Research, Editorial, and Production Staff.. Acknowledgements

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1 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 Key Findings. 9 Table 2: Top Five Metropolitan Areas When Ranked by Median CEO Total Compensation.. 11 Table 3: Median CEO Total Compensation by Type of Organization and Annual Budget. 11 Table 4: Percent CEOs by Gender. 12 Table 5: Median CEO Total Compensation by Gender and Annual Budget 12 Deputy CEO Total Compensation Key Findings. 13 Table 6: Percent of Organizations Reporting a Deputy CEO by Staff Size 13 Table 7: Percent of Organizations Reporting a Deputy CEO by Annual Budget.. 13 Table 8: Median Deputy CEO Total Compensation by Type of Organization and Staff Size 14 Table 9: Top Five Metropolitan Areas When Ranked by Median Deputy CEO Total Compensation 15 Senior Management Staff Total Compensation Key Findings. 16 Table 10: Median Total Compensation by IRS Tax Status for Senior Management Staff Positions.. 17 Table 11: Prevalence of Senior Staff Positions by Staff Size 18 Managerial, Professional, and Coordination Positions. 19 Table 12: Prevalence of Managerial, Professional, and Coordination Positions by Staff Size 19 Support Staff Positions.. 20 Table 13: Prevalence of Support Positions by Staff Size.. 20 Employee Benefits and Personnel Practices Key Findings. 21 Guide to Reading the Data Tables.. 23 Section I Compensation by Job Family Executive Office Chief Executive Officer. 27 Table 14: Years in Current Position by Total Staff Size. 27 Table 15: CEO Base Salary and Total Compensation by Total Annual Budget Trade Associations Table 16: CEO Base Salary and Total Compensation by Total Annual Budget IMOs 28 Table 17: CEO Base Salary and Total Compensation by Select Industry/Interest Area Trade Associations Table 18: CEO Base Salary and Total Compensation by Select Industry/Interest Area IMOs.. 30 Table 19: CEO Base Salary and Total Compensation by Total Staff Size Trade Associations.. 31 Table 20: CEO Base Salary and Total Compensation by Total Staff Size IMOs 31 Table 21: CEO Base Salary and Total Compensation by Geographic Scope Trade Associations Table 22: CEO Base Salary and Total Compensation by Geographic Scope IMOs.. 32 Table 23: CEO Base Salary and Total Compensation by Select Metropolitan Area Trade Associations. 33 Table 24: CEO Base Salary and Total Compensation by Select Metropolitan Area IMOs.. 34 Table 25: CEO Base Salary and Total Compensation Summary Data 35 iii

2 Table of Contents Deputy Chief Executive. 39 Table 26: Deputy Chief Executive Base Salary and Total Compensation by Total Annual Budget Trade Associations 39 Table 27: Deputy Chief Executive Base Salary and Total Compensation by Total Annual Budget IMOs 39 Table 28: Deputy Chief Executive Base Salary and Total Compensation by Select Industry/Interest Area Trade Associations 40 Table 29: Deputy Chief Executive Base Salary and Total Compensation by Select Industry/Interest Area IMOs.. 40 Table 30: Deputy Chief Executive Base Salary and Total Compensation by Total Staff Size Trade Associations.. 40 Table 31: Deputy Chief Executive Base Salary and Total Compensation by Total Staff Size IMOs. 41 Table 32: Deputy Chief Executive Base Salary and Total Compensation by Geographic Scope Trade Associations. 41 Table 33: Deputy Chief Executive Base Salary and Total Compensation by Geographic Scope IMOs.. 42 Table 34: Deputy Chief Executive Base Salary and Total Compensation Summary Data. 42 Table 35: Strategic Initiatives Executive. 46 Table 36: Senior Executive Assistant 48 Table 37: Board/Committee Administrator. 50 Table 38: Attorney (Chief Staff) 51 Table 39: International Chief. 54 Table 40: Multi Function Program Chief 56 Table 41: Technical Program Area Specialist.. 58 Table 42: Subsidiary (For Profit).. 60 Administration/Support 61 Table 43: Administration Chief 62 Table 44: Administrative Assistant 64 Table 45: General Office Clerk 66 Table 46: Member/Customer Services Coordinator/Manager.. 68 Table 47: Receptionist 70 Table 48: Building Engineer. 72 Finance/Accounting. 75 Table 49: Chief Financial Officer.. 76 Table 50: Controller. 78 Table 51: Accountant.. 80 Table 52: Grants/Contracts Manager/Coordinator 82 Table 53: Bookkeeper/Accounting Clerk 84 Table 54: Payroll Clerk 86 Human Resources.. 89 Table 55: Human Resources Chief. 90 Table 56: Compensation/Benefits Specialist.. 92 Table 57: Recruiter/Staffing Specialist 94 Table 58: Human Resources Clerk/Assistant.. 95 Membership.. 97 Table 59: Membership Chief.. 98 Table 60: Membership Coordinator/Assistant Table 61: Component Relations Chief. 102 Marketing 105 Table 62: Marketing Chief 106 Table 63: Marketing Project Manager 108 Table 64: Marketing Coordinator/Assistant 110 Table 65: Community Manager (including Social Media) 112 iv

