AS AN AFFILIATE OF COMMONSPIRIT HEALTH, WE MAKE THE HEALING PRESENCE OF GOD KNOWN IN OUR WORLD BY IMPROVING THE HEALTH OF THE PEOPLE WE SERVE, ESPECIALLY THOSE WHO ARE VULNERABLE, WHILE WE ADVANCE SOCIAL JUSTICE FOR ALL.
Executive compensation, broken down
Form 990 · Part VII & Schedule J · 21 reported individuals · Filing year 2023
Percentile bands compare each position's total pay with the same role at Health Care organizations nationwide.
- Base
- $298k
- Bonus
- $156k
- Other
- $3k
- Benefits
- $12k
- Base
- $149k
- Bonus
- $40k
- Other
- $1k
- Benefits
- $13k
- Base
- $132k
- Bonus
- $18k
- Other
- $2k
- Benefits
- $24k
- Base
- $129k
- Bonus
- $9k
- Other
- $266
- Benefits
- $32k
| Position | Base | Bonus | Other | Benefits | Total |
|---|---|---|---|---|---|
Director/svp Market Strategy and Development (part Board Member Above 90th percentilevs Health Care peers in Colorado | — | — | — | — | $820k $900k |
Director/cmo Commonspirit Health Board Member 75th to 90th percentilevs Health Care peers in Colorado | — | — | — | — | $502k $551k |
Sys VP Research Board Vice President 75th to 90th percentile | $298k | $156k | $3k | $12k | $492k $540k |
Sys Director Research Sponsored Program Director (Operational) 75th to 90th percentile | $149k | $40k | $1k | $13k | $213k $234k |
Director/csh COO (partial Year) Median to 75th percentile | — | — | — | — | $186k $204k |
Sys Manager Research Finance Finance Manager 75th to 90th percentilevs all sectors nationwide | $132k | $18k | $2k | $24k | $184k $202k |
Sys Director Research Analytics Highest Compensated Employee 25th percentile to medianvs Health Care peers in Colorado | $129k | $9k | $266 | $32k | $175k $193k |
Sys Manager Research Integrity Quality Assurance Highest Compensated Employee 10th to 25th percentilevs Health Care peers in Colorado | — | — | — | — | $148k $163k |
Sys Manager Research Program Program Manager Median to 75th percentile | — | — | — | — | $145k $159k |
Director/sys VP Csh Board Vice President 25th percentile to median | — | — | — | — | $121k $133k |
Evp, Chief Philanthropy Officer/president, Csh Fou Executive Vice President 25th percentile to median | — | — | — | — | $116k $128k |
Director/ceo Chi Memorial Board Member 25th percentile to medianvs Health Care peers in Colorado | — | — | — | — | $57k $62k |
Vice President, Chief Academic Officer, Designated Board Vice President 10th to 25th percentile | — | — | — | — | $56k $61k |
Director/cmo Se Division Board Member 25th percentile to medianvs Health Care peers in Colorado | — | — | — | — | $56k $61k |
Director and President 10th to 25th percentilevs Health Care peers in Colorado | — | — | — | — | $54k $59k |
Director/cmo Tx Division/ Cshri Vice Chairman, Sec Board Chair 25th percentile to median | — | — | — | — | $54k $59k |
Former Officer Former Officer/director/trustee 25th percentile to median | — | — | — | — | $52k $57k |
Director/evp Physician Enterprise/ Cshri Chair Board Chair 25th percentile to median | — | — | — | — | $52k $57k |
Former Officer Former Officer/director/trustee 25th percentile to median | — | — | — | — | $51k $56k |
System Vice President for Oncology Board Vice President 10th to 25th percentile | — | — | — | — | $45k $50k |
Former Officer Former Officer/director/trustee 10th to 25th percentile | — | — | — | — | $30k $33k |
Teal figures restate each filed amount in 2026 dollars.
Estimated with Denver-Aurora-Lakewood, CO metro-area CPI-U, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Top pay as a share of expenses
In 2023, the highest total compensation at COMMONSPIRIT HEALTH RESEARCH INSTITUTE equaled 15% 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.
Up 14%
from 2022
From $717k in 2022 to $820k in 2023.
Estimated with Denver-Aurora-Lakewood, CO metro-area CPI-U, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Board Member pay rose 90% from 2022 to 2023, while revenue rose 25%.
- Board Vice President pay rose 29% from 2022 to 2023.
- Director (Operational) pay rose 24% 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 COMMONSPIRIT HEALTH RESEARCH INSTITUTE
What does the Board Member of COMMONSPIRIT HEALTH RESEARCH INSTITUTE earn?
In 2023, the Board Member of COMMONSPIRIT HEALTH RESEARCH INSTITUTE received $819,986 in total compensation. This pay is in the top 10% for Board Member roles among Health Care organizations in Colorado: at least 9 in 10 comparable filings report less. Based on IRS Form 990 data.
How does Board Member pay at COMMONSPIRIT HEALTH RESEARCH INSTITUTE compare with similar nonprofits?
Compared with the same role at Health Care organizations in Colorado, the 2023 pay of the Board Member at COMMONSPIRIT HEALTH RESEARCH INSTITUTE falls in the top 10%. In 2023, the highest total compensation at COMMONSPIRIT HEALTH RESEARCH INSTITUTE equaled 15% of the organization's total expenses. The median for health care organizations is 4%.
What are COMMONSPIRIT HEALTH RESEARCH INSTITUTE's revenue and expenses?
In 2023, COMMONSPIRIT HEALTH RESEARCH INSTITUTE reported $2.4M in total revenue and $5.5M in total expenses on its IRS Form 990.
Compare any role, sector, or revenue band
Build your own benchmark from millions of reported positions.
Learn More About Nonprofit Compensation
Guides to help you understand and use this data
Nonprofit CFO Salary
What nonprofit CFOs earn, what drives the number, and how to use public compensation data in a job search or negotiation.
Read moreNonprofit COO Salary
What nonprofit COOs earn, what drives the number, and how to use public compensation data in a job search or board decision.
Read moreNonprofit Executive Director Salary
What nonprofit executive directors earn, what drives the number, and how to use public compensation data whether you are a candidate, a current ED, or a board member.
Read more