Forging Corporate Partnerships For Impact

I have had a ton of conversations these past couple of months with founders, executive directors and fundraising & development professionals working for small, relatively unknown nonprofits, both here in the U.S. and abroad.

And frighteningly, the story is often the same – amazing mission, unique niche, wonderful people…but struggling to be seen and heard, lacking enough funding and worried about their long-term survival. And in most cases, they are competing with large ‘brand name’, global nonprofit organizations for attention and support.

In an era where competition for relevancy and funds is fiercer than ever, small to midsize nonprofits might have to accept that going it alone is not a viable strategy. Strategic partnerships with corporations can unlock new resources, expand reach, and enhance credibility, but navigating these relationships requires careful planning and alignment.

A couple of things to keep in mind with regards to corporate partnerships:

  1. More companies are taking an authentic lead in social change, no doubt spurred on by younger generations that are starting to make up a bigger portion of the workforce and the consumer base. And when those generations demand that the company they work for or the brand they buy from is truly invested in social good, change is going to happen.
  • A corporate partnership is not just about funds. Just as important are things like advocacy – think about the power of their marketing and communications engine. And they have the ability to ignite a movement amongst their employees and their communities, driving more support, volunteerism and awareness.

        The right partnership can be a force of nature!

Let’s take a look at some examples of what a corporate partnership could look like. It’s not just about the companies that historically provide the biggest gifts. Think out of the box about innovation and alignment of values to find the best matches.

Examples of Successful Corporate Partnerships

  1. Environmental Initiative with a Tech Giant

Example: A small environmental nonprofit partners with a major technology company to develop a green tech innovation lab. The tech company provides funding and technology support, while the nonprofit brings in expertise on sustainability issues and community engagement. This partnership not only drives technological innovations in sustainability but also boosts the nonprofit’s profile and funding opportunities.

  • Health Awareness Campaign with a Pharmaceutical Company

Example: A health-focused nonprofit collaborates with a pharmaceutical company to launch a nationwide awareness campaign about diabetes. The company funds the campaign and contributes resources for public workshops, while the nonprofit leverages its network to facilitate sessions and provide educational materials.

  • Skills Development with a Financial Institution

Example: A nonprofit focusing on economic empowerment partners with a large bank to provide financial literacy workshops for underprivileged communities. The bank provides volunteer experts and funding, while the nonprofit organizes the logistics and community outreach, ensuring the program’s relevance and accessibility.

  • Art Meets Technology Initiative

Example: A small arts nonprofit partners with a leading augmented reality (AR) tech company to create an interactive art exhibit. The exhibit allows visitors to experience art in new dimensions, with AR features that tell the story behind each artwork and artist. This partnership not only enhances the artistic experience but also attracts a tech-savvy audience, increasing visibility and engagement for both entities.

These examples were designed to get you thinking out of the box about what YOUR organization could look for in a corporate partnership.

Some other strategies you can think about to deepen your impact and leverage various forms of support:

Employee Engagement Programs:

Strategy: Collaborate with corporations to involve their employees in volunteer programs. This can include skills-based volunteering where employees contribute their expertise to help nonprofits with specific projects.

In-Kind Donations:

Strategy: Seek donations of goods and services that align with the nonprofit’s needs, which can help reduce operational costs and allocate more resources to core missions.

Co-Branding Opportunities:

Strategy: Engage in marketing collaborations that can enhance visibility for both the nonprofit and the corporation. This can involve joint campaigns, events, or co-branded products.

Corporate Sponsorships for Events:

Strategy: Secure corporate sponsorships for nonprofit events, which can help cover costs, increase the event’s reach, and add credibility.

Shared Research and Development:

Strategy: Collaborate on research and development projects that can benefit from corporate resources and expertise, particularly in sectors like healthcare, environmental conservation, or technology.

Workforce Development:

Strategy: Create initiatives with corporations that focus on workforce development, helping to prepare the unemployed or underemployed for the job market.

Advocacy and Policy Influence:

Strategy: Leverage corporate partnerships to advocate for policy changes that benefit the nonprofit’s cause, utilizing the corporation’s influence and network.

Challenges and Mitigation Strategies:

As you are likely aware, it’s not all rosy when it comes to corporate partnerships. Some want too much control. Others don’t believe nonprofits should be investing in ‘overhead’ and infrastructure. A few are in it for superficial reasons. And many can just be difficult to work with, especially when it comes to reporting and administrative requirements.

But there are a few things you can do to help ensure success and keep the surprises to a minimum.

  • Alignment of Values: Ensure that the corporate partner’s values and public image align with your nonprofit’s mission to avoid potential conflicts and public relations issues.
  • Dependency Risks: Develop clear agreements that outline the partnership’s scope to prevent over-reliance on one corporate partner.
  • Communication: Maintain open lines of communication and set regular check-ins to align on goals, expectations, requirements and project progress.

“The best partnerships aren’t dependent on a mere common goal but on a shared path of equalitydesire and no small amount of passion.”

Sarah MacLean

I realize some nonprofits would rather not venture forth into the world of corporate partnerships. They can be daunting and navigating them requires a nuanced understanding of both parties’ goals and the ability to align them strategically. But with the increased competition for funding and attention, this may be a path to long-term sustainability for your organization.

If you’re considering such a partnership or looking to enhance your existing corporate relationships, reach out. You can send me a message at Dan@philanthropyfuel.com.

