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 |
|---|---|---|---|---|---|---|---|
| 2024 | Hidden | Hidden | — | — | Unknown | — | |
| 2023 | — | — | 30.9% | 34 | Critical Intervention Needed | Gov Risk | |
| 2022 | — | — | 11.1% | 45 | Fragile | Recovery | |
| 2021 | — | — | 31.0% | 25 | Critical Intervention Needed | Gov Risk | |
| 2020 | — | — | 38.1% | 33 | Critical Intervention Needed | Gov Risk | |
| 2019 | — | — | 18.5% | 43 | Fragile | Decline Risk | |
| 2018 | — | — | — | 47 | Fragile | Recovery | |
| 2017 | — | — | 22.7% | 43 | Fragile | Gov Risk | |
| 2016 | — | — | — | 51 | Fragile | Recovery | |
| 2015 | — | — | 25.9% | 36 | Fragile | Gov Risk | |
| 2014 | — | — | — | 41 | Fragile | Stable Watch | |
| 2013 | — | — | — | 41 | Fragile | Stable Watch | |
| 2012 | — | — | — | 41 | Fragile | Decline Risk | |
| 2011 | — | — | — | 45 | Fragile | Stable Watch |
Officer compensation history
Tax year 2025
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| JOEL LEVY | Treasurer | 30.9% of Rev | ||
| STEVEN BEHR | Executive Director | — |
Tax year 2023
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| JOEL LEVY | Treasurer | 26.5% of Rev | ||
| JOEL LEVY | Treasurer | 19.9% of Rev | ||
| ABBY BEHR | Executive Director | 11.0% of Rev | ||
| ABBY BEHR | Executive Director | — |
Tax year 2021
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| JOEL LEVY | Treasurer | 19.9% of Rev | ||
| ABBY BEHR | Executive Director | 11.0% of Rev |
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 NY 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.
What's driving this score
- Comp-to-revenue ratio of 30.9% 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 30.9% to under 22% of revenue — would move governance score by ~18 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.