Women catching up with men, but neither with inflation.The pay gender gap for nonprofit A corporation or an association that conducts business for the benefit of the general public without shareholders and without a profit motive. Nonprofits are also called not-for-profit corporations. Nonprofit corporations are created according to state law. managers, particularly at mid-sized organizations, has narrowed. Men and women heading organizations with $25 million or less of revenue are pretty much on equal footing. That's among the results of The NonProfit Times' 2006 Salary Survey. The average salary for female executive directors was $84,711, about 75 percent of the average male director's salary of $113,173 in 2005. In 2006, it's it's 1. Contraction of it is. 2. Contraction of it has. See Usage Note at its. it's it is or it has it's be ~have expected to be $83,692, about 73 percent of the male's $115,330. But within organizations with budgets less than $25 million, the gap is much smaller, with female executives' average salaries anywhere from 82 percent to 96 percent of a male's average salary. And in organizations of $25 million to $49.9 million, the average woman's salary was 150 percent of a man's, although that figure dropped to 39 percent among the $50 million-and-more nonprofits. Overall among the respondents In the context of marketing research, a representative sample drawn from a larger population of people from whom information is collected and used to develop or confirm marketing strategy. , the average executive director's salary is expected to crack the $100,000 mark in 2006, up to $100,118 from $98,476 in 2005, an increase of approximately 1.6 percent, but not enough to keep up with the rate of inflation (3.5 percent). It doesn't does·n't Contraction of does not. get much better for the other nine positions included in the salary survey. None of the increases for those positions expect to outpace out·pace tr.v. out·paced, out·pac·ing, out·pac·es To surpass or outdo (another), as in speed, growth, or performance. outpace Verb [-pacing, the average rate of inflation and only four expect to increase at all: program director. 2.5 percent: planned giving Planned Giving is an area of fundraising that refers to several specific gift types that can be funded with cash or property. These gift vehicles are based on United States tax law. officer and major gifts officer, 1.5 percent; and chief financial officer. 1.5 percent. Five expect to see some decline in their average salary: chief of direct marketing, 5 percent: development director, 4.1 percent; Web master, 3.6 percent: director of volunteers, 3 percent: and director of human resources The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees. . 1 percent. The second highest paying job in 2005 at the surveyed organizations was between chief of direct marketing, with an average salary of $72.585, and chief financial officer, at an average of $72,295. One organization noted that it has co-executive directors, one overseeing development, marketing and programs, and the other over finance and human resources, but both working with the board and strategic planning Strategic planning is an organization's process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy, including its capital and people. . Of the various nonprofits, those identifying themselves in the health category had the highest average salary for executive director in 2005 and 2006, at $139,009 and $132,707, respectively, followed by associations, at $111,388 in 2005 and $117,696 in 2006. "I would surmise that one of the reasons that there is a great disparity dis·par·i·ty n. pl. dis·par·i·ties 1. The condition or fact of being unequal, as in age, rank, or degree; difference: "narrow the economic disparities among regions and industries" in the $50-plus million organizations is that many of the CEOs/executive directors/presidents of these organizations were previously with for-profits and were already in those compensation levels," said Paula PAULA Possession of Alcohol Under the Legal Age Lettice, executive director of the Entomological Society of America The Entomological Society of America (ESA) was founded in 1889 and today has more than 6,000 members, including educators, extension personnel, consultants, students, researchers, and scientists from agricultural departments, health agencies, private industries, colleges and , based in Lanham, Md. Looking for Looking for In the context of general equities, this describing a buy interest in which a dealer is asked to offer stock, often involving a capital commitment. Antithesis of in touch with. someone with strong business skills and who knows a particular industry as an insider would clearly be recruiting points. "Remember, there is a big difference between professional societies and associations, in style and function as well as finances," said Lettice, who entered the nonprofit sector five years ago. "And then, there is a further difference between charity-type organizations which are within the same nonprofit category as big-name big-name adj. Informal 1. Widely recognized or acclaimed; famous: a big-name performer; a big-name college. 