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1  2011 NAFCU-BFB Survey       of Federal Credit UnionExecutive Benefits and Compensation               Presented by      ...
2Sponsored by:                NAFCU                NAFCU Services                Burns-Fazzi, Brock
3•   How we did the survey•   Select Findings    – Top Executive      • Base Salary      • Bonus      • Total Compensation...
4Things to consider when looking at survey results• What a survey is ... and what it is not• What makes a good survey   – ...
5How We Did It
6• In 2011, all Federal Credit Unions  were invited to participate• Survey Completed April 13 - May 5• 353 Credit Unions p...
7      2011 NAFCU-BFB SurveyPopulation vs. Sample by U.S. Region                       FCUs*      Survey Northeast        ...
8      2011 NAFCU-BFB Survey Population vs. Sample by Asset Size                        Federal CUs*                      ...
9In addition,Data is weighted based on    – Total Assets*    – Number of Employees*    – Region*    – NAFCU MembershipResu...
10Definitions                What is a Percentile?  Lowest                                   Highest  Value         25th  ...
11           Asset GroupsWe will review results by asset size                         Sample     Fed CUs           Asset G...
12  Federal CU Asset Size            Asset Percentiles                         Expressed in Millions($)                 $1...
13SelectedFindings
142011 Base Salaryfor Top Executive
15                         Top Executive                     2011 Base Salary                  Salary Expressed in Thousan...
17             2011  Potential Bonusfor Top Executive
18Top Executive         2011 Bonus Plans   Percent of Top Execs Who Have a Bonus Plan                 All FCUs     47%    ...
19                   Top Executive                             2011 Bonus Percent                   60                    ...
20  Top Executive             2011 Bonus Percent                   Expressed as Percent of Base Salary                 $10...
21           2011 Potential Total Compensation(Base & Bonus)             for Top Executive
2011 Potential                                            22                                   Top Executive Total Compens...
2011 Potential                                            23                                   Top Executive Total Compens...
2011 Potential                                            24                                   Top Executive Total Compens...
25      2010 to 2011Percent Change in       Base Salary for Top Executive
2010 to 2011 Change                                         26                                  Top Executive   in Base Sa...
28Last Year’s (‘10) Bonus     for Top Executive   Actual as a Percent    of Potential Bonus
Top Executive                                  292010       % of Bonus Plan Received   Percentile      2010   90th        ...
Top Executive                                       302010 vs. 2009   % of Bonus Plan Received Percentile        2010     ...
31   Reviewing   ExecutiveCompensation       Plans
Executive                                      32                    Review of Compensation Plan Compensation “Is your cre...
Executive                                                   33                             Review of Compensation Plan   C...
34 How many Federal creditunions have executives withNonqualified benefits plans?
35   Definitions           Nonqualified Plan?457(b) SERP• Section of the IRS Code• Government & tax-exempt executives• Def...
36 Definitions           Nonqualified Plan?Split-dollar Insurance• Way of paying for Life Insurance• Arranged between Empl...
37Federal Credit Unions                          Percent with Nonqualified                                              Pl...
38Federal Credit Unions                          Percent with Nonqualified                                              Pl...
39Federal Credit Unions                         How Many Executives Have                                              NQ P...
40Top Executive                                    Types of Nonqualified Plans                                         $10...
43 Nonqualified Plans            Reviewing/Considering Them?  “Is your credit union reviewing your current Nonqualified be...
44 Cars and Car  Allowance      forFederal Credit  Union Top  Executives
45 Top Executive                        Car/ Car Allowance                        $10M   $20M   $40M    $75M   $150M   $33...
46Car/Car Allowance               Top Executives    Percentile         Monthly           Yearly       90th             $1,...
48  Looking atSurvey Results
49     When Looking at Survey DataSurveys are estimates of the larger population (Federal Credit Unions)  • Otherwise – gu...
50     When Looking at Survey DataIs the sample representative?    • All Federal CUs have an equal      chance of being in...
51             Sample SizeThe sample size of the overall study is not the only sample size of concern  • When looking at r...
52                                   When Looking at Survey DataLower Margin of Error Higher            Effect of Sample S...
53      Total Assets   # of Employees     # of MembersTotal Loans/Leases    Years as Exec         Education       U.S. Reg...
Top Executive                                                 54                                    Total Compensation (Ba...
55  Relationship Between TotalCompensation and Other Variables                                       Correlation to       ...
