The Compensation Report: An Analysis of Wisconsin Nonprofits

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2 The Compensation Report: An Analysis of Wisconsin Nonprofits Published by Association TRENDS Association TRENDS, a division of Columbia Books, Inc. Publishers Bethesda, MD Managing Editor: Project Manager: Associate Editor: Project Manager: Duncan J. Bell Adem Gokturk James Cameron Tara McCortney

3 Fourth Edition 2015 Copyright by Columbia Books, Inc. Important Notice: All rights reserved. Reproduction or distribution of this document, its parts or the data contained within without the express permission of the publisher is strictly prohibited. Columbia Books, Inc., Publisher 4340 East West Highway, Suite 300 Bethesda, MD Editorial Office: (202) Toll free Customer Service: (888)

We are pleased to offer you the 2015 Wisconsin Nonprofit Compensation Report. If you were one of the many organizations who filled out the survey, thank you very much.

4 We are pleased to offer you the 2015 Wisconsin Nonprofit Compensation Report. If you were one of the many organizations who filled out the survey, thank you very much. Your participation has been crucial in the development of this report. If you did not participate, look for our notices next time. The larger the survey pool the more useful the data (and all survey participants receive a discount on the final report!). With continued scrutiny of nonprofit salaries as well as a tightening labor market, it is more important than ever before that nonprofit leaders in Wisconsin and around the nation have reliable salary information at their fingertips. The information contained in this report can help you hire and retain key staff and ensure reasonable pay scales exist at your nonprofit. We ask that you do not share the report or its contents with others who have not purchased it directly from Columbia Books. Deep discounts are available to members of the Wisconsin Nonprofits Association. Thank you again for your interest in this report, and for all that you do on a daily basis to make our communities stronger and healthier places to live. Sincerely, John Keckhaver Executive Director Wisconsin Nonprofits Association Join your Wisconsin Nonprofits Association today!

5 Table of Contents Overview of the Compensation Report 1 Methodology for The Compensation Report 2 Glossary of Terms 3 Participant Demographics 4 Participant Benefits 8 Medical Plans 8 Dental Plans 10 Vision Plans 12 Life & Disability Plans 14 Retirement Plans 16 Employee Leave Policies 18 Part Time Employee Benefits 19 Participant Compensation Policies 20 Compensation Philosophy 20 Incentive Plans 22 Board Member Compensation 26 Executive Benefits 28 Salary Increase Criteria 31 Reports Weighted Average Salaries Paid by Budget Size 33 Weighted Average Salaries Paid by Staff Size 36 Weighted Average Salaries Paid by Organization Category 39 Participation by Job Category 42 Job Title Summaries Executive Management 48 Chief Executive Officer (TOP EXECUTIVE) 48 Chief Administrative Officer 49 Chief Financial Officer 50 Chief Information Officer 51 Chief Operations Officer 52 Accounting/Finance 53 Accounting Assistant A 53 Accounting Assistant B 54 Director, Finance 55 Manager, Accounting 56 Payroll Assistant 57 Staff Accountant 58 Supervisor, Accounting 59 Vice President, Finance 60 Administrative 61 Administrative Assistant 61 Administrative Secretary 62 Building Maintenance/Janitor 63 Director, Administration 64 Driver 65 Executive Secretary 66 Legal Secretary 67 Manager, Building Services 68 Member Services Representative 69 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. I

6 Table of Contents Office Assistant A 70 Office Assistant B 71 Office Manager 72 Receptionist 73 Secretary A 74 Communications/Marketing/Creative 75 Director, Communications 75 Director, Marketing 76 Manager, Marketing 77 Manager, Printing 78 Manager, Public Relations 79 Production Manager 80 Reproduction Equipment Operator 81 Staff Artist 82 Vice President, Communications 83 Web & Social Media Director 84 Government Relations/Legal/Policy 85 Manager, Standards 85 Public Policy Analyst (Outside DC Area) 86 Human Resources/Benefits 87 Benefits Specialist 87 Director, Human Resources 88 Employment Specialist 89 Human Resources Assistant 90 Manager, Human Resources 91 Vice President, Human Resources 92 Human Services 93 Case Manager (non supervisory) 93 Certified Nurse's Aide 94 Child Day Care Assistant 95 Child Day Care Worker 96 Cook 97 Counselor 98 Direct Care Worker 99 Social Worker Bachelor's Level 100 Social Worker Master's Level 101 Teacher (K 12) 102 Teaching Assistant (K 12) 103 Trainer (Adult Education) 104 Trainer Assistant (Adult Education) 105 Information Technology 106 Data Entry Operator A 106 Data Entry Operator B 107 Director, Information Technology 108 Help Desk Specialist 109 Manager, Computer Operations 110 Manager, Computer Systems 111 Manager, Database Administration 112 Supervisor, Database Administration 113 I I The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

7 Table of Contents Systems Analyst 114 Library/Editorial 115 Editor, Books 115 Librarian 116 Staff Writer 117 Meetings/Conventions 118 Director, Convention/Meetings 118 Manager, Convention/Meetings 119 Meetings Planning Assistant 120 Programs/Development 121 Development Associate 121 Director, Development/Fundraising 122 Director, Membership 123 Grant Writer 124 Manager, Development/Fundraising 125 Program Assistant 126 Program Coordinator 127 Program Director 128 Program Manager 129 Vice President, Development/Fundraising 130 Vice President, Membership 131 Volunteer Coordinator 132 Research/Education 133 Director, Education 133 Director, Research 134 Research Associate 135 Research Fellow 136 Job Title Index 137 Job Number Index 139 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. I I I

