TO PROVIDE HEALTHCARE AS WE EXPECT FOR OUR OWN FAMILY.
Executive compensation, broken down
Form 990 · Part VII & Schedule J · 13 reported individuals · Filing year 2023
Percentile bands compare each position's total pay with the same role at Health Care organizations in Michigan.
- Base
- $142k
- Bonus
- —
- Other
- $4k
- Benefits
- $14k
- Base
- $138k
- Bonus
- —
- Other
- $271
- Benefits
- $17k
| Position | Base | Bonus | Other | Benefits | Total |
|---|---|---|---|---|---|
Administrator - Part Year Officer (Unspecified) | $142k | — | $4k | $14k | $168k $185k |
Physical Therapist Highest Compensated Employee 25th percentile to median | $138k | — | $271 | $17k | $163k $180k |
Executive Director - Part Year 25th percentile to median | — | — | — | — | $91k $100k |
VP CMO - Part Year Vice President 10th to 25th percentile | — | — | — | — | $39k $43k |
Chairman & CEO - Part Year Board Chair 25th percentile to medianvs Health Care peers nationwide | — | — | — | — | $34k $38k |
Treasurer/vp of Finance/cfo Officer (Unspecified) | — | — | — | — | $32k $36k |
Trustee Board Member 25th percentile to median | — | — | — | — | $30k $33k |
VP Philanthropy Vice President 10th to 25th percentile | — | — | — | — | $28k $30k |
VP - Patient Care Svcs Cno Vice President 10th to 25th percentile | — | — | — | — | $28k $30k |
VP of Operations - Part Year Vice President 10th to 25th percentile | — | — | — | — | $14k $15k |
VP HR - Part Year Vice President 10th to 25th percentile | — | — | — | — | $14k $15k |
Former Dir Process Perf Improvement/vp Cno Former Officer/director/trustee 10th to 25th percentile | — | — | — | — | $10k $11k |
Chairman & CEO Board Chair Below 10th percentilevs Health Care peers nationwide | — | — | — | — | $3k $3k |
Teal figures restate each filed amount in 2026 dollars.
Estimated with BLS CPI-U for the Midwest region, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Plus 6 unpaid individuals.
Top pay as a share of expenses
In 2023, the highest total compensation at CHARLEVOIX NURSING HOME CORPORATION equaled 2% of the organization's total expenses. The median for health care organizations is 4%.
Based on 13,830 health care organizations, each measured at its most recent filing year with reported expenses and compensation.
Down 20%
from 2022
From $209k in 2022 to $168k in 2023.
Estimated with BLS CPI-U for the Midwest region, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Highest Compensated Employee pay rose 27% from 2022 to 2023, while revenue fell 10%.
- Vice President pay rose 52% from 2022 to 2023.
- Board Member pay fell 5% from 2022 to 2023.
Pay for the position itself, not any one person. The officeholder may have changed between 2022 and 2023.
Among peers
Revenue and top compensation, plotted against similar organizations. This organization is highlighted in cyan.
Common questions about CHARLEVOIX NURSING HOME CORPORATION
What does the Highest Compensated Employee of CHARLEVOIX NURSING HOME CORPORATION earn?
In 2023, the Highest Compensated Employee of CHARLEVOIX NURSING HOME CORPORATION received $162,523 in total compensation. This pay is below the median (the midpoint) for Highest Compensated Employee roles among Health Care organizations in Michigan, but above the bottom quarter of comparable filings. Based on IRS Form 990 data.
How does Highest Compensated Employee pay at CHARLEVOIX NURSING HOME CORPORATION compare with similar nonprofits?
Compared with the same role at Health Care organizations in Michigan, the 2023 pay of the Highest Compensated Employee at CHARLEVOIX NURSING HOME CORPORATION falls between the 25th percentile and the median. In 2023, the highest total compensation at CHARLEVOIX NURSING HOME CORPORATION equaled 2% of the organization's total expenses. The median for health care organizations is 4%.
What are CHARLEVOIX NURSING HOME CORPORATION's revenue and expenses?
In 2023, CHARLEVOIX NURSING HOME CORPORATION reported $8M in total revenue and $8.7M in total expenses on its IRS Form 990.
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