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Executive compensation, broken down
Form 990 · Part VII & Schedule J · 8 reported individuals · Filing year 2023
Percentile bands compare each position's total pay with the same role at Education organizations in New York.
- Base
- $225k
- Bonus
- $80k
- Other
- $78k
- Benefits
- $18k
- Base
- $282k
- Bonus
- —
- Other
- $18k
- Benefits
- $19k
- Base
- $168k
- Bonus
- —
- Other
- $160
- Benefits
- $29k
- Base
- $188k
- Bonus
- —
- Other
- $169
- Benefits
- $10k
- Base
- $179k
- Bonus
- —
- Other
- $1k
- Benefits
- $11k
- Base
- $167k
- Bonus
- —
- Other
- $158
- Benefits
- $28k
- Base
- $165k
- Bonus
- —
- Other
- $217
- Benefits
- $24k
- Base
- $161k
- Bonus
- —
- Other
- $3k
- Benefits
- $7k
| Position | Base | Bonus | Other | Benefits | Total |
|---|---|---|---|---|---|
Outgoing President (effective7/31/2023) 75th to 90th percentile | $225k | $80k | $78k | $18k | $421k $470k |
Incoming President (effective 8/1/2023) 75th to 90th percentile | $282k | — | $18k | $19k | $336k $375k |
Dean for Health and Professions Highest Compensated Employee Median to 75th percentile | $168k | — | $160 | $29k | $215k $240k |
Senior Vice President for Market Innovation & New Ventures/associtae Provost for Oes Senior Vice President 25th percentile to median | $188k | — | $169 | $10k | $212k $237k |
Dean of the School of Business & Justice Highest Compensated Employee Median to 75th percentile | $179k | — | $1k | $11k | $210k $234k |
Vice President of Financial Affairs Vice President Median to 75th percentile | $167k | — | $158 | $28k | $209k $234k |
Associate Professor of Management & Administrative Studies Highest Compensated Employee Median to 75th percentile | $165k | — | $217 | $24k | $204k $227k |
Executive Director of the Institute for the Study of Integrative Healthcare Median to 75th percentile | $161k | — | $3k | $7k | $175k $195k |
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 27 unpaid individuals.
Top pay as a share of expenses
In 2023, the highest total compensation at UTICA UNIVERSITY equaled 0.4% of the organization's total expenses. The median for education organizations is 7%.
Based on 26,320 education 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.
Down 18%
from 2022
From $512k in 2022 to $421k 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 18% from 2022 to 2023, while revenue rose 5%.
- Highest Compensated Employee pay rose 1% from 2022 to 2023.
- Senior Vice President pay fell 13% 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 UTICA UNIVERSITY
What does the Chief Executive Officer of UTICA UNIVERSITY earn?
In 2023, the Chief Executive Officer of UTICA UNIVERSITY received $420,523 in total compensation. This pay is in the top quarter for Chief Executive Officer roles among Education organizations in New York, though not the top 10% of comparable filings. Based on IRS Form 990 data.
How does Chief Executive Officer pay at UTICA UNIVERSITY compare with similar nonprofits?
Compared with the same role at Education organizations in New York, the 2023 pay of the Chief Executive Officer at UTICA UNIVERSITY falls between the 75th and 90th percentiles. In 2023, the highest total compensation at UTICA UNIVERSITY equaled 0.4% of the organization's total expenses. The median for education organizations is 7%.
What are UTICA UNIVERSITY's revenue and expenses?
In 2023, UTICA UNIVERSITY reported $94.5M in total revenue and $109.7M in total expenses on its IRS Form 990.
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