RESOURCES

2009 Central Florida
Nonprofit Compensation & Benefits Report

Why order the 2009 Nonprofit Compensation & Benefits Report?

The report is a comprehensive study of current compensation and benefits paid to Central Florida nonprofit personnel. This survey report ensures accurate and timely data to help nonprofit organizations set competitive compensation, analyze their own jobs and wages, and evaluate sector compensation and benefit standards.



Order your report and receive:

• Comparative compensation data on over 121 job positions
• Comparative benefits data on nonprofit benefit packages including medical insurance, retirement plans, and paid time off benefits
• Detailed data on CEO/Executive Director, COO/Associate Director, CFO and Development Director positions, including compensation, benefits, and incentives

Highlights of the Full Report

The 2009 Central Florida Nonprofit Compensation and Benefits Survey was commissioned by the Rollins College Philanthropy & Nonprofit Leadership Center to illustrate nonprofit compensation and benefits practices in the Central Florida region.

All 501(c)(3) nonprofit organizations with at least one paid employee, operating within the counties of Brevard, Lake, Orange, Osceola, Polk, Seminole and Volusia were invited to participate with the exception of churches, schools, colleges/universities, hospitals and foundations. Seven hundred and twenty-five (725) organizations were sent the survey instrument via email and asked to return the completed survey to research-consultants that afforded complete confidentiality. Participants were asked to provide compensation and benefits data effective as of March 1, 2009.

The 2009 Central Florida Nonprofit Compensation and Benefits Report provides the results of the data collected. To ensure the confidentiality of all data, a minimum number of responses were required for each statistic.

Where appropriate, compensation was reported utilizing the 25th percentile, median (50th percentile), 75th percentile and average. Reporting was also done, where appropriate, according to field of service, budgets, number of employees, and number of employees supervised.

Insurance and retirement benefits are delineated as well as other compensation and employment practices.

Comparing 2009 and 2007

The first edition of this survey reported the results of similar questions as of March 1, 2007. We have compared responses to some of the main points in order to track trends in Central Florida’s nonprofit sector over the past two years.

Some trends include:

• Size of the organization with regard to salaries
• Average annualized increases in salaries
• Base salary levels for executive positions
• Executive bonuses
• Employee turn-over
• Insurance coverage
• Premiums covered
• Retirement benefits
• Plans funded solely by employee contributions

Key Findings

One hundred forty-five (145) eligible nonprofit organizations that employ over 14,400 employees completed the survey instrument, an approximate 20 percent response rate. Data was compiled on over 8,300 individual salaries (the number that met the criteria for reporting purposes) which were categorized into one hundred (121) job titles.

The annual operating budgets of participating nonprofits range from $50,000 to over $100,000,000 per year. The median budget in the sample is $1,670,696. Budget sizes were divided into five (5) categories… Read more in the full report

Seventy-four percent (74%) of participating nonprofits define a full-time workweek as 40 hours per week… Read more in the full report

Sixty-six percent (66%) of employees at participating organizations work full-time while 34 percent work part-time. The participating organizations experience annual turnover rates… Read more in the full report

Fifty-six percent (56%) of the participating organizations’ executive directors are female; 44 percent are male… Read more in the full report

Benefits: Paid Time Off

Nearly two-thirds (61 percent) of participating nonprofits provide full-time employees with specific, separate numbers of paid days off for vacation, holiday, and sick leave… Read more in the full report

Fifty-six percent (56%) of nonprofits with part-time employees offer paid time off to their part-time staff… Read more in the full report

Ninety percent (90%) of participants report having a formal policy regarding paid time off… Read more in the full report

Benefits: Insurance & Retirement

Eighty-eight percent (88%) of surveyed nonprofits offer some type of medical insurance to full-time employees. To see what types of plans are offered and the percentages …Read more in the full report

Over two-thirds of surveyed organizations (68 percent) provide some type of retirement benefit to their full-time employees… Read more in the full report

Organizations that contribute to employees’ retirement plans were asked to describe that contribution. Eighty-seven percent (87%) indicated that they contribute some percentage of each employee’s annual salary…Read more in the full report

The range of all percent of salary responses is from 1 to 15 percent with an average of… Read more in the full report

Compensation

The average pay for all CEO/executive directors in the sample is … Read more in the full report

On average male CEO/executive director pay is $110,962 per year; for women, the average executive director pay is $80,897 per year. A relatively greater number of men are found in the CEO/executive director positions of the largest organizations, which tend to pay higher wages…Read more in the full report

Many participating nonprofits use more than one method to grant salary increases. Merit was cited by 66 percent. Only … % of participating organizations expect to have salary increase budgets in their current fiscal year…Read more in the full report

Eighty-five percent (85%) of the participating nonprofits report a merit review interval of one year… Read more in the full report

Twenty-six percent (26%) of surveyed nonprofits reported that they have a formal policy that allows for incentive pay for their CEO/executive director… Read more in the full report

The full report shows comprehensive compensation data on 121 job positions.

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