This report lists the salaries of 439 CEOs at professional groups whose main body has revenue more than $5 million.
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Severance payments to chief executives generally seem to rise with tenure; one such payout equates to three times base compensation. Still, CEO paychecks from professional associations are smaller than those from trade groups: Median take-home pay for professional society CEOs was $324,010, while median pay for trade group CEOs was $471,125
Oct. 17, 2013
Interstate Natural Gas Association of America CEO Donald Santa’s take-home pay jumped 37 percent in 2012 to $1.7 million. Unlike previous years, he received $453,805 in other compensation, likely from a retirement payout. That doesn’t mean Santa is retired or retiring. Supplemental retirement payouts during the course of employment are common for association CEOs. INGAA, an $8.9 million organization, also reported paying deferred compensation of $551,165 for Santa.
Sept. 20, 2013
American Bankers Association chief Frank Keating’s first full-year salary topped $1.7 million, according to the group’s latest tax document. That’s slightly less than Keating received in his last full year as head of the American Council of Life Insurers, when he received $1.8 million.
Churn, competition for high-performing executives boosting corner office pay.
This report lists the salaries of 492 CEOs at trade and professional groups whose main body has revenue between $4 million and $10 million.
A comprehensive look CEO salaries at 100 the largest trade and professional associations in Chicago metro area.
The median take-home pay for chief executives in Chicagoland’s largest health care-related associations reaches $400,000.
Working 9 to 5 no longer cuts it for many employees. Millennials and working mothers value telework and varying hours, so some associations are learning they must get creative with job perks. “In the last several years I’ve seen an amazing trend toward flexibility,” Mark Stevenson of Smart HR said. “That’s the number one valued thing by employees.”
May 31, 2013
For most staff in tax-exempt groups, typical 401(k) and 403(b) retirement plans are sufficient to fund retirement, but for highly paid executives, IRS contribution limitations on those plans fall short.
Many organizations look to fund the retirement of CEOs and senior staffers through supplemental executive retirement plans—deferred compensation tools that augment traditional plans.