56 How valuable is it tocompare compensation     by region?
57            Federal Credit Union         Asset Size Varies by Region     Region:       NE        SE        Mid      W  T...
58Is the Cost-of-living Index for a market considered when making decisionsregarding compensation?http://www.kiplinger.com...
59        Overall Survey Results• Most of the time - Results by more  specific groups (by asset size, for  example) are go...
60Comparing the Results From   Two or More Surveys
61     Comparing Two+ Sources• More than one resource can strengthen  your position and the decision  – If both are valid,...
62     Comparing Two+ SourcesEven if both surveys are good sources,  comparison can be difficult . . . .• Each likely uses...
63     Keeping Your PerspectiveOur goal is to give you a good sense of what other Federal credit unions do, as a group, re...
64              In ConclusionWhen looking at survey results . . .• Is the survey representative?• Is there an adequate sam...
65             In Conclusion• Surveyed the top five executives• Additional information in written report  – Executives #2 ...
66BFB 15-15 Report . . . Summary of  Comparison Credit  Unions • Size - Assets, Loans/   Leases, Members, # of   Employees...
67Example BFB Report . . . Top Executive • Base, Bonus   Percent and Total   Compensation • Direct   Responsibilities • Fr...
68Example BFB Report . . . Executives #2-5 • Same Information   as Top Executive • Provided For Each   Executive
69For More Information . . .                Pilar Perotti                    Assoc. Director of Marketing                 ...
70Thank You     Jack E. Clark, PhD     Clark & Chase Research, Inc.      4600 Lebanon Road – Suite A      Charlotte, NC 28...
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NAFCU Executive Compensation & Benefits Survey – Initial 2011 Findings (Credit Union Conference Presentation)

Download to read offline

Since 2007, NAFCU, NAFCU Services Corporation and Burns-Fazzi, Brock have co-sponsored a survey of federal credit union CEOs and senior executives to assess compensation and benefits. In this 2011 NAFCU Annual Conference presentation you get a sneak peak at this year’s initial findings, and see how you stack up against other federal credit unions in your region.
Presented by Jack Clark, PhD, Principal, Clark and Chase Research

For a video of this session and more information visit http://www.nafcu.org/bfb

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NAFCU Executive Compensation & Benefits Survey – Initial 2011 Findings (Credit Union Conference Presentation)

  1. 1. 1 2011 NAFCU-BFB Survey of Federal Credit UnionExecutive Benefits and Compensation Presented by Jack E. Clark Clark & Chase Research, Inc. June 30, 2011
  2. 2. 2Sponsored by: NAFCU NAFCU Services Burns-Fazzi, Brock
  3. 3. 3• How we did the survey• Select Findings – Top Executive • Base Salary • Bonus • Total Compensation • Percent Change in Base Salary • Percent of 2010 Bonus Achieved – Reviewing Executive Compensation Plans – Nonqualified Benefit Plans for Top Executives – Cars and Car Allowances
  4. 4. 4Things to consider when looking at survey results• What a survey is ... and what it is not• What makes a good survey – Sample Size – Representative• Relationship between Asset Size and Compensation• Using more than one source of survey information – why it makes sense & things to consider when comparing them
  5. 5. 5How We Did It
  6. 6. 6• In 2011, all Federal Credit Unions were invited to participate• Survey Completed April 13 - May 5• 353 Credit Unions participated• Information about 930 Executives • 353 Top Executives • 227 #2 Executives • 160 #3 Executives • 114 #4 Executives • 76 #5 Executives
  7. 7. 7 2011 NAFCU-BFB SurveyPopulation vs. Sample by U.S. Region FCUs* Survey Northeast 33% 28% Southeast 19% 22% Midwest 31% 31% West 17% 20% *Source: NCUA Data Query, May 23, 2011