Let’s strategize how your nonprofit can effectively partner with businesses to achieve mutual benefits and significant impact.

And together we can keep fueling change!

Executive Pay in Nonprofits: Board Responsibilities and Compliance

The nonprofit sector relies on strong leadership to fulfill its mission and ensure long-term sustainability. One of the most important responsibilities of a nonprofit board of directors is to establish fair and reasonable compensation for the executive director or CEO. Compensation must strike a balance between attracting and retaining top talent while ensuring compliance with legal and regulatory requirements.

The Board’s Role in Executive Compensation

The board of directors is responsible for hiring and setting the salary and benefits of the nonprofit’s executive leadership. This must be done in a way that is reasonable and not excessive, aligning with the organization’s mission and available financial resources.

A well-structured executive compensation process includes:

  • Conducting an independent review of compensation.
  • Comparing salaries to similarly sized organizations in the same geographic location.
  • Documenting the process to create a rebuttable presumption of reasonableness in case of IRS scrutiny.
  • Ensuring the compensation package is competitive enough to attract and retain skilled executives.

Compliance with IRS Regulations

To maintain tax-exempt status, nonprofits must adhere to IRS guidelines on executive compensation. This involves:

1.) Using an Independent Review Body: The board or a designated compensation committee should conduct a review, excluding the executive director from the decision-making process.
2.) Using Comparable Data: Compensation should be benchmarked against similar organizations in terms of size, mission, and location.
3.) Documenting the Process: Meeting minutes should record the compensation discussion and the basis for decisions.
Nonprofits filing IRS Form 990 must disclose their executive compensation approval process in Part VI, Section B, Line 15, Schedule J, Part 1, Question 3, and provide details on Schedule O.

Best Practices for Establishing Executive Compensation

To ensure fairness and transparency, nonprofit boards should:

  • Conduct Annual Reviews: Regularly evaluate executive performance and compensation.
  • Leverage External Resources: Use salary surveys from state nonprofit associations, consultants, and platforms like Candid.
  • Develop a Compensation Philosophy: Define guiding principles that align with the nonprofit’s mission and values.
  • Account for Total Compensation: Beyond salary, factor in benefits like health insurance, retirement plans, bonuses, and other perks.

Executive Evaluation and Performance Metrics

Boards should integrate compensation discussions with executive performance evaluations. A formal annual review should include:

  • Progress toward strategic goals.
  • Leadership effectiveness.
  • Financial and operational achievements.
  • Staff and stakeholder feedback.

Setting performance-based incentives can further align executive compensation with organizational success.

Avoiding Pitfalls and Legal Risks

Failure to properly manage executive compensation can lead to:

1.) IRS Regulations and Federal Penalties

  • Excess Benefit Transactions (IRC Section 4958):
    • Nonprofit board members have a fiduciary duty to ensure that compensation is reasonable.
    • If compensation exceeds what is deemed reasonable, it is considered an “excess benefit transaction.”
    • The IRS may impose excise taxes on the excess amount. For individuals, the tax can be up to 200% of the excess benefit if it is determined that they knowingly approved the transaction.
  • Personal Liability:
    • Board members who participate in or authorize such transactions may be held personally liable for the excess benefits received by the nonprofit.

2.) State-Level Oversight

  • Attorney General Investigations:
    • Many states have oversight mechanisms for nonprofits.
    • State attorneys general can investigate complaints or irregularities regarding compensation practices.
    • Findings of excessive compensation could lead to civil penalties, mandatory corrective actions, or even removal from the board.

3.) Organizational Consequences

  • Risk to Tax-Exempt Status:
    • Nonprofit organizations must operate within IRS guidelines.
    • Persistently excessive compensation can jeopardize the organization’s tax-exempt status, which in turn affects funding, grants, and overall operations.
  • Reputational Damage:
    • Public disclosure of excessive compensation can lead to negative publicity, reduced donor confidence, and potential loss of funding.
  • Internal Remedies:
    • The executive may be required to return the excess compensation or adjust future compensation packages to align with reasonable market standards.

Executive compensation is the most reviewed information within an organization’s 990 and continues to come under scrutiny. NY States now repealed Executive Order 38 put limits on executive compensation by NY State funded organizations and Suffolk County, NY attempted to pass regulations that would have disallowed contracting by the County with nonprofits that paid executive compensation in excess of $250,000. This makes it exceedingly important for organizations to have proper controls surrounding executive compensation in place.

A nonprofit board’s role in setting executive compensation is crucial for financial sustainability, regulatory compliance, and leadership retention. By following a structured, transparent process and prioritizing fairness, boards can ensure that their executive leaders are adequately compensated while staying aligned with the organization’s mission and ethical standards.

Implementing best practices, maintaining documentation, and seeking external expertise when necessary will help nonprofits make informed decisions and avoid potential risks. Ultimately, well-compensated leadership contributes to the success and long-term impact of the organization.

Iwona Sornat, CPA

Manager

Iwona is a Manager in Cerini & Associates’ audit and consulting practice, and she has more than 10 years of experience in providing various audit, review, accounting services to nonprofit, for-profit and government clients. Iwona has a strong background of financial statement and audit experience, including all aspects of grant compliance and single audit testing (Uniform Guidance). Iwona’s technical knowledge and experience allows her to provide effective and efficient audit service to her clients.