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 |
|---|---|---|---|---|---|---|---|
| 2021 | Hidden | Hidden | — | — | Unknown | — | |
| 2020 | — | — | 30.2% | 31 | Critical Intervention Needed | Gov Risk | |
| 2019 | — | — | 112.5% | 25 | Critical Intervention Needed | Gov Risk | |
| 2018 | — | — | 47.3% | 35 | Governance-Stressed | Gov Risk | |
| 2017 | — | — | 35.9% | 38 | Governance-Stressed | Gov Risk | |
| 2016 | — | — | 7.4% | 58 | Fragile | Recovery | |
| 2015 | — | — | — | 52 | Fragile | Stable Watch |
Officer compensation history
Tax year 2023
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| LAUREN CAREY | Board President | 15.9% of Rev | ||
| LYNDSEY CAREY | VICE PRESIDE | 14.4% of Rev |
Tax year 2022
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| LAUREN CAREY | Board President | 43.1% of Rev | ||
| GUY PALMER | Secretary | 34.0% of Rev | ||
| LYNDSEY CAREY | VICE PRESIDE | — |
Score breakdown
The three components combine into a single 0–100 score weighted as shown. Full methodology →
Peer comparison
Compared to 245 other orgs in FL with NTEE prefix A6.
Most-divergent component: financial score sits 10 points above the peer median (40 vs. 30).
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 30.2% is above the 90th percentile for orgs of this size (healthy band: 18–22%).
What would change this score
The two changes that would most improve this score:
- Reduce top-officer compensation from 30.2% to under 22% of revenue — would move governance score by ~16 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.