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 |
|---|---|---|---|---|---|---|---|
| 2019 | — | — | 122.1% | 11 | Critical Intervention Needed | Gov Risk | |
| 2018 | — | — | 52.4% | 15 | Critical Intervention Needed | Gov Risk | |
| 2017 | — | — | 47.8% | 17 | Critical Intervention Needed | Gov Risk | |
| 2016 | — | — | 37.6% | 25 | Critical Intervention Needed | Gov Risk | |
| 2015 | — | — | 23.9% | 33 | Critical Intervention Needed | Gov Risk | |
| 2014 | — | — | 37.6% | 23 | Critical Intervention Needed | Gov Risk | |
| 2013 | — | — | 16.3% | 36 | Fragile | Decline Risk | |
| 2012 | — | — | — | 41 | Fragile | Recovery | |
| 2011 | — | — | 24.9% | 29 | Critical Intervention Needed | Stable Watch |
Officer compensation history
Tax year 2022
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| Linda Lowy | Board President | — | ||
| Peter Lowy | Board Member | — | ||
| Roseli Weiss | Board Member | — |
Tax year 2021
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| Linda Lowy | Board President | Hidden | ||
| Linda Lowy | Board President | Hidden | ||
| Peter Lowy | Board Member | — | ||
| Roseli Weiss | Board Member | — | ||
| Peter Lowy | Board Member | — | ||
| Roseli Weiss | Board Member | — |
Score breakdown
The three components combine into a single 0–100 score weighted as shown. Full methodology →
Peer comparison
Compared to 246 other orgs in MA with NTEE prefix A6.
Most-divergent component: financial score sits 37 points below the peer median (5 vs. 42).
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 33 → 11 over 5 years (declining by 22 points). A multi-year directional move of this magnitude is a signal worth investigating.
What's driving this score
- Comp-to-revenue ratio of 122.1% 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 122.1% 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.