8 Overview of The Compensation Report The 2015 edition of The Compensation Report includes information on more than 100 specific job titles that are found in different nonprofit organizations located in Wisconsin. Positions range from administrative support to senior executives. The salary information in this report is comprised of responses to a survey conducted during March May 2015 seeking to measure the compensation levels for various positions in nonprofit organizations. Therefore, all amounts included in this report are self reported. The Compensation Report seeks to serve as a representative sample of the large nonprofit community in Wisconsin. This information can help nonprofit organizations in calculating raises and finding market value for specific positions in order to retain or recruit employees. Survey participants were able to match up the job titles within their organizations to tailored job descriptions provided to them. This report includes graphs depicting the demographic makeup of the participants in areas including budget size, staff size, and organization category. A graph showing the level of participation within each job category is also provided. Additional graphs show what percentages reported an overall budget increase or decrease and salary budget increase or decrease. Also included are tables summarizing the criteria these organizations use in determining salary increases and the average increase offered at each performance and job level. This year's report includes an enhanced benefits section, which details survey participants' behavior with regard to offering employee benefits, including health care, paid leave, retirement plans, incentive plans, executive benefits, among others. Some data in this section is cross tabulated by budget size, as this is the metric that correlates most strongly with employee benefit fidelity. Weighted average salaries and bonuses for each job title are provided, cross tabulated by budget size, staff size and organization category. For weighted average salary tabulation, positions not reaching a statistically significant threshold have been suppressed. Detailed salary data for each job title is summarized in this report, with job titles conveniently grouped by job function. Two indices at the back of the book can be used to locate specific summaries by either job title or job number. Each job title profile contains a "highlights" box showing the group average (weighted and trimmed), as well as the percent of orgs awarding bonuses to the given job title. The quartile amounts have also been displayed where sufficient data was available. The survey methodology and a glossary of terms are on the following pages. 1 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

9 Methodology for The Compensation Report Survey Instrument: The survey instrument queried participating organizations on their classification in several areas, including budget size, staff size, and organization category. This enabled cross tabulation of data based on these criteria. Additionally, the survey asked participants to define employee benefits offerings, salary increase criteria, as well as changes in overall budget and salary budget. Data Collection: Survey participants were solicited in two ways: 1. In March of 2015, a personalized was sent to one "key contact" in each of the nonprofits and associations from around the country in the Columbia Books mailing list of readers, customers and prior registrants. In April, reminders were sent out to organizations that had started but not completed the survey. 2. Simultaneously, through cooperation with various State Association Members of the National Council of Nonprofits, the survey was distributed to members of those nonprofit State Associations. Member organizations were incentivized to participate in the survey because they would receive a statespecific version of the final report if a statistically significant number of respondents were collected from that state. Participating State Associations included: HI, ID, MO, NV, TX, WI, and WV. Survey respondents utilized an online interface with a unique login and password that allowed them to save progress and return later. The survey was officially closed on June 1, Sample Size, Response Rate, and Confidence Interval: Of the 19,000 invitations to participate sent out, 784 were completed for an overall completion rate of 4.12%, This is consistent with a margin of error of 3.43% with a confidence level of 95%, assuming a normal distribution within the sample of respondents. This margin of error and confidence level indicates that for all analyses for data from the 784 survey respondents, we can be 95% confident that figures are with +/ 3.43 percentage points of the actual figures from the whole population of organizations invited to participate in the study. It should be noted that any survey contains unknown levels of error from a number of sources, including the question wording, question order, respondent misunderstandings, non response rates, and other difficulties related to conducting survey research. All data reported in The Compensation Report: An Analysis of Wisconsin Nonprofits 2015 was selfreported by survey participants. State specific reports were produced with data collected through the national survey. When the accuracy of data appeared to be contradictory or unlikely, it was verified, when possible, for clarification by contacting the reporting organizations. When this was not possible, suspect data was removed. The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 2

10 1 st Quartile Glossary of Terms Indicates the mid point between the actual low salary and the median salary paid within all participant employees belonging to a specific job title; represents the highest salary paid in the bottom 25% of that group 2 nd Quartile Indicates the mid point between the actual low salary and the actual high salary paid within all participant employees belonging to a specific job title; represents the highest salary paid in the bottom 50% of that group 3 rd Quartile Indicates the mid point between the median salary and the actual high salary paid within all participant employees belonging to a specific job title; represents the highest salary paid in the bottom 75% of that group 4 th Quartile Indicates the actual highest salary paid within all participant employees belonging to a specific job title Note: Quartile details will only appear for positions with at least 12 unique organizations reporting that position Actual High The highest salary paid within all participant employees belonging to a specific job title Actual Low The lowest salary paid within all participant employees belonging to a specific job title Group Average The average salary paid to participant employees within a specific job title; calculated by totaling all unique salaries paid within that job title and dividing the total by the number of unique salaries. Median The salary figure occupying the middle position when all reported salary figures paid within participant employees belonging to a specific job title are arranged in ascending order. Weighted Average The average salary paid to participant employees belonging to a specific job title, taking into account the number of employees earning each unique salary; calculated by multiplying each unique salary paid within a specific job title by the number of employees earning that unique salary, then totaling the results and dividing the total by the number of all employees within that job title group. 3 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

