Employee compensation

Jarip45

I'm the CEO in a non-profit organization. Two years ago we addressed the needs of the lower half of the classified positions thru a new compensation plan, based on market study, job factoring analysis, etc. The upper half of the scale, from the lowest (and benchmark) professional position to the level of my key associates, has yet to be addressed. This is, of course, very much a matter of budget. If it could be amended with the waving of a want, the benchmark position would shift on the scale from present $26,000 to at least $30,000..and then, to prevent compaction the positions above benchmark would all shift up.

Whether that would fully address the market and pay equity for my key associates, I'm not sure, but my question is, in terms of executive compensation, what is a fair "gap" or "percentage" of salary difference between those key department heads and the CEO, in the non-profit sector? Obviously, the private sector has wildly exaggerated the CEO salary compensation in recent years. Are there any compensation studies or HR literature that addresses this question, apart from simply studying the market of my CEO peers and establishing their averages, to work into the classified scale and establish the fair gap?

mwild31

[font size="1" color="#FF0000"]LAST EDITED ON 01-14-05 AT 12:25PM (CST)[/font][br][br]I don't have an answer, but I have a link that might be helpful:

[url]http://www.delawarenonprofit.org/JobsFAQ4.html[/url]

Also, the link to Abbot and Langer is:

[url]http://www.abbott-langer.com/snof.html[/url]



ps - welcome to the forum!