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Board Compensation & Incentive Pay for Executives: Can Nonprofits Do This?

Dec 05, 2011

Yes, but do it the wrong way, and you could jeopardize your nonprofit’s reputation and exempt status. So how can a nonprofit offer attractive pay and benefits, stay exempt, and keep its stakeholders happy? Establishing "reasonable compensation" and "rebuttable presumption" is a start. You don’t know what these terms mean? Join our chat to learn more.

Panelists

deborah-davidson

Deborah J. Davidson, Vice President of Governance Education and Research: Charged with continually ensuring that BoardSource responds to changes that affect the nonprofit sector, Deborah oversees the development of BoardSource’s renowned group of new and updated books and electronic publications; as well as writing books, blogs, and opinions and overseeing and participating in original research. She ensures that BoardSource convenings feature cutting-edge speakers and the most up-to-date content, and helps retain the continual engagement of the network of BoardSource members and constituents. Read more.

pete-smith

A. W. (Pete) Smith, Jr., President of Smith Compensation Consulting, divides his time between serving on corporate and non-profit boards and providing executive compensation consulting services to a broad range of clients, primarily in the non-profit sector. In his 30-year career with Watson Wyatt Worldwide (now Towers Watson), from which he retired as Chairman & Chief Executive Officer in 1999, Mr. Smith consulted in areas ranging from executive compensation and benefits design to global human resources strategy. His clients included major Fortune 100 corporations, start-ups, technology firms, multinationals, professional services firms, family held businesses, and nonprofits. Read more.

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