Participant Demographics The Compensation Report: An analysis of

Participant Demographics 5 The Compensation Report: An analysis of

15 Participant Benefits Medical Plans This section contains survey responses related to the proliferation of medical insurance plans. Figure 1 displays the percent of organizations offering some kind of medical plan to employees; Figure 2 displays a breakdown of the different plans utilized by organizations offering a medical plan. [Figure 1] [Figure 2] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 8

Participant Benefits Figure 3 contains a cross tabulation analysis of the percent contribution of medical plan costs an

Throughout this section, budget size is used for cross tabulation analysis; this is because budget size correlates strongly

[Figure 3] Figure 4 displays the percent of responding organizations offering a medical plan who also offer employees an option

16 Participant Benefits Figure 3 contains a cross tabulation analysis of the percent contribution of medical plan costs an organization pays according to the budget size of the organization. Throughout this section, budget size is used for cross tabulation analysis; this is because budget size correlates strongly with benefit plan fidelity. [Figure 3] Figure 4 displays the percent of responding organizations offering a medical plan who also offer employees an option to opt out of the medical plan. The graph further details the percent of organizations offering an opt out option who reimburse employees for the cost of the medical plan. [Figure 4] 9 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

17 Participant Benefits Dental Plans This section contains survey responses related to the proliferation of dental insurance plans. Figure 5 displays the percent of organizations offering some kind of dental plan to employees; Figure 6 displays a breakdown of the different plans utilized by organizations offering a dental plan. [Figure 5] [Figure 6] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 10

18 Participant Benefits Figure 7 contains a cross tabulation analysis of the percent contribution of dental plan costs an organization pays according to the budget size of the organization. [Figure 7] 11 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

19 Participant Benefits Vision Plans This section contains survey responses related to the proliferation of vision insurance plans. Figure 8 displays the percent of organizations offering some kind of vision plan to employees; Figure 9 displays a breakdown of the different plans utilized by organizations offering a vision plan. [Figure 8] [Figure 9] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 12

Participant Benefits Figure 10 contains a cross tabulation analysis of the percent contribution of vision plan costs an organization pays according to the

20 Participant Benefits Figure 10 contains a cross tabulation analysis of the percent contribution of vision plan costs an organization pays according to the budget size of the organization. [Figure 10] 13 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

Participant Benefits Life & Disability Plans This section contains survey responses related to the proliferation of life and disability insurance plans.

21 Participant Benefits Life & Disability Plans This section contains survey responses related to the proliferation of life and disability insurance plans. Figure 11 displays the percent of organizations offering some kind of life insurance or disability plan to employees; Figure 12 displays a breakdown of the different plans utilized by organizations offering a life insurance or disability plan. [Figure 11] [Figure 12] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 14

Participant Benefits Figure 13 contains a cross tabulation analysis of the percent contribution of life insurance and disability plan costs an organization

[Figure 13] If an organization offered basic life insurance, they were further asked to provide the multiple of an employee s salary offered through the plan.

22 Participant Benefits Figure 13 contains a cross tabulation analysis of the percent contribution of life insurance and disability plan costs an organization pays according to the budget size of the organization. [Figure 13] If an organization offered basic life insurance, they were further asked to provide the multiple of an employee s salary offered through the plan. Figure 14 displays the breakdown of multiple of salary offered by the basic life insurance plans offered by responding organizations. [Figure 14] 15 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

Participant Benefits Retirement Plans This section contains survey responses related to the proliferation of retirement plans for responding organizations.

23 Participant Benefits Retirement Plans This section contains survey responses related to the proliferation of retirement plans for responding organizations. Figure 15 displays the percent of organizations offering some kind retirement plan to employees; Figure 16 displays a breakdown of the different plans utilized by organizations offering a retirement plan. [Figure 15] [Figure 16] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 16

Participant Benefits Figure 17 contains a cross tabulation analysis of responding organizations contribution to retirement plans as a percent of employee salary

24 Participant Benefits Figure 17 contains a cross tabulation analysis of responding organizations contribution to retirement plans as a percent of employee salary according to the budget size of the organization. [Figure 17] 17 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

Participant Benefits Employee Leave Policies This section contains survey responses related to proliferation of

Figure 18 displays the percent of organizations offering various employee leave policies.

