Investment Team Compensation

Compensation design for investment staff in the nonprofit sector requires expertise unlike any other. They are paid differently and more than other groups, and their pay programs tend to be under regular scrutiny.

Decades of experience and unparalleled expertise working with university endowments, foundations and other nonprofits allows us to employ cutting-edge strategies for turning investment performance into a workforce win. Every organization requires an approach that reflects their unique people, culture and mission. We'll help you define and design yours.

Key Services

  • Compensation Philosophy Validation and Development
  • Custom peer group development
  • Market research on prevailing practices
  • Salary structure development
  • Pay mix and leverage assessment
  • Incentive plan design, including eligibility, performance measurement, incentive opportunity, payout options, and plan terms and conditions
  • Payout determination and administration

Optimizing Investment Team Incentive Plans

C3 has much more to share on how your organization can get the most out of its investment team compensation program. Download our latest article for more information.

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  • Consistency with compensation philosophy
  • Appropriate peer group for benchmarking compensation
  • Alignment with investment objectives
  • Performance context
  • Risk mitigation
  • Optics and disclosure
Successful<br>incentive</br>plan design<br>considers these<br>key factors:
Successful
incentive
plan design
considers these
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C3 Vantage Points

SHRM Annual Conference: “Beyond the CEO Pay Ratio – The Real Revolution in Compensation Starts with a Living Wage”

Join us as we engage with leading voices…

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WorldatWork Total Rewards Annual Conference: “The Real Revolution in Compensation Starts with a Living Wage”

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Council on Michigan Foundations – Talent and HR Affinity Group

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Georgetown University Law Center: “Current Issues in Charitable Compensation”

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Pay Equity: More than an Annual Analysis

There are several statistical methods used to examine…

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Studying the Effects of Pay Transparency in Non-Profit Organizations

Many states have enacted pay transparency laws intended…

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Nonprofit Compensation: How to Compete with the For-Profit Sector 

The demand for higher compensation and greater pay…

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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…

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PODCAST | Paying a Thriving Wage at Nonprofits

Nanci Hibschman, Division Leader, C3 Nonprofit Consulting Group,…

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SullivanCotter Launches New C3 Nonprofit Consulting Group

Partnering with the world’s most impactful organizations to…

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Pay Equity for Executives

Foster a positive culture that is diverse, fair…

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Pay Equity and Living Wage

There is a parable regarding a vineyard in…

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Fundraising Talent Strategy in 2023 and Beyond

As the saying goes, you need money to…

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Aligning Pay with Performance in Endowment Incentive Plans

Incentive compensation plans in nonprofit investment offices1 are designed…

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Reasonable Executive Compensation: Peer Group Selection in Nonprofit Organizations

Any nonprofit organization faces unique pressures from the…

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Pay Equity: Ensuring a High-Quality Analysis

Most people responsible for pay equity studies within…

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Pay Equity Analysis: Gaining More Than You Think

Many of us do not envy the work…

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Pay Equity Analysis: Understanding the Entire Story

Statistical outcomes do not always tell the whole…

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Fairness and Engagement: Where Pay Equity Fits In

Enhancing an Employee’s Level of Engagement While fairness…

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Our Mission

C3 exists to partner with the world’s most impactful organizations to navigate people and culture solutions. Learn more about our leadership, capabilities and unique commitment.

About Us