Issue: A major foundation board wanted to assess morale of its seven-person staff, develop focused compensation suggestions responsive to individual needs and determine competitive industry salary, perquisite and retirement packages. More.
Issue: One of the oldest cancer outreach and support centers in North America wanted their first comprehensive compensation review of all staff to include the executive director. There was conjecture as to the individual’s thoughts and ideas, but no comprehensive review for issues like how long may I work? When will I be asked to retire? Who is the next generation of leadership? More.
Issue: A large state educational organization on behalf of 39 members wanted a structured process for selecting a regional medical insurance brokerage firm. The firm would represent the consortium in negotiations with major national medical insurance companies and select a carrier with a multi-year guaranteed tier of rates for the several thousand employees in the member base. More.
Issue: A prominent K-12 independent day school retained Calfee Financial to develop a compensation package for a head of school critical to the institution’s success. With board approval, the management team agreed to develop comprehensive compensation program to retain the head for years to come. More.
Issue: A public school military academy retained Calfee Financial to develop a compensation package for the founder and head of school. The board wanted Calfee Financial to provide out of the box thinking and establish a rationale for compensation that would correlate to mainstream public school pay, while providing an incentive for performance. The board, clear in its admiration for the founder, also wanted to provide a top tier retirement package within the confines of IRS regulations. More.