  8. 8. 8 2011 NAFCU-BFB Survey Population vs. Sample by Asset Size Federal CUs* CU’s Sample 4,590 353 <$10M 41% 14% $10M – <20M 15% 14% $20M – <40M 14% 14% $40M – <75M 10% 15% $75M – <150M 8% 12%$150M – <335M 6% 14%$335M – <750M 4% 9% $750M+ 3% 8% *Source: NCUA Data Query, May 23, 2011
  9. 9. 9In addition,Data is weighted based on – Total Assets* – Number of Employees* – Region* – NAFCU MembershipResult: Sample representing Federal Credit Unions *Source: NCUA Data Query, May 23, 2011
  10. 10. 10Definitions What is a Percentile? Lowest Highest Value 25th 75th Value Percentile Percentile 50th Percentile (Median)
  11. 11. 11 Asset GroupsWe will review results by asset size Sample Fed CUs Asset Group Size Represented <$10M 48 1,868 $10M – <20M 51 705 $20M – <40M 49 625 $40M – <75M 54 474 $75M – <150M 42 373 $150M – <335M 49 269 $335M – <750M 32 161 $750M+ 28 115
  12. 12. 12 Federal CU Asset Size Asset Percentiles Expressed in Millions($) $10M $20M $40M $75M $150M $335M $750MCU Assets: <$10M <20M <40M <75M <150M <335M <750M Plus Percentile 90TH 9 18 36 66 135 289 643 2,550 75TH 8 17 32 58 116 271 609 1,544 60TH 6 15 29 51 109 237 467 1,266 50TH 5 13 29 49 101 225 425 1,030 40TH 5 12 26 44 92 207 420 889 25TH 4 12 24 44 88 188 396 833 10TH 2 11 22 43 78 158 370 803
  13. 13. 13SelectedFindings
  14. 14. 142011 Base Salaryfor Top Executive
  15. 15. 15 Top Executive 2011 Base Salary Salary Expressed in Thousands($) $10M $20M $40M $75M $150M $335M $750MCU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusPercentile 90TH 65 78 103 120 201 230 274 573 75TH 55 67 86 107 161 213 267 416 60TH 52 64 82 100 131 185 247 361 50TH 47 60 80 98 125 175 230 361 40TH 42 57 76 95 125 170 216 350 25TH 37 51 69 90 110 150 202 308 10TH 29 49 63 84 70 140 184 277
  16. 16. 17 2011 Potential Bonusfor Top Executive
  17. 17. 18Top Executive 2011 Bonus Plans Percent of Top Execs Who Have a Bonus Plan All FCUs 47% <$10M 48% $10M – <20M 30% $20M – <40M 35% $40M – <75M 49% $75M – <150M 61% $150M – <335M 62% $335M – <750M 69% $750M+ 83%
  18. 18. 19 Top Executive 2011 Bonus Percent 60 Although bonus percentages tend to increase as 50 total assets increase, the relationship is not that strong – the portion of compensation that is at risk can vary quite a lot even among credit unions 40Bonus Percentage of similar size. 30 20 10 0 0 5 9 13 18 23 32 43 51 72 109 151 225 300 454 1,030 Total Assets in Millions
  19. 19. 20 Top Executive 2011 Bonus Percent Expressed as Percent of Base Salary $10M $20M $40M $75M $150M $335M $750MCU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusPercentile 90TH 3% 10% 10% 16% 10% 30% 25% 50% 75TH 1% 2% 3% 6% 10% 20% 20% 50% 60TH 1% 0% 0% 4% 5% 10% 15% 28% 50TH 0% 0% 0% 0% 5% 9% 10% 20% 40TH 0% 0% 0% 0% 1% 5% 5% 18% 25TH 0% 0% 0% 0% 0% 0% 0% 7% 10TH 0% 0% 0% 0% 0% 0% 0% 0%
  20. 20. 21 2011 Potential Total Compensation(Base & Bonus) for Top Executive
  21. 21. 2011 Potential 22 Top Executive Total Compensation Base Salary & Bonus Compensation Expressed in Thousands($) $10M $20M $40M $75M $150M $335M $750MCU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusPercentile 90TH 65 78 108 129 201 264 315 785 75TH 56 70 87 110 164 237 296 541 60TH 52 64 84 106 142 213 280 528 50TH 47 63 80 104 138 193 259 477 40TH 43 58 78 98 125 175 240 390 25TH 37 51 71 92 116 165 215 350 10TH 30 49 65 86 74 145 198 316
  22. 22. 2011 Potential 23 Top Executive Total Compensation Base Salary & Bonus Compensation Expressed in Thousands($) $10M $20M $40M $75M $150M $335M $750MCU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusPercentile 90TH 65 78 108 129 201 264 315 785 75TH 56 70 87 110 164 237 296 541 60TH 52 64 84 106 142 213 280 528 50TH 47 63 80 104 138 193 259 477 40TH 43 58 78 98 125 175 240 390 25TH 37 51 71 92 116 165 215 350 10TH 30 49 65 86 74 145 198 316
