THE MISSION OF TOWER HEALTH IS TO PROVIDE COMPASSIONATE, ACCESSIBLE, HIGH QUALITY, COST EFFECTIVE HEALTHCARE TO THE COMMUNITY; TO PROMOTE HEALTH; TO EDUCATE HEALTHCARE PROFESSIONALS; AND TO PARTICIPATE IN APPROPRIATE CLINICAL RESEARCH. TOWER HEALTH (PARENT) IS A NON-PROFIT HEALTHCARE SYSTEM THAT PROVIDES CHARITABLE COMMUNITY-BASED HEALTHCARE SERVICES AND PROGRAMS TO IMPROVE THE HEALTH AND WELL-BEING OF THE PEOPLE AND THE COMMUNITIES IT SERVES IN THE GREATER BERKS, MONTGOMERY AND CHESTER AREAS THROUGH ITS SUBSIDIARIES (SEE FORM 990, SCHEDULE R). SUBSIDIARIES INCLUDE BUT ARE NOT LIMITED TO PHOENIXVILLE HOSPITAL, AND POTTSTOWN HOSPITAL, THE TWO OF WHICH ARE HELD IN SINGLE MEMBER LLCS THAT TOWER HEALTH IS THE SOLE MEMBER OF. AS A RESULT, THESE ARE TREATED AS DISREGARDED ENTITIES AND ALL OF THEIR INCOME AND ACTIVITIES ARE REPORTED ON TOWER HEALTH'S FORM 990. AS A PROVIDER OF DIRECT CARE, TOWER HEALTH ADDRESSES ISSUES OUTSIDE THAT REALM THAT IMPACT HEALTH AND WELLNESS. IN FACT, A KEY PART OF
Executive compensation, broken down
Form 990 · Part VII & Schedule J · 22 reported individuals · Filing year 2023
Percentile bands compare each position's total pay with the same role at Health Care organizations in Pennsylvania.
- Base
- $420k
- Bonus
- —
- Other
- $59k
- Benefits
- $27k
- Base
- $487k
- Bonus
- —
- Other
- $14k
- Benefits
- $27k
- Base
- $390k
- Bonus
- —
- Other
- $690
- Benefits
- $27k
- Base
- $294k
- Bonus
- —
- Other
- $2k
- Benefits
- $9k
- Base
- $223k
- Bonus
- —
- Other
- $40k
- Benefits
- $18k
- Base
- $230k
- Bonus
- $47k
- Other
- $1k
- Benefits
- $19k
- Base
- $234k
- Bonus
- —
- Other
- $9k
- Benefits
- $19k
- Base
- $197k
- Bonus
- —
- Other
- $63k
- Benefits
- $453
- Base
- $232k
- Bonus
- —
- Other
- $5k
- Benefits
- $450
- Base
- $16k
- Bonus
- —
- Other
- $180k
- Benefits
- —
| Position | Base | Bonus | Other | Benefits | Total |
|---|---|---|---|---|---|
CEO Potts Te 75th to 90th percentile | $420k | — | $59k | $27k | $580k $648k |
Physician Highest Compensated Employee 75th to 90th percentile | $487k | — | $14k | $27k | $539k $602k |
CEO Phoe/pot 75th to 90th percentile | $390k | — | $690 | $27k | $429k $479k |
VP CFO Phoen 75th to 90th percentile | $294k | — | $2k | $9k | $313k $350k |
CEO Thp Term 75th to 90th percentile | $223k | — | $40k | $18k | $311k $347k |
VP Cno Phoen Board Vice President Median to 75th percentile | $230k | $47k | $1k | $19k | $302k $338k |
Physician Highest Compensated Employee Median to 75th percentile | $234k | — | $9k | $19k | $271k $303k |
Physician Highest Compensated Employee Median to 75th percentile | $197k | — | $63k | $453 | $269k $301k |
COO Th 75th to 90th percentile | — | — | — | — | $253k $283k |
Physician Highest Compensated Employee Median to 75th percentile | $232k | — | $5k | $450 | $245k $274k |
EVP Business Executive Vice President 25th percentile to medianvs Health Care peers nationwide | — | — | — | — | $208k $233k |
Evp/ceo Prov Key Employee 25th percentile to median | — | — | — | — | $206k $230k |
Evp/cmo Towe Key Employee 25th percentile to median | — | — | — | — | $204k $228k |
Former CEO C Former Officer/director/trustee Median to 75th percentile | $16k | — | $180k | — | $196k $219k |
SVP Assoc. C Senior Vice President 10th to 25th percentile | — | — | — | — | $91k $102k |
Board Secret Board Secretary Median to 75th percentilevs Health Care peers nationwide | — | — | — | — | $22k $24k |
Former EVP C Executive Vice President Below 10th percentilevs Health Care peers nationwide | — | — | — | — | $16k $18k |
Board Treas Officer (Unspecified) | — | — | — | — | $13k $14k |
SVP Support Senior Vice President Below 10th percentile | — | — | — | — | $12k $14k |
Former Cno P Former Officer/director/trustee Below 10th percentile | — | — | — | — | $10k $11k |
SVP Cno Term Senior Vice President Below 10th percentile | — | — | — | — | $9k $10k |
Former Pres/ Former Officer/director/trustee Below 10th percentile | — | — | — | — | $8k $9k |
Teal figures restate each filed amount in 2026 dollars.
Estimated with BLS CPI-U for the Northeast region, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Plus 11 unpaid individuals.
Top pay as a share of expenses
In 2023, the highest total compensation at TOWER HEALTH equaled 0.1% 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 3%
from 2022
From $597k in 2022 to $580k in 2023.
Estimated with BLS CPI-U for the Northeast region, restating filed pay into May 2026 dollars. A restatement of past pay, not current or projected pay.
Chief Executive Officer pay fell 3% from 2022 to 2023, while revenue fell 24%.
- Chief Financial Officer pay rose 22% from 2022 to 2023.
- Board Vice President pay fell 30% 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 TOWER HEALTH
What does the Chief Executive Officer of TOWER HEALTH earn?
In 2023, the Chief Executive Officer of TOWER HEALTH received $580,452 in total compensation. This pay is in the top quarter for Chief Executive Officer roles among Health Care organizations in Pennsylvania, though not the top 10% of comparable filings. Based on IRS Form 990 data.
How does Chief Executive Officer pay at TOWER HEALTH compare with similar nonprofits?
Compared with the same role at Health Care organizations in Pennsylvania, the 2023 pay of the Chief Executive Officer at TOWER HEALTH falls between the 75th and 90th percentiles. In 2023, the highest total compensation at TOWER HEALTH equaled 0.1% of the organization's total expenses. The median for health care organizations is 4%.
What are TOWER HEALTH's revenue and expenses?
In 2023, TOWER HEALTH reported $406.6M in total revenue and $514.2M in total expenses on its IRS Form 990.
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