Beruflich Dokumente
Kultur Dokumente
Executive Summary
At last years December Board meeting, a total compensation philosophy and salary administration
guidelines were adopted to give us formal guidelines to help us make our compensation and benefits
recommendations, and to ensure that our compensation practices are competitive while controlling
costs.Tomanageourcompensationexpense,theboardalsoapprovedourstrategytoincreasepayto
market levels over a 23 year period, assuming the employee performance level was satisfactory and
otherfactorssuchasskillsetandtimeinpositionsupportedpayatmarketlevel.
Thesalaryrecommendationsfor2013reflectthetotalcompensationphilosophythatwasapprovedby
theBoardlastyear,namelytoofferouremployeesacompensationthatisonaverageatthemidpointof
similarpositionsatothernonprofits,andarealsoconsistentwiththesalaryadministrationguidelines
that were established. We address our 2013 recommendations in two parts below: Foundation
recommendationsandClintonGlobalInitiative(CGI)recommendations.
FoundationRecommendations
We measure our compensation competitiveness using a compa ratio which shows how closely our
employeespaymatchesthemarketaverage.Acomparatioof100%meansthattheemployeespay
matchedtheaveragemarketratefortheposition,soalowerpercentagemeansthatwearebelowthe
market and a higher percentage means we are above the market. The attached analysis shows the
comparatioforeachgroup,ourcurrentcomparatio(96.3%),andtheprojectedcomparatio(100.5%)
forour2013salaryrecommendations.Theserecommendationsreflectourproposed4%budgetandan
extraamountformarketadjustments.
For2013,thetotalrequestedmarketadjustmentamountis$35,619.Withthismoderatemarket
adjustmentamount,wewillbeabletoachieveanoverall100%comparatioandreachmarketpay
levelsforFoundationemployeesin2013.Theenclosedexceptionschartincludesbackground
informationandrationalefortheemployeesthatwefeelwarrantthesespecialadjustments.
Theattachedanalysisalsoshowsthe2012bonusrecommendations,withanexpenseamountwhichis
justafewthousanddollarsoverthebonusbudgetduetomostlyminoradjustmentsmadetoahandful
ofemployeebonusamounts.
Compensation
pg.1
ClintonGlobalInitiativeRecommendations
Lastyear,wereportedthatCGIemployeeswereonaveragesignificantlybelowthemarketascompared
tootherpartsoftheorganization.GivenCGIslow2011comparatio(77.1%),werecommendedthatwe
workatachievingsalaryparitywithmarketlevelsovera23yearperiodandbringCGIscomparatioup
to87.5%throughspecialmarketadjustments,astrategywhichwasapprovedbytheBoard.
Thisyear,wearerecommendinganotherspecialmarketadjustmenttobringCGIscomparatiomuch
closertomarketlevels.Theseadjustmentsareprimarilymeritdriven,basedupontherecent360
degreeevaluationprocessthatCGIconducted,withsomeconsiderationgiventolengthofserviceand
internalequity.Includingthespecialmarketadjustmentandthe4%salarybudget,CGIsproposed
salaryincreasebudgetis$500,000.Thisamountisapproximately10.4%ofCGIscurrentsalaries.
BecauseCGIiscurrentlyworkingontheirindividualemployeerecommendations,wearenotyetableto
projectwhatthenewcomparatiowouldbefor2013.However,weestimatethatwiththistotalsalary
increasebudget,CGImaybeabletoreachacomparatioofaround95%.
Welookforwardtodiscussingour2013salaryand2012bonusrecommendationswithyou.
Attachments: Analysisof2013Salary&2012BonusRecommendations
2013SalaryIncreaseGuidelineExceptions
Compensation
pg.2
Analysisof2013SalaryIncreaseRecommendations
Group
Finance
Initiatives
Mgt&Admin
Pres.Center
GrandTotal
Employees
11
29
53
27
120
CurrentSalaries
$733,301
$2,299,653
$3,822,071
$1,562,526
$8,417,551
4%2013Salary
2013Salary
Budget
Recommendations
$29,332
$31,084
$91,986
$75,518
$152,883
$210,699
$62,501
$55,021
$336,702
$372,321
(Over)/Under
Budget
($1,752)
$16,468
($57,816)
$7,480
($35,619)
Average
Performance
Rating
1.8
2.1
1.8
2.3
2.0
Average
Increase%
4.2%
3.3%
5.9%
3.5%
4.6%
Current
Compa
Ratio
96.7%
98.7%
92.8%
100.3%
96.3%
NewCompa
Ratio
100.6%
101.8%
98.2%
103.6%
100.5%
Analysisof2012BonusRecommendations
Group
Finance
Initiatives
Mgt&Admin
Pres.Center
GrandTotal
Compensation
Employees
11
29
53
27
120
BonusBudget
$27,650
$59,550
$117,200
$61,050
$265,450
Bonus
Recommendations
$27,900
$59,550
$120,796
$61,700
$269,946
(Over)/Under
Budget
($250)
$0
($3,596)
($650)
($4,496)
pg.3
2013SalaryIncreaseRecommendations
RationaleforGuidelineExceptionRequests
SalaryRanges
Current
Proposed
Salary
Range
Level
2012
Compa Increase RationaleforGuideline
Compa
Low
Mid
High
Salary
Salary
Yearsof Perform
Ratio
%
Exception
Ratio
Point
Point
Point
HireDate Service Rating
04/25/11
1.7
1
U.S.Level5 $54,548 $68,184 $81,821 $43,200 63.4% $50,000 73.3%
15.7% Recommendedfor
promotion;topperformer;
internalandmarketequity
significantlyoff
Name
AmyKuhn
Department
Correspondence
Position
SeniorWriter
ThomasGalton
Correspondence
Correspondence
Manager
11/22/10
2.1
31.0% Recentlypromotedtoa
moreseniorposition;
consistentlygood
performer;internaland
marketequitysignificantly
off
LaurenPruneski
Marketing
DeputyDirectorof 07/26/10
Marketing
2.4
29.6% Recommendedfor
promotiontoamoresenior
position;consistentlygood
performer;internaland
marketequitysignificantly
off
AdamSchultz
Marketing
Multimedia
Manager
4.8
19.5% Recommendedfor
promotiontoaposition
thatdoesnotpayovertime;
salaryincreasereflectsloss
ofOTeligibility
Compensation
03/31/08
Pg.4