TO PROVIDE A COMPREHENSIVE RANGE OF MENTAL HEALTH SERVICES FOR THE EVALUATION AND TREATMENT OF PEOPLE OF ALL AGES EXPERIENCING MENTAL ILLNESS, INDIVIDUAL OR FAMILY EMOTIONAL DISTRESS, AND OVERWHELMINGLY STRESSFUL CIRCUMSTANCES; TO PROVIDE EDUCATION SERVICES TO PREVENT OR EASE SUCH CONDITIONS; AND TO PROMOTE THE EMOTIONAL WELL-BEING OF PEOPLE IN WOODBURY COUNTY AND NEARBY COMMUNITIES.
Executive compensation, broken down
Form 990 · Part VII & Schedule J · 6 reported individuals · Filing year 2023
Percentile bands compare each position's total pay with the same role at Mental Health & Crisis Intervention organizations nationwide.
- Base
- $210k
- Bonus
- —
- Other
- —
- Benefits
- $19k
- Base
- $146k
- Bonus
- —
- Other
- —
- Benefits
- $29k
- Base
- $151k
- Bonus
- —
- Other
- —
- Benefits
- $10k
- Base
- $148k
- Bonus
- —
- Other
- —
- Benefits
- $10k
- Base
- $138k
- Bonus
- —
- Other
- —
- Benefits
- $18k
| Position | Base | Bonus | Other | Benefits | Total |
|---|---|---|---|---|---|
Chief Executive Officer 75th to 90th percentile | $210k | — | — | $19k | $241k $267k |
Nurse Practitioner Highest Compensated Employee Median to 75th percentile | $146k | — | — | $29k | $184k $203k |
Nurse Practitioner Highest Compensated Employee 25th percentile to median | $151k | — | — | $10k | $170k $187k |
Nurse Practitioner Highest Compensated Employee 25th percentile to median | $148k | — | — | $10k | $167k $184k |
Nurse Practitioner Highest Compensated Employee 25th percentile to median | $138k | — | — | $18k | $164k $182k |
Nurse Practitioner Highest Compensated Employee 25th percentile to median | — | — | — | — | $148k $163k |
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 12 unpaid individuals.
Browse compensation in Mental Health & Crisis Intervention →
Top pay as a share of expenses
In 2023, the highest total compensation at SIOUXLAND MENTAL HEALTH SERVICES INC equaled 2% of the organization's total expenses. The median for mental health & crisis intervention organizations is 9%.
Based on 5,568 mental health & crisis intervention organizations, each measured at its most recent filing year with reported expenses and compensation.
Up 6%
from 2022
From $229k in 2022 to $241k 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.
Chief Executive Officer pay rose 6% from 2022 to 2023, while revenue rose 11%.
- Highest Compensated Employee pay rose 20% 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 SIOUXLAND MENTAL HEALTH SERVICES INC
What does the Chief Executive Officer of SIOUXLAND MENTAL HEALTH SERVICES INC earn?
In 2023, the Chief Executive Officer of SIOUXLAND MENTAL HEALTH SERVICES INC received $241,468 in total compensation. This pay is in the top quarter for Chief Executive Officer roles among Mental Health & Crisis Intervention organizations nationwide, though not the top 10% of comparable filings. Based on IRS Form 990 data.
How does Chief Executive Officer pay at SIOUXLAND MENTAL HEALTH SERVICES INC compare with similar nonprofits?
Compared with the same role at Mental Health & Crisis Intervention organizations nationwide, the 2023 pay of the Chief Executive Officer at SIOUXLAND MENTAL HEALTH SERVICES INC falls between the 75th and 90th percentiles. In 2023, the highest total compensation at SIOUXLAND MENTAL HEALTH SERVICES INC equaled 2% of the organization's total expenses. The median for mental health & crisis intervention organizations is 9%.
What are SIOUXLAND MENTAL HEALTH SERVICES INC's revenue and expenses?
In 2023, SIOUXLAND MENTAL HEALTH SERVICES INC reported $11.3M in total revenue and $11.5M in total expenses on its IRS Form 990.
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