TO PROVIDE A PATH TO SKILLED CAREERS FOR THE MILLIONS OF AMERICANS WITHOUT COLLEGE DEGREES.
Executive compensation, broken down
Form 990 · Part VII & Schedule J · 8 reported individuals · Filing year 2024
Percentile bands compare each position's total pay with the same role at Human Services organizations in District of Columbia.
- Base
- $401k
- Bonus
- $132k
- Other
- —
- Benefits
- $20k
- Base
- $381k
- Bonus
- $132k
- Other
- —
- Benefits
- $37k
- Base
- $267k
- Bonus
- $25k
- Other
- —
- Benefits
- $35k
- Base
- $252k
- Bonus
- —
- Other
- —
- Benefits
- $49k
- Base
- $248k
- Bonus
- $26k
- Other
- —
- Benefits
- $16k
- Base
- $200k
- Bonus
- $50k
- Other
- —
- Benefits
- $35k
- Base
- $206k
- Bonus
- $41k
- Other
- —
- Benefits
- $28k
- Base
- $202k
- Bonus
- —
- Other
- $37k
- Benefits
- $23k
| Position | Base | Bonus | Other | Benefits | Total |
|---|---|---|---|---|---|
Co-founder and Co-ceo Officer (Unspecified) | $401k | $132k | — | $20k | $599k $636k |
Co-founder and Co-ceo Officer (Unspecified) | $381k | $132k | — | $37k | $597k $634k |
Chief Marketing Officer Highest Compensated Employee Above 90th percentile | $267k | $25k | — | $35k | $336k $357k |
Chief Product Officer Highest Compensated Employee Above 90th percentile | $252k | — | — | $49k | $309k $328k |
Chief Program Officer Above 90th percentilevs Human Services peers nationwide | $248k | $26k | — | $16k | $298k $316k |
Vice President, Development Board Vice President Above 90th percentilevs Human Services peers nationwide | $200k | $50k | — | $35k | $293k $311k |
Bus. Officer/chief Policy Officer Highest Compensated Employee Above 90th percentile | $206k | $41k | — | $28k | $282k $300k |
Chief Financial Officer (thru 8/24) 75th to 90th percentile | $202k | — | $37k | $23k | $269k $286k |
Teal figures restate each filed amount in 2026 dollars.
Estimated with Washington-Arlington-Alexandria, DC-VA-MD-WV metro-area CPI-U, 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 2024, the highest total compensation at MERIT AMERICA equaled 1% of the organization's total expenses. The median for human services organizations is 8%.
Based on 26,698 human services organizations, each measured at its most recent filing year with reported expenses and compensation.
Funded by
Private foundations whose Form 990-PF Part XV grants matched this organization.
Up 10%
from 2023
From $544k in 2023 to $599k in 2024.
Estimated with Washington-Arlington-Alexandria, DC-VA-MD-WV metro-area CPI-U, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Highest Compensated Employee pay rose 13% from 2023 to 2024, while revenue rose 42%.
- Chief Program Officer pay rose 28% from 2023 to 2024.
- Board Vice President pay rose 29% from 2023 to 2024.
Pay for the position itself, not any one person. The officeholder may have changed between 2023 and 2024.
Among peers
Revenue and top compensation, plotted against similar organizations. This organization is highlighted in cyan.
Common questions about MERIT AMERICA
What does the Highest Compensated Employee of MERIT AMERICA earn?
In 2024, the Highest Compensated Employee of MERIT AMERICA received $335,839 in total compensation. This pay is in the top 10% for Highest Compensated Employee roles among Human Services organizations in District of Columbia: at least 9 in 10 comparable filings report less. Based on IRS Form 990 data.
How does Highest Compensated Employee pay at MERIT AMERICA compare with similar nonprofits?
Compared with the same role at Human Services organizations in District of Columbia, the 2024 pay of the Highest Compensated Employee at MERIT AMERICA falls in the top 10%. In 2024, the highest total compensation at MERIT AMERICA equaled 1% of the organization's total expenses. The median for human services organizations is 8%.
What are MERIT AMERICA's revenue and expenses?
In 2024, MERIT AMERICA reported $61.4M in total revenue and $51M in total expenses on its IRS Form 990.
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