GREAT Non-PROFIT JOB! - Development Officer United Way Employee Review

5.0
13 Apr 2009
Recommend
CEO approval
Business outlook

Pros

Benefits, learning experience and personal growth. The benefits at UW are amazing. The first year you have three weeks vacation and 12 personal days. Not to mention there were time we would get extra days off. Depending on if we reached our campaign goal in December. We would receive an extra week off between Christ,as and new years. The insurance was nothing. I do not have a family and I received full coverage for no money at all. For families it was 25.00 a paycheck I think. Could be possibly less. I paid 0.67 a month for dental! I also learned a lot from upper management there. They want to see you succeed and help teach you as much as possible to make sure your doing your job correctly and learning.

Cons

Pay. Its a non-profit whihc pays decent but in the larger cities where the cost of living is higher it equals out to being not all that great. I would have to say that might be one of the only downsides I saw. Sometimes you are over worked but I honestly didnt think it was that bad. We all have to make sacrifices, especially in a non-profit enviornment. Development especially because you are always networking. At the United Way in Miami Im pretty sure they did not let the hourly employees receive overtime as well. Although I think some of them worked over time on occasions. That was their choice though.

Explore other reviews about United Way

5.0
10 Apr 2026
Recommend
CEO approval
Business outlook

Pros

People were very nice and cooperative

Cons

Not any that I would speak of

2.0
18 Jun 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

The mission is meaningful and the work itself can be deeply rewarding. Colleagues are talented, dedicated, and genuinely care about the community they serve. For the right person, that camaraderie carries a lot of weight.

Cons

Over the past two years, this organization has undergone significant and painful change. A revolving door of senior leadership, including the abrupt loss of key executives, created instability that trickled down to every level of staff. Layoffs followed, and then a steady stream of voluntary departures that leadership appeared either unable or unwilling to address meaningfully. Under new leadership, nearly every quality-of-life benefit that made nonprofit-level salaries feel worth it has been reduced or eliminated: fewer sick days, increased healthcare costs, loss of Summer Fridays, loss of Thanksgiving week, and a shift to more required in-office days. The cumulative effect is an organization that asks a great deal of its staff, in salary sacrifice and mission commitment, while systematically withdrawing what made that trade-off feel fair.

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