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 | — | |
| 2023 | Hidden | Hidden | 25.6% | 50 | Governance-Stressed | Gov Risk | |
| 2022 | — | — | 26.4% | 50 | Governance-Stressed | Gov Risk | |
| 2021 | — | — | 15.6% | 55 | Fragile | Stable Watch | |
| 2020 | — | — | 21.5% | 55 | Fragile | Recovery | |
| 2019 | — | — | 14.4% | 52 | Fragile | Recovery | |
| 2018 | — | — | 33.5% | 48 | Governance-Stressed | Recovery | |
| 2017 | — | — | 32.4% | 50 | Governance-Stressed | Recovery | |
| 2016 | — | — | 38.1% | 38 | Critical Intervention Needed | Recovery | |
| 2015 | — | — | 40.0% | 38 | Critical Intervention Needed | Gov Risk | |
| 2014 | — | — | 35.3% | 42 | Governance-Stressed | Gov Risk | |
| 2013 | — | — | 30.1% | 44 | Governance-Stressed | Gov Risk | |
| 2012 | — | — | 26.8% | 50 | Governance-Stressed | Recovery | |
| 2011 | — | — | 28.1% | 46 | Fragile | Gov Risk |
Officer compensation history
Tax year 2026
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| TAHNEE FREDA | Executive Director | 6.7% of Rev | ||
| ANGELA SANON | EMPLOYEE | 3.5% of Rev | ||
| POOJA NAIR | Board Member | — | ||
| TATANIA MINGUET | Board Member | — | ||
| MICHELLE VOETBERG | Board Member | — | ||
| DAISY SALAS | Board Member | — | ||
| CYNTHIA PEARSON | Board President | — | ||
| JANE CASTRUCCIO | Secretary | — | ||
| JASMINE AKO | Board President | — | ||
| NANCY AMBROSSI | Treasurer | — | ||
| MANUEL PRIETO | Executive Director | — |
Tax year 2023
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| MANUEL PRIETO | Executive Director | 7.6% of Rev | ||
| KATHLEEN JEQUINTO | Board Member | 3.4% of Rev | ||
| POOJA NAIR | Board Member | — | ||
| JOHN ECHEVESTE | Board President | — | ||
| JANE CASTRUCCIO | Secretary | — | ||
| SHARON JENNINGS | Board Member | — | ||
| TATANIA MINGUET | Board Member | — | ||
| JASMINE AKO | Board Member | — | ||
| SANDRA HAHN | Board Member | — | ||
| JOHN ODELL | Treasurer | — | ||
| JUMI ALUKO | Board Member | — | ||
| CYNTHIA PEARSON | Board President | — | ||
| NANCY AMBROSSI | Board Member | — | ||
| BREION MOSES | Board Member | — | ||
| BRENDEN SCHAEFER | Board Member | — |
Tax year 2022
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| MANUEL PRIETO | Executive Director | 6.8% of Rev | ||
| KATHLEEN JEQUINTO | DEVELOPMENT MGR | 3.2% of Rev | ||
| ANGIE SANON | OFFICE MGR | 2.3% of Rev | ||
| POOJA NAIR | Board Member | — | ||
| JOHN ECHEVESTE | Board President | — | ||
| JANE CASTRUCCIO | Secretary | — | ||
| SHARON JENNINGS | Board Member | — | ||
| TATANIA MINGUET | Board Member | — | ||
| BREION MOSES | Board Member | — | ||
| SANDRA HAHN | Board Member | — | ||
| JOHN ODELL | Treasurer | — | ||
| BRENDEN SCHAEFER | Board Member | — | ||
| JASMINE AKO | Board Member | — | ||
| CYNTHIA PEARSON | Board President | — | ||
| NANCY SANCHEZ | Board Member | — |
Tax year 2021
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| MANUEL PRIETO | Executive Director | 6.6% of Rev | ||
| RENY SULTAN | Board Member | 2.2% of Rev | ||
| POOJA NAIR | Board Member | — | ||
| JOHN ECHEVESTE | Board President | — | ||
| JANE CASTRUCCIO | Secretary | — | ||
| SHARON JENNINGS | Board Member | — | ||
| TATANIA MINGUET | Board Member | — | ||
| SANDRA HAHN | Board Member | — | ||
| JOHN ODELL | Treasurer | — | ||
| LETICIA LOZANO | Board Member | — | ||
| CYNTHIA PEARSON | Board President | — | ||
| NANCY SANCHEZ | Board Member | — |
Score breakdown
The three components combine into a single 0–100 score weighted as shown. Full methodology →
Peer comparison
Compared to 830 other orgs in CA with NTEE prefix A6.
Most-divergent component: program score sits 29 points above the peer median (60 vs. 31).
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 25.6% 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 25.6% to under 22% of revenue — would move governance score by ~7 points.
Improving governance is a board decision. These are the levers.