  23. 23. 2011 Potential 24 Top Executive Total Compensation Base Salary & Bonus Compensation Expressed in Thousands($) $10M $20M $40M $75M $150M $335M $750MCU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusPercentile 90TH 65 78 108 129 201 264 315 785 75TH 56 70 87 110 164 237 296 541 60TH 52 64 84 106 142 213 280 528 50TH 47 63 80 104 138 193 259 477 40TH 43 58 78 98 125 175 240 390 25TH 37 51 71 92 116 165 215 350 10TH 30 49 65 86 74 145 198 316 Inter-quartile Range (IQR)
  24. 24. 25 2010 to 2011Percent Change in Base Salary for Top Executive
  25. 25. 2010 to 2011 Change 26 Top Executive in Base Salary Percent Change from 2010 to 2011 $10M $20M $40M $75M $150M $335M $750MCU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusPercentile 90TH 3% 8% 5% 8% 21% 15% 13% 7% 75TH 3% 5% 4% 5% 5% 5% 4% 5% 60TH 2% 3% 2% 4% 3% 5% 3% 5% 50TH 2% 2% 1% 3% 1% 4% 3% 4% 40TH 0% 2% 0% 2% 0% 4% 2% 3% 25TH 0% 0% 0% 0% 0% 2% 0% 3% 10TH 0% 0% 0% 0% 0% 0% 0% 0%
  26. 26. 28Last Year’s (‘10) Bonus for Top Executive Actual as a Percent of Potential Bonus
  27. 27. Top Executive 292010 % of Bonus Plan Received Percentile 2010 90th 151% 75th 114% 60th 100% 50th 100% 40th 96% 25th 80% 10th 27% Average 107%
  28. 28. Top Executive 302010 vs. 2009 % of Bonus Plan Received Percentile 2010 2009 90th 151% 109% 75th 114% 100% 60th 100% 97% 50th 100% 91% 40th 96% 87% 25th 80% 63% 10th 27% 0% Average 107% 79%
  29. 29. 31 Reviewing ExecutiveCompensation Plans
  30. 30. Executive 32 Review of Compensation Plan Compensation “Is your credit union planning to review your overall executive compensation plan?”Yes, currently reviewing 4%Yes, planning to review 14%
  31. 31. Executive 33 Review of Compensation Plan Compensation “Is your credit union planning to review your overall executive compensation plan?” $10M $20M $40M $75M $150M $335M $750M CU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusYes, currently reviewing 1% 4% 2% 7% 1% 17% 11% 31%Yes, planning to review 9% 8% 17% 20% 23% 27% 18% 12%
  32. 32. 34 How many Federal creditunions have executives withNonqualified benefits plans?
  33. 33. 35 Definitions Nonqualified Plan?457(b) SERP• Section of the IRS Code• Government & tax-exempt executives• Defer income up to a maximum amount• Employee contributes in addition to qualified plans such as a 401(k)457(f) SERP• For select execs of tax-exempt organizations• No limits on contributions• Both corporation and employee can contribute
  34. 34. 36 Definitions Nonqualified Plan?Split-dollar Insurance• Way of paying for Life Insurance• Arranged between Employer and Executive • Split premium, cash values, policy ownership and death benefits• Cash value can be used as supplemental retirement income and death benefit paid to beneficiary• Upon death, employer receives total premiums paid and beneficiary receives the balanceSeverance Plan
  35. 35. 37Federal Credit Unions Percent with Nonqualified Plans (Including Severance) 94% By Asset Size 83% 71% % of Federal CUs 49% 31% 20% 20% 21% <$10M $10M - $20M - $40M - $75M - $150M - $335M - $750M+ <$20M <$40M <$75M <$150M <$335M <$750M
  36. 36. 38Federal Credit Unions Percent with Nonqualified Plans (Excluding Severance) 94% By Asset Size 74% % of Federal CUs 53% 45% 19% 14% 11% 10% <$10M $10M - $20M - $40M - $75M - $150M - $335M - $750M+ <$20M <$40M <$75M <$150M <$335M <$750M
  37. 37. 39Federal Credit Unions How Many Executives Have NQ Plans? (Excl. Severance) By Asset Size % of Federal CUs 59% 2+ 60% One 10% 42% 4% <.5% 35% 35% <.5% 1% 14% 10% 16% 11% 14% 9% <$10M $10M - $20M - $40M - $75M - $150M - $335M - $750M+ <$20M <$40M <$75M <$150M <$335M <$750M