2. associations. I imagine the compensation ranges are striking." A woman did claim the highest overall salary for respondents of the survey for 2005, at $493,000, but not 2006, which is expected to be $511,000, and held by a man. Almost 50/50 The gender split in executive directors overall is nearly equal, with 48 percent of respondents indicating a male executive while 52 percent were female. The overall gender split was similar to the breakdown within each category, with 48 percent of males identifying their nonprofit as social/welfare and 45 percent among females. Among sizes of organizations, the majority of females, 57 percent, were directors of groups with budgets of $1 million to $9.9 million and, followed by 18 percent of those from $500,000 to $999,999, and 16 percent of those less than $500,000. Of the 10 categories in the survey, including "other purpose," five had average salaries of at least $100,000 in 2005 and four expected to in 2006, with the lowest average of $81,235 in 2005 and $82,255, both of which were in the foundation category. Executive directors in the Mid-Atlantic Adj. 1. mid-Atlantic - of a region of the United States generally including Delaware; Maryland; Virginia; and usually New York; Pennsylvania; New Jersey; "mid-Atlantic states" middle Atlantic and Southwest earned the highest average salaries in 2005, $107,962 and $126,024, respectively, and that trend should continue into 2006 at $109,752 and $132,964. Joining the $100,000 club will be the average executive's salary in the Central and North Central part of the U.S. Most executive directors' average salaries are expected to increase in 2006, with the exception of the New England New England, name applied to the region comprising six states of the NE United States—Maine, New Hampshire, Vermont, Massachusetts, Rhode Island, and Connecticut. The region is thought to have been so named by Capt. and West regions. As one might expect, executive directors at the largest nonprofits (those with budgets of $50 million or more) had the greatest average salary in 2005, $210,896, but it was expected to decline in 2006, to $207,145. The average salaries corresponded to the size of organizations, dropping below $100,000 when it came to the $1 million to $9.9 million category. Of the more than 300 nonprofits that returned surveys, almost half, about 48.5 percent, have estimated annual gross income of between $1 million and $9.9 million. About 17 percent have gross income of between $500,000 and $999,999 while 13 percent are in the less than $500,000 category and 12 percent between $10 million and $24.9 million. The smallest groups were those in the $50 million or more range, 6 percent, and $25 million to $49.9 million, 4 percent. The most responses, 46 percent, came from organizations identifying themselves as social/welfare followed by health, 13 percent; educational, 9 percent; foundation, 8 percent; cultural, 7 percent; other purposes, 6 percent; association, 5 percent; religious, 4 percent; and civic, 3 percent. By region, the most responses came from the Mid-Atlantic, 29 percent; North Central, 24 percent; and West, 20 percent. Bonus or no bonus? More than three-quarters Noun 1. three-quarters - three of four equal parts; "three-fourths of a pound" three-fourths common fraction, simple fraction - the quotient of two integers three-quarters npl → of the organizations responding do not pay performance-related bonuses to top executives. Of those that do, they rewarded their chief executive with an average bonus of almost 11 percent of their salary. Other officers received smaller percentages, ranging from 4 to 9 percent. Responding to the question of whether they would consider offering a one-time one-time adj. 1. or one·time a. Occurring or undertaken only once: a one-time winner in 1995. b. bonus to the right candidate if they had to recruit a new chief executive, 13 percent said yes, while 45 percent said no, but 42 percent indicated they don't know Don't know (DK, DKed) "Don't know the trade." A Street expression used whenever one party lacks knowledge of a trade or receives conflicting instructions from the other party. . More than 82 percent of nonprofits indicated there is no executive succession plan in place, and more than two-thirds said there is not one in process. The biggest trend in nonprofits has been the curiosity of decision makers, asking much more frequently about what compensation packages look like at comparable organizations, according to according to prep. 1. As stated or indicated by; on the authority of: according to historians. 2. In keeping with: according to instructions. 3. Kristin Mannion, lead partner for nonprofit sector practice at Korn/Ferry Korn/Ferry International, headquartered in Los Angeles and founded in 1969 by Lester Korn and Richard Ferry, is the world's largest executive search firm with 70 offices in North America, Europe, Asia/Pacific, Latin America, the Middle East and South Africa. International in Washington Washington, town, England Washington, town (1991 pop. 48,856), Sunderland metropolitan district, NE England. Washington was designated one of the new towns in 1964 to alleviate overpopulation in the Tyneside-Wearside area. , D.C. Nonprofits also are less willing to go in the direction of a bonus, she said, "again because of scrutiny that's been ongoing, whether from Congress or a private donor The party conferring a power. One who makes a gift. One who creates a trust. donor n. a person or entity making a gift or donation. DONOR. He who makes a gift. (q.v.) ... the notion that a nonprofit is a nonprofit ... that (a bonus) takes away from money that should be going to a program." As for other benefits that executives receive, the most popular was salary increase, followed closely by professional development education and life insurance. Membership dues and a cell phone were also