CEO salary and benefits Pay transparency, salary reviews and bonuses Hours Holidays Retirement and pension schemes

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3 CONTENTS Forewords At a glace CEO salary ad beefits Pay trasparecy, salary reviews ad bouses Hours Holidays Retiremet ad pesio schemes About the CEO respodets Employmet history CEO orgaisatios Appraisals, otice periods, recruitmet ad successio plas Job satisfactio The chair ad the board Chair educatio ad employmet history The chair ladscape Trustees Goverace The Seior Maagemet Team About the Pay Survey

4 Sir Stephe Bubb CEO, ACEVO The third sector s greatest assets are the passio, commitmet ad ethusiasm of its people. As this year s Pay Survey data shows, this applies as much to chief executives as to voluteers. Third sector leaders are as strogly committed as ever to their orgaisatio s cause, with 83.1% very satisfied with this aspect of their job. They are motivated to joi the sector by its public service values ad by a desire to make a differece: the majority of CEOs were attracted to the sector either by their iterest i a particular cause (56%) or i the values of the sector as a whole (30%). Perhaps most hearteigly, our data shows that despite the umerous challeges faced by charities, their leaders remai optimistic about the road ahead. Our survey data shows that 81.6% of CEOs are either very optimistic or optimistic about the future of their orgaisatio, while 55% of chief executives said they would highly recommed workig i the sector, up from 41% last year. Executive pay has come uder scrutiy this year, but our results demostrate oce agai the restraied approach take by charity leaders o this issue. CEO pay rose by a average of 3.2% over the past year, returig it to 2011 levels followig a fall i. The rate of icrease sice last year is lower tha the rate of iflatio over the same period, as sector leaders respod to a fiacial eviromet which remais challegig for may charities. The sector will udoubtedly face further challeges over the comig years, ad ACEVO will cotiue to support its members to maitai their vital work o behalf of the beeficiaries ad causes they serve. We always welcome ay thoughts or suggestios o how we ca best do this, so please do share your views. I have great cofidece i the sector s ability to overcome the issues that lie ahead- ot least because of the extraordiary commitmet ad eergy of its leadership. 4

5 David Fieldig MBE Maagig Parter, Atteti This is the eighth year I have supported the ACEVO Pay Survey. It cotiues to be a ivaluable resource, a accurate bechmarkig tool ad a aual barometer of progress o a umber of frots. As this year s Pay Survey results show, the third sector still has a very log way to go if its leadership is to reflect the diversity of the commuities that it serves. Diversity is cetral ot oly to fairess, but to the sector s ability to serve ad represet its beeficiaries ad their eeds. Ufortuately, our results this year show that progress o diversity is slow, ad i some cases is goig backwards. The proportio of female CEOs is largely uchaged from last year at 45%, but the average pay gap betwee male ad female CEOs has expaded to 18.6% of the media male CEO salary. Furthermore, the fact that 97% of CEOs are of white ethicity- a higher proportio tha i 2011 or - should give the whole sector pause for thought. There is a sese that goverace is beig take more seriously ad the drive towards professioalism cotiues apace. I have always argued that diverse boards geerally make better decisios. So whe we look at chairs ad trustees, regrettably the picture is uchaged. Over 97% of charity chairs are white ad 69% are male. 76% are aged betwee 55 ad 74. Boards of trustees show similar characteristics: a sizeable majority (63%) are male, while oce agai a overwhelmig majority (94%) are white. The sector has goe through major chages i recet years ad may charities are adaptig to difficult fiacial circumstaces ad other challeges. However, this caot be allowed to impede progress towards a more diverse ad represetative sector. The above results show the eed to prioritise diversity to esure that the sector is reflective of society as a whole. Thakfully, our survey data does show that the sector s leaders are aware of this issue. For example, oly 27% of CEOs ad 26% of chairs expressed satisfactio with the level of diversity of ethicity withi their orgaisatios. The challege ow for the sector is to tur this awareess ito cocrete actio to address the logstadig uder-represetatio of miority commuities withi the sector s leadership. 5

6 AT A GLANCE MEDIAN BASIC SALARY OF THIRD SECTOR CEOs 60,000 58,139 60, % INCREASE ON revertig to 2011 levels MEDIAN CEO SALARY BY TOTAL ANNUAL INCOME 87,750 61,851 43,395 MEDIAN CEO SALARY BY NUMBER OF EMPLOYEES Media salary of CEO Number of employees i orgaisatio Percetage of orgaisatios 6 AT A GLANCE

7 Scotlad 45,401 North East 49,000 Yorkshire & Humber 54,000 MEDIAN CEO SALARY BY LOCATION OF HEAD OFFICE North West 53,000 East Midlads 55,500 Norther Irelad 47,283 Easter Regio 61,500 West Midlads 65,740 Lodo 70,000 Wales 63,760 South West 69,000 South East 65,000 MEDIAN CEO SALARY BY GENDER Female CEOs still ear 12,470 less o average tha their male couterparts. At 18.6%, the pay gap is the widest it has bee sice prior to AT A GLANCE 7

8 CEO SALARY AND BENEFITS Media basic salary of third sector CEO respodets i 2013 vs Miimum quartile Media quartile Mea Media 17,000 45,000 60,000 78, ,000 65, ,139 CEO media aual salary is Media Aual Salary 2013 The media pay of CEOs has icreased sice the last survey (ulike i whe pay had decreased by 3.1%). a 3.2% icrease o the last survey (58,139) The media aual salary icreased by 3.2% i 2013, from 58,139 to 60,000 (the same level as i 2011). With Retail Price Idex (RPI) iflatio ruig at 3.3%, this represets a fall i real terms of 0.1%. CEO geder The results of this year s survey aroud geder ad pay issues were based o 325 me ad 271 wome CEO respodets. 82 respodets declied to aswer the geder questio. Geder % Male Female CEO salaries by geder Geder Miimum quartile Media quartile Mea Media Male 17,000 50,000 67,000 84, ,000 71, ,000 Female 20,000 42,000 54,530 72, ,000 59, ,500 Compared to last year, male pay has rise, while female pay has remaied the same. The media of male chief executives is 67,000, compared to 54,530 for female chief executives. Female CEOs still ear 12,470 less o average tha their male couterparts; this is a pay gap of 18.6% measured as a percetage of male media pay. 8 CEO SALARY AND BENEFITS

9 Pay gap by orgaisatio icome Icome of orgaisatio Male Female Male media Female media Pay gap % % % Small (<1m) ,000 43, Medium (1m - 5m) ,000 57, Large (> 5m) ,750 87, Breakig dow pay by geder ad size of orgaisatio, we ca see that most of the geder pay gap appears to be due to there beig disproportioately fewer female leaders of large orgaisatios ad more female leaders of smaller orgaisatios (<1m). 2% While CEOs of orgaisatios with icomes betwee 1-5 millio are more equally divided betwee me ad wome, those of large (>=5m) orgaisatios are more tha twice as likely to be me. 1.6% 12.3% CEO salaries by age group As i previous years, there was a positive relatioship betwee the age of the chief executive ad their salary. The highest media salaries are ejoyed by chief executives aged betwee 65 ad 74 at 68, % of the CEOs who respoded were aged betwee 45 ad 54 ad surprisigly, the media salary for this age group was 65,000, margially more tha the media salary for year old CEOs, at 63,190. Age group of respodats over the past four years Age group % CEO media salaries by age group Age group Miimum quartile Media quartile Mea Media ,000 37,000 43,500 51,250 75,000 45, , ,000 43,783 50,000 66, ,000 56, , ,000 49,500 65,000 80, ,000 69, , ,000 48,000 63,190 82, ,000 68, , ,000 48,275 68,000 96, ,000 70, ,442 CEO SALARY AND BENEFITS 9

10 CEO salary with or without impairmet As i, 17% of CEOs who respoded cosidered that they had a impairmet *. The media salary of those CEOs at 54,500 is sigificatly lower tha their couterparts at 63,000. Last year the differece betwee the two salary levels was ot statistically sigificat. Impairmet Miimum quartile Media quartile Mea Media Yes 17,000 42,000 54,500 70, ,000 59, ,400 No 20,800 46,000 63,000 80, ,000 67, ,000 * Examples give; cerebral palsy, physical impairmet, dyslexia / dyspraxia, speech impairmet, metal health coditio curret or previous (e.g. depressio), blid or impaired visio, deaf or impaired hearig, wheelchair user, autism, learig difficulties, log-term medical coditio or illess (icludig aythig for which you take regular prescribed medicatio or eed regular medical treatmet e.g. diabetes, cacer, epilepsy, asthma etc.) CEO salary by ethicity Ethicity Miimum quartile Media quartile Mea Media White 17,000 45,395 61,827 78, ,000 65, ,000 Asia / British Asia 88,500 88, ,353 Black / Black British 55,000 55, ,000 Mixed 34,637 49,909 58,300 66,200 80,000 57, ,000 Ay other ethic backgroud 44,268 52,134 60,000 62,500 65,000 56, ,500 Prefer ot to say 36,000 45,000 72,774 78,000 80,050 62, , CEO SALARY AND BENEFITS

