2015/2016 CSAE BEnEfitS & CompEnSAtion REpoRt

Transcription

1 2015/2016 CSAE Benefits & Compensation Report

2 TABLE OF CONTENTS EXECUTIVE SUMMARY... I 1. INTRODUCTION... 1 NEW IN 2015!... 1 METHODOLOGY... 2 STUDY LIMITATIONS CASH COMPENSATION HOW DOES YOUR PAYCHEQUE MEASURE UP?... 5 HIGHLIGHTS... 6 CASH COMPENSATION BY LEVEL THE ULTIMATE BENCHMARK... 7 COMPENSATION DISTRIBUTION... 9 ASSOCIATION COMPENSATION GROWTH EMPLOYMENT STATUS CASH COMPENSATION BY ASSOCIATION CHARACTERISTICS HIGHLIGHTS ASSOCIATION TYPE GEOGRAPHY ASSOCIATION JURISDICTION ASSOCIATION SIZE AFFILIATION STATUS MEMBERSHIP CHARACTERISTICS CASH COMPENSATION BY DEMOGRAPHICS HIGHLIGHTS AGE GENDER QUALIFICATIONS EXPERIENCE ROLE IN ORGANIZATION INCENTIVE PLANS HIGHLIGHTS PARTICIPATION IN INCENTIVE PLANS INCENTIVE PERCENTAGES EMPLOYMENT BENEFITS HIGHLIGHTS RETIREMENT BENEFITS HEALTH BENEFITS AUTOMOBILE/PARKING BENEFITS FRINGE BENEFITS SUMMARY OF BENEFIT VALUES... 67

3 APPENDIX I: DETAILED COMPENSATION AND BENEFITS IN INDUSTRY/TRADE ASSOCIATIONS APPENDIX II: DETAILED COMPENSATION AND BENEFITS IN PROFESSIONAL ASSOCIATIONS APPENDIX III: DETAILED COMPENSATION AND BENEFITS IN REGISTERED CHARITIES APPENDIX IV: DETAILED COMPENSATION AND BENEFITS IN REGULATORY AUTHORITIES APPENDIX V: DETAILED COMPENSATION AND BENEFITS IN SPECIAL/COMMON INTEREST ASSOCIATIONS APPENDIX VI CHARACTERISTICS OF TOP QUARTILE MANAGMENT APPENDIX VII SUMMARY OF COMPENSATION BY REGION

4 TABLE OF EXHIBITS 2. CASH COMPENSATION HOW DOES YOUR PAYCHEQUE MEASURE UP?... 5 EXHIBIT 2-1: CASH COMPENSATION BY LEVEL... 7 EXHIBIT 2-2: ADDITIONAL CASH COMPENSATION RATIO... 8 EXHIBIT 2-3: BASE COMPENSATION AS AN HOURLY WAGE... 8 EXHIBIT 2-4: COMPENSATION QUARTILES BY LEVEL... 9 EXHIBIT 2-5: TOTAL CASH DISTRIBUTION BY LEVEL EXHIBIT 2-6: TOTAL CASH DISTRIBUTION BY LEVEL (CONT'D) EXHIBIT 2-7: EXECUTIVE COMPENSATION 2006 TO EXHIBIT 2-8: ASSOCIATION PAYROLLS EXHIBIT 2-9: EMPLOYMENT STATUS CASH COMPENSATION BY ASSOCIATION CHARACTERISTICS EXHIBIT 3-1: ASSOCIATION TYPE EXHIBIT 3-2: REGION OF HEADQUARTERS EXHIBIT 3-3: COMMUNITY SIZE EXHIBIT 3-4: ASSOCIATION JURISDICTION EXHIBIT 3-5: ASSOCIATION REVENUE EXHIBIT 3-6: ASSOCIATION STAFF SIZE EXHIBIT 3-7: AFFILIATION STATUS EXHIBIT 3-8: TYPE OF MEMBERS EXHIBIT 3-9: NUMBER OF MEMBERS (CONSTITUENTS) CASH COMPENSATION BY DEMOGRAPHICS EXHIBIT 4-1: AGE EXHIBIT 4-2: GENDER EXHIBIT 4-3: EDUCATION EXHIBIT 4-4: RELEVANCE OF DEGREE EXHIBIT 4-5: CERTIFICATION EXHIBIT 4-6: CERTIFIED ASSOCIATION EXECUTIVE (CAE ) EXHIBIT 4-7: CSAE MEMBER STATUS EXHIBIT 4-8: YEARS AT CURRENT ORGANIZATION EXHIBIT 4-9: YEARS IN CURRENT POSITION EXHIBIT 4-10: YEARS AT SENIORITY LEVEL EXHIBIT 4-11: YEARS IN THE ASSOCIATION/NOT-FOR-PROFIT SECTOR EXHIBIT 4-12: YEARS IN THE CURRENT DISCIPLINE EXHIBIT 4-13: PRIOR SECTOR EXPERIENCE EXHIBIT 4-14: ROLE IN ORGANIZATION... 49

