Aligning Pay With Performance in Endowment Incentive Plans

In this new Compensation Insight, SullivanCotter presents some key findings from the 2015 Endowment and Foundation Investment Staff Compensation Survey and outlines best practices for aligning pay with performance, assessing incentive plan effectiveness and other key factors for boards to consider in the compensation decision-making process.

Peer Group Selection in Foundations, Charities and Other Not-for-Profit Organizations

Foundations, charities and other not-for-profit organizations face unique pressures from the labor market, regulators, donors and other stakeholders when it comes to executive compensation. This article outlines the necessary steps committees need to take when establishing an appropriate peer group for compensation comparisons.

Executive Summary of the 2014 Employee Benefits Practices in Hospitals and Health Systems Survey

How can hospitals and health systems benchmark their benefits practices against those of industry peers? How does the implementation of health care reform affect operating costs and revenue through benefits design? Are employee health and wellness programs delivering measurable returns on investment?

Executive Compensation for Tax-Exempt Organizations

The IRS recently released the Final Report of its Colleges and Universities Compliance Project, in which they examine practices regarding executive compensation and other business activities of tax-exempt colleges and universities. Although the report pertains to higher education institutions, its findings have broader implications for the ...

Advanced Practice Clinician Pay – What's Happening and What's Coming

According to Sullivan, Cotter and Associates, Inc.’s 2011 Physician Compensation and Productivity Survey, over half (59 percent) of survey participants have increased the size of their APC workforce within the past 12 months. Of these, the average increase was seven APCs. Sixty-one percent of survey participants indicated that they plan to increase the size of their APC workforce in the next 12 months. Of these, the average increase will be six APCs.

Governance Institute Publishes "Assessing Compensation Advisor Independence" by Tim Cotter

Although the rule does not apply to not-for-profit health care and was not written with this sector in mind, it provides helpful guideposts for such organizations given the potential for governance-related "spillover" from the public company sector. Compensation committees in the not-for-profit health care sector would be well-advised to consider the extent to which applying the prescribed compensation advisor independence factors would strengthen their decision-making process, as conflicts of interest (real or perceived) can compromise an effective executive compensation governance process.

Reviewing Executive Benefits

Meeting budget expectations is a very important goal for any not-for-profit organization. However, to run a successful organization – both from a mission and financial standpoint – keeping a strong leadership team is an important goal as well. Therefore, while executives experience the impact of broadbased benefits cost-reduction initiatives, maintaining an attractive, competitive compensation program for executives is key.

Upcoming Events

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Total Compensation and Workforce Performance Surveys

Credible, comprehensive benchmarking resources designed with your organization in mind.