11 CEO salary by total aual icome of the orgaisatio The level of remueratio awarded to chief executives is related to the size of the orgaisatio s total aual icome. Leaders of larger orgaisatios with higher aual icome ted to receive higher salaries tha those of smaller orgaisatios. The CEOs of large orgaisatios (with aual icome of more tha 5m) have a media pay level of 87,750, while for orgaisatios with icome of uder 1m, media pay was 43,395. Size of orgaisatio Miimum quartile Media quartile Mea Media Small (<1m) 17,000 37,206 43,395 52,000 92,000 45, ,537 Medium (1m - <5m) 30,000 51,500 61,851 73, ,000 64, ,000 Large (>=5m) 30,000 75,000 87, , ,000 93, ,000 Icome bad Miimum quartile Media quartile Mea Media < 150k 17,000 30,426 34,600 39,675 70,000 36, , k - 249k 30,000 37,000 42,250 47,388 86,000 44, , k - 999k 20,000 40,000 45,000 54,375 92,000 47, ,215 1m m 30,000 51,500 61,851 73, ,000 64, ,000 5m m 33,500 72,000 80,000 95, ,000 84, ,500 15m m 30,000 77,915 84, , ,000 90, ,000 25m m 70,000 92, , , , , ,500 > 50m 65, , , , , , ,000 Most CEOs have experieced some icrease i salary levels betwee ad CEOs of orgaisatios with icomes of 25m-49.99m ad >50m received the greatest year-o-year percetage icrease i salary (7.6% ad 12.9% respectively). The media CEO salary for the largest orgaisatios by icome i was 116,000 verses this year s media of 131,000. Leaders of orgaisatios with a turover of betwee 15m ad 24.99m experieced a 6% decrease i their salaries over the last 12 moths. CEO SALARY AND BENEFITS 11

12 CEO salary by umber of employees ad voluteers Not surprisigly, the more employees a orgaisatio has, the higher the CEO salary. The media salary of a chief executive leadig a orgaisatio with betwee 1 ad 9 staff is 43,186, a slight decrease o last year s figure of 44,869. Percetage of orgaisatios by umber of employees ad voluteers Employee ad Voluteer umbers Full-time employees Part-time employees Voluteers Noe 2% 3% 13% % 45% 23% % 16% 11% % 14% 15% % 10% 11% % 7% 9% % 4% 12% % 1% 5% % 0% 2% I orgaisatios with 1 9 employees the media salary is a decrease of almost 4% from the last survey (44,869) CEO salary by umber of employees Employee umbers Miimum quartile Media quartile Mea Media ,000 36,250 43,186 58,897 85,000 47, , ,000 40,000 47,500 62, ,000 52, , ,000 42,000 53,501 72, ,000 59, , ,000 49,000 60,000 73, ,000 64, , ,000 56,188 68,000 82, ,000 74, , ,000 68,000 78,000 95, ,000 82, , ,000 75,000 87,500 96, ,000 89, , ,000 86, , , , , ,500 CEO salary by umber of voluteers Voluteer umbers Miimum quartile Media quartile Mea Media Noe 20,800 44,363 61,595 82, ,000 67, , ,000 42,500 52,500 71, ,000 59, , ,000 44,250 55,824 74, ,150 60, , ,000 39,475 45,950 63, ,000 54, , ,400 43,500 60,704 75, ,000 60, , ,000 47,742 59,136 69, ,000 61, , ,000 53,063 60,800 77, ,000 66, , ,132 68,000 75,000 93, ,000 82, , ,000 81, , , , , , CEO SALARY AND BENEFITS

13 CEO salary by locatio of head office Media pay was highest for CEOs of orgaisatios with their head office i the Lodo at 70,000 ad lowest for those i Scotlad at 45,401 Respose levels for Lodo are back to their 2011 levels (ulike i whe they dropped to 25% from 32% i 2011 which reflected i a reduced Lodo media salary for ). North West 53,000 Norther Irelad 47,283 West Midlads 65,740 Scotlad 45,401 North East 49,000 Wales 63,760 South West 69,000 Yorkshire & Humber 54,000 South East 65,000 East Midlads 55,500 Easter Regio 61,500 Lodo 70,000 Regio Miimum quartile Media quartile Mea Media East Midlads 27,000 40,000 55,500 65, ,000 60, ,000 Easter Regio 25,000 41,000 61,500 70, ,000 59, ,000 Lodo 22,000 55,000 70,000 95, ,000 76, ,000 Norther Irelad 30,851 42,000 47,283 53,138 60,000 46, ,700 North East 32,663 42,450 49,000 67, ,000 56, ,849 North West 28,500 40,710 53,000 70, ,000 58, ,947 Scotlad 20,000 37,846 45,401 63,750 97,000 51, ,200 South East 17,000 48,000 65,000 80, ,000 68, ,873 South West 36,000 48,473 69,000 77, ,000 68, ,000 Wales 33,661 42,450 63,760 94, ,000 72, ,335 West Midlads 20,000 44,250 65,740 74, ,000 63, ,000 Yorkshire & Humber 27,000 42,500 54,000 74, ,000 59, ,530 CEO SALARY AND BENEFITS 13

14 CEO salary by the mai activity of the orgaisatio How orgaisatio operates Miimum quartile Media quartile Mea Media Accommodatio / housig 32,928 43,099 60,000 77, ,000 64, ,349 Advisory 29,400 40,750 53,521 70, ,400 58, ,500 Aimals 39,500 48,050 52,750 70, ,000 60, ,000 Arts / culture 36,000 49,350 57,500 72, ,350 62, ,228 Disability 36,884 48,703 64,500 79, ,000 69, ,015 Ecoomic / commuity / developmet / employmet 20,000 65,000 68,500 85,000 95,950 67, ,000 Educatio / traiig 20,800 43,272 56,000 75, ,000 64, ,000 Elderly, childre & youth 30,000 47,882 60,000 80, ,504 65, ,367 Eviromet / coservatio / heritage 32,500 42,000 52,500 64, ,000 56, ,000 Law 50,000 50, ,737 Medical / health / sickess 20,000 50,960 68,000 82, ,000 69, ,000 Overseas aid / famie relief 30,000 50,500 63,063 74, ,000 70, ,851 Professioal/Membership Associatio 17,000 48,089 62,744 83, ,000 73, ,000 Relief of poverty 31,328 43,154 62,000 72,700 80,371 57, ,250 Religious activities 37,385 45,648 49,000 58, ,000 56, ,000 Sport / recreatio 46,000 68,375 78,858 80,913 91,035 74, ,820 Other 25,000 40,934 52,000 74, ,000 60, , CEO SALARY AND BENEFITS

15 CEO salary by how the orgaisatio operates Almost two thirds (60%) of respodets orgaisatios provide services. While media CEO salaries do show some variatio betwee types of operatio, due to small umbers i each, may of these differeces are ot statistically sigificat. That said, the media salary of CEOs of umbrella orgaisatios is sigificatly lower at 44,650. How orgaisatio operates Miimum quartile Media quartile Mea Media Grat-makig - Idividuals 35,415 58,125 67,500 77, ,000 71, ,000 Grat-makig - Orgaisatios 33,000 59,249 70,000 83, ,000 75, ,250 Provides other fiace 46,000 60,250 70,514 82, ,000 71, ,960 Provides huma resources 20,800 32,700 45, , ,000 74, ,000 Provides buildigs/facilities/ope space 30,000 46,500 72,749 87, ,000 72, ,349 Membership Body / Associatio 22,000 47,400 60,000 80, ,000 67, ,228 Provides services 17,000 45,198 59,970 76, ,000 64, ,625 Sposors/udertakes research 33,500 48,500 52,000 82, ,000 64, ,000 Acts as a umbrella/resource/ support/cvs body 32,000 40,000 44,650 58, ,000 51, ,000 Research Istitute or 'Thik Tak' 50,000 63,700 81, , ,000 83, ,000 Campaiger / Advocate 37,500 46,594 64,180 78, ,000 68, ,000 Tradig 40,000 51,000 65,000 82, ,000 72, Other 20,000 40,549 50,598 60,500 90,580 52, ,200 CEO salary by the mai geographical focus The media salary of CEOs of local charities was 47,000 (a icrease of over 2% from ), perhaps reflectig the smaller icomes of these orgaisatios. The media salary level for leaders of iteratioal orgaisatios was slightly higher tha for atioal ad much higher tha regioal orgaisatios. The media salary of CEO s of local orgaisatios is sigificatly lower tha those with a wider focus. Mai geographical focus Miimum quartile Media quartile Mea Media Iteratioal 30,000 48,195 67, , ,000 75, ,500 Natioal 20,800 49,000 66,000 84, ,000 70, ,851 Regioal 17,000 45,450 56,000 72, ,000 60, ,000 Local 20,000 39,800 47,000 65, ,000 53, ,900 CEO SALARY AND BENEFITS 15