3 Table of Contents Publications/Advertising Table 66: Publisher/Publications Chief. 116 Table 67: Publications Manager. 118 Table 68: Editor. 120 Table 69: Technical Writer. 122 Table 70: Editorial Production Assistant Table 71: Editorial Assistant Table 72: Graphic Designer/Artist. 128 Table 73: Desktop Publishing Specialist 130 Table 74: Advertising Sales Representative 132 Table 75: Advertising Assistant Research/Library. 137 Table 76: Research/Statistics Chief Table 77: Research Associate/Analyst Table 78: Research Assistant/Research Coordinator Table 79: Staff Librarian/Reference Librarian Public Relations/Legislative 147 Table 80: Public Relations Chief. 148 Table 81: Government/Lobbying Chief. 150 Table 82: Communications/PR/Public Affairs Specialist Table 83: Washington, DC Office Chief Table 84: Legislative Assistant. 156 Fundraising/Foundation Table 85: Foundation Chief Table 86: Fundraising/Development Chief. 162 Table 87: Fundraising/Development Coordinator. 164 Education/Credentialing 167 Table 88: Education/Content Chief Table 89: Education Manager/Coordinator/Registrar Table 90: Education Assistant Table 91: Certification Chief. 174 Table 92: Testing Coordinator. 176 Table 93: Standards/Credentialing Program Specialist Meetings/Expositions/Trade Shows 181 Table 94: Meetings/Conventions Chief. 182 Table 95: Meeting Planner. 184 Table 96: Conference/Meeting/Exposition Coordinator Table 97: Exhibit Sales Representative Technology Table 98: Information Technology (IT) Chief Table 99: Programmer/Analyst Table 100: Computer Specialist/Helpdesk Technician Table 101: Software Developer Table 102: Online/Webmaster. 200 Table 103: Website Content Coordinator/Manager Table 104: Network Engineer Table 105: Database Administrator Table 106: Records Administrator Table 107: Data Entry Operator. 210 Section II 213 Summary of Compensation for All Positions Table 108: Total Compensation Comparison Between 2012 and Table 109: Total Compensation by IRS Tax Exempt Status 501(c)(3) and 506(c)(6) 220 v