25 Participant Benefits Employee Leave Policies This section contains survey responses related to proliferation of various employee leave policies for responding organizations. Figure 18 displays the percent of organizations offering various employee leave policies. [Figure 18] If an organization selected Pooled PTO, they were prompted to specify the number of PTO days available to employees. Figure 19 contains a cross tabulation analysis of the average number of PTO days available to employees at those organizations according to the budget size of the organization. [Figure 19] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 18

Participant Benefits Part Time Employee Benefits This section contains survey responses related to proliferation of benefits offerings to part time employees for

Figure 20 displays the percent of organizations offering some kind of benefit to part time employees; Figure 21 provides a breakdown of the benefits offered to part time

26 Participant Benefits Part Time Employee Benefits This section contains survey responses related to proliferation of benefits offerings to part time employees for responding organizations. For the purposes of this survey, a part time employee is defined as an employee working 30 hours or less in a week. Figure 20 displays the percent of organizations offering some kind of benefit to part time employees; Figure 21 provides a breakdown of the benefits offered to part time organizations among respondents offering some kind of benefit. [Figure 20] [Figure 21] 19 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

27 Compensation Philosophy Participant Compensation Policies This section contains survey responses related to the proliferation of compensation philosophies among respondent organizations. Respondents were asked whether they have an established compensation philosophy; Figure 22 displays the percent of organizations having a compensation philosophy according to organization budget size. Those organizations that reported having a philosophy were also asked to provide the percentile of the job market that they target when determining salary amounts. Figure 23 displays this breakdown for respondent organizations. [Figure 22] [Figure 23] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 20

28 Participant Compensation Policies Projected Salary Increase in the 2015 Fiscal Year by Budget Size Organizations were also asked to provide the estimated % increase in salaries at their organization in the coming year. Respondents were also able to indicate that salaries would decrease or stay the same in the coming year. The table below displays the results of this survey question broken out by respondent budget size. Budget Size Salaries Will Decrease Salaries Will Stay The Same Increase 0 3% Increase 3 5% Increase >5% Under 250K 0% 30% 40% 10% 20% K 0% 44% 50% 6% 0% K 0% 40% 40% 0% 20% 750K 1M 0% 0% 100% 0% 0% 1 3M 0% 7% 79% 14% 0% 3 5M 0% 0% 100% 0% 0% 5 10M 0% 0% 100% 0% 0% Over 10M 0% 29% 57% 14% 0% 21 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

29 Participant Compensation Policies Incentive Plans This section contains survey responses related to proliferation of incentive, or bonus plans at responding organizations. Figure 24 displays the percent of organizations offering discretionary and formal bonus plans, as well as no bonus plan. For those organizations that reported having a formal incentive plan (a plan that is tied to goals or metrics), Figure 25 displays the breakdown of the targeted or average bonus amounts as a percent of salary according to employee seniority. [Figure 24] [Figure 25] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 22

30 Participant Compensation Policies If an organization responded with an affirmative on offering a formal incentive plan, they were asked whether it was possible for bonuses to exceed targeted incentive opportunities. Figure 26 displays the percent of organizations allowing bonuses to exceed targeted incentive opportunities. [Figure 26] 23 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

31 Participant Compensation Policies Organizations having an incentive plan were also asked whether they define a formal incentive plan at the beginning of the employee performance period. Figure 27 displays the percentage of organizations defining a formal incentive plan at the beginning of the performance period. These organizations were further asked to specify the relative importance of financial goals versus non financial goals when making incentive plan decisions. Figure 28 displays the relative importance of financial goals compared to non financial goals when creating a formal incentive plan. [Figure 27] [Figure 28] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 24

32 Participant Compensation Policies All organizations were asked whether they offer long term incentive plans to employees, or a plan which considers employee performance across multiple years when determining awards. However, only a very small percentage of organizations affirmed having a long term incentive plan, as Figure 29 demonstrates. [Figure 29] 25 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

33 Board Member Compensation Participant Compensation Policies This section contains survey responses related to whether nonprofit organizations and associations have a board of directors, and whether board members are compensated. When we discuss board member compensation here, we are referring to compensation beyond expense reimbursement. As illustrated by Figure 30, a significant majority of responding organizations have a board. Figure 31 displays the percent of organizations having a board who provide compensation to their board. Figure 32 displays the breakdown of the actual compensation levels to board members. [Figure 30] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 26

35 Executive Benefits This section contains survey responses related to proliferation of executive benefits at responding organizations. Figure 33 displays the percent of organizations providing employment contracts to their executives. If employment contracts are given to other executives beyond the top executive, that is also noted. [Figure 33] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 28

compensation as a percent of salary according to executive seniority.

36 Executive Benefits Figure 34 displays the percent of organizations offering supplemental compensation to Executive Officer(s), while Figure 35 displays a breakdown of the contribution to executive supplemental compensation as a percent of salary according to executive seniority. [Figure 34] [Figure 35] 29 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

Executive Benefits There are a great many benefits that are often offered to executives. Figure 36 displays a breakdown of proliferation of many such benefits among responding organizations.

