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Board Compensation & Incentive Pay for Executives: Can Nonprofits Do This?

Dec 05, 2011

Yes, but do it the wrong way, and you could jeopardize your nonprofit’s reputation and exempt status. So how can a nonprofit offer attractive pay and benefits, stay exempt, and keep its stakeholders happy? Establishing "reasonable compensation" and "rebuttable presumption" is a start. You don’t know what these terms mean? Join our chat to learn more.



Deborah J. Davidson, Vice President of Governance Education and Research: Charged with continually ensuring that BoardSource responds to changes that affect the nonprofit sector, Deborah oversees the development of BoardSource’s renowned group of new and updated books and electronic publications; as well as writing books, blogs, and opinions and overseeing and participating in original research. She ensures that BoardSource convenings feature cutting-edge speakers and the most up-to-date content, and helps retain the continual engagement of the network of BoardSource members and constituents. Read more.


A. W. (Pete) Smith, Jr., President of Smith Compensation Consulting, divides his time between serving on corporate and non-profit boards and providing executive compensation consulting services to a broad range of clients, primarily in the non-profit sector. In his 30-year career with Watson Wyatt Worldwide (now Towers Watson), from which he retired as Chairman & Chief Executive Officer in 1999, Mr. Smith consulted in areas ranging from executive compensation and benefits design to global human resources strategy. His clients included major Fortune 100 corporations, start-ups, technology firms, multinationals, professional services firms, family held businesses, and nonprofits. Read more.

 See also our GrantSpace skill area for Boards.

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