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 |
|---|---|---|---|---|---|---|---|
| 2023 | — | — | 66.1% | 15 | Critical Intervention Needed | Decline Risk | |
| 2022 | — | — | 42.4% | 29 | Critical Intervention Needed | Gov Risk | |
| 2021 | — | — | 88.0% | 29 | Critical Intervention Needed | Gov Risk | |
| 2020 | — | — | 3.0% | 55 | Fragile | Recovery | |
| 2019 | — | — | 17.7% | 29 | Critical Intervention Needed | Decline Risk | |
| 2018 | — | — | 7.0% | 50 | Fragile | Recovery | |
| 2017 | — | — | — | 47 | Fragile | Stable Watch |
Officer compensation history
Tax year 2023
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| CHRISTOPHER BRATTON | Executive Director | 55.3% of Rev | ||
| GAITA LEBOISSETIER | Board Member | — | ||
| MARIA LUISA MOLINA | Board Member | — | ||
| LISA BROCK PHD | Board Member | — | ||
| ESPI SANJANA | Treasurer | — | ||
| JOSEPH FREEMAN | CHAIRMAN | — |
Tax year 2021
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| CHRISTOPHER BRATTON | Executive Director | 55.3% of Rev | ||
| GAITA LEBOISSETIER | Board Member | — | ||
| ROBERT CHAMBERS | Board Member | — | ||
| LISA BROCK PHD | Board Member | — | ||
| ESPI SANJANA | Treasurer | — | ||
| JOSEPH FREEMAN | CHAIRMAN | — |
Score breakdown
The three components combine into a single 0–100 score weighted as shown. Full methodology →
Peer comparison
Fewer than 3 peers found in MA for this NTEE subcategory; peer comparison would not be statistically meaningful.
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.
Overall score has gone from 29 → 15 over 5 years (declining by 14 points). A multi-year directional move of this magnitude is a signal worth investigating.
What's driving this score
- Comp-to-revenue ratio of 66.1% is well above the sector's 90th percentile (healthy band: 18–22%).
- Financial resilience score in the bottom quartile — reserves and liabilities ratios warrant review.
What would change this score
The two changes that would most improve this score:
- Reduce top-officer compensation from 66.1% to under 22% of revenue — would move governance score by ~40 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.