The document is a summary of the 2012 MACE Compensation & Benefits Survey. It provides information on participation, demographics of chamber executives, compensation and benefits. Key findings include that participation was up from 2010, the average age of a chamber executive is 44.7, the average salary is $65,239, and around half of chambers contribute to medical insurance costs.
Financial Times -2010 Fund Image Summary Of FindingsDaniel Rothman
Measuring the standing and profile of 24 leading asset management companies among US financial intermediaries.
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Measuring the standing and profile of 24 leading asset management companies among US financial intermediaries.
Conducted by the FT Global Research team.
Equity compensation grant trends 20110812 printPERFORMENSATION
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The Willis 2011 Health & Productivity Survey is now available. This year’s survey theme is Work and Life – The Delicate Balancing Act. The survey includes responses from over 1,500 participants from various size employers.
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Equity compensation grant trends 20110812 printPERFORMENSATION
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This presentation discusses the influences, issues and trends for equity compensation as of August 2011
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SolarWinds UK and Germany SME Survey Results - Time and BudgetSolarWinds
500 interviews (250 in the UK and 250 in Germany) with IT decision makers from private sector SME organisations were carried out during March 2013, and here is what they had to say about time and budget concerns.
Dowell Management created this presentation to serve as a snapshot of the data found in both the MACE Compensation Survey (2012) and MACE Operations Survey (2013).
Qualitative and quantitative analysis of sustainable banks compared with global systematically important institutions.
The analysis may be not complete and only indicate a small scope of each banks qualities. All figures have been researched and retrieved from publicly available documents. The full report with details can be retrieved on request.
Study of Debit, Credit & Prepaid Programs. Member Preferences and Marketing S...NAFCU Services Corporation
The Discover Spending Monitor is a quarterly report that polls over 8,000 consumers on a monthly basis. This survey details the spending intentions of consumers and reports trends about their outlook of finances and their perception of the economy. It is unique because it is the only survey of its kind to measure the behavior of credit union members. Lately, there has been a spike in consumer confidence, which opens the door for credit unions to grow and market their products. So how sharp is this increase in consumer confidence? How can your credit union take advantage of this opportunity? This presentation will provide a detailed analysis of current trends and point out how your credit union can take advantage of the improving economy. Learn more at: www.nafcu.org/discover
The 2012 Membership Marketing Benchmarking Report by Marketing General Inc. analyzes the current trends and strategies used by associations to recruit and engage new members, renew existing members and reinstate former members. This is the most comprehensive study in the membership marketing industry.
The 2012 Membership Marketing Benchmarking Report surveyed more than 691 association executives to better understand the strategies and tactics they use to recruit, engage, and retain members. The report is the most exhaustive and comprehensive study in the series.
Again this year, a key feature of the report was to cross-tabulate specific marketing practices with reported membership outcomes to determine which practices support better results.
The Benchmarking Report evaluates the relative success of a variety of marketing practices and presents dozens of key findings to give association executives insight and direction to develop more effective membership marketing programs.
The results of a 2009 survey of Canadian Economic Development professionals, conducted by On Three Communication Design Inc., in partnership with the Economic Developers Association of Canada.
For all of us in the for-profit education sector, change and uncertainty has become the status quo. Regulatory changes and deteriorating macro-economics are impacting everything from how schools recruit students to the type of programs they will be able to offer.
Recently, LeadsCouncil and CUnet conducted a survey among marketing professionals in higher education to measure and understand the full impact of these issues.
This presentation provides a review and analysis of the results from the 2011 Higher Education Marketing Survey, including:
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Understanding the perception, behaviour and intention of executives in Australia.
Presentation slides of the Executive Monitor 2010 report which can be downloaded here www.executivemonitor.com.au
TV INDUSTRY REPORT gives the overall picture of advertising on TV during the period Jan to Dec’12. It covers top advertisers, categories and brands and their % share in total advertising in terms of minutes. The report also focuses on share of TV channels, share of each genre and ad-spend split over the time slots. The report also compares % advertising in minutes done by various advertisers in 2012 vs. their share in 2011.
