Thelander CVC Digest: November 2024

Compensation Trends for CVC Unit Leaders

Welcome to this month’s CVC Digest, where we focus on the crucial role of salary increases in a total compensation strategy.

Salary increases serve not only to reward performance but also to adjust for cost of living and retain key personnel. It’s important to align these increases with comprehensive market data and the strategic value each role brings to your firm. In this edition, we delve into the trends in compensation for CVC Unit Leaders since 2022, providing a clear picture of the evolving financial landscape.

Chart 1 looks at CVC unit leader total cash. We see the following:

Total Cash Increases: Since 2020, CVC Unit Leaders have seen increases in total cash compensation at the 25th and 75th percentiles.

Median Decline: There has been a slight decline in median total cash compensation for CVC Unit Leaders.

Chart 2 looks at YoY salary increase as a percentage of base pay. We see the following:

Steady Compensation: The median salary increase percentage for CVC Unit Leaders has remained relatively steady year-over-year.

75th Percentile Fluctuations: More variability at the 75th percentile, primarily due to merit or performance-based increases, followed by cost of living or annual salary adjustments.

The Bottom Line: 
Your salary increase percentage should reflect your current compensation level. If your pay aligns with the median, you might see a higher increase than if it matches the 75th percentile or maximum. Ultimately, the size of the increase depends on many factors, including the success of the CVC unit, your individual performance and the significance of your position within the organization.

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