Discussion of CEO Ratios Moves to Government and Nonprofits

by Linda M. Lampkin, Senior Nonprofit Compensation Specialist 4. March 2014 14:22
As the US slowly emerges from the recent recession, indications of increasing “income inequality” have become the focus of much discussion, and some action. [More]

Tracking Nonprofit Executive Salaries – Nursing Homes

by Linda M. Lampkin, Senior Nonprofit Compensation Specialist 11. February 2014 13:21

While economists and various pundits endlessly review each new government jobs report for impact on the recovery and growth of the US economy, one trend may have slipped by most observers – the difference in job growth among the for profit and nonprofit sectors.

States Target Nonprofit Executive Pay

by Linda M. Lampkin, Senior Nonprofit Compensation Specialist 24. January 2014 08:11

Should nonprofit executives “volunteer” a part of their compensation (by receiving a discounted salary) because they work for a charitable organization? Alternatively, is a “high” salary important to attract the kind of talent needed to achieve the purpose of the nonprofit? The IRS says that pay must be reasonable and that salary data on comparable jobs in comparable organizations must be used to document that what is paid is appropriate. However, some states are moving to supplement that IRS scrutiny at the federal level with some limits on salaries for nonprofits at the state level.

A Modest Suggestion on Pay for Nonprofit Executives

by Linda M. Lampkin, Senior Nonprofit Compensation Specialist 7. January 2014 15:02

A recent blog by George Weiner suggests the following approach for a nonprofit to reduce those pesky overhead costs that are so often the focus of criticism: one-year overhead plan, salary, and benefits.


Executive Compensation Analytics: North America and Europe

by Malak Kazan, CECP, CCP, CBP, GRP 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. [More]

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