16 Pay trasparecy, salary reviews ad bouses This year, followig i-depth telephoe research with CEOs, we added a additioal respose of feel they are already trasparet for CEOs to choose whe aswerig this questio. Almost 30% of CEOs feel that salaries are already trasparet ad almost 40% of CEOs agree that they should be trasparet. Those who disagree have reduced i umbers from almost 19% of CEOs last year, to just uder 10% this year. Should there be more trasparecy about CEO salaries? Trasparecy about salary Yes No Not sure Feel they are already trasparet 29.7 Salary chages 50.2% of CEOs have had a salary icrease sice the last tax year (a icrease of just over 2% sice last year). Exteral salary scales used to determie CEO salary 57% of CEOs have had their salary, or salary icrease, determied by a exteral salary scale or other resource. Of these, 28.3% of respodets stated that the ACEVO Pay Survey was used. Resources listed were NCVO UK Civil Society Almaac, NHS Ageda for Chage, NJC3 for Local Govermet Services, Teachig Salary Scales, ACEVO Pay Survey, Civil Service Pay Guidace, Croer Salary Surveys ad JNC2 for Chief Executives of Local Authorities. If you have had a pay icrease, how has your salary bee icreased? Salary icrease I lie with iflatio Performace related icrease Other I 2011 we asked I the last year, was your salary icreased i lie with iflatio? Other respose icludes: bechmark, aligmet with sector/salary grade/scale icrease, ew role. Of those who had their salary icreased, almost 68% had their salary icreased i lie with iflatio. Did you egotiate your last salary? Salary egotiatio Yes No Other % of CEOs have had a salary icrease sice the last tax year 16 CEO SALARY AND BENEFITS

17 Frequecy of CEO salary reviews Just uder 60% of CEOs have aual reviews, however, a icreasig umber of CEOs (36.5%) are ot havig regular salary reviews. Is your salary reviewed regularly? Salary review Yes, aually Yes, other period No % of CEOs are ot havig regular salary reviews 18.3% of CEO respodets receive a bous Bouses 18.3% of CEO respodets receive a bous. Of those CEOs who receive bouses, over half (55%) receive a persoal performace related bous vs 33% receivig a orgaisatioal bous. A icreasig umber of CEOs are beig boused based o persoal performace. Other types of bous metioed iclude discretioary, oe off ad ot i cotract. Does your cotract make provisio for you to receive ay of the followig bouses? Type of bous Persoal performace related bous Orgaisatioal performace related bous If yes, what is the bous level? Bous level (persoal performace) Mea Miimum Media Media 6, ,000 30, ,000 % of salary Bous level (orgaisatioal performace) Mea Miimum Media Media 5, ,174 37, ,000 % of salary CEO SALARY AND BENEFITS 17

18 Hours Most (93.2%) CEOs remai full time, similar to last year s figure, with just 6.8% workig part-time. The majority of leaders (94.8%) have permaet cotracts. CEO cotract types Cotracts 2013 % % Permaet Fixed term Rollig Temporary iterim Temporary other/other CEO employmet hours Employmet hours Full-time Part-time Job share 0.2 Sickess paymets over ad above the statutory sick pay The majority of CEOs (71%) are ow etitled to paymets over ad above SSP. For those CEOs who are etitled to more tha Statutory Sick Pay, the most commo arragemet is for a period of full pay, followed by a period o half pay. For most CEOs, the media etitlemet is 13 weeks o full pay, followed by 12 weeks o half pay, compared to 12 weeks for both i our last survey. Are you etitled to ay paymet over ad above Statutory Sick Pay of if you are ill for more tha 28 weeks? Sickess paymets Yes No Level of pay etitlemet by umber of weeks Level of pay etitlemet Mea Miimum quartile Media quartile Media weeks weeks weeks weeks weeks weeks weeks Full pay Half pay Sick leave days take last tax year Sick leave days 2013 % % Noe to to to to weeks % of CEOs have ot take a sick leave day i the last tax year 18 CEO SALARY AND BENEFITS

19 Holidays CEO respodets are etitled to, o average, 27.6 days holiday a year (vs 27 i our last survey), but oly take, o average 23.5 days a year. CEOs holiday etitlemet vs actual days take Holidays Etitled to Take % % Up to 5 days to 10 days to 15 days to 20 days to 25 days to 30 days to 35 days to 40 days More tha 40 days Mea (days) O average CEOs use 23.5 days of their holiday etitlemet Aual CEO holiday etitlemet remais at 27.6 days o average sice the last survey CEO SALARY AND BENEFITS 19

20 Retiremet ad pesio schemes Pesio schemes Retiremet ages Normal retiremet age for pesio scheme 2013 % % 55 to to to Most CEOs (86.4%) are offered a pesio scheme; i a shift from last year, the most commo form of scheme this year is a persoal or stakeholder pesio pla (from 39.8% i to 52.2% i 2013). The media cotributio rates are still 7% for the employer ad ow 4% miimum for the employee plus a additioal cotributio by CEOs of 5%. Defied beefit or fial salary schemes are still rare, with 82.8% of CEOs ow provided with a defied cotributio or moey purchase pesio, a similar level to. Structure of pesio scheme Type of pesio scheme Pesio scheme % % % Compay/group scheme Persoal pla Local govermet pla Occupatioal pla Other Pesio scheme type % % % Defied beefit / fial salary scheme Defied cotributio / moey purchase of employers offer CEOs a pesio Pesio cotributio rates Mea Miimum quartile Media quartile % % % % % % Employer's cotributio CEO's cotributio: mi/required CEO's cotributio: additioal Pesio cotributio rates 20 CEO SALARY AND BENEFITS Media %

21 ABOUT THE CEO RESPONDENTS CEO respodets by ethicity As per the past two years, the overwhelmig majority of CEO respodets are white. Ethicity White Mixed Asia or British Asia Black or Black British Ay other ethic backgroud Prefer ot to say % of CEO respodets are of a white backgroud CEO educatio CEOs are almost twice as likely to have at least a bachelor s degree or higher tha the rest of the workforce i the sector, with 73% of the leaders who respoded qualified to degree level, compared to 38% for the volutary sector workforce (source: UK Volutary Sector Workforce Almaac 2013). What is your highest level of qualificatio? By % of respodets Qualificatio GCSEs or equivalet % of CEOs have some kid of postgraduate qualificatio icrease o levels AS ad A levels BTECs, OCR Natioals / Other vocatioal qualificatios NVQs Higher Natioal Certificates / Higher Natioal Diplomas Iteratioal Baccalaureate Diploma or equivalet Foudatio degree Bachelor's degree Postgraduate degree Doctorate/PhD Professioal Qualificatio i 10 have some form of professioal qualificatio (vs 1 i 6 i ) ABOUT THE CEO RESPONDENTS 21

22 Employmet history How log have you bee i your curret role? Legth of time i role < 1 year years years > 5 years % of CEOs have bee i post over five years Legth of time i role by geder Legth of time i role Male Basic Aual Salary Female Basic Aual Salary Pay gap Mea Media Mea Media % < 1 year 72,051 69,000 58,107 55,000 20% 1-3 years 71,969 67,000 63,126 52,740 21% 4-5 years 68,031 66,000 55,205 55,000 17% > 5 years 71,196 66,400 59,145 55,000 17% Pay gap calculated as a percetage of media male pay Career path 7.9% of CEOs were the fouders of their orgaisatio. Over 33% of CEOs have worked i a differet role withi their curret orgaisatio prior to becomig CEO ad of these, just uder 27% have bee promoted to CEO from withi the orgaisatio. Over two thirds have become CEO from other orgaisatios or sectors. 60.8% of CEOs are a trustee o a board for aother volutary orgaisatio. Have you held a seior positio? Seior positio Yes - i my last role Yes - i the past No Role i curret orgaisatio Third sector - other orgaisatio Public sector Private sector Are you the fouder of the orgaisatio? Are you a trustee or o the board of ay other volutary orgaisatio? Orgaisatio fouder Trustee o board of aother volutary orgaisatio Yes No Yes No ABOUT THE CEO RESPONDENTS

