By Financial Executives Research Foundation
This examine presents benchmark info for senior monetary executives on their salaries, bonuses, long term incentives and retirement advantages. it really is in response to a survey despatched to lively contributors of economic Executives foreign (FEI) in December 2007 and January 2008. This examine file is an research of the 1,931 survey responses bought.
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Extra info for 2008 Financial Executives Compensation Survey
Graziano has a Bachelor of Business Administration from Baruch College, City University of New York and a Master of Science in journalism from Iona College. Acknowledgements Special thanks to Lorna Raagas for assisting with response analysis, to Diane Albergo and Susan Cully for their contributions in developing the survey instrument, and to William Sinnett and the FERF Research Committee for their feedback regarding the project. About Financial Executives Research Foundation, Inc. Financial Executives Research Foundation, Inc.
31 percent for private. The average match is also directly proportionate to company annual revenues. Only 438 of those surveyed (a majority, 56 percent, from public companies) are eligible to receive monthly benefits from their company’s defined-benefit plan. Interestingly, this represents an overall increase from the prior year’s survey, as well as an increase in the private-company respondents who said they are entitled to monthly retirement benefits. However, the overall number of supplemental retirement plans is less than the prior year: a significant majority (1,492 respondents) is not entitled to receive additional monthly retirement benefits.
The most important areas of responsibility for these CFOs were (in descending order): budgeting, accounting and reporting, treasury and finance, tax, and risk management and insurance. Only 13 individuals in this sample received any type of long-term compensation. The average total annual compensation for nonprofit CFOs was $222,548 ($195,552 base salary plus $33,314 bonus). This represents an increase from last year’s median salary range for nonprofit organizations. The top two performance measures for annual compensation were company goals/objectives and individual goals/objectives.