Adapting programs to meet shifting priorities
World Vision is committed to remaining nimble in our approach and responsive in our partnership with the children, families and communities we serve. Your gifts are distributed to achieve maximum effectiveness for the most vulnerable.
Here’s how your gifts are put to work:
55%
Livelihoods (Food Security, Economic Empowerment, Disaster Risk Reduction)
14%
Health (Nutrition, RMNCAH, Infectious Diseases)
8%
Education (Early Education, Basic Education, Technical and Vocational Education
14%
Child Protection and Participation
9%
Water, Sanitation and Hygiene
Our Approach to Executive Compensation
All our staff, including our senior leaders, serve with World Vision because they are committed to our mission and values. Their alignment with our values means they do not expect to be paid the same as at other businesses or industries. Being part of a charitable organization like World Vision that seeks to make a difference in the world brings its own special benefits.
However, we do want to recruit top-quality staff members so we can do the most effective work on behalf of children worldwide. Appropriate compensation is one part of attracting those people. When we set staff salaries, especially for our managers and leaders, we try hard to balance the need to attract and retain quality staff with our commitment to careful stewardship of donations and expectations for the use of those funds
Our donors expect us to keep our administrative costs as low as possible, and World Vision is committed to doing that. We are pleased to report that over the past five years, an average of 84% of all revenue went to programs that fight poverty and help children and communities in need.
We regularly review the compensation levels of our senior staff to ensure they are within reasonable rates for the level of skill, knowledge and experience required for their roles. We have a comprehensive policy in place to help us determine appropriate and fair compensation levels for a not-for-profit environment. The compensation policy is overseen by our volunteer Board of Directors, none of whom are members of management.
Our management and executive-level positions are often paid below industry standards for roles that require the same skills, experience, and education level. This results from our desire to be good stewards with the funds entrusted to us by donors and to ensure as much money as possible goes to programs to help children and families suffering from poverty and injustice. We feel this achieves our goal of providing fair pay to staff while at the same time reflecting our commitment to serving people facing poverty and injustice. World Vision Canada’s overall policy is to match salaries for non-management positions to the average in our local market. For senior staff, we increasingly discount salaries below this market average.
In our annual report to the Canada Revenue Agency, we publicly disclose information about executive compensation including taxable and non-taxable benefits.
We invite you to review our annual report, including our audited financial statements, for more information on how we express our commitment to careful use of our funds to support our ministry for children around the world.