• Like

Executive Search & Compensation in Tax Exempt Organizations

  • 158 views
Uploaded on

This document discusses how an executive search firm can benefit tax exempt organizations. …

This document discusses how an executive search firm can benefit tax exempt organizations.

More in: Business
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
158
On Slideshare
0
From Embeds
0
Number of Embeds
1

Actions

Shares
Downloads
0
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. ©Copyright2007.CBIZ,Inc.NYSEListed:CBZ.Allrightsreserved. Kansas City: 913.234.1560  Denver: 303.779.1724  St Louis: 314.692.2249  Houston: 713.871.1118 www.eflassociates.com  www.cbiz.com/hr/ EXECUTIVE SEARCH Working with Search Committees o Select members who have time, influence and a stake in outcomes o Evaluate search partners and internal/volunteer capabilities o Communicate effectively both internally and externally o Outline a search process and timeline early The Search Process o Involve stakeholders in specifications creation o Actively recruit rather than “post and pray” o Candidate recruitment strategies:  Networking  Public Announcements  Associations/Trade Groups  Social Media  Cold Calling Candidate Evaluation o Resume review o Screening calls o In-person interviews Due Diligence o Background Investigations o References – Provided and “back door” o Assessments EXECUTIVE COMPENSATION AND INTERMEDIATE SANCTIONS Intermediate Sanctions o IRS is questioning excessive compensation for non-profit executives o Non-profit organizations must pay “Fair Market Value” to disqualified person(s) o Violations (even inadvertent) can lead to embarrassment and personal liability Protecting the Organization o Compensation is presumed reasonable if:  Compensation arrangement is approved in advance by an independent authorized body  Authorized body obtained and relied upon appropriate data prior to making a determination  Authorized body concurrently and adequately documented the basis for making determination of compensation CONTACTS Angie Salmon, EFL Associates  913-234-1576  asalmon@eflassociates.com Amber Duncan, CBIZ Compensation Consulting  800-844-4510 x295  alduncan@cbiz.com Executive Search & Compensation in Tax Exempt Organizations