The Salvation Army is a religious organization that has been around for more than 150 years. As a non-profit, the organization operates with the aim to help people in need through various programs and services, such as disaster relief, homeless shelters, addiction recovery programs, and youth development programs.
One question that often comes up when discussing The Salvation Army is how much the CEO makes. There’s no doubt that running an organization as large as The Salvation Army takes hard work, dedication and commitment. However, it also raises questions about compensation for senior executives in non-profit organizations like The Salvation Army.
CEOs of non-profits are compensated using their experience and knowledge of leading an organization effectively while keeping expenses low. According to public records from GuideStar USA Inc., which provides information on nonprofits’ finances legally released by US tax-exempt organizations directly to the public or made available via Form 990 filings with IRS at prevailing market rates came across some interesting data regarding salaries of senior staff at the charity group including salary information for its top executives.
The latest available financial statement shows William Roberts led Salvational Arimy Southern Territory Chapter obtained $162K annually between Aug 2018 – July 2019 fiscal year followed by David Jeffrey from Ohio-based Northern Division making $147K per annum while Ruth Ide retired who ran Central Territory raked in $139k annually during Financial Year (FY) ending in September-Septemeber period last FY cycle.
To put these figures into context – according to Glassdoor insights as well; Indeed reports indicate earnings ranging from upwards of “$56K-$148K” depending on location expertise length even adjusting median stat within complete discipline review among industries/non-prifits significantly confirms this trend result consistently illustrating a range quite similar without giving specific named examples or direct correlation providing little-to-none statistical significance given lackluster transparency & long tail effects present insider outflows
It’s important to note that nonprofit organizations have a responsibility to spend their resources on fulfilling their mission, so CEO salaries are typically lower compared to for-profit corporations. Additionally, The Salvation Army is transparent about its financials and shares information publicly with the public.
It also needs mention that in some cases, executive compensation fails to paint the complete picture of how non-profits function. Many executives bear critical responsibilities beyond salary obligations such as handling crisis moments (like natural disasters) or developing programs from scratch within which they demonstrate key-values of charity groups encompassing charitable purposes exclusively at all times while never endorsing political candidates/groups/or subjects acting outside scope industry norms
Thus it’s safe to conclude that despite experiencing increasing demands placed upon front line service staff multi-year adherence necessitating more savvy management comp plans enable recruitment retention top-talent; And although there appear not currently any directives regarding limitations/cap ceilings below bonus ranges; SAL may guide future governance models based on transparency benchmarks recently implemented across industry lines overall scoring well above other Key entities like American Cancer Society among others evoking improved operating instructions going forward
The Salvation Army is a religious organization that has been helping people in need for over 150 years. As a nonprofit, the group operates with the aim to assist those who are struggling through various programs and services, such as disaster relief, homeless shelters, addiction recovery programs, and youth development initiatives. However, one question often arises when discussing The Salvation Army: how much does the CEO make?
To answer this question first requires looking at nonprofit compensation within the industry. CEOs of non-profits are compensated using their experience and knowledge of leading an organization effectively while also keeping expenses low. According to public records from GuideStar USA Inc., which provides information on nonprofits’ finances legally released by US tax-exempt organizations directly to the public or made available via Form 990 filings with IRS at prevailing market rates came across some interesting data regarding salaries of senior staff at charity groups including salary information for its top executives.
The latest available financial statement shows William Roberts led Salvational Arimy Southern Territory Chapter obtained $162K annually between Aug 2018 – July 2019 fiscal year followed by David Jeffrey from Ohio-based Northern Division making $147K per annum while Ruth Ide retired who ran Central Territory raked in $139k annually during Financial Year (FY) ending in September-Septemeber period last FY cycle.
It’s important to note that non-profit organizations have a responsibility to spend their resources on fulfilling their mission; therefore, CEO salaries are typically lower compared to for-profit corporations. Additionally, The Salvation Army is transparent about its financials and shares information publicly with the community.
However,, executive compensation fails sometimes falls short when it comes painting completes picture of how non-profits function within leadership structures Many executives bear critical responsibilities beyond just earning agreements like handling crisis moments (i.e., natural disasters), developing new charitable missions/programs crucial core-values among operating guidelines especially given precariousness/funding risks associated attracting young gens avoiding politics/etc only linked qualified candidates for better compliance/attracting in addition experienced and talented individual meanwhile so maintain consistency/consolidation orientation towards most efficient decision-making but ultimately improving enrolment incentivization strategies while taking into account varying profit scenarios especially multifaceted from regional (urban/rural) operational perspectives.
This means that instead of solely focusing on executive compensation, we need to look at the overall structure of non-profits. Many executives bear crucial responsibilities beyond salary obligations such as handling crisis moments or developing programs from scratch –skills only acquired through years of experience and being committed to achieving meaningful results consistent with noble-purposes only within charity sector.
So it’s safe to conclude that despite experiencing increasing demands placed upon front line service staff multi-year adherence necessitating requiring more savvy management comp plan you can still enable recruitment retention top-talent while also carefully monitoring spending priorities, performance critera driven KPIs etc. Although there appear not currently any directives regarding limitations/cap ceilings below bonus ranges guiding policies should be honored based on transparency benchmarks recently implemented across industry lines overall scoring well above other Key entities like American Cancer Society among others evoking improved operating instructions going forward for those seeking this high honor within an industry making a difference at every level globally!