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Crowe Horwath Compensation Study

Crowe Horwath Compensation Study

Every year Crowe Horwath LLP surveys financial institutions throughout the United States about compensation trends, salary and bonus benchmarks, benefits, incentives, director compensation, and other human resource practices. This series is based on the findings of the 2014 survey. The 2015 survey begins in the spring.

The authors of this series are:

Tim Reimink is a director in Performance Services at Crowe Horwath LLP. He has more than 25 years of banking industry experience with 8 years in bank consulting. He has helped clients with operational process improvement, technology planning, credit risk, compensation, and cost reduction. timothy.reimink@crowehorwath.com.

Jason Bomers is a principal at Crowe Horwath LLP, and the leader of the firm’s Financial Services Performance Group, which provides strategic planning, performance improvement, technology advisory services and portfolio management software solutions to financial institutions. Based in the firm’s Grand Rapids, Mich., office, he has more than 20 years of bank consulting experience. jason.bomers@crowehorwath.com.

Pat Cole is a senior manager in Tax Services at Crowe Horwath LLP. He has more than 25 years of experience in human resource consulting, including organizational development and effectiveness; compensation design and assessment; human resource management; and employment law compliance audits. He is a certified Senior Professional in Human Resources (SPHR) and Certified Compensation Professional patrick.cole@crowehorwath.com.

All three study authors are based in Grand Rapids, Mich.

Part 1 of new HR series: Valuing employees through “total rewards”
Part 7 of series: How to get your program where data says it must go
Part 6 of series: Surprising holes seen in programs
Part 5 of a series: “Human capital metrics” look at employees’ value, not just their cost
Part 4 of a series: How boardroom comp's evolving—or not
Part 3 of a series: C-suite changes took some cues from surprising source
Part 2 of a series: Demand doesn’t always match pay
Part 1 of series: Small banks striving to match bigger players

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