Senior Leader Compensation Study 2025

Join Missio Nexus and over 350 member agencies in our comprehensive 2025 Senior Leader Compensation Study. This study provides critical insights into compensation trends for senior leaders in missions, including salaries, and benefits. By participating, you’ll help us gather essential data that will inform fair and competitive compensation practices across the field. You’ll be able to see data parsed by agency size and income, along with regional information. The study covers not only CEO salaries but also other C-suite positions.

All participants receive the final report for free! For non-participating members, the report is available for $100, and for non-members, it is $150.

The survey is open from April 1 – May 15, 2025.

Senior Leader Compensation Study 2025

Date

Name(Required)

First Last

Email(Required)

Title

Role

Please choose from the following list

Member Locator

If your ministry is an active member please select the name of your organization from the drop down list. If your organization does not appear you can manually enter it on the next line.

Ministry Name

Please list your ministry name if it is not in the list above or should be different than what is in the list.

Website(Required)

Agency Type(Required)

Please select the agency type that most represents your organization.

Sending (Primary function is to send workers cross-culturally)

Service (Primary function is to provide a service to global churches or agencies)

Support (Primary function is to provide a special resource to the global missions community)

Specialized (Primary function is to supply financial support or other material assistance to national workers or the global church)

TOTAL Income (Please list in US Dollars)(Required)

List the total income of your organization for all ministries (domestic and international) based on the your last completed fiscal year.

Total Home Office Staff

(Full and Part-Time W2/1099 equivalent staff that work in connection to your US or CA office team – not volunteers)

Total Field Staff

(Full and Part-Time W2/1099 equivalent staff that serve in a field focused ministry – not volunteers)

Total Full and Part-Time Staff

This number will be auto calculated.

CEO Salary

Please use annualized amounts based on January 2025’s compensation level.

Line 1 – should be the annual salary (including housing allowance).

Line 10 will auto calculate a total to verify your numbers.

(Please submit data for full-time staff that are being compensated as such. Not those that “volunteer” part of their time)

Note: Only enter numerical data or you will receive an error when you submit. (No comma’s or currency symbols)

Line 1: Annual Salary

(Include housing allowance)

Line 2: Annual Bonus

Line 3: Life Insurance

Line 4: Education

Line 5: 401K or 403b Retirement Plan

(Only list employer portion)

Line 6: Cell phone and/or internet

(Only list employer portion)

Line 7: Vehicle or vehicle allowance

(Only list employer portion)

Line 8: Benefits

(Employer portion of Health, Dental, and Vision Insurance)

Line 9: Other

Other

(If there is other income on line 9 please list what it is for)

Line 10: Total Compensation Package

This will be automatically calculated from Lines 1 – 9.

CEO Status

How is the CEO position funded?

Fully by personal support raising

Partially by personal support raising and partially by the budget

Fully by the budget (No personal support raising required)

CEO volunteers (No compensation)

Other

Does the CEO take a housing allowance?

Yes

Does your organization provide life insurance for the CEO?

Yes (At the cost of the organization)

Yes (But charged to the CEO)

Yes (But split between the organization and CEO)

How long has your CEO served in their role?

Less than 1 year

1-4 years

5-9 years

10-14 years

15-19 years

20+ years

How long has your CEO served with your organization in any role?

Less than 1 year

1-4 years

5-9 years

10-14 years

15-19 years

20+ years

Does your organization provide a role and salary for the CEO's spouse to be able to travel and conduct ministry on behalf of the organization?

Yes (and it reduces the CEO’s salary)

Yes (and it is a seperate salary from the CEO)

No salary, but money is alloted for the spouse to travel with the CEO

No role, no salary, and no travel funds for the CEO’s spouse

Not applicable

Which of the following does your board use to determine the compensation for the CEO?

(Select all that apply)

Adopting a written policy that outlines executive responsibilities

Conducting a review of the CEO’s performance metrics

Comparing compensation paid by similarly-sized peer organizations

Consulting with industry experts and analysts

Considering CEO’s family size and needs

Location of where the CEO lives if different than the Home Office (different city and/or state)

Other

Senior Leadership Team Compensation

Please use annualized amounts based on January 2025’s compensation level.

These may be Vice President, Ex. VP, C-Level (COO, CFO, etc) or Director equivalents in your organization.

We are interested in full-time salaries that are being compensated as such. Not those that volunteer part of their time, or take a partial salary.

Note: Only enter numerical data. (No comma’s or currency symbols)

Executive Director/President if different than CEO

Senior or Executive Vice President

Vice President

International Director

Field Director

Operations (COO)

Finances (CFO)

Fundraising

HR/Personnel

Communication and Marketing

Information Technology

Member Care/Development

Mobilization

How are the leadership positions other than the CEO funded?

(Choose all that apply)

Fully by personal support raising

Partially by personal support raising

Directly from the budget (No personal support raising required)

Other

How do you set the salaries of the senior leadership team?

(Choose all that apply)

Family size and need

Responsibility/job description

Comparative market level

Based on support recieved

Other

How do you determine salary increases for senior leaders?

(Choose all that apply)

Evaluation and performance (Merit Based)

Length of service with the organization

Cost of living

Flat percentage for all the staff

Based on support raised

Other

What other benefits do you offer staff outside of financial compensation?

Do you offer your staff any of the following?

Does your organization file a 990 (USA) or T3010 (Canada)?

Yes

Is your organization a member of Missio Nexus?

Yes

What other tools/resources/reports do you utilize for determining compensation levels?

Comments or Questions:

For Internal Missio Nexus

Financial Lead Name:

CFO, COO, Director of Finance

Financial Lead Email:

Human Resource/Personnel Lead Name:

Human Resource/Personnel Lead Email: