Executive Compensation
Key Services
- Executive Compensation Philosophy Validation and Development
- Defensible peer group selection
- Total compensation benchmarking of salary, bonuses/incentives, benefits and other rewards
- Contract / employment agreement design and evaluation
- Bonus / Incentive compensation design and evaluation
- Executive retention strategies
- Integrated total compensation program design
- Reasonableness assessment and validation
- CEO performance assessment design and administration
- Regulatory compliance and governance support
- Executive separation and exit design
- Disclosure optimization

ARTICLE | Is a Thriving Wage Part of your Nonprofit Organization’s DE&I Strategy? It Should Be.
Employees of nonprofits do life-changing work from helping…
PODCAST | Paying a Thriving Wage at Nonprofits
Nanci Hibschman, Division Leader, C3 Nonprofit Consulting Group,…
SullivanCotter Launches New C3 Nonprofit Consulting Group
Partnering with the world’s most impactful organizations to…
Aligning Pay with Performance in Endowment Incentive Plans
Incentive compensation plans in nonprofit investment offices1 are designed…
Reasonable Executive Compensation: Peer Group Selection in Nonprofit Organizations
Any nonprofit organization faces unique pressures from the…
Pay Equity: Ensuring a High-Quality Analysis
Most people responsible for pay equity studies within…
Pay Equity Analysis: Understanding the Entire Story
Statistical outcomes do not always tell the whole…
Fairness and Engagement: Where Pay Equity Fits In
Enhancing an Employee’s Level of Engagement While fairness…