4 Table of Contents Section III. 225 Salary and Administration Table 110: Salary Plans Table 111: Salary Increases Table 112: Leave Policy Table 113: Severance. 231 Section IV. 233 Staff Benefits Table 114: Medical Insurance Table 115: HMO Plans. 235 Table 116: PPO Plans Table 117: POS Plans Table 118: High Deductible Health Plans. 238 Table 119: Health Insurance Changes Table 120: Qualified Flexible Benefit Programs Table 121: Other Benefits Offered Table 122: Non Salary Compensation, Expense Reimbursement, and Perquisites Provided to the CEO Table 123: Non Salary Compensation, Expense Reimbursement and Perquisites Provided to Employees Other Than the CEO Section V Retirement Programs Table 124: Retirement Plan Summary 247 Table 125: IRS Qualified Plans. 247 Table 126: Defined Benefit Pension Plans Table 127: Defined Contribution Plan Simple IRA. 248 Table 128: Defined Contribution Plan 401(k) Plan Table 129: Defined Contribution Plan 403(b) Plan Table 130: Defined Contribution Plan Money Purchase Plan 250 Table 131: Defined Contribution Plan Simplified Employee Pension (SEP) Table 132: IRS Non Qualified Plans Section VI. 253 CEO Employment Table 133: CEO Type of Contract Table 134: Job Title of Chief Paid Staff Executive Table 135: CEO Written Contracts 256 Table 136: CEO Retirement Benefit Provisions Table 137: CEO Severance Provisions. 258 Table 138: CEO Performance Reviews Section VII Appendix A Definitions. 261 B Position Descriptions. 265 vi

5 Table of Contents Figures Figure 1: Membership Type (2012 responding and non responding organizations compared) 3 Figure 2: Annual Budget (2012 responding and non responding organizations compared) 4 Figure 3: Staff Size (2012 responding and non responding organizations compared). 5 Figure 4: Geographic Scope (2012 responding and non responding organizations compared) 6 Figure 5: Geographic Region (2012 responding and non responding organizations compared). 7 Figure 6: Median CEO Total Compensation by Annual Budget. 10 Figure 7: Median Deputy CEO Total Compensation by Annual Budget vii

6 Executive Summary Introduction The ASAE Association Compensation & Benefits Study, Edition (ACBS) examines the salaries and employment benefits of 75 positions at nonprofit organizations throughout the United States. This study is an important source of compensation information used extensively by chief executive officers (CEOs) and other association executives, association human resources departments, compensation committees and other leadership groups, and personnel and benefits consultants. Use With Other Studies As with any research study, it is important to use the ACBS in conjunction with other similar studies because sample sizes, individual participants, and survey methodologies can differ significantly from one study to another, causing variations in the results. Using composite results from more than one study can help account for some of these differences by considering important factors such as annual budget, staff size, geographic location, geographic scope, IRS tax status, and industry/interest area that the organizations in the study represent. Numerous such studies are currently available, making it easier to locate and compare results from different studies and their various samples and methodologies. Methodology Survey Instrument As in the Association Compensation & Benefits Study, Edition, the survey instrument queried participating organizations about the structure, size, and characteristics of the primary organization. In addition, the survey includes extensive sections on compensation for each position, salary administration, staff and retirement benefits, as well as specific information about CEO: employment conditions, performance, and salary reviews. Two publications have been derived from the data collected for this study: this book the ASAE Association Compensation & Benefits Study, Edition, and the Greater Washington Area Association Compensation & Benefits Study, Edition (GWACBS). All data on which the GWACBS is based on is a special subset of the larger ACBS focusing on organizations located in the Greater Washington Area. Data Collection In April 2012, a personalized was sent to CEOs and other key contacts in each of the 6,563 organizations for whom an address was available in the ASAE database either as a member or a past ACBS survey participant or buyer. The study was conducted entirely online using an electronic survey system. Each organization was assigned a unique questionnaire so that any person in the organization identified as appropriate to contribute data was directed to the same instrument. This allowed for more than one key contact per organization while maintaining the one-organization, oneresponse integrity to the study. All persons entering data were required to register in the response system so that no unauthorized entry by staff other than those designated as appropriate to answer the questions was permitted. Follow-up s were sent to non-respondents throughout the survey period. Particular focus was given to associations that completed only partial data and those that had either participated in the ACBS study in the past or purchased the publication in the past. The survey was officially closed on June 15, 2012, although follow up with organizations with missing information was continued until analysis began on June 30,