23 Other tha as a board member, do you take part i ay other voluteerig? Take part i voluteerig Yes No % of CEO respodets voluteer CEO Orgaisatios Two thirds of CEO respodets lead orgaisatios withi the 250k - 4,999,999 icome bads Number of CEOs by aual icome of orgaisatio Orgaisatio icome 2013 % % Less tha 50, , , , , , , ,000,000-4,999, ,000,000-14,999, ,000,000-24,999, ,000,000-49,999, ,000,000 or more TOTAL ABOUT THE CEO RESPONDENTS 23

24 Number of upaid voluteers (excludig trustees) Voluteers Noe Fewer orgaisatios have over 100 voluteers, 27.3% i 2013 compared to 29% i ad 32% i 2011 Percetage of CEOs by locatio of head office Scotlad 12% North East 4% Yorkshire & Humber 6% North West 6% East Midlads 3% Norther Irelad 5% Easter Regio 6% West Midlads 3% Lodo 34% Wales 1% South West 6% South East 15% 24 ABOUT THE CEO RESPONDENTS

25 Percetage of CEOs by the mai activity of orgaisatio Medical / Health / Sickess Elderly, Childre & Youth Educatio / Traiig Disability Accommodatio / Housig Advisory Professioal / Membership Associatio Eviromet / Coservatio / Heritage Arts / Culture Overseas Aid / Famie Relief Relief of Poverty Aimals Ecoomic / Commuity / Developmet / Employmet Sport / Recreatio Religious Activities Law Other 24% 13% 9% 8% 6% 5% 5% 4% 2% 2% 2% 2% 1% 1% 1% 0% 13% Percetage of CEOs by how the orgaisatio operates Provides services Membership Body / Associatio Umbrella/resource/support/CVS body Grat-makig - Orgaisatios Provides buildigs/facilities/ope space Tradig Grat-makig - Idividuals Research Istitute or Thik Tak Provides huma resources Sposors/udertakes research Other Provides other fiace 59% 12% 7% 6% 4% 3% 2% 2% 2% 1% 1% 1% ABOUT THE CEO RESPONDENTS 25

26 Appraisals, otice periods, recruitmet ad successio plas 73.2% of CEOs receive a regular appraisal of their performace ad objectives, though a otable proportio (26.8%) do ot. Appraisals are usually carried out by the chair of the orgaisatio, with some iput from the board, but just uder half (45.9%) of CEOs did ot aswer the board iput questio. Do you receive a regular appraisal of your performace objectives? Appraisal Yes - aual Yes - other frequecy No % of CEOs do ot receive a appraisal Do chairs appraise CEOs? Ad who cotributes towards the CEO appraisal? Appraiser Chair oly Chair plus others Trustees Aother Director Other Does the board cotribute towards your appraisal? Board iput Formally Iformally % % Yes No Do't kow No aswer CEO respodets idicate that there is more likely to be a successio pla i place for chairs tha CEOs or ay directors (51.1%, 26.7%, 37.2%). 73.3% of CEO respodets do ot have CEOs o their otice periods Most CEOs (69.5% of respodets) have a otice period of three to four moths. Notice period Successio plas i place for chair, CEO ad ay directors Successio pla for Chair CEO Ay directors Yes No Up to 2 moths to 4 moths to 10 moths to 20 moths to 30 moths More tha 30 moths % of CEOs do ot have a successio pla i place 26 ABOUT THE CEO RESPONDENTS

27 Job satisfactio The percetage of CEOs who scored very satisfied for their overall job satisfactio remaied the same as last year at just over 50%. Third sector leaders remai strogly committed to their orgaisatio s cause with 83.1% very satisfied with this aspect of their job. As i previous years, CEOs ted to be least satisfied with the work life balace their role offers. Satisfactio with aspects of the job Satisfactio with aspects of the job Very satisfied Somewhat satisfied Neither Somewhat dissatisfied Very dissatisfied very satisfied Salary Your orgaisatio's performace Employee beefits for self Job security for self Curret projects ad resposibilities Chair's performace Overall performace of your board Overall relatioship with your trustees Work-life balace Belief i the orgaisatio's cause Overall job satisfactio CEOs are least satisfied with their work-life balace 83% are very satisfied with their belief i their orgaisatio s cause ABOUT THE CEO RESPONDENTS 27

28 Recommed workig i the third sector to others This year 55% of third sector leaders said they would highly recommed workig i the sector, up from 41% last year. Recommed Highly recommed Recommed Would ot recommed Would discourage Other % of CEOs would highly recommed workig i the third sector Why work i the third sector? Most CEOs were attracted to workig i the sector by iterest i the specific role (56.1%), while 29.8% were attracted to the third sector s values. Attractio to workig i the third sector Job attractio Iterest i the specific job Third sector values Job satisfactio Work / life balace Other CEO optimism 81.6% of CEOs remai optimistic about the future of their orgaisatio Despite the curret challeges, CEOs are maagig to retai their optimism i total, 81.6% are either very optimistic or optimistic about the future of their orgaisatio, a small chage from the figure. Despite curret challeges how optimistic are you for the future of your orgaisatio? Level of optimism Very optimistic Optimistic Neither optimistic or pessimistic Pessimistic Very pessimistic ABOUT THE CEO RESPONDENTS

29 What are the most pressig challeges ad priorities for CEOs? Rather tha list every differet respose, we have aimed to give a overall impressio of the aswers by showig some of the most commo words used i the replies. The size of the words idicates the relative frequecy with which they were used. The shadig of the words is ot sigificat. ABOUT THE CEO RESPONDENTS 29

30 THE CHAIR AND THE BOARD I additio to CEOs, we also surveyed 135 chairs of third sector orgaisatios, some of whom worked withi the same orgaisatios as the CEOs. This sectio outlies the mai results relatig to the chair demographics. Chair geder Geder Male Female Distributio by age group Age group Just over two thirds of chairs are male Chairs ted to fall withi the age rage, with most still aroud chairs gave their geder. Of these, both male ad female chairs are more likely to be withi the bads. Almost 80% of respodig male chairs were aged ad 69% of respodig female chairs were aged As i, there were just two chairs uder 35. Chair by age ad geder 76% of chairs are aged years Geder Age group Male Female % % THE CHAIR AND THE BOARD

31 97.3% of chairs are of a white backgroud Ethicity Ethicity White Mixed 1.0 Asia or British Asia Black or Black British 0.9 Ay other ethic backgroud 1.0 Prefer ot to say Chair Impairmets Impairmet Yes No Prefer ot to say I this survey we asked whether chairs cosidered that they had ay oe of a list of impairmets list provided by the CAB. Examples give icluded; cerebral palsy, physical impairmet, dyslexia / dyspraxia, speech impairmet, metal health coditio curret or previous (e.g. depressio), blid or impaired visio, deaf or impaired hearig, wheelchair user, autism, learig difficulties, log-term medical coditio or illess (icludig aythig for which you take regular prescribed medicatio or eed regular medical treatmet e.g. diabetes, cacer, epilepsy, asthma etc.) THE CHAIR AND THE BOARD 31

32 Chair educatio ad employmet history Highest academic achievemet 2013 % % GCSEs or equivalet AS ad A levels BTECs, OCR Natioals ad other vocatioal qualificatios 2.9 NVQs 1.0 Higher Natioal Certificates or Higher Natioal Diplomas Iteratioal Baccalaureate Diploma or equivalet Foudatio degree Bachelor s degree Postgraduate degree Doctorate/PhD Professioal qualificatio Just uder 40% of chairs have some kid of postgraduate qualificatio 43.6% of chairs are ivolved i other third sector orgaisatios. Almost 1 i 4 have some form of professioal qualificatio Sector Yes No Would like to be Third sector Public sector Private sector How log have you bee i your curret role? Legth of time i post Less tha a year years years years Are you the fouder of the orgaisatio? Fouder of orgaisatio Yes No THE CHAIR AND THE BOARD

33 The chair ladscape We asked chairs to rak the most importat factors for their orgaisatios success, with oe beig the most importat factor ad seve beig the least. Chairs feel that a well performig SMT ad fudig are icreasigly importat factors for the orgaisatios success (vs ) as well as strategic directio. Traiig ad legislatio are o average, raked the least importat factors. Factors importace to success of orgaisatio 2013 Mea rak (scale 1-7) Well-performig executive / seior maagemet team Strategic directio Fudig Goverace Staff issues Traiig Legislatio What are the most importat factors affectig the success of your orgaisatio? THE CHAIR AND THE BOARD 33