  38. 38. 40Top Executive Types of Nonqualified Plans $10M $20M $40M $75M $150M $335M $750M CU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusSERP 457(b) 5% 4% 7% 12% 14% 38% 44% 75%SERP 457(f) <.5% 3% <.5% 15% 16% 15% 41% 40%Split-Dollar <.5% <.5% <.5% 2% 15% 10% 6% 5%Severance 6% 10% 17% 25% *8% 47% *34% *36%Have, but none of the above 10% 7% <.5% <.5% 1% 2% <.5% <.5%Do not have NQ plans 80% 80% 79% 69% 51% 29% 17% 6%Base: All Federal Credit Unions * Several of those completing the survey (15% of the overall sample) did not know whether or not the sample) top executive had a severance plan in place. This was especially true for these asset groups. especially
  39. 39. 43 Nonqualified Plans Reviewing/Considering Them? “Is your credit union reviewing your current Nonqualified benefit plans for executives or considering offering them in the future?” $10M $20M $40M $75M $150M $335M $750M CU Assets: <$10M <20M <40M <75M <150M <335M <750M PlusYes, reviewing existing NQ Plans 4% 2% 1% 4% 2% 19% 8% 7%Yes, considering offering NQ Plans 3% <.5% 3% 7% 4% 11% 14% 3%
  40. 40. 44 Cars and Car Allowance forFederal Credit Union Top Executives
  41. 41. 45 Top Executive Car/ Car Allowance $10M $20M $40M $75M $150M $335M $750M CU Assets: <$10M <20M <40M <75M <150M <335M <750M Plus Car * 1% 4% 13% 32% 31% 34% 28%Allowance * 3% 10% 15% 19% 17% 34% 44% Both * 3% 6% 2% 2% 5% 17% 7% Neither 99%+ 94% 79% 70% 47% 47% 14% 22% * Less than .5%
  42. 42. 46Car/Car Allowance Top Executives Percentile Monthly Yearly 90th $1,000 $12,000 75th $850 $10,200 60th $700 $8,400 50th $542 $6,504 40th $500 $6,000 25th $325 $3,900 10th $200 $2,400 Base: Those with a car or car allowance (n=122)
  43. 43. 48 Looking atSurvey Results
  44. 44. 49 When Looking at Survey DataSurveys are estimates of the larger population (Federal Credit Unions) • Otherwise – guessing or anecdotal information How good these estimates are is based on a few things . . .
  45. 45. 50 When Looking at Survey DataIs the sample representative? • All Federal CUs have an equal chance of being included? • Random vs. subjective selection? • Self-selection – Are those who participate markedly different from those who don’t participate? True for most salary surveysIf how the sample was selected is not in survey’s methodology, ask.
  46. 46. 51 Sample SizeThe sample size of the overall study is not the only sample size of concern • When looking at results for FCUs within a certain group (those with $40M-$75M in assets, for example) the size of that sample is what matters.Very small samples provide very unreliable results
  47. 47. 52 When Looking at Survey DataLower Margin of Error Higher Effect of Sample Size on Margin of Error Whether the population of interest is all 4,590 FCUs or the 115 FCUs with $750M+ in assets, the margin of error for very small samples is similarly very high. FCUs w/Assets $750M+ (n=115) FCUs w/Assets $40M to <$75M (n=474) FCUs w/Assets <$10M (n=1,868) All FCUs (N=4,590) 5 50 100 150 200 250 300 350 400 450 500 Sample Size
  48. 48. 53 Total Assets # of Employees # of MembersTotal Loans/Leases Years as Exec Education U.S. Region
  49. 49. Top Executive 54 Total Compensation (Base+Bonus) $900,000 $800,000 $700,000 Asset size and total compensation are highly correlated. Therefore, as assetTotal Compensation $600,000 size increases, total compensation $500,000 also tends to increase. $400,000 $300,000 $200,000 $100,000 $0 0 5 9 13 18 23 32 43 51 72 109 151 225 300 454 1,030 Total Assets in Millions
  50. 50. 55 Relationship Between TotalCompensation and Other Variables Correlation to Top Executive’s Total Compensation* Total Assets .86 Highly related to each other # of Members .83 – all measure of Total Loans .82 credit union’s # of Employees .81 size Education .36 Years as an Exec .14 * Correlations based on analysis of 2011 NAFCU/BFB Survey of Federal Credit Union Executive Benefits & Compensation
  51. 51. 56 How valuable is it tocompare compensation by region?