listed, followed by some who received a car or an expense allowance, or tuition For tuition fees in the United Kingdom, see . Tuition means instruction, teaching or a fee charged for educational instruction especially at a formal institution of learning or by a private tutor usually in the form of one-to-one tuition. reimbursement Reimbursement Payment made to someone for out-of-pocket expenses has incurred. or extra vacation. In general, average salary increases are expected to remain stable in the coming years, at roughly 3.25 percent. Some organizations reported staff pay increases as much as 10 to 12.5 percent while some have frozen staff salaries. For some nonprofits, just finding the money to pay for staff will be difficult. Executive Director Susan SUSAN Smallest Univalue Segment Assimilating Nucleus SUSAN Sub Saharan African Network SUSAN Smart Ultrasonic System for Aircraft NDE Moyer Moyer is a surname, and may refer to:
adj. Employed for or involving a standard number of hours of working time: a full-time administrative assistant. full employee at the Bayfront East Side Task Force (BEST), a community housing development organization in Erie Erie, indigenous people of North America Erie (ĭr`ē), indigenous people of North America of the Iroquoian branch of the Hokan-Siouan linguistic stock (see Native American languages). , Pa. The only other employee is a part-time part-time adj. For or during less than the customary or standard time: a part-time job. part grants administrator who also handles the organization's accounting. "We're we're Contraction of we are. we're we are constantly looking for new revenue streams," she said, adding that the group has been fortunate to have two local major corporate sponsors since its inception to pay for salaries and overhead. Although the sponsors have committed to a five-year state tax credit program to support the nonprofit, only 15 percent of those funds can be used for administrative costs administrative costs, n.pl the overhead expenses incurred in the operation of a dental benefits program, excluding costs of dental services provided. . Moyer said BEST is looking at other ways to raise money, such as development fees for its new home construction and federal funds Federal Funds Funds deposited to regional Federal Reserve Banks by commercial banks, including funds in excess of reserve requirements. Notes: These non-interest bearing deposits are lent out at the Fed funds rate to other banks unable to meet overnight reserve to make up the difference. "There's always competition for funding." Moyer is also keeping a close eye on the federal budget for 2006. "We'll we'll Contraction of we will. we'll we will or we shall we'll will ~shall be in a heap of trouble" if cuts are made to the Community Development Block Grant and other home funding programs. "Most of our housing programs are funded through them," she said, including a down payment assistance program that has driven its new home construction program. "We're closely looking at that." On top of that, the local City of Erie, which contributes to BEST, is close to becoming a distressed city, she said. It's not just government that will affect nonprofits in 2006, but also private industry. Health care rising Nonprofits are not immune when it comes to increasing health care costs. While there were reports of health premiums increasing anywhere from 2 to 30 percent, the average among respondents was 11.5 percent. More than three-quarters of the nonprofits that responded expect premiums to increase, while only 11 percent do not. The remainders either do no have health benefits or did not know whether they would increase. Some nonprofits expect to shop around for lower premiums or make changes in benefits levels, but for the most part the expense will be split between employee and organization. How much the organization picks up varies, with ranges from 5 percent to 100 percent, in the cost to be borne by employee or organization. The average percentage for employees paying for their healthcare increases was 47 percent, while for organizations the average was 84 percent. If it's not enough worrying about how to pay for the rising cost of health care and trying to pay a decent wage for staff, there's the most basic practice of any nonprofit that's getting more competitive: raising money from donors. The economic impact of troubled General Motors and Delphi Automotive Systems See ITS, embedded system, drive-by-wire, adaptive cruise control, collision avoidance system, autonomous vehicle, heads-up display, DSRC, lane departure system, CAN bus, FlexRay and SYNC. will have a wide-ranging effect on the region, said Gary Apsey, foundation director at Covenant Health Care Foundation in Saginaw, Mich., about 100 miles north of Detroit. "They've had a long history of presence here," Apsey said of GM and its spin-off The situation that arises when a parent corporation organizes a subsidiary corporation, to which it transfers a portion of its assets in exchange for all of the subsidiary's capital stock, which is subsequently transferred to the parent corporation's shareholders. . The possibility of shutting down Delphi would mean the loss of 3,000 jobs. "If it leaves this part of Michigan Michigan (mĭsh`ĭgən), upper midwestern state of the United States. It consists of two peninsulas thrusting into the Great Lakes and has borders with Ohio and Indiana (S), Wisconsin (W), and the Canadian province of Ontario (N,E). , it's going to have a significant impact on what happens here," he said.
