MACE Compensation and Operation Survey Insights
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Dowell Management created this presentation to serve as a snapshot of the data found in both the MACE Compensation Survey (2012) and MACE Operations Survey (2013).
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MACE Compensation and Operation Survey Insights
- 1. Insights from the MACE Compensation & Operations Surveys Larry Dowell, Dowell Management 1
- 2. Compensation & Benefits Survey 2012
- 3. About MACE Founded in 1972, serves five-state region Iowa, Minnesota, Nebraska, North Dakota, South Dakota Purpose is three-fold • Provide continuing education opportunities • Facilitate connection with industry peers • Develop a regional ethic among chambers of commerce Expanded Product Line • Annual Conference • Compensation & Benefits Survey • Membership Satisfaction Survey • Newsline • Chamber Insight Webinars 3
- 4. Survey Background Methodology Self reporting, sampling, corrupt data Who was surveyed • Iowa, Illinois, Nebraska, Minnesota, North Dakota, South Dakota, Wisconsin Who participated 4
- 5. State Participation WI 26% IL 20% SD 4% ND 3% NE 6% 49 6 56 8 42 IA 19% MN 23% 12 40 Trend Lines Overall, participation was up in 2012 from 2010. The addition of Illinois in 2012 increased overall numbers substantially. 5
- 6. Gender of Chief Paid Executive 36.7% 63.2% Percentages have remained stable since 2008 6
- 7. Age of Chief Paid Executive 5% 10% 20% 35% 18-29 30-37 38-45 46-55 30% Over 55 7
- 8. Interesting 2012 Facts 93% Of chambers have a full-time Chief Paid Executive $16,225 Average amount added to reserves during last fiscal year 4% 44.7 Average retirement match by employer for Executive 92% Average age of chamber Executive $35,658 Special Projects Manager is the lowest paid professional staff member Chambers surveyed use Facebook. 15% have a mobile app. $309.51 Average monthly amount employer pays for Executive’s auto reimbursement 8
- 9. Chambers that operate a CVB Wisconsin Illinois 10% 38% Iowa 33% South Dakota Minnesota 85% 35% Nebraska 50% North Dakota 0% 9
- 10. Expense Categories Trends 48% Administration Salaries, benefits, etc. 16% Operations Rent, utilities, buildings, equipment, etc. 33% Programs Generally, as budgets increase, the percentage spent on programs also increases. All other expenses 10
- 11. Does chamber directly contribute to cost of medical insurance? 49% 2012 Yes 51% No 2010 Medical Insurance Half of chambers surveyed contribute to medical insurance. Over 95% of chambers with budgets over $300,000 contribute to the cost of medical insurance. 11
- 12. If yes, what percent is paid for by the Chamber? % Paid Employee Spouse Family 1 – 19 % 6.5% 4.3% 4.3% 20 – 50 % 9.8% 10.6% 10.6% 51 – 70 % 7.6% 8.5% 8.5% 71 – 80 % 33.7% 40.4% 40.4% 81 – 99 % 5.4% 8.5% 8.5% 100 % 37% 27.6% 27.6% 12
- 13. Market Penetration 45% $50k ↑ 29% $200k ↑ 14% $750k ↑ % of businesses who are chamber members drop as chamber grows larger Chamber members Potential chamber members 13
- 14. Membership Models Trends 50% Investment Formula Traditional dues formula factoring in employee count, etc. 30% Tiered Dues Members choose dues levels based on needs or interest 20% Other 10% of chambers using membership investment formulas plan on changing their membership model in the next 24 months Hybrid or other approaches 14
- 15. Compensation Position Mean Median Minimum Maximum Chief Paid Executive $65,239.86 $58,000.00 $23,900.00 $190,000.00 Membership Manager $34,217.98 $33,000.00 commission only $81,500.00 Membership Salesperson $29,273.35 $27,840.96 commission only $80,000.00 Communications Manager $40,485.81 $38,000.00 $25,000.00 $68,000.00 CVB Manager $46,648.84 $25,168.00 $107,625.00 Program Manager $38,790.94 $38,500.00 $19,337.00 $61,285.00 Economic Development Manager $66,129.57 $67,500.00 $27,040.00 $130,000.00 Administrative Assistant or Receptionist $29,029.25 $29,120.00 $16,000.00 $50,700.00 $38,000.00 15