  52. 52. 57 Federal Credit Union Asset Size Varies by Region Region: NE SE Mid W Total Assets 100% 100% 100% 100% <$10M 45% 40% 43% 29% $10M – <20M 15% 15% 16% 16% $20M – <40M 13% 14% 14% 14% $40M – <75M 10% 9% 10% 14% $75M – <150M 7% 8% 8% 11%$150M – <335M 6% 7% 5% 7%$335M – <750M 2% 4% 3% 6% $750M+ 2% 4% 2% 4% FCU Median $12M $18M $12M $30M FCU Average $73M $108M $60M $131M Source: NCUA Data Query, May 23, 2011
  53. 53. 58Is the Cost-of-living Index for a market considered when making decisionsregarding compensation?http://www.kiplinger.com/tools/bestcities_sort/
  54. 54. 59 Overall Survey Results• Most of the time - Results by more specific groups (by asset size, for example) are going to be more useful than the overall results.• However, when looking at overall results - important there is an adjustment (weighting) for asset groups that are over-or-underrepresented• Otherwise - end up with overstated figures – Over-represented group unfairly influences the results
  55. 55. 60Comparing the Results From Two or More Surveys
  56. 56. 61 Comparing Two+ Sources• More than one resource can strengthen your position and the decision – If both are valid, reliable & similar in focus• What are differences? How might that affect the results?• Even then - difficult to do an apples-to- apples comparison
  57. 57. 62 Comparing Two+ SourcesEven if both surveys are good sources, comparison can be difficult . . . .• Each likely uses different asset ranges – Example: CU with $400M in Assets – One survey shows compensation figures for credit unions in the $300M-$500M range and other shows them for those in the $400M-$600M range – Considering relationship between asset size and compensation, you have to adjust• As estimates, figures are often similar but not the same
  58. 58. 63 Keeping Your PerspectiveOur goal is to give you a good sense of what other Federal credit unions do, as a group, re: compensation and benefits – Not tell you what to do in your situationEvery specific situation is unique and many factors will also affect your executive compensation plan * Correlations based on analysis of 2011 NAFCU/BFB Survey of Federal Credit Union Executive Benefits & Compensation
  59. 59. 64 In ConclusionWhen looking at survey results . . .• Is the survey representative?• Is there an adequate sample size for subgroup of interest?• Strong relationship between asset size and compensation• When using two+ survey sources . . . – Make adjustment for differences in asset ranges – Estimates should be similar, not the same• Survey’s intent is to give a sense of what other credit unions do – cannot make the decision re: your specific situation – Other factors have to be accounted for
  60. 60. 65 In Conclusion• Surveyed the top five executives• Additional information in written report – Executives #2 thru #5 – Estimate release in late July• Information specific to your credit union – similar asset size, etc. – is valuable – Burns-Fazzi, Brock (BFB) for 15-15 Report – Puts your credit union in the middle by looking at 15 CUs just above and 15 CUs just below your credit union based on asset size.
  61. 61. 66BFB 15-15 Report . . . Summary of Comparison Credit Unions • Size - Assets, Loans/ Leases, Members, # of Employees • Regions represented • Qualified Plans for Employees • Field of Membership • Board Member Benefits • Review of Exec Compen- sation & Nonqualified Benefits
  62. 62. 67Example BFB Report . . . Top Executive • Base, Bonus Percent and Total Compensation • Direct Responsibilities • Fringe Benefits • Nonqualified Plans
  63. 63. 68Example BFB Report . . . Executives #2-5 • Same Information as Top Executive • Provided For Each Executive
  64. 64. 69For More Information . . . Pilar Perotti Assoc. Director of Marketing Burns-Fazzi, Brock 704 332-2265 Ext. 206 pperotti@bfbbenefit.com David Frankil President NAFCU Services Corporation 800 336-4644 • 703 842-2226 dfrankil@nafcu.org
  65. 65. 70Thank You Jack E. Clark, PhD Clark & Chase Research, Inc. 4600 Lebanon Road – Suite A Charlotte, NC 28227 704-998-9661 jclark@clarkandchase.com
  • KiranChauhan23

    Jun. 4, 2017

Since 2007, NAFCU, NAFCU Services Corporation and Burns-Fazzi, Brock have co-sponsored a survey of federal credit union CEOs and senior executives to assess compensation and benefits. In this 2011 NAFCU Annual Conference presentation you get a sneak peak at this year’s initial findings, and see how you stack up against other federal credit unions in your region. Presented by Jack Clark, PhD, Principal, Clark and Chase Research For a video of this session and more information visit http://www.nafcu.org/bfb

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