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 | — | |
| 2024 | Hidden | Hidden | — | — | Unknown | — | |
| 2023 | Hidden | Hidden | 34.0% | 42 | Fragile | Gov Risk | |
| 2022 | — | — | 19.8% | 47 | Fragile | Stable Watch | |
| 2021 | — | — | 17.1% | 47 | Fragile | Stable Watch | |
| 2020 | — | — | 12.7% | 45 | Fragile | Decline Risk | |
| 2019 | — | — | 6.2% | 50 | Fragile | Recovery | |
| 2018 | — | — | 11.3% | 49 | Fragile | Recovery | |
| 2017 | — | — | 22.0% | 47 | Fragile | Recovery | |
| 2016 | — | — | 27.8% | 29 | Critical Intervention Needed | Gov Risk | |
| 2015 | — | — | 28.3% | 38 | Fragile | Gov Risk | |
| 2014 | — | — | 23.5% | 39 | Fragile | Gov Risk | |
| 2013 | — | — | — | 41 | Fragile | Stable Watch | |
| 2012 | — | — | — | 41 | Fragile | Decline Risk | |
| 2011 | — | — | — | 45 | Fragile | Stable Watch |
Officer compensation history
Tax year 2026
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| BRUCE GREENHILL | Executive Director | 13.4% of Rev | ||
| LINDSEY BOEHNLEIN | ADMINISTRATIVE MANAGER | 12.6% of Rev | ||
| LAUREN KORPI | Board Member | — | ||
| MARCY KUSZ | Board Member | — | ||
| DAN TREGEMBO | Board Member | — | ||
| STACY WOOD | Board Member | — | ||
| CODY DAIG | Board President | — | ||
| JACKIE POWERS | Treasurer | — | ||
| DOUGLAS MUSKETT | Board President | — | ||
| RICHARD JENKINS | Secretary | — |
Tax year 2025
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| BRUCE GREENHILL | THEATRE MANAGER | 17.5% of Rev | ||
| LINDSEY BOEHNLEIN | ADMINISTRATIVE MANAGER | 16.6% of Rev | ||
| SANDY BENTLEY | Board Member | — | ||
| STACY WOOD | Board Member | — | ||
| DAN TREGEMBO | Board Member | — | ||
| LAUREN KORPI | Board Member | — | ||
| MARCY KUSZ | Board Member | — | ||
| RICHARD JENKINS | Secretary | — | ||
| ZONA WICK | Board President | — | ||
| JACKIE POWERS | Treasurer | — | ||
| DOUGLAS MUSKETT | Board President | — |
Tax year 2023
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| BRUCE GREENHILL | Executive Director | 12.0% of Rev | ||
| DAN TREGEMBO | Board Member | — | ||
| SANDY BENTLEY | Board Member | — | ||
| STACY WOOD | Board Member | — | ||
| RICK SEMO | Board Member | — | ||
| DOUGLAS MUSKETT | Board President | — | ||
| ZONA WICK | Board President | — | ||
| SUSIE FILIPPO | Secretary | — | ||
| JACKIE POWERS | Treasurer | — |
Tax year 2022
| Name | Title | Phone | Compensation | |
|---|---|---|---|---|
| BRUCE GREENHILL | Executive Director | 8.0% of Rev | ||
| SANDY BENTLEY | Board Member | — | ||
| NICHOLE LAHTI | Board Member | — | ||
| CASSANDRA BORDNER | STUDENT REPRESENTATIVE | — | ||
| DAN TREGEMBO | Board Member | — | ||
| RICK SEMO | Board Member | — | ||
| ZONA WICK | Board President | — | ||
| STACY WOOD | Treasurer | — | ||
| SUSIE FLIPPO | Secretary | — | ||
| DOUGLAS MUSKETT | Board President | — |
Score breakdown
The three components combine into a single 0–100 score weighted as shown. Full methodology →
Peer comparison
Compared to 185 other orgs in MI with NTEE prefix A6.
Most-divergent component: program score sits 17 points above the peer median (45 vs. 28).
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 34.0% 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 34.0% to under 22% of revenue — would move governance score by ~24 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.