37 Executive Benefits There are a great many benefits that are often offered to executives. Figure 36 displays a breakdown of proliferation of many such benefits among responding organizations. [Figure 36] All respondents were asked to quantify the total remuneration for their executives, rounding to the nearest $1000. This was the total estimated value of the executive's salary + bonus + benefits for the top executive. Figure 37 displays this information according to organization budget size. [Figure 37] The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 30

38 Salary Increase Criteria Respondents were asked to report which criterion or combination of criteria they considered when awarding salary increases to their employees. Approximately fifty five percent (55%) of the respondents provided this information. The graph below depicts the percentage of these organizations that reported considering each of the seven criteria options. Salary Increases by Criteria Considered Approximately 55% of the salary survey participants provided information on the criteria considered by their organizations in awarding salary increases and the rate of increase awarded at each job level. The table below provides details on the average increase being awarded across all job levels in 2015 by organizations considering each criterion shown. Criteria Considered Average % increase in 2015 Merit/Performance Only 1.99 Cost of Living Only 2.42 Longevity Only Not considered by any respondent Merit/Performance & Cost of Living 3.07 Merit/Performance & Longevity Not considered by any respondent Cost of Living & Longevity 4.00 Merit/Performance, Cost of Living & Longevity The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

39 Year by Year Comparison of Average Increase Rates Each table below compares average salary increases over time for each of the three most widely considered criteria: Merit/Performance Only Performance/Job Level Superior Performance Non Management 2.94% 3.75% 3.50% Mid Management 2.39% 3.75% 5.50% Upper Management 3.28% 4.75% 4.67% Above Average Performance Non Management 2.78% 2.75% 3.00% Mid Management 2.44% 2.75% 4.17% Upper Management 3.22% 3.25% 4.17% Average Performance Non Management 1.86% 1.50% 2.08% Mid Management 1.64% 1.50% 2.08% Upper Management 2.19% 1.50% 2.42% Below Average Performance Non Management 0.36% 0.75% 0.63% Mid Management 0.36% 0.75% 0.63% Upper Management 0.36% 0.75% 0.79% Cost of Living Only Job Level Non Management 1.84% 3.22% 2.20% Mid Management 2.01% 3.42% 2.20% Upper Management 3.39% 3.67% 2.20% Merit/Performance & Cost of Living Performance/Job Level Superior Performance Non Management 4.11% 5.60% 4.50% Mid Management 4.07% 6.65% 4.50% Upper Management 4.24% 5.60% 4.93% Above Average Performancee Non Management 3.48% 4.60% 5.07% Mid Management 3.43% 5.25% 4.21% Upper Management 3.92% 5.25% 4.21% Average Performancee Non Management 2.84% 3.20% 3.64% Mid Management 2.80% 3.20% 3.64% Upper Management 2.83% 3.20% 3.64% Below Average Performancee Non Management 1.75% 2.40% 2.01% Mid Management 1.70% 2.40% 2.01% Upper Management 1.74% 2.40% 2.01% The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 32

40 Job # Weighted Average Salaries Paid by Budget Size Accounting/Finance Job Title Total Emps. Under 250K K K 750K 1M 1 3M 3 5M 5 10M Over 10M 35 Accounting Assistant A 20 30,045 37,960 34, Accounting Assistant B Director, Finance 9 86,900 59,079 81, Manager, Accounting 7 48,547 55, Payroll Assistant 3 25, Staff Accountant 10 29,120 55,640 42, Supervisor, Accounting 3 41, Vice President, Finance 4 69,660 93,914 Administrative 6 Administrative Assistant 30 25,034 28,137 35,830 32,605 29,368 4 Administrative Secretary 5 20, Building Maintenance/Janitor 20 35,043 31, Director, Administration 9 38,550 40,000 43, Driver 4 5 Executive Secretary 8 39,738 42,303 9 Legal Secretary 1 33 Manager, Building Services 8 27,035 55,066 57, Member Services Representative 20 33,306 38, Office Assistant A 5 22,693 23, Office Assistant B 11 34,860 7 Office Manager 21 35,601 26,883 37,642 35,001 1 Receptionist 22 25,064 29,058 26,452 2 Secretary A 1 Communications/Marketing/Creative 104 Director, Communications 6 41,500 54, Director, Marketing 6 61, Manager, Marketing 7 48,026 57, Manager, Printing 1 76 Manager, Public Relations 1 69 Production Manager 3 30 Reproduction Equipment Operator 1 70 Staff Artist Vice President, Communications Web & Social Media Director 1 Executive Management 168 Chief Administrative Officer 5 61,814 80, Chief Executive Officer (TOP EXECUTIVE) 54 43,125 67,012 70,848 73,129 87,937 95, , , Chief Financial Officer 11 66,990 62,750 87, , Chief Information Officer Chief Operations Officer 14 64,271 88, , The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

41 Job # Weighted Average Salaries Paid by Budget Size Job Title Government Relations/Legal/Policy Total Emps. Under 250K K K 750K 1M 1 3M 3 5M 5 10M Over 10M 97 Manager, Standards Public Policy Analyst (Outside DC Area) 1 Human Resources/Benefits 51 Benefits Specialist Director, Human Resources 9 77,669 64, Employment Specialist 8 34, Human Resources Assistant 6 30,652 32, Manager, Human Resources Vice President, Human Resources 1 Human Services 136 Case Manager (non supervisory) ,565 37,312 34, Certified Nurse's Aide ,406 18, Child Day Care Assistant 77 19, Child Day Care Worker 87 31,221 23,914 25, Cook 26 18, Counselor 32 41,714 34, Direct Care Worker ,123 22, Social Worker Bachelor's Level 70 42, Social Worker Master's Level 24 56,720 47, Teacher (K 12) Teaching Assistant (K 12) Trainer (Adult Education) 32 33, Trainer Assistant (Adult Education) 1 Information Technology 23 Data Entry Operator A 8 30, Data Entry Operator B Director, Information Technology 5 59, Help Desk Specialist 3 90 Manager, Computer Operations 2 91 Manager, Computer Systems 1 98 Manager, Database Administration 1 25 Supervisor, Database Administration 2 88 Systems Analyst 1 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 34

42 Job # Library/Editorial Weighted Average Salaries Paid by Budget Size Job Title Total Emps. Under 250K K K 750K 1M 1 3M 3 5M 5 10M Over 10M 63 Editor, Books 1 56 Librarian 1 77 Staff Writer 2 Meetings/Conventions 107 Director, Convention/Meetings 1 60 Manager, Convention/Meetings 2 58 Meetings Planning Assistant 2 Programs/Development 84B Development Associate 8 41, Director, Development/Fundraising 19 52,821 61,538 66,990 69, Director, Membership Grant Writer 6 67,916 84A Manager, Development/Fundraising 19 53, Program Assistant 39 22,880 21,236 37,050 28, Program Coordinator 37 34,765 41,290 37,761 24, Program Director 60 40,350 40,643 62,309 59,304 58, Program Manager 67 30,105 39,516 44,505 53,132 45, Vice President, Development/Fundraising 6 55, , Vice President, Membership Volunteer Coordinator 10 32,780 43,968 Research/Education 110 Director, Education 3 50, Director, Research 2 81 Research Associate 3 82 Research Fellow 1 35 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

43 Job # Accounting/Finance Weighted Average Salaries Paid by Staff Size Job Title Total Emps. Under Accounting Assistant A 20 28,560 37,337 33, Accounting Assistant B Director, Finance 9 69,651 70, Manager, Accounting 7 50,863 35, Payroll Assistant 3 31, Staff Accountant 10 29,120 51,864 42, Supervisor, Accounting 3 41, Vice President, Finance 4 89,776 Administrative 6 Administrative Assistant 30 30,115 26,560 31,468 33,838 4 Administrative Secretary 5 32 Building Maintenance/Janitor 20 30, Director, Administration 9 40, Driver 4 21,216 5 Executive Secretary 8 45,768 35,974 9 Legal Secretary 1 33 Manager, Building Services 8 27,035 55,041 59, Member Services Representative 20 42,465 26, Office Assistant A 5 22, Office Assistant B 11 7 Office Manager 21 32,684 35,247 46,404 33,357 1 Receptionist 22 26,160 27,787 22,862 2 Secretary A 1 Communications/Marketing/Creative 104 Director, Communications 6 48,120 52, Director, Marketing 6 42,000 60, Manager, Marketing 7 51,270 49, Manager, Printing 1 76 Manager, Public Relations 1 69 Production Manager 3 30 Reproduction Equipment Operator 1 70 Staff Artist Vice President, Communications Web & Social Media Director 1 Executive Management 168 Chief Administrative Officer 5 76, Chief Executive Officer (TOP EXECUTIVE) 54 66,542 75, , , Chief Financial Officer 11 82,135 87, Chief Information Officer Chief Operations Officer 14 57,806 48, ,736 81,742 Over 100 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 36

44 Job # Weighted Average Salaries Paid by Staff Size Government Relations/Legal/Policy Job Title Total Emps. Under Manager, Standards Public Policy Analyst (Outside DC Area) 1 Human Resources/Benefits 51 Benefits Specialist Director, Human Resources 9 66,612 66, Employment Specialist 8 49 Human Resources Assistant 6 29,675 32, Manager, Human Resources 3 57, Vice President, Human Resources 1 Human Services 136 Case Manager (non supervisory) ,107 33, Certified Nurse's Aide , Child Day Care Assistant 77 20, Child Day Care Worker 87 30,268 25, Cook 26 20, Counselor 32 38,971 39, Direct Care Worker ,905 22, Social Worker Bachelor's Level 70 31,632 42, Social Worker Master's Level 24 45,543 51, Teacher (K 12) Teaching Assistant (K 12) Trainer (Adult Education) 32 36,350 32, Trainer Assistant (Adult Education) 1 Information Technology 23 Data Entry Operator A 8 35, Data Entry Operator B 2 37, Director, Information Technology 5 66,903 58, Help Desk Specialist 3 90 Manager, Computer Operations 2 91 Manager, Computer Systems 1 98 Manager, Database Administration 1 25 Supervisor, Database Administration 2 88 Systems Analyst 1 Over The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

45 Job # Library/Editorial Weighted Average Salaries Paid by Staff Size Job Title Total Emps. Under Editor, Books 1 56 Librarian 1 77 Staff Writer 2 36,117 Meetings/Conventions 107 Director, Convention/Meetings 1 60 Manager, Convention/Meetings 2 58 Meetings Planning Assistant 2 Programs/Development 84B Development Associate 8 36, Director, Development/Fundraising 19 56,312 71,078 60, Director, Membership Grant Writer 6 63,528 63,438 84A Manager, Development/Fundraising 19 55,283 53,005 45, Program Assistant 39 22,880 30,361 28, Program Coordinator 37 38,578 37,424 41,960 23, Program Director 60 46,115 48,384 58,319 57, Program Manager 67 26,500 39,869 48,187 46, Vice President, Development/Fundraising 6 120,672 66, Vice President, Membership Volunteer Coordinator 10 33,800 32,700 42,730 Research/Education 110 Director, Education 3 32, Director, Research 2 81 Research Associate 3 82 Research Fellow 1 Over 100 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 38