34 What are the most pressig challeges ad priorities for chairs? Rather tha list every differet respose, we have aimed to give a overall impressio of the aswers by showig some of the most commo words used i the replies. The size of the words idicates the relative frequecy with which they were used. The shadig of the words is ot sigificat. 34 THE CHAIR AND THE BOARD

35 Trustees How may trustees are o your board? Number of trustees Geder Male Female All % Noe to to to to to to More tha Mea (cout) % of trustees are from the private sector 40% of trustees are retired or ot workig How may of your trustees are from the followig sectors? 63% of trustees are male Number of trustees Sector Private Public Third Retired / ot workig % Noe to to to to to to More tha Mea (cout) Do you have trustees belogig to ay of the followig ethic groups? Ethicity White Mixed Asia or British Asia Black or Black British Ay other ethic backgroud Prefer ot to say % of boards have at least oe trustee with a impairmet THE CHAIR AND THE BOARD 35

36 Chair, trustee ad CEO recruitmet 22.4% of chairs feel that the most difficult trustee role to recruit for is treasurer. Just uder 50% of chairs ever had a problem recruitig trustees. Persoal cotacts are (as per ) the most likely method of trustee recruitmet ad the chair still teds to be elected from the trustees. Methods of recruitmet used for the chair ad trustees Methods for recruitig Chair Trustees % % Recruitmet adverts Recruitmet Cosultats Persoal cotacts Word of mouth Cotacts with other orgaisatios Elected from amogst trustees Elected from membership Other % of chairs feel that the most difficult role to recruit for is Treasurer Trustee iductio 97% of orgaisatios have a iductio pla for trustees Other icludes away days/ iductio days/tour of services/ visits to our 2 homes, provisio of all policies ad procedures, access to iteral ad olie traiig, copy of memoradum & articles, reports ad documets, job descriptio ad appraisal process. Activities udertake i the trustee iductio process (more tha oe could be selected) % Meetig the board 92.1 Meetig seior executives 95.3 Meetig other staff [or voluteers or users] 71.7 Providig a copy of statutory accouts 94.5 Providig a copy of the impact report 32.3 Providig a copy of the Goverig documet/ trustee maual 89 Providig a copy of the Code of Good Goverace 73.2 Other 7.9 Trustee expeses ad remueratio Oly 12.7% of the chairs orgaisatios remuerate trustees above expeses. Total amout spet o trustee expeses i the last tax year Miimum quartile Media quartile All ,911 85,000 4, Mea 36 THE CHAIR AND THE BOARD

37 CEO ad chair satisfactio with the board s diversity Satisfactio with board's diversity i terms of... CEO Chair % % Age Skill set Experiece ad kowledge Variety of geeral views / outlooks Geder Ethicity Sexual orietatio Disability Religio / faith What are the term limits for your board? Term limits for board No term limits to 3 years to 5 years More tha 5 years Board appraisals Do you appraise the performace of your board or coduct a skills audit? Appraise board or coduct skills audit Yes - aually Yes - other frequecy No Which of the followig models do chairs use to appraise the board? (Respodets could select more tha oe model) Models used for board appraisal ACEVO Goverace Review Service Charity Trustee Network Idividual trustee iterviews with the chair Self-assessmet Other CEOs are much less likely to be satisfied with the board s diversity i terms of their experiece ad geeral views/outlook compared to chairs The percetage of boards with o term limits has decreased from 17% i our last survey to 15% this year Over 80% appraise the performace of the board or coduct a skills audit THE CHAIR AND THE BOARD 37

38 How may years have chairs bee formally appraisig the performace of their board? Number of years formally appraisig board Less tha 1 year years years years More tha 7 years Reasos for ot havig a board appraisal system i place Reasos for ot havig board appraisal system Uable to get buy-i from other board members Do ot thik there is a eed for it No pressure from key stakeholders Do ot wat to chage the status quo Uable to get buy-i from staff Apprehesio to chage Resources Other Do ot kow of a suitable system/process Goverace Are you aware of the Code of Good Goverace for the Volutary Sector? Code of Good Goverace Yes, implemetig it Yes, but ot implemetig it No, ot aware of it I the last two years, have you made ay sigificat chage to the goverig structure of the orgaisatio? Sigificat chages to goverig structure Yes No If chairs made chages to the goverig structure, what chages were implemeted? Chages to the goverig structure Chages i the orgaisatio s missio Chages to the size ad structure of the board Remuerate board members above their expeses Chagig people o the board Other THE CHAIR AND THE BOARD

39 THE SENIOR MANAGEMENT TEAM The majority of seior maagemet teams (77.2%) cosist of 3-5 staff. 11% of orgaisatios with fewer tha 10 staff do ot have a maagemet team. Most orgaisatios (56%) with more tha 1,000 employees have a SMT cosistig of 6-10 staff. Size of seior maagemet team by umber of full-time employees Size of seior maagemet team (excludig CEO) Number of full-time employees Noe Noe Number of staff i seior maagemet team by orgaisatio size Size of seior maagemet team (excludig CEO) Small <1m Medium 1m-5m Orgaisatio size Large >5m 2013 All All % % Noe % of seior maagemet teams cosist of 3-5 staff ad a CEO THE SENIOR MANAGEMENT TEAM 39

40 Seior maagers salary rages Job title Miimum quartile Media quartile Mea Media Deputy CEO 23,000 38,952 49,000 64, ,504 52, ,410 Operatios Director 18,500 35,000 45,000 60, ,000 49, ,179 HR Director 15,000 39,398 47,679 62, ,000 50, ,500 Fudraisig Director 10,000 37,052 45,546 64, ,000 51, ,000 Commuicatios / Marketig / PR Director 19,000 33,000 40,000 54, ,000 45, ,000 Programme / Services Director 14,000 33,000 41,000 55, ,000 46, ,584 Fiace Director 10,000 37,445 49,000 65, ,000 51, ,500 Policy ad Research Director 24,500 37,698 49,457 70,700 95,000 54, ,000 Corporate Services Director 23,000 35,681 46,180 65, ,000 54, ,000 Developmet Director 21,500 37,573 47,355 63,500 90,000 50, ,520 Medical Director 24,000 61,440 79,520 92, ,000 79, ,000 Membership Director 25,000 39,358 50,000 58,000 82,000 49, ,000 Commercial Director 26,286 40,200 50,000 73, ,000 58, ,500 Compay Secretary 16,700 31,860 40,000 55,250 85,000 44, ,000 Other SMT role 19,000 30,000 42,000 55, ,000 45, , THE SENIOR MANAGEMENT TEAM

41 Seior maager role by geder ad salary While 55% of CEOs were male, females were i the majority (55.5%) of the SMT roles i the orgaisatios surveyed. For all of the posts i our survey, the majority of roles were filled by wome, with the exceptio of: Commercial Directors ad Developmet Directors (as i ) also other SMT roles ad Fiace Directors. Job title by geder Comparig the media salary by geder for all of the roles i our survey, female SMT members eared 11% less o average tha males with Corporate Services Directors earig over 30% less tha their male couterparts ad female Deputy CEOs earig over 18% less. The oly SMT roles i which wome eared more tha their male couterparts were Policy ad Research Directors ad other SMT roles despite wome holdig the miority of other SMT posts. Seior Maagemet Team by geder Job title % split Media salary Male Female Male Female Pay gap % Deputy CEO ,000 45, Operatios Director ,000 44, HR Director ,000 47, Fudraisig Director ,092 45, Commuicatios / Marketig / PR Director ,464 40, Programme / Services Director ,000 40, Fiace Director ,000 45, Policy ad Research Director ,790 53, Corporate Services Director ,000 45, Developmet Director ,540 47, Medical Director ,818 76, Membership Director ,000 46, Commercial Director ,000 50, Compay Secretary ,000 40, Other SMT role ,000 42, All SMT roles ,000 45, Pay gap calculated as a percetage of media male salary THE SENIOR MANAGEMENT TEAM 41

