded to select employees quarterly)
• Celebration Impact Awards & External Awards ($1,000 bonuses for winners of specific awards)
• National DSP Week events and gifts
• Celebration Service event for employees of 5+ years
• Education Assistance (up to $3,000 annually toward your degree)
• Professional Development Assistance (up to $2,000 annually toward additional professional development)
• Company vehicles, cell phones, laptops, tablets, etc. for eligible positions
• Free parking at worksites
• Free drinks, snacks, and meals during most trainings

Fello determines compensation by the responsibilities and level of leadership required by each position outlined in the job description rather than any individual person’s qualifications or pedigree. 

Our compensation structure is based on standard market-rate ranges for similar positions in our industry, at other nonprofits, and in our region. Using standard market-rate ranges means we review the wages of positions with similar responsibilities at similar organizations in our region, and make wage determinations for the positions we offer based on what is commonplace for similar positions in the job market at the time the job is posted.

There are three pay levels for different DSP positions because of the requirements of each position. Licensed Practical Nurses (LPNs) are the highest paid DSPs because of the skilled nursing requirements for that position. Health Access Assistants and Employment Advisors are in a category together, and Community Support Assistants, Job Coaches, Personal Support Assistants, and Job Coaches are in a category together.

There is a wide range of pay scales for Programs & Corporate Support positions so that compensation for each position makes sense both internally and out on the job market for similar jobs at similar organizations in our same region.

For example, equitable compensation for an entry-level position in People & Culture might not be the same equitable rate for an entry-level position in IT. Similarly, the wages that a federal government agency or a major Fortune 500 company may pay a director-level position might be different from how Fello as a nonprofit determines wages for directors. The same is true for all specialist, manager, director, and executive-level roles.

Fair, competitive pay for all Programs & Corporate Support positions is determined when the job description is created. Determining pay is all about the position, not the person in the role. Pay can vary based on many elements of the job description, including division, department, number of direct reports, management level, requirements of the job description related to specialties, knowledge of specific business systems, certifications, years of experience, years of progressive leadership experience, level of education, and more.

This means that the job description sets the wages for the position, not the employee filling the role. When compensation is based on the requirements of the position, not the person filling the role, we remove bias and ensure equitable pay for all employees.

Exempt and non-exempt designations are based on whether a position is exempt or non-exempt from accruing overtime, as defined and standardized by the Federal Department of Labor.

Exempt (Salaried)

• Exempt from the Fair Labor Standards Act’s (FLSA) overtime regulations
• Not required to record your time worked; instead, required to complete all tasks by deadlines provided
• Primary duties must align with FLSA’s exemptions for executive, managerial, and administrative roles

Non-exempt (Hourly)

• Eligible for overtime pay (time-and-a-half)
• Required to record your time worked
• Primary duties must be related to performing manual or technical duties

Compensation can never be negotiated at Fello. Compensation is determined when the job description is developed, before a single candidate applies. This is to reduce bias in the hiring process.

It is also the reason why there is no pay range listed on any job description. All jobs are posted with the exact pay the employee will receive, that way there is no bias, favoritism, or inequity in the hiring process.

At Fello, we believe that annual performance reviews cause more harm (and stress) than good because they have such a bad reputation for being biased, unfair, and ineffective at spurring personal growth and true reflection. It is very difficult to remove bias and favoritism from annual performance reviews, which means they don’t align with our goals around equality and equity.

Instead, here at Fello, every employee has regularly scheduled one-on-one meetings with their manager throughout the year to discuss their role, goals, feedback, and career growth. There are no annual performance reviews, no scales or rubrics, and no self-scored reflections on your performance. At Fello, we encourage your career path to be determined and led by you. Your manager and the leadership at Fello are here as a resource for you as you navigate your plan for growth.

No, your pay rate or salary do not increase based on years of service. However, Fello does have a Years of Service bonus for all employees who have worked at Fello for 2+ years continuously.

Equal pay for equal work is key. At Fello, pay is determined by the position and the job description, not the person. If two employees have the same job title, they are expected to complete the same type of work with the same level of excellence, regardless of how many years of experience they may have.

Yes. While COLAs cannot be guaranteed due to the nature of Fello’s funding via State and Federal Medicaid dollars, Fello has been able to provide COLAs to employees every year since 2018.

Occasionally. Bonuses are never guaranteed due to the nature of Fello’s funding via State and Federal Medicaid dollars. However, at every possible opportunity, Fello provides a variety of bonuses, awards, prizes, and other discretionary and non-discretionary bonuses to employees.

All Direct Support Professionals who meet the eligibility requirements can participate in our DSP Career Ladder once they have worked at Fello for 6 months. This is a professional development program you complete on your own time that is tracked by our Talent Development team. Each time you complete a certification level of the Career Ladder, your hourly base rate increases!

Additionally, for Direct Support Professionals, Fello also has a weekend shift differential of +$1.00/hr worked between 12:00am Saturday through 11:59pm on Sunday.

For Program & Corporate Supports employees, there is not a specific career ladder program in place that applies to all divisions. Increases in pay for Program & Corporate Supports employees could occur when job responsibilities change.

Yes. Employees are encouraged to check Fello’s job postings online to review what is available, and our Talent Acquisition team regularly sends emails internally with job opportunities for internal applicants to apply.

All employees are encouraged to talk with their manager regularly about their career goals and how they can grow at Fello. Many of our long-term employees have worked in various departments during their tenure, and many have moved into managerial and leadership roles!