46 Weighted Average Salaries Paid by Organization Category Job # Job Title Accounting/Finance Trade / Total Prof. Emps. Assn. Edu. / Cult'l Special Int. Health Human Ser. Pub. Nonprofit Benefit / Other Cons. 35 Accounting Assistant A 20 34,473 30, Accounting Assistant B Director, Finance 9 63,912 67, Manager, Accounting 7 54,790 45, Payroll Assistant 3 39 Staff Accountant 10 52,696 29, Supervisor, Accounting 3 46, Vice President, Finance 4 81,883 Administrative 6 Administrative Assistant 30 25,390 30,166 27,733 30,459 31,800 4 Administrative Secretary 5 32 Building Maintenance/Janitor 20 34,772 29, Director, Administration 9 35,000 43,800 42, Driver 4 5 Executive Secretary 8 46,353 9 Legal Secretary 1 33 Manager, Building Services 8 46, Member Services Representative 20 39, Office Assistant A 5 26,500 23, Office Assistant B 11 7 Office Manager 21 42,880 32,966 35,567 32,143 41,927 1 Receptionist 22 30,297 27,287 20,856 2 Secretary A 1 Communications/Marketing/Creative 104 Director, Communications 6 48, Director, Marketing 6 49, Manager, Marketing 7 54, Manager, Printing 1 76 Manager, Public Relations 1 69 Production Manager 3 30 Reproduction Equipment Operator 1 70 Staff Artist Vice President, Communications 2 102, Web & Social Media Director 1 Executive Management 168 Chief Administrative Officer 5 74, Chief Executive Officer (TOP EXECUTIVE) 54 81,466 63,319 86, ,483 93,248 77, , Chief Financial Officer 11 57, ,892 62, Chief Information Officer Chief Operations Officer 14 68, ,339 61,558 Organization Category Reference: Trade / Prof. Assn. = Trade & Professional Associations Sci. / Research = Scientific Societies & Research Institutes Edu. / Cult'l = Educational/Cultural Institutes Special Int. = Special Interest Organizations Health = Health Organizations Human Ser. = Human Services Organizations Public Benefit / Cons. = Public Benefit & Conservation Organizations Other = Other Organizations 39 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

47 Weighted Average Salaries Paid by Organization Category Job # Job Title Government Relations/Legal/Policy Total Emps. Trade / Prof. Assn. Edu. / Cult'l Special Int. Health Human Ser. Pub. Nonprofit Benefit / Other Cons. 97 Manager, Standards Public Policy Analyst (Outside DC Area) 1 Human Resources/Benefits 51 Benefits Specialist Director, Human Resources 9 64, Employment Specialist 8 35, Human Resources Assistant 6 31, Manager, Human Resources 3 58, Vice President, Human Resources 1 Human Services 136 Case Manager (non supervisory) , Certified Nurse's Aide Child Day Care Assistant 77 19,234 23, Child Day Care Worker 87 26,481 28, Cook 26 19,973 18, Counselor 32 44, Direct Care Worker , Social Worker Bachelor's Level 70 41, Social Worker Master's Level 24 56,720 44, Teacher (K 12) Teaching Assistant (K 12) Trainer (Adult Education) 32 33, Trainer Assistant (Adult Education) 1 Information Technology 23 Data Entry Operator A 8 32, Data Entry Operator B Director, Information Technology 5 64, Help Desk Specialist 3 90 Manager, Computer Operations 2 91 Manager, Computer Systems 1 98 Manager, Database Administration 1 25 Supervisor, Database Administration 2 88 Systems Analyst 1 Organization Category Reference: Trade / Prof. Assn. = Trade & Professional Associations Sci. / Research = Scientific Societies & Research Institutes Edu. / Cult'l = Educational/Cultural Institutes Special Int. = Special Interest Organizations Health = Health Organizations Human Ser. = Human Services Organizations Public Benefit / Cons. = Public Benefit & Conservation Organizations Other = Other Organizations The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 40

48 Weighted Average Salaries Paid by Organization Category Job # Job Title Library/Editorial Trade / Total Prof. Emps. Assn. Edu. / Cult'l Special Int. Health Human Ser. Pub. Nonprofit Benefit / Other Cons. 63 Editor, Books 1 56 Librarian 1 77 Staff Writer 2 Meetings/Conventions 107 Director, Convention/Meetings 1 60 Manager, Convention/Meetings 2 58 Meetings Planning Assistant 2 Programs/Development 84B Development Associate 8 40, Director, Development/Fundraising 19 44,500 68,141 52,895 66,271 61, Director, Membership Grant Writer 6 63,246 84A Manager, Development/Fundraising 19 52,938 51, Program Assistant 39 25,415 27, Program Coordinator 37 38,831 30, Program Director 60 37,778 58,764 60,072 49, Program Manager 67 61,999 45,662 42, Vice President, Development/Fundraising 6 105,448 53, Vice President, Membership Volunteer Coordinator 10 44,957 36,200 31,391 Research/Education 110 Director, Education Director, Research 2 81 Research Associate 3 82 Research Fellow 1 Organization Category Reference: Trade / Prof. Assn. = Trade & Professional Associations Sci. / Research = Scientific Societies & Research Institutes Edu. / Cult'l = Educational/Cultural Institutes Special Int. = Special Interest Organizations Health = Health Organizations Human Ser. = Human Services Organizations Public Benefit / Cons. = Public Benefit & Conservation Organizations Other = Other Organizations 41 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

Participation by Job Category This section contains a series of graphs which provide the number of responding organizations reporting a particular job title.