THE NONPROFIT TIMES
SALARY SURVEY 2006
National
AVERAGES Average Salary By Budget Size
2005/2006
Overall Average <$500,000
Executive Director / CEO /
President $98,476/$100,118 $54,916/$56,500
Chief Financial Officer $72,295/$73,413 $49,028/$50,902
Program Director $59,094/$60,577 $32,977/$34,872
Development Director $62,455/$65,004 $34,600/$34,740
Planned Giving Officer & Major
Gifts Officer $68,912/$70,037 NA/NA
Chief of Direct Marketing $72,585/$68,970 $60,000/$61,800
Director of Volunteers $39,626/$38,423 $31,800/$32,156
Web Master $51,416/$49,557 NA/NA
Director of Human Resources $62,698/$62,070 $45,000/$46,500
AVERAGES Average Salary By Budget Size
2005/2006
$500K-$999.9K $1M-$99.9M
Executive Director / CEO /
President $73,105/$73,783 $87,970/$90,413
Chief Financial Officer $60,531/$58,096 $54,017/$56,636
Program Director $47,203/$48,829 $51,892/$54,435
Development Director $39,250/$47,964 $55,338/$57,994
Planned Giving Officer & Major
Gifts Officer $68,000/$75,000 $52,690/$54,650
Chief of Direct Marketing $68,919/$42,500 $46,146/$51,227
Director of Volunteers $32,646/$33,458 $34,161/$37,241
Web Master $66,962/$55,388 $39,590/$37,139
Director of Human Resources $57,942/$48,711 $49,031/$48,932
AVERAGES Average Salary By Budget Size
2005/2006
$10M-$24.9M $25M-$49.9M
Executive Director / CEO /
President $146,069/$149,427 $164,727/$155,867
Chief Financial Officer $95,782/$97,248 $117,200/$120,025
Program Director $78,498/$80,228 $100,000/$109,300
Development Director $73,317/$76,770 $96,571/$110,010
Planned Giving Officer & Major
Gifts Officer $71,888/$73,325 $66,167/$69,744
Chief of Direct Marketing $83,223/$89,032 $72,250/$82,755
Director of Volunteers $41,081/$41,894 $47,000/$43,900
Web Master $54,591/$57,085 $66,000/$128,750
Director of Human Resources $66,395/$66,755 $74,333/$79,121
AVERAGES Average Salary By Budget Size
2005/2006
$50M+
Executive Director / CEO /
President $210,896/$207,145
Chief Financial Officer $128,047/$123,898
Program Director $104,714/$97,665
Development Director $107,812/$105,578
Planned Giving Officer & Major
Gifts Officer $100,852/$95,338
Chief of Direct Marketing $154,702/NA
Director of Volunteers $74,287/NA
Web Master $53,605/$48,127
Director of Human Resources $96,751/$90,953
* Declines anticipate turnover in position
Male and Female
2005 and 2006 Average
CEO Salary Range
Average Female CEO $84,711
Average Female CEO $113,73
Note: Table made from pie chart.
Regional
AVERAGES New
2005 England Mid-Atlantic South Central
Executive Director / CEO /
President $80,729 $107,962 $94,434 $94,171
Chief Financial Officer $60,538 $79,482 $63,607 $66,432
Program Director $54,009 $68,888 $54,053 $50,130
Development Director $49,781 $69,916 $53,071 $60,268
Planned Giving Officer &
Major Gifts Officer NA $95,333 $51,105 $116,000
Chief of Direct Marketing $49,433 $92,612 $58,800 $55,910
Director of Volunteers $33,900 $53,466 $38,820 $36,929
Web Master $47,237 $56,655 $43,737 $70,066
Director of Human Resources $53,791 $72,744 $62,200 $62,353
AVERAGES North
2005 Central Southwest West
Executive Director / CEO /
President $99,128 $126,024 $91,200
Chief Financial Officer $73,931 $107,375 $64,565
Program Director $56,930 $54,493 $53,806
Development Director $64,320 $60,249 $59,886
Planned Giving Officer &
Major Gifts Officer $62,764 NA $54,995
Chief of Direct Marketing $76,141 NA $50,800
Director of Volunteers $39,283 $34,780 $26,400
Web Master $60,520 NA $28,834
Director of Human Resources $65,125 $51,667 $52,528
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