22. November 2013 11:00
Organizations will generally have two or three sources of executive and top management compensation benchmarking data to ensure compensation is NOT a reason for turnover at the c-suite and top talent levels. Compiling and analyzing executive compensation data can be a daunting task especially since the regulatory frameworks for c-suite jobs in some countries vary (e.g. voluntary vs mandatory disclosure; or aggregated vs incumbent-level disclosures). For top management positions, the scope dimensions of the jobs like P&L responsibility, geography, and targeted niche business are required criteria which may not be available in most compensation solutions.
4. November 2013 09:33
Many organizations across the United States and Canada have already submitted their information to receive the early bird discount on our compensation and benefits surveys. Submit your organization’s data before December 31 to ensure 75% off the results. Participate now and pay later. Your submission locks in the participation discount for when you’re ready to purchase.
30. October 2013 16:10
Of course, the answer is “it depends.” In determining market compensation, ERI Economic Research Institute has found through its years of research that the influencing factors are what you do and where you do it. “Where” refers to the kind and size of organization as well as its geographic location. A quick review of the Form 990 data submitted annually by all US nonprofits shows the significant variation in compensation for nonprofit organizations providing human services, based on their size, as measured by annual revenue.
22. October 2013 15:25
The Dodd Frank rule requiring public companies to report CEO pay ratio relative to employee pay was approved by the SEC in a 3 to 2 vote and is currently in a 60-day comment period open until December 2, 2013. Once finalized, as early as 2015, publicly-traded companies will need to disclose the CEO’s annual compensation relative to employee annual median compensation and express this comparison as a ratio. Company exemptions are those covered by the JOBS Act (i.e. emerging growth), foreign private issuers, and small reporting companies. [More]
22. October 2013 13:20
Setting pay is the responsibility of the hospital board, and those board members must collect and use data from comparable organizations and choose the relevant criteria, most commonly size and location. Using ERI’ s compensation data from the Forms 990 contained in the Nonprofit Comparables Assessor, the table below illustrates the wide variation in pay among larger and smaller hospitals in different locations. [More]