5 5. INCENTIVE PLANS EXHIBIT 5-1: PARTICIPATION IN INCENTIVE PLANS EXHIBIT 5-2: ACTUAL, TARGET AND MAXIMUM BONUS BY LEVEL EMPLOYMENT BENEFITS EXHIBIT 6-1: PROPORTION OF EMPLOYEES RECEIVING RETIREMENT BENEFITS EXHIBIT 6-2: RETIREMENT BENEFITS BY LEVEL EXHIBIT 6-3: EMPLOYER RSP CONTRIBUTION PERCENTAGES EXHIBIT 6-4: PROPORTION OF EMPLOYEES RECEIVING HEALTH BENEFITS EXHIBIT 6-5: PROPORTION OF EMPLOYEES RECEIVING HEALTH BENEFITS EXHIBIT 6-6: PROPORTION OF EMPLOYEES RECEIVING AUTOMOBILE BENEFITS EXHIBIT 6-7: AUTOMOBILE BENEFITS BY LEVEL EXHIBIT 6-8: AVERAGE VALUE OF PARKING BENEFITS EXHIBIT 6-9: MILEAGE ALLOWANCES FOR USE OF PERSONAL VEHICLE EXHIBIT 6-10: PROPORTION OF EMPLOYEES RECEIVING FRINGE BENEFITS EXHIBIT 6-11: FRINGE BENEFITS BY LEVEL EXHIBIT 6-12: SUMMARY OF BENEFITS VALUES APPENDIX I: DETAILED COMPENSATION AND BENEFITS IN INDUSTRY/TRADE ASSOCIATIONS PROPORTION OF EMPLOYEES RECEIVING BENEFITS BY LEVEL IN INDUSTRY/TRADE ASSOCIATIONS RETIREMENT BENEFITS BY LEVEL IN INDUSTRY/TRADE ASSOCIATIONS AUTOMOBILE BENEFITS BY LEVEL IN INDUSTRY/TRADE ASSOCIATIONS HEALTH BENEFITS BY LEVEL IN INDUSTRY/TRADE ASSOCIATIONS FRINGE BENEFITS BY LEVEL IN INDUSTRY/TRADE ASSOCIATIONS SUMMARY OF BENEFIT VALUES BY LEVEL IN INDUSTRY/TRADE ASSOCIATIONS COMPENSATION QUARTILES BY LEVEL IN INDUSTRY/TRADE ASSOCIATIONS LEVEL 1: CEO DETAILED COMPENSATION: INDUSTRY/TRADE ASSOCIATIONS LEVEL 2/3: EXECUTIVES DETAILED COMPENSATION: INDUSTRY/TRADE ASSOCIATIONS LEVEL 4: SENIOR MANAGEMENT DETAILED COMPENSATION: INDUSTRY/TRADE ASSOCIATIONS LEVEL 5: FUNCTIONAL MANAGEMENT DETAILED COMPENSATION: INDUSTRY/TRADE ASSOCIATIONS LEVEL 6: NON-MANAGEMENT DETAILED COMPENSATION: INDUSTRY/TRADE ASSOCIATIONS LEVEL 7: SUPPORT STAFF DETAILED COMPENSATION: INDUSTRY/TRADE ASSOCIATIONS APPENDIX II: DETAILED COMPENSATION AND BENEFITS IN PROFESSIONAL ASSOCIATIONS PROPORTION OF EMPLOYEES RECEIVING BENEFITS BY LEVEL IN PROFESSIONAL ASSOCIATIONS RETIREMENT BENEFITS BY LEVEL IN PROFESSIONAL ASSOCIATIONS AUTOMOBILE BENEFITS BY LEVEL IN PROFESSIONAL ASSOCIATIONS HEALTH BENEFITS BY LEVEL IN PROFESSIONAL ASSOCIATIONS FRINGE BENEFITS BY LEVEL IN PROFESSIONAL ASSOCIATIONS SUMMARY OF BENEFIT VALUES BY LEVEL IN PROFESSIONAL ASSOCIATIONS COMPENSATION QUARTILES BY LEVEL IN PROFESSIONAL ASSOCIATIONS LEVEL 1: CEO DETAILED COMPENSATION: PROFESSIONAL ASSOCIATIONS LEVEL 2/3: EXECUTIVES DETAILED COMPENSATION: PROFESSIONAL ASSOCIATIONS LEVEL 4: SENIOR MANAGEMENT DETAILED COMPENSATION: PROFESSIONAL ASSOCIATIONS LEVEL 5: FUNCTIONAL MANAGEMENT DETAILED COMPENSATION: PROFESSIONAL ASSOCIATIONS... 90

