2020 Leadership Compensation Report for Christian ......workers' compensation and benefits administration, organization development, and employee assistance. Coordinates implementation

2020 Leadership Compensation Report for Christian Organizations

Survey Questionnaire

Christian Leadership Alliance (CLA) and EA Compensation Resources, LLC, an EisnerAmper Group Company ("Compensation Resources") are pleased to invite you to participate in the 2020 Leadership Compensation Report for Christian Organizations. The survey is designed to capture compensation and related data specifically for leadership and other key management positions within Christian organizations. The deadline to complete the survey is June 12, 2020. This survey is organized into five (5) sections:

I. Survey Guidelines II. Organization Information III. Leadership Compensation IV. Compensation and Benefits Practices V. Job Descriptions

This survey asks for a good deal of information. Please complete as much of the questionnaire as you are able. After you are finished, please review your data for accuracy. We recommend you undertake the following steps to complete the survey:

A. Review survey guidelines for participation B. Input your organizational data C. Refer to job descriptions for appropriate job matching D. Review your data entries for accuracy E. Contact Compensation Resources with any questions F. Submit your completed questionnaire

If you have any questions related to this survey, please contact:

Sean Gimpel Office Senior Manager Compensation Resources 310 Route 17 North Upper Saddle River, NJ 07458-2308 Phone: (201) 710-6483 Fax: (201) 934-0737 [email protected]

Thank you for the care you take in submitting your data. The quality of the survey will reflect this care.



I. Survey Guidelines Job Matching Guidelines Please take time to review the survey job descriptions provided to determine which positions you are able to match. Job descriptions are available in Section V of this questionnaire. Enter the requested information for each of your matches in the appropriate section. If your organization has no incumbents in a job category, leave it blank. For incumbents who assume dual or multiple roles within your organization, report their compensation data in the job that matches their primary role with your organization. Do not match the same incumbent to more than one survey job. For degree of match, indicate the extent to which the job summary from Section V matches the position within your organization:

+: Job has a greater degree of responsibility within your organization than the job summary provided. =: Job is matched closely to the job summary provided. -: Job has a lesser degree of responsibility within your organization than the job summary provided.

Salary Reporting Calculations When reporting salaries, we are looking for annualized salary, based on a standard 40-hour workweek. Annualized salary is not the annualized cost and does not reflect part time and full time salary costs differently. Annualized salary is intended to assist in accurate comparisons. Depending on your policies and the job, these may be calculated several ways:

Based on hourly rate: Multiply current hourly rate by 2080 Based on pay period: Multiply current pay period salary by number of pay periods in the year Based on monthly salary: Multiply current monthly salary by 12

Report annualized salary information as of April 1, 2020. Confidentiality The data you contribute will be maintained with absolute confidentiality. No individual participant data is ever revealed or is identifiable. The names of all organizations participating will, however, be published.



II. ORGANIZATION INFORMATION Your organization name should be listed below exactly as you would like it to appear on the survey participant list. Organization Organization Name

Street Address

City, State, Zip

Website

Individual Supplying Information Name

Title

Phone Number Extension

E-mail Address

Entity Type

A. Broadcast / Media E. Professional Service

B. Church F. Rescue Mission

C. Mission Agency / Outreach G. Social Service

D. Parachurch Organization H. Other___________________________

Organization Information Please report figures for each measure based on your last completed fiscal year.

Revenue Size Ownership

A. Less than $1 million A. Less than 50 employees A. Publicly-Traded

B. $1 million - $3.9 million B. 51 - 99 employees B. Privately-Held

C. $4 million - $9.9 million C. 100 - 249 employees C. Not-for-Profit

D. $10 million - $39.9 million D. 250 - 499 employees

E. $40 million and above E. More than 500 employees



III. LEADERSHIP COMPENSATION

Survey Job Title (See Job Descriptions)

Degree of Match

Annualized Salary as of

April 1, 2020

Bonus Pay

Is this job eligible for bonus pay?

