Executive compensation
Form 990-EZ · Part IV · 2 reported individuals · Filing year 2024
Percentile bands compare each position's total pay with the same role at Health Care organizations in North Carolina.
| Position | Total |
|---|---|
Executive Director Below 10th percentile | $14k $15k |
Peer Support Specialist Distributor Unclassified | $3k $3k |
Teal figures restate each filed amount in 2026 dollars.
Estimated with BLS CPI-U for the South region, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Plus 8 unpaid individuals.
Top pay as a share of expenses
In 2024, the highest total compensation at Community Hope Alliance equaled 16% 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.
Among peers
Revenue and top compensation, plotted against similar organizations. This organization is highlighted in cyan.
Common questions about Community Hope Alliance
What does the Chief Executive Officer of Community Hope Alliance earn?
In 2024, the Chief Executive Officer of Community Hope Alliance received $14,300 in total compensation. This pay is in the bottom 10% for Chief Executive Officer roles among Health Care organizations in North Carolina: at least 9 in 10 comparable filings report more. Based on IRS Form 990 data.
How does Chief Executive Officer pay at Community Hope Alliance compare with similar nonprofits?
Compared with the same role at Health Care organizations in North Carolina, the 2024 pay of the Chief Executive Officer at Community Hope Alliance falls in the bottom 10%. In 2024, the highest total compensation at Community Hope Alliance equaled 16% of the organization's total expenses. The median for health care organizations is 4%.
What are Community Hope Alliance's revenue and expenses?
In 2024, Community Hope Alliance reported $109k in total revenue and $89k in total expenses on its IRS Form 990.
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