6 LEVEL 6: NON-MANAGEMENT DETAILED COMPENSATION: PROFESSIONAL ASSOCIATIONS LEVEL 7: SUPPORT STAFF DETAILED COMPENSATION: PROFESSIONAL ASSOCIATIONS APPENDIX III: DETAILED COMPENSATION AND BENEFITS IN REGISTERED CHARITIES PROPORTION OF EMPLOYEES RECEIVING BENEFITS BY LEVEL IN REGISTERED CHARITIES RETIREMENT BENEFITS BY LEVEL IN REGISTERED CHARITIES AUTOMOBILE BENEFITS BY LEVEL IN REGISTERED CHARITIES HEALTH BENEFITS BY LEVEL IN REGISTERED CHARITIES FRINGE BENEFITS BY LEVEL IN REGISTERED CHARITIES SUMMARY OF BENEFIT VALUES BY LEVEL IN REGISTERED CHARITIES COMPENSATION QUARTILES BY LEVEL IN REGISTERED CHARITIES LEVEL 1: CEO DETAILED COMPENSATION: REGISTERED CHARITY LEVEL 2/3: EXECUTIVES DETAILED COMPENSATION: REGISTERED CHARITY LEVEL 4: SENIOR MANAGEMENT DETAILED COMPENSATION: REGISTERED CHARITY LEVEL 5: FUNCTIONAL MANAGEMENT DETAILED COMPENSATION: REGISTERED CHARITY LEVEL 6: NON-MANAGEMENT DETAILED COMPENSATION: REGISTERED CHARITY LEVEL 7: SUPPORT STAFF DETAILED COMPENSATION: REGISTERED CHARITY APPENDIX IV: DETAILED COMPENSATION AND BENEFITS IN REGULATORY AUTHORITIES PROPORTION OF EMPLOYEES RECEIVING BENEFITS BY LEVEL IN REGULATORY AUTHORITIES RETIREMENT BENEFITS BY LEVEL IN REGULATORY AUTHORITIES AUTOMOBILE BENEFITS BY LEVEL IN REGULATORY AUTHORITIES HEALTH BENEFITS BY LEVEL IN REGULATORY AUTHORITIES FRINGE BENEFITS BY LEVEL IN REGULATORY AUTHORITIES SUMMARY OF BENEFIT VALUES BY LEVEL IN REGULATORY AUTHORITIES COMPENSATION QUARTILES BY LEVEL IN REGULATORY AUTHORITIES LEVEL 1: CEO DETAILED COMPENSATION: REGULATORY AUTHORITY LEVEL 2/3: EXECUTIVES DETAILED COMPENSATION: REGULATORY AUTHORITY LEVEL 4: SENIOR MANAGEMENT DETAILED COMPENSATION: REGULATORY AUTHORITY LEVEL 5: FUNCTIONAL MANAGEMENT DETAILED COMPENSATION: REGULATORY AUTHORITY LEVEL 6: NON-MANAGEMENT DETAILED COMPENSATION: REGULATORY AUTHORITY LEVEL 7: SUPPORT STAFF DETAILED COMPENSATION: REGULATORY AUTHORITY APPENDIX V: DETAILED COMPENSATION AND BENEFITS IN SPECIAL/COMMON INTEREST ASSOCIATIONS PROPORTION OF EMPLOYEES RECEIVING BENEFITS BY LEVEL IN SPECIAL/COMMON INTEREST ASSOCIATIONS118 RETIREMENT BENEFITS BY LEVEL IN SPECIAL/COMMON INTEREST ASSOCIATIONS AUTOMOBILE BENEFITS BY LEVEL IN SPECIAL/COMMON INTEREST ASSOCIATIONS HEALTH BENEFITS BY LEVEL IN SPECIAL/COMMON INTEREST ASSOCIATIONS FRINGE BENEFITS BY LEVEL IN SPECIAL/COMMON INTEREST ASSOCIATIONS SUMMARY OF BENEFIT VALUES BY LEVEL IN SPECIAL/COMMON INTEREST ASSOCIATIONS COMPENSATION QUARTILES BY LEVEL IN SPECIAL/COMMON INTEREST ASSOCIATIONS LEVEL 1: CEO DETAILED COMPENSATION: SPECIAL/COMMON INTEREST ASSOCIATIONS LEVEL 2/3: EXECUTIVES DETAILED COMPENSATION: SPECIAL/COMMON INTEREST ASSOCIATIONS LEVEL 4: SENIOR MANAGEMENT DETAILED COMPENSATION: SPECIAL/COMMON INTEREST ASSOCIATIONS