7 Executive Summary Sample Size, Response Rate, Confidence Interval, and Measurement Error Of the 6,563 invitations to participate sent out, 853 were completed for an overall completion rate of 13%. This is consistent with a margin of error of 3% (how far off from a true score a particular result might be) at the 95% level of confidence (the percent of time that the true percentage of the population would lie within the margin of error of 3%). This margin of error and level of confidence indicate that for all analyses including data from all 853 respondents, we can be 95% confident that figures in individual data cells of the study are within +/- 3 percentage points of the figures of all organizations invited to participate in this study. An example: Trade associations make up 46% of the participating organizations. Based upon the sampling error of +/- 3%, we can be 95% confident that between 43 % and 49 % of all organizations invited to participate in this study are trade associations. The sampling error is based upon the assumption that the 853 responding organizations in this edition of the ACBS are representative of all organizations to which the survey was sent. If the participating organizations were not representative of all organizations invited to participate, the sampling error would be greater than +/- 3%. It must 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 practical difficulties of conducting survey research. All data reported in the ASAE Association Compensation & Benefits Study, Edition reflect information reported by participants. When the accuracy of data appeared to be contradictory or unlikely, it was verified, when possible, by contacting the reporting organizations for clarification. Other Notes Minimum Responses for Summary Calculations In spite of the 3% margin of error for the entire sample, caution needs to be exercised when interpreting data based on a small number of respondents. For this reason, no summary calculations are made for items with fewer than five responses. Calculations with Employee Benefits The term employee benefits is difficult to define because of the wide variation in methods that organizations use to calculate the value of benefits provided. Consequently, the summary data on employee benefits represent the best estimates provided by organizations. In the survey, we requested data for all voluntary benefits (that is, exclusive of mandatory taxes or workers compensation) that the organization provides (including all employer-provided insurance and retirement plans, expense reimbursement, staff leave, etc.), except for the value of employer-provided deferred compensation which is included in total compensation calculations. Total compensation equals base salary + other cash compensation + employer-provided deferred compensation. Definitions and Position Descriptions Appendix A provides definitions of various terms used in this publication. This is not meant to be an exhaustive listing of all terms used throughout this report; rather, it is meant to clarify how different terms are used in this study and to aid in the interpretation of the data. Appendix B provides full descriptions of all 75 positions covered in this study. 2

8 Executive Summary Results Profile of Responding Organizations The purpose of this study is to benchmark compensation and benefits offered to full-time employees in the association community. The responding organizations represent and serve many different groups of individuals, professionals, companies, institutions, and organizations. This summary provides a demographic look at the responding organizations by membership type, IRS tax status, total annual budget, total organization staff size, geographic scope, geographic region, and industry/interest area represented. A comparison between the demographic profile of the responding organizations and the overall ASAE membership is also presented. Membership Type As shown in Figure 1 below, responding organizations closely mirror the organizations that were sent the ACBS survey link by type of organization, where 48% are trade associations and 52% are Individual Member Organizations (IMOs). Figure 1 Membership Type (2012 responding and non-responding organizations compared) 3

9 Executive Summary IRS Tax Status The majority of participating organizations (63%) have an IRS tax-exempt status of 501(c)(6). Organizations with a 501(c)(6) tax-exempt status are permitted to engage in lobbying and political activities. Organizations with a 501(c)(3) IRS tax-exempt status, on the other hand, are generally organizations with an educational, research, professional or philanthropic purpose. Although informative and educational briefings are allowed, these organizations typically do not lobby legislators on issues that affect their areas of concern. Just under one-third (30%) of the responding organizations are classified as 501(c)(3) organizations. The remainders have some other non-profit tax status. Total Annual Budget* The typical participating organization is larger than the typical organization that was sent the survey. As seen in Figure 2, 42% of the participating organizations have annual budgets from $1,000,000 to $4,999,999 compared to 36% of all the organizations sent the ACBS survey. A large percentage (27%) of those organizations has budgets of less than $500,000, compared to only 17% of the participating organizations. This is consistent with previous compensation and other surveys. The larger the organization, the more likely they are to participate in our benchmark research studies. Figure 2 Annual Budget (2012 responding and non-responding organizations compared) * Budget ranges were changed in 2012 from previous ACBS studies in so as to better compare with the ranges used in the ASAE member database. 4