SOURCE: A JOINT RESEARCH STUDY OF PAS AND MEDIABANK PAKISTAN
Similar to Larry Dowell - Insights from the 2012 MACE Compensation & Benefits Survey (20)
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
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At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
2. About MACE
Founded in 1972, serves five-state region
Iowa, Minnesota, Nebraska, North Dakota, South Dakota
Purpose is three-fold
• Provide continuing education opportunities
• Facilitate connection with industry peers
• Develop a regional ethic among chambers of commerce
Expanded Product Line
• Annual Conference
• Compensation & Benefits Survey
• Membership Satisfaction Survey
• Newsline
• Chamber Insight Webinars
2
3. Board of Directors
• Daron Van Helden – Burnsville, MN (Chair)
• Andy Peterson – ND Chamber (Vice Chair)
• Larry Dowell – Dowell Stute & Associates (Secretary/Treasurer)
• Dan Mauk – North Platte, NE
• Lori Warner – Beatrice, NE
• Kay Breuer – Burlington, IA
• Darlene Macklin - Worthington, MN
• Ken Warner - Willmar, MN
• Sonya Moller – Mitchell, SD
• Peggy Woolridge – Huron, SD
• Kelvin Hullet – Bismarck, ND
• Tom Kuhlman – Okoboji, IA
• Vicki Mallory – Algona, IA
• Douglas Loon – U.S. Chamber
• Evan Nolte – Sioux Falls, SD
3
4. Survey Background
Methodology
Self reporting, sampling, corrupt data
Who was surveyed
• Iowa, Illinois, Nebraska, Minnesota, North Dakota, South Dakota,
Wisconsin
Who participated
4
5. State Participation
49
6
WI 26%
IL 20% 56
SD 4%
8
ND 3% IA 19% 42
40
NE 6% 12
MN 23%
Trend Lines
Overall, participation was up in 2012 from 2010. The
addition of Illinois in 2012 increased overall numbers
substantially.
5
6. Gender of Chief Paid Executive
36.7% 63.2%
Percentages have remained stable since 2008
6
7. Age of Chief Paid Executive
5% 10% 20% 35%
18-29 30-37 38-45 46-55
30%
Over 55
7
8. Interesting 2012 Facts
93% 4% 44.7 92%
Of chambers have a Average retirement Average age of Chambers surveyed
full-time Chief Paid match by employer chamber Executive use Facebook. 15%
Executive for Executive have a mobile app.
$16,225 $35,658 $309.51
Average amount Special Projects Manager is Average monthly amount
added to reserves the lowest paid employer pays for Executive’s
during last fiscal year professional staff member auto reimbursement
8
9. Chambers that operate a CVB
Illinois Wisconsin
10% Iowa 38%
33%
South Dakota Minnesota
85% 35%
Nebraska
50% North Dakota
0%
9
11. Expense Categories
Trends
48%
Administration
16%
Operations
33%
Programs
Generally, as budgets
increase, the
percentage spent on
programs also
increases.
Salaries, benefits, etc. Rent, utilities, buildings, All other expenses
equipment, etc.
11
12. Does chamber directly contribute to
cost of medical insurance?
49% 51%
2012 Yes No
2010
Annual Budget
Half of chambers surveyed contribute to medical insurance.
Over 95% of chambers with budgets over $300,000 contribute to the cost of
medical insurance.
12
13. If yes, what percent is paid for by the Chamber?
% Paid Employee Spouse Family
1 – 19 % 6.5% 4.3% 4.3%
20 – 50 % 9.8% 10.6% 10.6%
51 – 70 % 7.6% 8.5% 8.5%
71 – 80 % 33.7% 40.4% 40.4%
81 – 99 % 5.4% 8.5% 8.5%
100 % 37% 27.6% 27.6%
13
14. Market Penetration
$100k $200k $1m↑
↑ ↑
% of businesses who are chamber members drop as chamber grows larger
Chamber members Potential chamber
members
14
16. Membership Models
Trends
50%
Investment
40%
Tiered Dues
10%
Other
10% of chambers
using membership
investment formulas
Formula plan on changing their
membership model in
the next 24 months
Traditional dues Members choose Hybrid or other
formula factoring in dues levels based approaches
employee on needs or interest
count, etc.