7 LEVEL 5: FUNCTIONAL MANAGEMENT DETAILED COMPENSATION: SPECIAL/COMMON INTEREST ASSOCIATIONS LEVEL 6: NON-MANAGEMENT DETAILED COMPENSATION: SPECIAL/COMMON INTEREST ASSOCIATIONS. 127 LEVEL 7: SUPPORT STAFF DETAILED COMPENSATION: SPECIAL/COMMON INTEREST ASSOCIATIONS APPENDIX VI CHARACTERISTICS OF TOP QUARTILE MANAGMENT DETAILED MANAGEMENT COMPENSATION BY LEVEL BY QUARTILE MANAGEMENT QUARTILE COMPARISON: ORGANIZATIONAL CHARACTERISTICS MANAGEMENT QUARTILE COMPARISON: ORGANIZATIONAL CHARACTERISTICS (CONT D) MANAGEMENT QUARTILE COMPARISON: PERSONAL CHARACTERISTICS MANAGEMENT QUARTILE COMPARISON: EXPERIENCE APPENDIX VII SUMMARY OF COMPENSATION BY REGION DETAILED COMPENSATION BY LEVEL BY REGION

8 EXECUTIVE SUMMARY The 2015 edition of the CSAE Benefits & Compensation Report is the 34th in a series of annual compensation reports produced by CSAE for those involved or interested in associations and other notfor-profit organizations. This year s report, jointly produced by CSAE and The Portage Group (TPG), provides comprehensive documentation of compensation and benefits currently provided to staff employed in associations and other not-for-profit organizations across Canada. CASH COMPENSATION IS GENERALLY INCREASING, BUT IS DOWN AGAIN FOR THE CEO LEVEL The overall trend for association staff compensation has been a positive one, with cumulative growth at all levels ranging from 11% at the functional manager level to over 50% for those in a Deputy CEO or Executive Management position. Cumulative growth for CEOs since 2006 sits at a very respectable 23%. Executive Compensation 2006 to 2015 $138,900 $141,338 $138,140 $128,605 $121,397 $127,628 $126,246 $129,068 $109,506 $105,286 $90,207 $82,375 $78,091 $80,330 $106,139 $90,398 $111,274 $103,616 $102,980 $106,184 $94,447 $94,253 $91,403 $91,835 $92,500 $85,111 $87,368 $86,720 $127,676 $99,961 Note: $61,804 $64,074 $76,496 $66,307 $67,267 $67,612 $69,365 $71,452 $69,402 $68, Level 1: CEO Level 2/3: Executives Level 4: Senior Management Level 5: Functional Managers Source for 2006 through 2014 figures was the CSAE Benefits & Compensation Reports. Trends in pay increases also look promising: With the exception of Non-Management staff, two-thirds or more of staff at all levels saw an increase in cash compensation in the past twelve months. The next twelve months look equally promising with a majority of staff at all levels expecting at least some level of increase in the next year. The CEO level has experienced two consecutive years of decreased overall cash compensation (2.3% in 2014 and 6.6% in 2015). While a first glance at these numbers may be disconcerting, it is important to raise two likely contributors to this trend: The first may simply be a market correction reflecting large increases in prior years. The second is the likelihood that the overall decrease is simply a pronounced i

