Calfee

Calfee Financial

Our Philosophy

We provide comprehensive, global financial planning for the high net worth entrepreneur, business owner, families and their successors.

Our Philosophy

We Believe

Every entrepreneur knows what they want: to coordinate and integrate the longer term financial goals that provide growth WITH protection of wealth.

About Us

Cafee Financial® Process

Having worked with entrepreneurs for over 30 years, we understand their unique needs and have tailored our business to help them work towards their goals.

Process

Calfee Financial invests significant time and energy getting to know you and your family, your goals, needs and dreams. We view planning as an ongoing process.

Capture Core Business Value

The real value of your business is what it can provide in cash flow, security, liquidity, and long-term after tax wealth for you and your family.

Achieve Wealth Diversification

To accumulate ever less valuable assets makes little sense to us. To protect against currency debasement and inflation makes more sense to us.

Protect Wealth & Family

Too many ignore the simple question “What if…..?” We embrace it. The ability to transfer risk and diversify to protect your wealth is a primary/core result of our work.

Seeking to Grow & Preserve the Wealth of Entrepreneurs

It is the ability to identify, separate and coordinate the longer term financial, wealth, value goals that provides the growth and protection of wealth.

Compensation for the Head and Staff of
Independent, Charter and Montessori Schools

Typically, board members and organization leaders are uncomfortable with compensation negotiations. Many do not understand, appreciate or embrace the issues, possibilities and ramifications. Everyone differs as to what is ”FAIR.” With the right process, you can engineer successful, lasting and practical compensation and benefits packages for your leadership and staff.

Compensation

Compensation for the Head and Staff of Independent, Charter and Montessori Schools

Compensation decisions are market driven for the head and the board. Even so, there are many ways to craft agreements to satisfy the financial and significant quantitative factors and requirements of a total compensation package.

Conversely, the nation is now focused on excessive compensation in the not-for-profit sector, which requires validation. A process is required to preclude unfair, inadequate and indefensible compensation.

Download the Calfee Compensation Brochure

Three Pillars of Compensation

A fair compensation package is structured around three distinct financial pillars:

  • The First Pillar is salary. Salary is determined by supply and demand as well as demographics, geography and the needs of the individual and school or institution.

  • The Second Pillar consists of bonuses and other guaranteed or discretionary entitlements such as cars, insurance, tuition, sabbaticals et al.

  • The Third Pillar is deferred compensation, of which there are two categories:

    • Qualified: Government tax code approved 403(b), 457(b) and other plans.

    • Nonqualified: Custom designed and tax-deferred compensation strategies. Typically, these are structured to reward the head of the school or institution for a job well done or encourage him or her to remain with the institution.

A fair compensation and benefits package impacts head, faculty and staff pay levels.

Peter H. Calfee

Peter H. Calfee, CPA, CFP, CLU, AEP, MBA, is President and Owner of Calfee Financial Advisors, Inc. Mr. Calfee is a past presenter at the National Association of Independent Schools Annual Conference, regional association and conference programs and speaks across the country on total compensation and contract issues for the leaders and staff of non-profit institutions and independent schools.