42 Seior maagers salary by orgaisatio size Deputy CEO Miimum quartile Media quartile Mea Media Small (<1m) 23,000 30,888 36,793 43,750 70,394 38, ,000 Medium (1mto <5m) 28,000 42,000 49,000 59,232 79,000 50, ,026 Large (>=5m) 33,500 55,000 66,740 80, ,504 69, ,500 All resposes 23,000 38,952 49,000 64, ,504 52, ,410 Operatios Director Miimum quartile Media quartile Mea Media Small (<1m) 21,000 29,673 33,000 36,000 56,454 33, ,500 Medium (1m to <5m) 25,000 36,000 42,000 52,000 95,000 44, ,500 Large (>=5m) 18,500 49,630 61,378 75, ,000 64, ,184 All resposes 18,500 35,000 45,000 60, ,000 49, ,179 HR Director Miimum quartile Media quartile Mea Media Small (<1m) 21,000 28,500 34,000 35,750 39,530 31, ,875 Medium (1m to <5m) 15,000 32,000 38,961 45,000 70,000 39, ,000 Large (>=5m) 25,000 45,000 55,000 65, ,000 56, ,000 All resposes 15,000 39,398 47,679 62, ,000 50, ,500 Fudraisig Director Miimum quartile Media quartile Mea Media Small (<1m) 16,000 28,000 35,000 40,000 55,000 34, ,000 Medium (1m to <5m) 26,000 36,603 42,000 48, ,000 44, ,000 Large (>=5m) 10,000 50,000 63,000 75, ,000 63, ,000 All resposes 10,000 37,052 45,546 64, ,000 51, , THE SENIOR MANAGEMENT TEAM

43 Commuicatios / Marketig / PR Director Miimum quartile Media quartile Mea Media Small (<1m) 19,000 27,250 30,431 35,750 51,000 32, ,500 Medium (1m to <5m) 19,000 34,000 40,000 53,500 90,000 43, ,000 Large (>=5m) 24,000 42,000 48,000 75, ,000 55, ,000 All resposes 19,000 33,000 40,000 54, ,000 45, ,000 Fiace Director Miimum quartile Media quartile Mea Media Small (<1m) 10,000 26,000 30,503 36,000 60,000 31, ,500 Medium (1m to <5m) 25,000 37,000 45,000 53,349 85,000 46, ,000 Large (>=5m) 17,837 51,375 63,000 76, ,000 64, ,000 All resposes 10,000 37,445 49,000 65, ,000 51, ,500 Policy ad Research Director Miimum quartile Media quartile Mea Media Small (<1m) 24,500 31,000 35,000 40,000 49,457 36, ,000 Medium (1m to <5m) 28,000 36,849 45,000 61,500 79,000 48, ,500 Large (>=5m) 28,000 60,000 72,000 86,479 95,000 70, ,000 All resposes 24,500 37,698 49,457 70,700 95,000 54, ,000 Corporate Services Director Miimum quartile Media quartile Mea Media Small (<1m) 23,000 29,427 30,426 37,713 49,157 33, ,600 Medium (1m to <5m) 30,000 33,000 39,000 45,000 57,000 39, ,500 Large (>=5m) 31,000 58,000 65,000 75, ,000 70, ,000 All resposes 23,000 35,681 46,180 65, ,000 54, ,000 THE SENIOR MANAGEMENT TEAM 43

44 Developmet Director Miimum quartile Media quartile Mea Media Small (<1m) 21,500 26,537 31,000 34,665 47,169 32, ,146 Medium (1m to <5m) 28,750 40,090 49,000 58,750 85,000 50, ,500 Large (>=5m) 35,003 48,110 66,000 70,250 90,000 62, ,000 All resposes 21,500 37,573 47,355 63,500 90,000 50, ,520 Medical Director Miimum quartile Media quartile Small (<1m) 24,000 55,864 75,561 96, ,000 76,781 4 Mea Media Medium (1m to <5m) 30,000 45,000 73,000 95, ,000 75, ,000 Large (>=5m) 38,000 65,000 80,000 90, ,000 82, ,000 All resposes 24,000 61,440 79,520 92, ,000 79, ,000 Membership Director Miimum quartile Media quartile Mea Media Small (<1m) 25,000 29,500 33,000 36,029 39,116 32, ,000 Medium (1m to <5m) 30,000 45,000 50,000 55,000 65,000 48, ,000 Large (>=5m) 39,600 50,000 68,000 73,250 82,000 62, ,000 All resposes 25,000 39,358 50,000 58,000 82,000 49, ,000 Commercial Director Miimum quartile Media quartile Mea Media Small (<1m) 28,000 30,000 32,000 35,000 38,000 32, ,000 Medium (1m to <5m) 26,286 35,000 42,500 48,750 60,000 41, ,000 Large (>=5m) 40,000 50,688 69,000 93, ,000 72, ,000 All resposes 26,286 40,200 50,000 73, ,000 58, , THE SENIOR MANAGEMENT TEAM

45 Compay Secretary Miimum quartile Media quartile Mea Media Small (<1m) 16,700 20,525 24,350 28,175 32,000 24, ,000 Medium (1m to <5m) 26,000 28,000 33,000 38,961 40,000 33, ,000 Large (>=5m) 31,440 50,000 55,000 65,000 85,000 55, ,000 All resposes 16,700 31,860 40,000 55,250 85,000 44, ,000 Other SMT role Miimum quartile Media quartile Mea Media Small (<1m) 19,000 24,000 29,250 36, ,000 36, ,000 Medium (1m to 5m) 25,000 34,549 42,000 54,000 90,000 44, ,500 Large (>5m) 22,000 45,500 55,000 64,000 95,000 57, ,000 All resposes 19,000 30,000 42,000 55, ,000 45, ,079 THE SENIOR MANAGEMENT TEAM 45

46 Seior maagers salary by how the orgaisatio operates Deputy CEO Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 32,925 45,731 52,500 63,000 87,000 56, ,000 Grat-makig - orgaisatios 33,000 42,078 50,000 56,926 75,138 51, ,000 Provides other fiace 70,000 70, ,500 Provides huma resources 29,000 29,000 1 Provides buildigs / facilities / ope space 30,000 33,000 50,000 72,000 87,000 54, ,500 Membership Body / Associatio 31,000 42,250 53,500 64,438 90,000 53, ,000 Provides services 23,000 38,943 48,000 65, ,504 52, ,000 Sposors / udertakes research 51,750 51,750 2 Acts as a umbrella / resource / support / CVS body 29,000 35,000 38,000 47,648 79,000 41, ,000 Research Istitute or 'Thik Tak' 44,000 46,000 60,000 70,000 75,000 59, ,000 Campaiger / Advocate 32,000 48,750 60,000 62,297 80,000 56, ,000 Tradig 49,500 52, ,000 68,625 4 Other 94,701 94, ,000 All resposes 23,000 38,952 49,000 64, ,504 52, ,410 Operatios Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 30,850 32,925 35,000 52,500 70,000 45, ,000 Grat-makig - orgaisatios 30,000 40,805 49,500 64,875 90,000 54, ,755 Provides other fiace 0 45,000 Provides huma resources 29,000 45, ,000 63,000 3 Provides buildigs / facilities / ope space 34,000 45,000 46,000 61,250 70,000 51, ,000 Membership Body / Associatio 25,000 33,500 40,000 53,000 95,000 46, ,453 Provides services 18,500 35,098 45,000 59, ,000 49, ,286 Sposors / udertakes research 45,000 45, ,000 Acts as a umbrella / resource / support / CVS body 28,000 35,000 40,000 34, ,000 Research Istitute or 'Thik Tak' 36,000 40,500 60,000 44, ,000 Campaiger / Advocate 26,000 40,250 46,000 79, ,000 59, ,000 Tradig 32,000 37,500 45,000 71,500 94,000 55,571 7 Other 51,794 51, ,623 All resposes 18,500 35,000 45,000 60, ,000 49, , THE SENIOR MANAGEMENT TEAM

47 HR Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 45,000 45, ,000 Grat-makig - orgaisatios 30,000 38,322 51,548 64,750 73,000 51, ,000 Provides other fiace 0 59,670 Provides huma resources 102, ,000 1 Provides buildigs / facilities / ope space 63,500 63, ,500 Membership Body / Associatio 21,000 45,000 65,000 46, ,750 Provides services 15,000 38,856 47,000 61,271 96,000 49, ,000 Sposors / udertakes research 0 30,000 Acts as a umbrella / resource / support / CVS body 50,000 50,000 1 Research Istitute or 'Thik Tak' 65,000 65,000 1 Campaiger / Advocate 27,000 59,721 90,000 58, ,000 Tradig 42,500 42,500 1 Other 65,980 65, ,500 All resposes 15,000 39,398 47,679 62, ,000 50, ,500 Fudraisig Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 38,000 41,500 45,000 72, ,000 61,000 3 Grat-makig - orgaisatios 32,000 41,096 55,000 75,000 95,000 58, ,500 Provides other fiace 0 75,000 Provides huma resources 10,000 10, ,000 Provides buildigs / facilities / ope space 28,000 32,090 38,227 44,750 50,000 38, ,000 Membership Body / Associatio 28,000 28, ,285 Provides services 16,000 37,603 45,000 63, ,000 50, ,627 Sposors / udertakes research 55,000 55, ,000 Acts as a umbrella / resource / support / CVS body 25,000 52, ,000 57, ,752 Research Istitute or 'Thik Tak' 35,000 35, ,000 Campaiger / Advocate 36,000 45,000 60,000 85, ,000 65, ,285 Tradig 0 Other 45,000 45, ,000 All resposes 10,000 37,052 45,546 64, ,000 51, ,000 THE SENIOR MANAGEMENT TEAM 47