10 Executive Summary Staff Size When compared to all organizations sent the survey, responding organizations tend to have about the same number of employees. About one quarter of both the responding and non-responding organizations reported having 21 or more employees (27% and 26% respectively). Over half of the responding organizations (55%) and non-responding organizations (58%) have 10 or fewer employees. Figure 3 Staff Size (2012 responding and non-responding organizations compared ) 5

11 Executive Summary Geographic Scope* Over half of both the responding and non-responding organizations have members located nationally or internationally*. Organizations with state/province members accounted for 28% of the respondents, compared to 31% of the organizations sent surveys. Figure 4 Geographic Scope (2012 responding and non-responding Organizations compared) * In 2012 there was a slight change from previous ACBS surveys in the way the survey asked respondents to answer their geographic scope. Previously national organization were broken out by U.S. only and U.S. & Canada combined. Similarly international was separated from some international. This year, the former two options were combined into National and the latter two options into International. Benchmark figures for 2010 are from the 2010 ACBS National U.S. Only and International rows. 6

12 Executive Summary Geographic Region Figure 5 shows the comparison between the distribution, by region, of responding and non-responding organizations. Note that the Washington, DC area is in the South Atlantic region which constitutes the largest concentration of associations in the United States. The East North Central region includes Illinois, which is also well represented. A map of all U.S. Census regions can be found here: Figure 5 Geographic Region (2012 responding and non-responding organizations compared) 7

13 Executive Summary Industry/Interest Area* Table 1 shows the industry or interest area represented by responding organizations. Consistent with the overall ASAE membership, associations serving the medical professions and industries represent the largest proportion of responding organizations. Associations serving education and the construction/housing industries and professions were also represented in the double digits. Table 1 Industry/Interest Area 2012 Area Respondents Medical 23.2% Education 16.3% Construction/Housing/Real Estate 13.4% Manufacturing/Distribution 5.3% Financial 5.1% Legal 3.5% Engineering 2.7% Food/Restaurant 2.6% Utilities/Energy 2.6% Management 2.5% Science 2.5% Government 2.3% Environment/Agriculture 2.2% Charity/Underserved 2.0% Insurance/Risk Management 2.0% Communications 1.6% HR 1.6% Hospitality/Travel 1.4% Entertainment/Art/Recreation 1.3% Retail 1.2% Automotive 1.0% Clubs 1.0% SAEs 1.0% Industrial 0.7% IT 0.7% Consultants 0.3% * Industry/Interest areas were consolidated in this year s ACBS in an effort to get more responding organizations to provide data. 8

14 In addition to the compensation reports by individual position available for download, there are three other resources available for benchmarking your organization s compensation and benefits against the survey data. Visit the product detail pages of the following resources for more information or to order. Association Compensation Interactive An online tool that allows you to sort data by multiple filters and create custom reports. This tool also gives you access to PDFs of the national and Greater Washington reports. ASAE Association Compensation and Benefits Report, Edition Also referred to the national edition, this printed report contains data from all participating organizations. Data is sliced by budget, staff size, organization type, and more. Greater Washington Area Compensation and Benefits Report, Edition A subset of the national study, this printed report contains data from participating organizations located in the Washington, DC metropolitan area. Just like the national report, data is filtered and reported in a variety of ways including budget, staff size, organization type, IRS tax status, and more.