Compensation Escalation Cycle
What does this mean?
Revenue grows modestly, but top officer compensation grows consistently for 5 years, breaching danger zones. The executive is negotiating aggressive raises against a compliant board.
The Path Forward
The Steward
Re-establishes board supremacy over executive extraction. It freezes compensation and mandates that all future financial rewards be tied strictly to verifiable mission expansion.
Title
Representative Institutions
Institutional Epochs
Historical Performance
| Year | Revenue | Top Comp | Comp % Rev | Score | Phase Label | Outlook | Details |
|---|---|---|---|---|---|---|---|
| 2025 | Hidden | Hidden | — | — | Unknown | — | |
| 2024 | — | — | 40.1% | 45 | Governance-Stressed | Recovery | |
| 2023 | — | — | — | 43 | Fragile | Recovery | |
| 2022 | — | — | 41.2% | 46 | Governance-Stressed | Recovery | |
| 2021 | — | — | — | 39 | Fragile | Recovery | |
| 2020 | — | — | 19.0% | 59 | Fragile | Stable Watch | |
| 2019 | — | — | — | 57 | Fragile | Recovery | |
| 2018 | — | — | — | 53 | Fragile | Recovery | |
| 2017 | — | — | — | 47 | Fragile | Stable Watch | |
| 2016 | — | — | — | 47 | Fragile | Decline Risk | |
| 2015 | — | — | — | 51 | Fragile | Recovery | |
| 2014 | — | — | — | 47 | Fragile | Stable Watch | |
| 2013 | — | — | — | 47 | Fragile | Recovery | |
| 2012 | — | — | — | 43 | Fragile | Stable Watch |
Officer compensation history
Tax year 2025
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| MARY ELLEN MCGILLAN | Executive Director | 40.1% of Rev | ||
| DOUG WHITFIELD | Board President | — | ||
| CAROL MULCRONE | Board President | — | ||
| HEIDI COCHRAN | Treasurer | — | ||
| BOB BUCK | Board Member | — | ||
| MEGHAN MURPHY PAGANO | Board Member | — | ||
| JANET WREN | Board Member | — | ||
| JUSTIN COMO | Board Member | — | ||
| VARTAN POGHOSIAN | Board Member | — | ||
| CHRIS SAGAAS | Board Member | — |
Tax year 2023
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| Mary Ellen McGillan | Executive Director | 20.7% of Rev | ||
| Doug Whitfield | Board President | — | ||
| Carol Mulcrone | Board President | — | ||
| Melanie Pagan | Secretary | — | ||
| Heidi Cochran | Treasurer | — | ||
| Erika Hoffman | Board Member | — | ||
| Bob Buck | Board Member | — | ||
| Meghan Murphy Pagano | Board Member | — | ||
| Janet Wren | Board Member | — | ||
| Bart Carrig | Board Member | — |
Tax year 2021
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| JANE H MALIN | Executive Director | 18.5% of Rev | ||
| JEFFREY SMITH | Board President | — | ||
| PATRICIA ROCKWELL | VicePresident | — | ||
| ROBERT BUCK | Treasurer | — | ||
| DOMINICK SCARANO | Secretary | — | ||
| DOUG WHITFIELD | Board Member | — | ||
| MARY ELLEN MCGILLAN | Executive Director | — |
Score breakdown
The three components combine into a single 0–100 score weighted as shown. Full methodology →
Peer comparison
Compared to 1,226 other orgs in NY with NTEE prefix A6.
Most-divergent component: governance score sits 23 points below the peer median (42 vs. 65).
5-year trend: Compensation Escalation Cycle
Revenue grows modestly, but top officer compensation grows consistently for 5 years, breaching danger zones. The executive is negotiating aggressive raises against a compliant board.
What's driving this score
- Comp-to-revenue ratio of 40.1% is well above the sector's 90th percentile (healthy band: 18–22%).
What would change this score
The two changes that would most improve this score:
- Reduce top-officer compensation from 40.1% to under 22% of revenue — would move governance score by ~36 points.
- Separate signing authority from fundraising authority when both are held by one person — removes the concentration penalty (~12 points).
Improving governance is a board decision. These are the levers.