16
17. Compensation
Position Mean Median Minimum Maximum
Chief Paid Executive $65,239.86 $58,000.00 $23,900.00 $190,000.00
Vice President $55,007.31 $47,741.00 $29,417.00 $109,463.00
Business, Financial or Administrative Manager $48,756.68 $40,000.00 $24,000.00 $93,542.00
Public or Government Affairs Manager $52,659.62 $50,000.00 $26,000.00 $95,000.00
Membership Manager $34,217.98 $33,000.00 (commission only) $81,500.00
Membership Salesperson $29,273.35 $27,840.96 (commission only) $80,000.00
Communications Manager $40,485.81 $38,000.00 $25,000.00 $68,000.00
Small Business Manager $57,216.67 $58,350.00 $36,000.00 $75,600.00
CVB Manager $46,648.84 $38,000.00 $25,168.00 $107,625.00
Special Projects Manager $35,658.80 $35,936.10 $18,000.00 $52,000.00
Information Services Manager $39,718.00 $37,500.00 $22,000.00 $59,250.00
Program Manager $38,790.94 $38,500.00 $19,337.00 $61,285.00
Economic Development Manager $66,129.57 $67,500.00 $27,040.00 $130,000.00
Administrative Assistant or Receptionist $29,029.25 $29,120.00 $16,000.00 $50,700.00
17
18. Annual Base Salary
Mean 2006 2008 2010 2012
Chief Paid Executive $54,082 $55,060 $56,257 $65,239
Vice President $47,045 $50,198 $53,407 $55,007
Membership Manager $32,423 $35,281 $33,686 $34,217
18
19. Bonus & Pay Increase
Position Percent who Average Potential
have bonus plan Bonus
Chief Paid Executive 47% $7,728.84
Vice President 33% $3,905.56
Business, Financial or Administrative Manager 35% $1,725.00
Public or Government Affairs Manager 42% $2,300.00
Membership Manager 50% $4,248.38
Membership Salesperson 38% $6,336.36
Communications Manager 34% $1,909.09
Small Business Manager 28% $1,000.00
CVB Manager 39% $2,370.00
Special Projects Manager 43% $3,466.67
Information Services Manager 50% $1,020.00
Program Manager 54% $1,742.11
Economic Development Manager 35% $5,700.00
Administrative Assistant or Receptionist 28% $989.86
19
20. Profile of the Average Chamber Executive
$50,000 and $50,001 - $100,001 - $200,001 -
below $100,000 $200,000 $300,000
• Female • Female • Female • Female
• 39.4 years old • 45 years old • 43.8 years old • 46 years old
• Some College • Bachelor’s • Bachelor’s • Bachelor’s
• 1-3 year tenure • 4-6 year tenure • 4-6 year tenure • 7-10 year tenure
• 200 members • 200 members • 260 members • 401 members
• $28,635 • $36,230 • $46,054 • $51,971
$300,001 - $500,001 - $750,001 – More than
$500,000 $750,000 $1 million $1 million
• Female • Male • Male • Male
• 45 years old • 46 years old • 39 years old • 47 years old
• Bachelor’s • Bachelor’s • Bachelor’s • Bachelor’s
• 7-10 year tenure • 7-10 year tenure • 11-15 year tenure • 11-15 year tenure
• 470 members • 607 members • 836 members • 1,154 members
• $67,246 • $82,433 • $94,000 • $131,825
20
21. Conclusion
Full survey report will be posted on the
MACE website June 15th
Jun Chambers who participated will receive a
code for a complimentary copy. Those
15 who did not participate can purchase the
report for $45
2012 Chambers desiring custom reports or
specific data requests should be directed to:
Carrie Kirkpatrick, Dowell Stute & Associates
carrie@dowellstute.com | 651-221-0850
21
Pleased and honoredDSA 2008, 2010 and 2012 surveyThe need for industry benchmarksSurvey has many uses. For example: CEO compensation, fringe benefit plans, salary competitiveness research
2010: 1552012: 213Wisconsin and Illinois added and has a positive impact on averages such as executive compensation
Identical percentage with a much larger sampleWisconsin: Highest percent female 73%Iowa: Highest percent male 55%
Industry is aging, same as economy as a whole
Salary comparisons are full-time onlyRetirement match increased from 3% in 2010 to 4% in 2012Average amount added to Reserves is up over 100% from 2010
During most recent fiscal yearReturning to historical – 75-25Lowest profitability: Iowa 60%-40%Highest profitability: Wisconsin 77%-23%Highest profitability by income are those smaller chambers with budgets of $200,000-$300,000 – 82%
Nebraska had highest Admin expense – 54%North Dakota had lowest Program expense – 17%
2010 – Chambers with budgets $100,000-$200,000, only 26% contribute to medical
Note 75% in the 71-100% ranges
$100,000-$200,000 = 45% penetration$1 million + = 14.29%
Concerning – 2006: 6, 2012: 4.5Return to profitability by reducing overhead, i.e. staff
Base rate increased – 2010: 235.27, 2012: 247.955% increase
Quick review
CEO increase only partially explained by Illinois additionMost growth came from within 6 statesExecutive 16% over 2010Membership 1.5% over 2010 and similar for other staff positions
Larger the chamber, more likely to have bonus planCEO bonus – percent of chambers increased2010: 45%2012: 47%
Note female to male trendNote tenure at chamberNote compensationGood news females 2% increase in women in top income categories