Find out if you’re eligible to receive the new Employee Retention Credit that gives you an average of $10,000 per employee

Q

The SMART WAY to RECRUIT, RETAIN and REWARD

Now you can provide a major benefit to key employees

Simple As That

Executive Compensation

Our consulting services include expert advice for nonprofit executive compensation. Nonprofit Executive Directors, Chief Financial Officers, and Fundraising Professionals need to be compensated appropriately to ensure they remain with the organization.

Navigating this issue is often tricky since nonprofits traditionally have lower compensation than the for-profit sector and need to compete for talent.

Tom Ligare, CLU®, CAP® is uniquely qualified to design compensation plans that are beneficial to the executive and to the organization.

Because of scrutiny of donors who are looking for organizations that manage their overhead including the cost of fundraising will appreciate that the majority of their donations are going into programs and not into salaries.

Executive Benefit Plans

Building an Effective Key Employee Compensation Strategy

Chances are the success of your nonprofit organization relies, at least in part, on the talents and performance of your employees. The total compensation package you offer key employees is part of your value proposition to them.

There are different forms of compensation and benefits an employer may offer to recruit, retain and reward key employees to accomplish the goals of the organization.

Like any other business decision that requires an allocation of financial and human resources, it is important to take a strategic approach.

Bonus Plan

Restricted Bonus Plan

Nonprofit Deferred Compensation Plan

Split-Dollar Plan

Split-Dollar Arrangement –

  • NQDC plans don’t limit the amount of contribution (qualified plans have
    limits of contributions)
  • Plan provides the employee the opportunity to defer taxation on their
    income until retirement.
  • The difference between a 457(b) and a 457(f) is the amount that can be
    contributed
  • The NQDC plan may be established to allow a key employee to defer
    existing salary, especially for highly compensated employees.

    The employer may consider purchasing a cash value life insurance policy for the life of the key employee. The employer/nonprofit organization would be the owner and beneficiary and may use the policy cash values Via withdrawals and/or policy loans) the meet their obligations under the NQDC plan.

    Bonus Plan –

    • Simple to set up and simple to administer
    • Few limitations on the amount, the timing, or performance measures
    • The employee will recognize the bonus as taxable income in the year it is received.

    One of the best ways to design a bonus plan is to contribute to a cash-value life insurance policy owned by the employee that provides tax-deferred accumulation plus living benefits.

    Double Bonus Plan –

    The employer makes the plan more appealing by paying an additional bonus to pay the tax

    Restricted Bonus Plan –

    The plan involves three separate components

    • An employment contract
    • Bonus arrangement
    • Restrictive endorsement

      The employee receives bonuses that are paid into cash value life insurance policies owned by the employee.

      • The employee pays damage if they violate the agreement (typically for the
        amount paid into policy)
      • Restrictive Endorsement limits the ability of the employee to gain access
        without approval.

      With these restrictions, the agreement can provide the employee tax efficient supplemental retirement benefits

      Nonqualified Deferred Compensation ‘NQDC’ Plan –

      • NQDC plans don’t limit the amount of contribution (qualified plans have
        limits of contributions)
      • Plan provides the employee the opportunity to defer taxation on their
        income until retirement.
      • The difference between a 457(b) and a 457(f) is the amount that can be
        contributed
      • The NQDC plan may be established to allow a key employee to defer
        existing salary, especially for highly compensated employees.

        The employer may consider purchasing a cash value life insurance policy for the life of the key employee. The employer/nonprofit organization would be the owner and beneficiary and may use the policy cash values Via withdrawals and/or policy loans) the meet their obligations under the NQDC plan.

        Get Started Today

        Build Your Team’s Benefits

        We’re here to set your organization on the path to success. That starts with fundamental structure and organization that enables you to remain mission-driven.