49 Participation by Job Category This section contains a series of graphs which provide the number of responding organizations reporting a particular job title. As such, figures in this section are not necessarily indicative of the number of employees for a job title. For example, an organization having 5 administrative assistants will only be "counted" once for the administrative assistant total. Job titles are organized by job family. The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 42

Participation by Job Category 43 The Compensation Report: An analysis of

Participation by Job Category The Compensation Report: An analysis of

Participation by Job Category 47 The Compensation Report: An analysis of

55 Job Number: 163 Job Title: Chief Executive Officer (TOP EXECUTIVE) This is the top paid position within the organization, and may have a direct reporting relationship to the Board of Directors. It has full responsibility/accountability for all program areas not otherwise administered by the Board. In some cases, this individual may devote a significant portion of the time personally directing the efforts of one or two program areas. Total Employees: 54 MIN: 24,000 Group Average (Weighted & Trimmed): 83,260 1 st Quartile: 59,250 % Orgs Paying 31% Median: 80,500 76% 3 rd Quartile: 104,199 Average 4,371 (4.81%) MAX: 275,000 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 48

56 Job Number: 168 Job Title: Chief Administrative Officer This is a single incumbent position that will report to the Chief Executive Officer and will be accountable for the performance of at least two or more critical business administration functions and typically at least three or more (e.g., human resources, real estate, IT, risk management, etc.). Group Average: 69,459 % Orgs Paying 40% Group Median: 62,000 Weighted Average: 69,459 Average 0% 49 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

57 Job Number: 164 Job Title: Chief Financial Officer This is the principal or chief financial position. It normally incorporates determining policy on all accounting/auditing, financial and budgeting activities; and may participate in the investment policies of the organization. In some organizations, this position may also incorporate a number of central service functions including: office services, purchasing, printing, mail operations, data processing and personnel. Group Average: 82,236 % Orgs Paying 9% Group Median: 74,970 Weighted Average: 82,236 Average 2,027 (3.00%) 100% The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 50

58 Job Number: 167 Job Title: Chief Information Officer This is the chief functional officer responsible for the organization's technology direction and management. Proposes budgets for programs and projects, purchases and upgrades equipment, supervises computer specialists and IT workers, and presides over all IT related projects. Group Average: 95,000 % Orgs Paying Group Median: 95,000 Weighted Average: 95,000 Average 51 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

59 Job Number: 165 Job Title: Chief Operations Officer This is a single incumbent position that will report to the Chief Executive Officer and will typically be the 2nd in command, who serves as the organization s leader in the absence of the CEO. In smaller organizations, this position may also be called a Deputy Executive Director and may also be accountable for the function of one or more critical business units (e.g., sales, distribution, etc.) but essentially is a critical business leader and adviser to the CEO and the Board. Total Employees: 14 MIN: 43,900 Group Average (Weighted & Trimmed): 82,227 1 st Quartile: 54,351 % Orgs Paying 7% Median: 67, % 3 rd Quartile: 104,546 Average 1,688 (3.00%) MAX: 190,000 The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 52

60 Job Number: 35 Job Title: Accounting Assistant A Processes a variety of accounting transactions to verify accuracy, proper calculations and amounts, inclusion of appropriate source documentation, proper budget codes and journal/ledger entry designations. Traces discrepancies through source materials, or through discussion with originating party to resolve them. In the case of cash receipts or receivable transactions, tallies monies received, reconciles amounts against source documents and prepares bank deposit slips. Accounts payable transactions include check preparation, signing and correspondence mailing. May perform incidental data entry. All assignments are performed under prescribed procedures and routines which govern most situations. Total Employees: 20 MIN: 18,000 Group Average (Weighted & Trimmed): 34,250 1 st Quartile: 28,560 % Orgs Paying 15% Median: 32,136 25% 3 rd Quartile: 43,005 Average 964 (3.00%) MAX: 49, The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc.

61 Job Number: 36 Job Title: Accounting Assistant B May serve as a working leader to distribute assignments, monitor accuracy, resolve patterned discrepancies, and provide assignment instructions. Oftentimes is expected to perform the same duties as Accounting Clerk A as time permits. In addition, prepares daily journal and ledger entries; reconciles monthly bank statements and may prepare trial balances and other basic financial reports on a monthly basis. Group Average: 42,890 % Orgs Paying Group Median: 42,890 Weighted Average: 42,890 Average The Compensation Report: An analysis of nonprofits in Wisconsin 2015, All rights reserved by Columbia Books, Inc. 54

Research, Editorial, and Production Staff.. Acknowledgements

Research, Editorial, and Production Staff.. Table of Contents i Acknowledgements ii Executive Summary Introduction. 1 Methodology.. 1 Results.. 3 Table 1: Industry/Interest Area 8 CEO Total Compensation