Nonprofit Compensation - Barbeito book review

Nonprofit Compensation and Benefits Practices

Carol Barbeito, 1998 - Applied Research and Dev. Institute (has additional information)

Impact of Compensation Elements on Overall Objectives (pg 21)

	Attraction	Retention	Motivation
Base Salary	HIGH	HIGH	low/Medium
Annual incentives	Medium	Medium	HIGH
Long-term incentives	Medium	Medium	HIGH
Benefit	Medium	HIGH	low
Perquisites	HIGH	Medium	low

Pay in nonprofit organizations in 1996

Executive Directors with budgets > $5 million

$126,000 Average, $107,000 Median, $157,000 75^th percentile

Deputy Director with budgets > $5 million

$94,000 Average, $82,000 Median, $105,000 75^th percentile

Department director with budget of $2 million to $5 million

$44,000 Average, $49,000 Median, $72,000 75^th percentile

Bookkeepers for >$5 million budget

$22,000 Average, $23,000 Median, $24,000 75^th percentile

% of Organizations providing different Health Benefits

	Nonprofit	Profit
Offers medical	91%	82%
Pays 100% of coverage	53%	40%
Major medical	40%	-
HMO	46%	21%
PPO	34%	25%
Offers vision	20%	18%
Offers dental	63%	45%
Retiree medical coverage	7%	41%
Dependant coverage	44%	92%

% of Organizations with Life and Disability Benefits pg 66

	Nonprofit	Profit
Life insurance	56%	76%
Dependant life insurance	19%	9%
Supplemental life insurance	18%	38%
Accidental death/dismember.	60%	59%
Travel insurance	30%	29%
Retiree life insurance	10%	21%
Short term disability	31%	74%
Long term disability	48%	31%

Additional Benefits pg 74

	Nonprofit	Profit
Child care	9%	7%
Dependant care	3%	-
Car business use	13%	-
Pay mileage	95%	85%
Moving expenses	25%	49%
Flextime	44%	-
Credit Union	44%	-
Educational Assistance	34%	72%
Bonuses	42%	-
Financial / tax consoling	5%	25%
Country/health club	12%	16%
Professional dues	43%	-
Severance pay	36%	26%

Reference include Compensation in Nonprofit Organizations
by Abbot, Langer & Associates 9^th edition
salary data from 100 positions provided by 1,761 nonprofit organizations.