Acute Resource Divergence
What does this mean?
Revenue is contracting significantly, but executive compensation percentage is rising. The organization is refusing to adjust its administrative overhead to match its new economic reality.
The Path Forward
The Realignment
Forces immediate balancing of administrative bloat against actual programmatic output. It demands that every dollar extracted for overhead be justified by community impact.
Title
Representative Institutions
Institutional Epochs
Historical Performance
| Year | Revenue | Top Comp | Comp % Rev | Score | Phase Label | Outlook | Details |
|---|---|---|---|---|---|---|---|
| 2024 | Hidden | Hidden | — | — | Unknown | — | |
| 2023 | — | — | 22.2% | 41 | Fragile | Gov Risk | |
| 2022 | — | — | 20.4% | 43 | Fragile | Gov Risk | |
| 2021 | — | — | 8.0% | 54 | Fragile | Recovery | |
| 2020 | — | — | 16.0% | 37 | Financially Distressed | Decline Risk | |
| 2019 | — | — | 10.3% | 39 | Financially Distressed | Decline Risk | |
| 2018 | — | — | 5.9% | 44 | Financially Distressed | Decline Risk | |
| 2017 | — | — | 6.7% | 44 | Financially Distressed | Decline Risk | |
| 2016 | — | — | 8.0% | 44 | Financially Distressed | Decline Risk | |
| 2015 | — | — | 8.8% | 40 | Financially Distressed | Recovery | |
| 2014 | — | — | 10.7% | 41 | Financially Distressed | Decline Risk | |
| 2013 | — | — | 13.1% | 47 | Financially Distressed | Decline Risk | |
| 2012 | — | — | 11.3% | 49 | Fragile | Stable Watch | |
| 2011 | — | — | 13.0% | 49 | Fragile | Stable Watch |
Officer compensation history
Tax year 2025
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| HANK OSTERHAUT | FINAL EXEC D | 16.9% of Rev | ||
| STACEY SCHNEIDER | EXECUTIVE DI | 7.0% of Rev | ||
| CARON DAUGHERTY | Board Member | — | ||
| MIKE HELBERT | Board Member | — | ||
| JEFF KITSELMAN | VICE PRESIDE | — | ||
| MICHAEL LANG | Board Member | — | ||
| ANTHONY MERCER | Treasurer | — | ||
| BRYAN SILVERSON | Board Member | — | ||
| JUSTIN TABARES | Board Member | — | ||
| JAN TRAYLOR | Board Member | — | ||
| NORMA WATSON | Secretary | — | ||
| BRAD YOUNT | Board President | — |
Tax year 2023
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| REBECA HERRERA | Board Member | 17.4% of Rev | ||
| STACEY SCHNEIDER | Executive Director | 13.9% of Rev | ||
| BRAD YOUNT | Treasurer | — | ||
| JAN TRAYLOR | Board Member | — | ||
| MIKE HELBERT | Board President | — | ||
| NORMA WATSON | Secretary | — | ||
| BRYAN SILVERSON | Board Member | — | ||
| JEFF KITSELMAN | Board President | — | ||
| PETE RYDBERG | Board Member | — | ||
| JUSTIN TABARES | Board Member | — | ||
| CARON DAUGHERTY | Board Member | — | ||
| CAROL LUCY | Board Member | — | ||
| ANTHONY MERCER | Board Member | — |
Tax year 2021
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| REBECA HERRERA | Executive Director | 19.0% of Rev | ||
| SONJA HODGES | Board Member | — | ||
| MARY SUE WADE | Board Member | — | ||
| BRAD YOUNT | Treasurer | — | ||
| JAN TRAYLOR | Board Member | — | ||
| MIKE HELBERT | Board President | — | ||
| NORMA WATSON | Secretary | — | ||
| BRYAN SILVERSON | Board Member | — | ||
| JEFF KITSELMAN | Board President | — | ||
| CORY ANDERSON | Board Member | — | ||
| EARL HOFFMAN | Board Member | — | ||
| THOMAS FELTS | Board Member | — |
Score breakdown
The three components combine into a single 0–100 score weighted as shown. Full methodology →
Peer comparison
Compared to 60 other orgs in KS with NTEE prefix A6.
Most-divergent component: program score sits 13 points above the peer median (45 vs. 32).
5-year trend: Acute Resource Divergence
Revenue is contracting significantly, but executive compensation percentage is rising. The organization is refusing to adjust its administrative overhead to match its new economic reality.
What's driving this score
- Comp-to-revenue ratio of 22.2% is modestly above the sector's healthy band (18–22%) — worth monitoring.
What would change this score
The two changes that would most improve this score:
- Separate signing authority from fundraising authority when both are held by one person — removes the concentration penalty (~12 points).
- Reduce top-officer compensation from 22.2% to under 22% of revenue — would move governance score by ~5 points.
Improving governance is a board decision. These are the levers.