9 movement of new individuals moving into the CEO position at the lower end of the compensation range while some of the more seasoned (and better paid) CEOs are transitioning out of the sector. TRENDS IN ASSOCIATION BENEFITS HOLD STEADY IN 2015 The overall picture in 2015 when it comes to retirement, health, automobile and fringe benefits remains fairly consistent with previous years: While 69% of CEOs receive retirement benefits, they are less likely to receive this type of benefit than other staff levels. Health benefits, while still received by the majority of association staff, are least common at the Support Staff (85% receiving) and CEO (87% receiving) levels. Of all staff, at 95%, CEOs are the most likely to receive fringe benefits. In contrast, Support Staff are least likely to receive this type of benefit (63%). At all levels, laptop computers, non-csae conference registration and travel costs are among the top five fringe benefits received. Cell phones for business are also common for all levels, except Support Staff. WHERE YOU WORK MATTERS ESPECIALLY IF YOU ARE A SENIOR STAFFER Higher-level staff tend to earn more when working for industry/trade associations, professional associations and regulators. Lower level staff are likely to earn more working for a regulatory body compared with other non-profit organizations. Further to this, organizational scope is a characteristic that tends to impact compensation at all levels: National organizations continue to provide the highest levels of compensation, two exceptions being Senior Management where provincial organizations are at the top and Non-Management staff where international organizations top the list. Generally speaking, staff at the senior levels of an organization earn greater compensation in organizations that: Are located in larger cities, particularly Toronto and Ottawa; Have a larger staff complement; and, Are well-resourced financially. AGE, EXPERIENCE, EDUCATION CONTINUE TO INFLUENCE ASSOCIATION COMPENSATION In the association sector, age, education and experience are key drivers of compensation: There is a strong correlation between age and compensation across most levels. Five types of experience were included in this year s survey: time at the current organization, time in the current position, time spent at a seniority level, experience in the discipline and ii

10 sector experience. For all five measures, compensation generally increases with the years of experience. This year s study clearly links the level of compensation directly to level of education. For Executives and Senior Management, this is realized once the employee has a bachelors degree. For most groups, the same trends holds true for certification. Gender continues to impact the compensation picture significantly for associations in The study results point to a relationship between gender and seniority with the percentage of female staff decreasing significantly with seniority. Moreover, non-management staff are overwhelmingly (80%) female, compared to 50% working in senior roles. There is also a sizeable wage gap between men and women at most levels. This gap sits at 35% lower earnings for women at the CEO level, 26% lower at the Executive levels and 28% at the Support Staff level. Notably, the gap is much smaller (between 5% and 10%) at the remaining management and non-management levels. iii