- 16. Annual Base Salary Mean 2006 2008 2010 2012 Chief Paid Executive $54,082 $55,060 $56,257 $65,239 Vice President $47,045 $50,198 $53,407 $55,007 Membership Manager $32,423 $35,281 $33,686 $34,217 16
- 17. Bonus Opportunity Position Percent who have bonus plan Average Potential Bonus Chief Paid Executive 47% $7,728.84 Membership Manager 50% $4,248.38 Membership Salesperson 38% $6,336.36 Communications Manager 34% $1,909.09 CVB Manager 39% $2,370.00 Program Manager 54% $1,742.11 Economic Development Manager 35% $5,700.00 Administrative Assistant or Receptionist 28% $989.86 17
- 18. Profile of the Average Chamber Executive $50,001 $100,000 $200,001 $300,000 $500,001 $750,000 More than $1 million • Female • 45 years old • Bachelor’s • 4-6 year tenure • 200 members • $36,230 • Female • 46 years old • Bachelor’s • 7-10 year tenure • 401 members • $51,971 • Male • 46 years old • Bachelor’s • 7-10 year tenure • 607 members • $82,433 • Male • 47 years old • Bachelor’s • 11-15 year tenure • 1,154 members • $131,825 18
- 20. State Participation Methodology WI 20% Self reporting, sampling, corrupt data IA 31% SD 12% Who was surveyed • Iowa, Nebraska, Minnesota, North Dakota, South Dakota, Wisconsin ND 5% NE 10% • Small vs. Large Chambers MN 23% 20
- 21. Survey Categories • Organizational Structure and Function • Staffing & Continuing Education • Events • Governance • Public Policy and Political Action • Membership • Financials • Communications 21
- 22. Organizational Structure & Function Lost a Major Function 8% 40% of those are no longer the primary economic development organization U.S. Chamber Member Have an adopted strategic plan 57% 78% 22
- 23. Governance Average Board Size Below $50k VOTING NON-VOTING COMMITTEE $200k - $300k $750k – $1m > $1m 23
- 24. Membership Budget Size # of Members Retention Rate Minimum Dues Highest Dues $50,000 and below 107.2 99% $165.00 $681.80 $100k - $200k 221.3 88% $190.15 $3,856.43 $300k - $500k 432.2 73% $261.00 $5,208.65 $750k - $1m 458.7 88% $299.33 $6,073.33 More than $1m 863.3 78% $603.30 $63,522.22 24
- 26. Staffing & Continuing Education Average employee tenure is 6.5 years Regardless of size of chamber 3.5 3 2.5 2 1.5 1 0.5 2006 Full-Time Management 2008 2010 2012 Full-Time Non-Management 2013 Part-Time 26
- 27. Events 21% 33% 35% Community Events Non-member premium on events Free Membership Events 46% Paid Membership Events Average # of events last year 7 16 11 27
- 28. Public Policy & Political Action At what levels do you advocate on behalf of members? None 6% 14% Have a PAC 70% 60% Local State Federal 30% 46% Have a Public Policy Committee 28
- 30. Conclusion Full compensation survey report and operations survey report are available on MACE Website www.MidAmericaChamberExecutives.com Chambers desiring custom reports or specific data requests should be directed to: Carrie Kirkpatrick Dowell Management carrie@dowellmgmt.com 651-293-1023 30
Notes de l'éditeur
- Pleased and honoredDSA 2008, 2010 and 2012 surveyThe need for industry benchmarksSurvey has many uses. For example: CEO compensation, fringe benefit plans, salary competitiveness researchGeorge BushWhat boards are looking for/skillsPersonality AttributesBenchmarks
- 2010: 1552012: 213Wisconsin and Illinois added and has a positive impact on averages such as executive compensation
- Identical percentage with a much larger sampleWisconsin: Highest percent female 73%Iowa: Highest percent male 55%
- Industry is aging, same as economy as a wholeWisconsin: Far fewer young execs than most states30 to 37 years - 5.88%38 to 45 years - 21.57%46 to 55 years - 49.02%55+ -23.53%
- Salary comparisons are full-time onlyRetirement match increased from 3% in 2010 to 4% in 2012Average amount added to Reserves is up over 100% from 2010Illinois: Same full-time percentage4% average retirement match46.95 average age100% use Facebook$17,425 average amount added to reserves
- Nebraska had highest Admin expense – 54%North Dakota had lowest Program expense – 17%
- 2010 – Chambers with budgets $100,000-$200,000, only 26% contribute to medicalWisconsin:50% directly contribute to medical insurance