48 Commuicatios / Marketig / PR Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 30,000 30, ,500 Grat-makig - orgaisatios 29,000 38,750 44,000 48,500 60,000 43, ,500 Provides other fiace 0 64,750 Provides huma resources 81,500 81,500 2 Provides buildigs / facilities / ope space 50,000 50, ,000 Membership Body / Associatio 26,500 35,000 46,900 55,500 90,000 47, ,750 Provides services 19,000 31,426 36,000 45,335 86,700 40, ,250 Sposors / udertakes research 49,000 49, ,000 Acts as a umbrella / resource / support / CVS body 25,000 43,500 45,000 39, ,000 Research Istitute or 'Thik Tak' 53,000 53, ,000 Campaiger / Advocate 27,000 42,750 55,000 80,550 87,000 58, ,285 Tradig 40,537 40,537 2 Other 40,000 40, ,000 All resposes 19,000 33,000 40,000 54, ,000 45, ,000 Programme / Services Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 60,000 60, ,500 Grat-makig - orgaisatios 30,000 41,096 45,000 50,000 95,000 49, ,000 Provides other fiace 31,000 31,000 1 Provides huma resources 90,000 91,250 92,500 93,750 95,000 92,500 2 Provides buildigs / facilities / ope space 32,000 60,000 70,000 54, ,506 Membership Body / Associatio 45,000 52,188 53,875 55,000 65,000 54, ,500 Provides services 14,000 33,000 38,500 50, ,000 44, ,000 Sposors / udertakes research 0 55,000 Acts as a umbrella / resource / support / CVS body 22,900 33,000 34,251 42,683 49,850 36, ,500 Research Istitute or 'Thik Tak' 39,000 39, ,000 Campaiger / Advocate 26,000 40,500 50,000 68,093 87,000 54, ,000 Tradig 38,250 38,250 2 Other 42,000 42, ,000 All resposes 14,000 33,000 41,000 55, ,000 46, , THE SENIOR MANAGEMENT TEAM

49 Fiace Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 40,000 50,000 87,000 59, ,000 Grat-makig - orgaisatios 21,000 43,161 48,000 55,000 95,000 51, ,307 Provides other fiace 33,500 36,000 70,000 46, ,000 Provides huma resources 19,000 74,000 95,000 62, ,000 Provides buildigs / facilities / ope space 46,195 56,250 60,500 67,750 85,000 62, ,000 Membership Body / Associatio 26,000 38,000 52,750 63,000 85,000 52, ,000 Provides services 10,000 37,945 48,000 60, ,000 51, ,000 Sposors / udertakes research 52,000 52, ,000 Acts as a umbrella / resource / support / CVS body 28,000 30,000 35,000 50,253 85,000 42, ,253 Research Istitute or 'Thik Tak' 69,000 69, ,000 Campaiger / Advocate 27,000 45,000 55,000 65,886 90,000 57, ,000 Tradig 25,000 32,247 42,500 70, ,000 55,713 7 Other 39,000 43,911 74,276 52, ,000 All resposes 10,000 37,445 49,000 65, ,000 51, ,500 Policy ad Research Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 28,000 65,000 92,000 61, ,000 Grat-makig - orgaisatios 29,000 75,000 90,000 64, ,000 Provides other fiace 0 Provides huma resources 0 Provides buildigs / facilities / ope space 0 40,978 Membership Body / Associatio 30,000 40,000 55,000 72,000 95,000 58, ,500 Provides services 28,000 37,900 45,000 63,000 95,000 54, ,750 Sposors / udertakes research 30,000 30, ,000 Acts as a umbrella / resource / support / CVS body 24,500 45,000 65,000 44, ,000 Research Istitute or 'Thik Tak' 35,000 65,000 70,000 56, ,000 Campaiger / Advocate 32,000 47,093 50,229 64,261 85,000 55, ,785 Tradig 36,349 36,349 2 Other 0 52,000 All resposes 24,500 37,698 49,457 70,700 95,000 54, ,000 THE SENIOR MANAGEMENT TEAM 49

50 Corporate Services Director Miimum Quartile Media Quartile Mea Grat-makig - idividuals 75,000 75,000 1 Grat-makig - orgaisatios 50,386 50,386 2 Provides other fiace 30,000 30,000 1 Provides huma resources 0 Media Provides buildigs / facilities / ope space 0 Membership Body / Associatio 30,000 30,000 32,000 40,000 58,000 38, ,000 Provides services 23,000 43,948 48,000 68, ,000 57, ,000 Sposors / udertakes research 0 38,000 Acts as a umbrella / resource / support / CVS body 37,500 37, ,500 Research Istitute or 'Thik Tak' 45,000 45,000 1 Campaiger / Advocate 86,000 86,000 2 Tradig 39,000 39,000 1 Other 0 55,000 All resposes 23,000 35,681 46,180 65, ,000 54, ,000 Developmet Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 50,000 50, ,000 Grat-makig - orgaisatios 28,750 47,000 85,000 53, ,000 Provides other fiace 45,000 45, ,000 Provides huma resources 90,000 90,000 1 Provides buildigs / facilities / ope space 40,000 55,000 85,000 60, ,000 Membership Body / Associatio 25,716 36,250 43,770 59,135 75,000 47, ,050 Provides services 22,000 40,000 48,000 63,000 90,000 49, ,179 Sposors / udertakes research 63,000 63, ,000 Acts as a umbrella / resource / support / CVS body 21,500 30,000 33,000 48,585 65,000 39, ,745 Research Istitute or 'Thik Tak' 50,500 50, ,000 Campaiger / Advocate 50,000 50, ,000 Tradig 62,500 62,500 2 Other 57,452 57, ,573 All resposes 21,500 37,573 47,355 63,500 90,000 50, , THE SENIOR MANAGEMENT TEAM

51 Medical Director Miimum Quartile Media Quartile Grat-makig - idividuals 30,000 30,000 1 Grat-makig - orgaisatios 0 Provides other fiace 0 Mea Media Provides huma resources 0 Provides buildigs / facilities / 0 ope space Membership Body / Associatio 84,477 84,477 2 Provides services 24,000 61,440 81, , ,000 81, ,000 Sposors / udertakes research 0 Acts as a umbrella / resource / support / CVS body 0 Research Istitute or 'Thik Tak' 0 Campaiger / Advocate 65,000 65,000 1 Tradig 0 Other 0 All resposes 24,000 61,440 79,520 92, ,000 79, ,000 Membership Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 0 Grat-makig - orgaisatios 55,000 55,000 1 Provides other fiace 0 Provides huma resources 0 Provides buildigs / facilities / ope space 0 Membership Body / Associatio 30,000 41,750 51,000 65,750 82,000 52, ,000 Provides services 25,000 46,500 50,000 42, ,000 Sposors / udertakes research 0 Acts as a umbrella / resource / support / CVS body 39,358 39, ,750 Research Istitute or 'Thik Tak' 0 Campaiger / Advocate 0 Tradig 0 Other 0 All resposes 25,000 39,358 50,000 58,000 82,000 49, ,000 THE SENIOR MANAGEMENT TEAM 51