Bonus Amount Paid Last Fiscal Year

CEO / Executive Director - = + $ Yes No

President / Chief Operating Officer

- = + $ Yes No

Chief Financial Officer - = + $ Yes No

Top Fundraising Executive - = + $ Yes No

Top Human Resources Executive

- = + $ Yes No

Top Marketing Executive - = + $ Yes No

Top Programs Executive - = + $ Yes No

Top Information Executive - = + $ Yes No

Top Development Executive - = + $ Yes No

Controller - = + $ Yes No

Human Resources Manager - = + $ Yes No

Information Systems Manager

- = + $ Yes No

Office Manager - = + $ Yes No



IV. COMPENSATION AND BENEFITS PRACTICES Your responses should reflect policies and practices as they pertain to the leadership and key management positions (collectively, the "Leadership Team") covered in this survey. Compensation Administration 1. Does your organization have a documented compensation strategy for your Leadership Team?

___ A. Yes ___ B. No

If yes, at what percentile (%) of the market do you target: ____________ percentile.

2. Does your organization have a formal process for evaluation performance?

___ A. Yes ___ B. No

3. What is your organization's 2020 budget for salary increases? ____________%. 4. For the last fiscal year, salary increases for the Leadership Team were based primarily on:

___ A. Merit (performance-based) ___ B. Cost of living ___ C. Length of service ___ D. General across the board increase

5. Does your organization have a management succession plan or process?

___ A. Yes ___ B. No

Annual Bonus / Incentive Pay 6. Does your organization have a formal annual bonus/incentive plan in place for the Leadership Team?

___ A. Yes ___ B. No

If a bonus/incentive plan is in place, is it:

___ A. Discretionary ___ B. Formula-based ___ C. Combination



7. What is the target annual bonus/incentive for these positions, as a percentage of base salary?

Position Target Annual Bonus/Incentive %

CEO / Executive Director

President / Chief Operating Officer

Chief Financial Officer

Top Fundraising Executive

Top Human Resources Executive

Top Marketing Executive

Top Programs Executive

Top Information Executive

Top Development Executive

Controller

Human Resources Manager

Information Systems Manager

Office Manager

8. Describe the typical goals assigned to leadership positions:

Perquisites 9. In the table below, indicate which perquisites are provided. Check all that apply (√)

Perquisite CEO/

Executive Director Other Leadership Team

Members

Automobile or Allowance Provided

Club Membership (Health, Country, Golf)

Professional Dues Paid

Financial/Tax Counseling

Sabbatical Leave

Supplemental Life Insurance

Supplemental Retirement Benefits

Investment or Retirement Planning Services

Legal Counseling

Free Medical Exams

Mileage Reimbursement

Supplemental Executive Retirement Program (SERP)

Section 457 plan

Tuition Reimbursement



Benefits Practices 10. Do you provide Group Life Insurance coverage to the Leadership Team?

___ A. Yes ___ B. No

If Group Life Insurance is provided, what percentage of the premiums is paid by your organization? ____________%.

11. What type of basic health insurance is provided? (Check all that apply) ___ A. HMO ___ B. PPO ___ C. POS ___ D. HSA ___ E. Other (please specify) _______________________________ 12. For each type of coverage, indicate whether the benefit is provided and, if so, the percentage of the premiums

that are paid by your organization for the employee and their family.

Employee Spouse Dependents

Provided Benefit Benefit

Provided? % Premium Paid by Organization

% Premium Paid by Organization

% Premium Paid by Organization

Basic medical coverage Yes No

Prescription drug coverage Yes No

Dental insurance Yes No

Vision insurance Yes No

13. Indicate which of the following other benefits are provided by your organization. Check all that apply (√)

___ A. Psychological or mental health coverage ___ B. Short-term disability ___ C. Long-term disability ___ D. FSA/HRA/HSA ___ E. Long term care ___ F. Supplemental insurance (e.g., AFLAC) ___ G. Other (please specify) _______________________________

14. Which employer-sponsored retirement plans do you provide to your employees?

___ A. 403(b) ___ B. 401(k) ___ C. SEP ___ E. Profit Sharing ___ F. Other (please specify) ___________________________________________

15. For 401(k), 403(b), Profit Sharing: Employer contribution to the plan last year as a % of payroll (include

matching, discretionary, and non-discretionary contributions):

___ A. 401(k)/403(b) __________% ___ B. Profit Sharing __________%



COVID/Pandemic Questions 16. What staffing actions have you needed to take to address the current pandemic?

o Staff layoffs (______% of workforce impacted) o Furloughs (______% of workforce impacted) o Reduction in force (______ number of positions eliminated)