- Note 75% in the 71-100% rangesIllinois: Very similar to industry averages
- $50,000 - $100,000 = 45% penetration$200,000-$300,000 = 29%$750,000 - 1 million = 14.29%Wisconsin:Trend holds true, although less pronounced
- Base rate increased – 2010: 235.27, 2012: 247.955% increaseIllinois: 5% less described as tiered duesFormula – 54%Tiered – 35%Other – 9.8%
- Quick reviewWisconsin Averages: Generally slightly higher than average compensation. Chief Paid Executive by Income: $50,001 - $100,000 $40,750.00$100,001 - $200,000 $52,107.00$200,001 - $300,000 $51,817.55$300,001 - $500,000 $72,069.87$500,001 - $750,000 $85,268.75$750,001 - $1,000,000 $95,000.00Chief Paid Executive $59,839.05 (less than average)Membership Manager $29,882.73 (less than average)Membership Salesperson $21,727.30 (less than average)Communication Manager $31,475.00 (less than average)CVB Manager $27,000.00 (significantly less than average)Program Manager $32,909.57 (less than average)ED Manager $61,529.57 (less than average)Administrative Assistant $24,379.25 (less than average)
- CEO increase only partially explained by Illinois additionMost growth came from within 6 statesExecutive 16% over 2010Membership 1.5% over 2010 and similar for other staff positions
- Larger the chamber, more likely to have bonus planCEO bonus – percent of chambers increased2010: 45%2012: 47%Illinois: Generally more bonus plans offered, but average bonus potentials are the same
- Note female to male trendNote tenure at chamberNote compensationGood news females 2% increase in women in top income categoriesIllinois: Trends hold true – want me to update all data?
- Pleased and honoredDSA 2008, 2010 and 2012 comp surveyChose to add Operations survey to address needs of membersThe need for industry benchmarksThanks to ICCE for helping to fund this important research
- 2010: 1552012: 213Wisconsin and Illinois added and has a positive impact on averages such as executive compensationIn Compensation Survey, more participation from small chambers – the opposite is true for the Operations Survey.
- 8% of chambers lost a major function in the last yearOf those who lost a major function, 40% are no longer the primary economic development organization78% of chambers have a strategic plan that has been adopted by their Board of directors57% of participant chambers are members of the U.S. Chamber
- Average Board Size of chambers of various sizesBelow $50k – 7 voting, 1 non-voting, 3 committee$200k-$300k – 14 voting, 2 non-voting, 6 committees$750-$1m – 20 voting, 3 non-voting, 6 committees>$1m – 30 voting, 6 non-voting, 16 committees
- Membership metrics obviously vary drastically with budget size.
- How do chambers distribute their newsletters?Printed – 41%Email – 69%PDF attached to an email – 23%Posted to a website – 45%Local paper – 12%
- In 2012, Average FTE=4.25. In 2013, no drastic change – FTE=4.0There has been a staffing change, however.Full-time management staff has remainded steady, while full-time non-management positions have fallen. Part-time positions have spiked.Average employee tenure is 6.5 years. Surprisingly, this figure does not change among revenue categories.
- The average chamber puts on 34 events per year. On average, 7 of those are community events (parades, festivals, etc.), 16 are free membership events, and 11 are paid membership events.78% of chambers charge more for non-members to attend their events than members. Of those who do, the average non-member premium is 35%.
- We asked, at what levels do you advocate on behalf of members?None – 14% (50% of these were chambers with revenue less than $100k)Local – 70%State – 60%Federal – 30%However, only 46% of respondents have a public policy committee.6% reported having a PAC.
- The piggy banks across show chamber profitability over time.2008 – 77%of chambers profitable2010 – 55% of chambers profitable2012 – 71%2013 – 72% (even with more bigger chambers in the mix)Average dues revenue percentage – 47%Average non-dues revenue percentage – 53%