52 Commercial Director Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 0 Grat-makig - orgaisatios 80,500 80,500 2 Provides other fiace 0 Provides huma resources 38,000 38,000 1 Provides buildigs / facilities / ope space 50,000 50,000 1 Membership Body / Associatio 32,000 37,700 52,750 68, ,000 56, ,000 Provides services 26,286 43,000 50,000 76, ,000 59, ,500 Sposors / udertakes research 0 Acts as a umbrella / resource / support / CVS body 0 Research Istitute or 'Thik Tak' 0 Campaiger / Advocate 28,000 28, ,000 Tradig 68,000 68,000 2 Other 0 70,000 All resposes 26,286 40,200 50,000 73, ,000 58, ,500 Compay Secretary Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 28,000 28, ,000 Grat-makig - orgaisatios 40,000 50,000 70,000 52,500 4 Provides other fiace 0 Provides huma resources 50,000 50,000 1 Provides buildigs / facilities / ope space 0 35,000 Membership Body / Associatio 32,000 46,905 55,000 45, ,000 Provides services 16,700 30,000 38,000 50,000 85,000 41, ,085 Sposors / udertakes research 0 Acts as a umbrella / resource / support / CVS body 0 54,309 Research Istitute or 'Thik Tak' 0 40,000 Campaiger / Advocate 65,000 65,000 1 Tradig 0 Other 0 28,750 All resposes 16,700 31,860 40,000 55,250 85,000 44, , THE SENIOR MANAGEMENT TEAM

53 Other SMT role Miimum Quartile Media Quartile Mea Media Grat-makig - idividuals 0 39,000 Grat-makig - orgaisatios 24,000 33,000 35,000 31, ,000 Provides other fiace 28,000 28, ,000 Provides huma resources 72,500 72, ,000 Provides buildigs / facilities / ope space 39,425 39, ,818 Membership Body / Associatio 27,000 33,158 35,500 53,500 57,000 41, ,600 Provides services 19,000 29,250 42,000 56, ,000 45, ,750 Sposors / udertakes research 30,000 30,000 1 Acts as a umbrella / resource / support / CVS body 24,000 26,000 49,000 58, ,000 51, ,500 Research Istitute or 'Thik Tak' 65,000 65, ,000 Campaiger / Advocate 27,000 30,000 38,240 62,500 69,690 45, ,000 Tradig 35,000 40,000 93,000 56,000 3 Other 0 34,073 All resposes 19,000 30,000 42,000 55, ,000 45, ,079 THE SENIOR MANAGEMENT TEAM 53

54 ABOUT THE PAY SURVEY ACEVO Pay Survey The data i this report is based o the ACEVO Pay Survey 2013/2014, which collects iformatio from Chief Executive Officers (CEOs) of orgaisatios i the third sector ad from chairs of boards of trustees of orgaisatios i the third sector. The survey was set out i Jue 2013 ad the last resposes were received by August All members of ACEVO were set self-completio questioaires ad give a choice of completig o paper or olie. Differet questioaires were set out to CEOs ad chairs. ACEVO member CEOs were also set the chair self-completio survey ad ivitatio to pass to the chair of their orgaisatio. All ACOSVO ad C03 members were ivited to complete the survey olie. There were 678 resposes from CEOs ad 135 from chairs, 813 i total. The majority of the respose (80%) was to the olie versio of the questioaire. I, the sample comprised 78% of CEOs ad 22% of chairs, i 2013 (this latest survey) the sample comprised 83% of CEOs ad 17% of chairs. Sample The sample was draw from ACEVO, ACOSVO ad CO3 members ad their respective chairs. Membership is held by idividuals rather tha orgaisatios.together, these three orgaisatios have a good spread of members across the differet parts of the third sector i Eglad, Scotlad ad Wales so, although strictly speakig the sample is represetative oly of the members, the survey provides a reasoably accurate picture of the sector as a whole. The third sector has a high proportio of small orgaisatios (83% with a icome of 100k or less), may of which may ot have a positio of CEO, ad those orgaisatios are uder-represeted amog the membership ad similarly the survey sample. However, while umerous they accout for oly a small proportio (6%) of total sector icome. (source: NCVO UK Civil Society Almaac ). The questios The CEO questioaire asked for iformatio about the CEO s salary ad other terms ad coditios of employmet (hours, sick pay, holidays, pesio ad other beefits); appraisal ad review arragemets; job satisfactio ad persoal developmet. It also asks about the board ad seior maagemet team ad their pay, goverace, recruitmet ad successio plaig, ad some details of the orgaisatio such as locatio, focus, activity, icome, size ad umber of employees ad voluteers. Fially it also asks about spedig cuts ad curret challeges. The chairs questioaire asked about iductio ad recruitmet of trustees, trustee expeses ad remueratio (where applicable), CEO recruitmet, CEO appraisals, Goverace, board appraisals ad term limits, success factors ad demographic characteristics of chairs. Data checkig, editig ad aalysis Data etry from paper questioaires uderwet a series of validity checks whe beig keyed. Oce it was keyed, the data was checked for ay apparet aomalies ad origial questioaires refereced for cofirmatio of ay required correctios.the data from the paper questioaires ad olie resposes were the merged ito a sigle data file. Further checks were udertake o the combied dataset. These checks icluded the idetificatio of ay possible outlier values resultig from reportig/recordig errors ad respose icosistecies betwee questios. Obvious errors were removed from the data as appropriate. Percetages used throughout the report are calculated as the proportio of resposes agaist a base excludig those respodets who did ot aswer that particular questio. Percetage profiles i tables ad charts may ot add up to exactly 100% due to roudig. 54 ABOUT THE PAY SURVEY

55 The mai focus of aalysis o salary (ad other scale) data is o media values. Media values provide a measure that is less sesitive tha meas to extreme values (either high or low). The data tables also show the actual umber of respodets show i the colum headed up. The commetary geerally highlights oly those differeces that are statistically sigificat (95% cofidece iterval). A rage of tests have bee used to determie this, icludig: t-tests, chi-square, Fisher Exact test ad aalysis of variace o biomial ad multiomial resposes; Wilcoxo rak sum test (sometimes referred to as the Ma-Whitey test) o scaled resposes such as salaries. Due to small subsamples year o year figures ca sometimes appear to shift a great deal. Commetig o these as real chages i the report ca be misleadig ad udermie cofidece. Throughout i the tables percetage chages are ot show for sample sizes of less tha 10 ad dashes represet either: data does ot exist (for example whe questio chaged); small subsample; or respose is zero. Glossary Media - The mid-poit o a raked scale of salaries so that half of the salaries are above ad half below. Medias have ot bee calculated for sigle resposes, but the value is show i the media colum of the tables. Word clouds - Some questios i this survey allowed a ope respose. Rather tha list every differet respose, we have aimed to give a overall impressio of the aswers by showig some of the most commo words used i the replies. The size of the words idicates the relative frequecy with which they were used. The shadig of the words is ot sigificat. Quartiles - Quartiles are the poits o a raked scale of salaries at which the top ad bottom 25% ca be separated from the sample. Quartiles have ot bee calculated o samples with fewer tha five resposes. Ackowledgemets Respodets This report would ot have bee possible without the cotributios of those who took part i the survey. We appreciate how busy you are ad we thak you for takig the time to complete the survey. Atteti This publicatio would ot have bee possible without the geerous support of our sposors, Atteti who provide a cost effective, tailored executive recruitmet service for the third sector. To fid out more about the differet ways they ca help, please visit their website or call David Fieldig, Hayley Clark, Jim Baks or Ae Hayde-Ives o Survey desig ad maagemet BatchelorClark have bee a research parter of ACEVO for the past five years. BatchelorClark is a boutique market research agecy that specialises i more thoughtful qualitative research ad more actioable brad isights for the third sector. For more iformatio please cotact Miriam at Miriam@batchelorclark.co.uk or call or visit Data aalysis NEMS Market Research udertook the implemetatio of the paper-based self-completio questioaires, as well as the data processig ad aalysis of all resposes. NEMS is a full-service market research agecy specialisig i quatitative research. They udertake research for a broad rage of private, public ad third sector cliets. For more iformatio cotact Geoff Sigges at geoff@emsmr.co.uk, call or visit Report desig ad artworkig This report was desiged ad artworked by Philip Eglish. For further iformatio visit ABOUT THE PAY SURVEY 55

56 ACEVO is the Associatio of Chief Executives of Volutary Orgaisatios. For over 25 years our expert team have supported ad represeted thousads of charity leader members. We promote a moder, eterprisig third sector, ad call upo orgaisatios to be: Professioal ad passioate i achievig chage ad deliverig results Well-led, with a commitmet to professioal developmet, traiig ad diversity Well-govered ad accoutable, with robust ad fit-for-purpose systems to protect idepedece ad eable effective decisio-makig Eterprisig ad iovative, takig a etrepreeurial approach to fudig issues ad strivig for cotiuous improvemet ad sustaiable developmet For more iformatio, visit or ifo@acevo.org.uk Published by ACEVO Regets Wharf 8 All Saits Street Lodo N1 9RL First published 2013 Copyright 2013 ACEVO All rights reserved ISBN X 48 members / 60 o-members No part of this book may be reproduced by ay meas, or trasmitted, or traslated ito a machie laguage without prior permissio i writig from the publisher