17. Have you implemented any pay actions to address the current economic situation?

___A. Reductions in pay for members of leadership ___B. Reductions in pay for other staff members ___C. Other ______________________

18. What percentage of your workforce is currently working from home?

______% of workforce 19. Your current strategies for communicating and engaging with your remote employees.



V. JOB DESCRIPTIONS

CEO / Executive Director Serves as presiding officer of the Board of Directors guiding the deliberations and activities of the Board. Responsible for directing the business with the objective of providing maximum profit and return on invested capital; establishes current and long-range objectives, plans, and policies subject to the approval of the Board of Directors; and represents the organization with its major customers, the financial community and the public. President / Chief Operating Officer Directs the organization with the objective of maximizing funds and return on invested capital, and establishes short-term and long-range objectives, plans, and policies subject to the approval of the Board of Directors. Chief Financial Officer Has broad responsibility for the organization's fiscal operating results. Responsible for managing the financial risks for the organization. Develops, implements, and oversees plans and programs related to accounting, finance, audit, compliance, and security. Directs the preparation of all fiscal reports. Prepares, presents, and interprets major reports for senior management, Board of Directors, and corporate office. Top Fundraising Executive Plans and directs all aspects of an organization's fundraising policies and capital development initiatives. Develops fundraising strategies and campaigns. Researches new methods of fundraising and determines feasibility of new fundraising programs. Demonstrates expertise in a variety of the field's concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Top Human Resource Executive Guides and manages the overall provision of Human Resources services, policies, and programs for the entire organization. Directs Human Resources functions including staffing, employee orientation, education and training, management development, employee and labor relations, affirmative action compliance, policies and procedures, workers' compensation and benefits administration, organization development, and employee assistance. Coordinates implementation of services, policies, and programs through Human Resources staff. Evaluates human relations and work-related problems and meets with supervisors, managers, and executives to determine effective remediation techniques, such as job skill training or personal intervention, to resolve human relations issues among personnel. Assists and advises the organization's managers on Human Resources issues. Top Marketing Executive Ensures the maximum growth for the organization by effectively directing market planning, strategy, and implementation for products, services, and markets. Plans, develops, and establishes policies and objectives of marketing in accordance with objectives of organization. Oversees marketing activities in accordance with policies, principles, and procedures. Recommends changes in philosophy and policy to serve the best interest of the organization. Prepares advertising material and selects media for its release. Top Programs Executive Directs and coordinates activities of personnel engaged in the preparation of the program; establishes work schedules and assigns work to staff members. Monitors departmental budget allocation and ensures that programs are delivered within time and budgetary constraints and develops standards for evaluating the process within the organization.



Top Information Executive Directs the information and data integrity of the organization for all Information Technology functions of the organization. Responsible for maintaining the integrity of all electronic and optical books and records of the organization. Implements the installation and operation of information systems and equipment. Keeps current on new developments in information systems technology, and plans for future upgrades and organizational changes. Keeps abreast of government regulations applicable to systems operations and ensures compliance. Top Development Executive Directs and implements programs and activities for community relations necessary to increase public awareness and foster support for the organization. Directs strategic planning activities for select functions as well as overall organization as directed. Oversees assigned area and directs and monitors work performed by employees and contractors, including outreach activities. Controller Oversees the timely and accurate reporting of all financial data and provides financial reports required by the organization's management and regulatory and rating agencies. Directs and controls the cost accounting, general accounting, and budgeting functions. Responsible for the development, analysis and interpretation of statistical and accounting information to appraise profitability, capital expenditures, and performance against budget. Human Resources Manager Plans and carries out policies relating to all phases of human resources activity by performing the expected duties personally or through subordinate employees; conducts training on organization's policy issues, quality education, and other issues as they arise. Information Systems Manager Coordinates and directs the design, development, implementation, maintenance, and support of an autonomous computer system for the organization. Maximizes existing hardware and software capabilities and introduces new technologies and systems to support new and changing business requirements for all facets of the organization's operations. Office Manager Manages a broad range of administrative matters attendant to operations in an individual department or branch location. Responsible for the full extent of reception, graphics, library, contracts, purchasing, security, facilities coordination, etc.

Documents

2020 Leadership Compensation Report for Christian ......workers' compensation and benefits administration, organization development, and employee assistance. Coordinates implementation