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Securing and retaining top executives and physicians is critical for healthcare organizations committed to exceptional care. At Acumen, we specialize in SERPs and Non-Qualified Deferred Compensation Arrangements to support leadership and talent retention. With expertise in institutional life insurance, compliance, and financial optimization, we craft tailored strategies to attract top talent and align the needs of leadership, fostering long-term success.
Deferred compensation plans are a promise by an organization to pay specific benefits (typically in a lump sum) to an executive in the future. This future obligation results in a benefit liability on the organization’s balance sheet and benefits expense recognition every year until benefits are vested. Once vested, these amounts are paid to the executive, placing them in control of the assets’ future performance and the resultant retirement cash flows.
These arrangements commonly involve vesting provisions where the executive must remain employed with the organization for a specified period and/or achieve specific performance goals. In non-profit organizations, once a substantial risk of forfeiture no longer exists (deemed to be upon vesting), the plan’s value is immediately includable in the executive’s income.
The executive enters a contractual arrangement with the organization agreeing to remain with the employer to a specified date. Once the access date is attained, the organization will pay the promised benefits. These plans can be structured as i) a defined contribution plan, where the Employer defines an annual contribution, whereby the employee’s benefit equals the annual contributions plus any stated earnings. Performance is not guaranteed, meaning, the employee bears the risk of the plan. Or ii) a defined benefit plan, where the Employer defines a stated benefit to be paid at a stated future date. The risk of the plan is the employer’s responsibility, meaning, the employer is guaranteeing the benefit amount
Split-Dollar is not a type of insurance but a method for two parties (often organizations and their employees) to purchase and share the benefits of one or more life insurance policies. The “loan regime” form of split-dollar, if appropriately designed, is non-compensatory and is used when the organization wants to provide retirement cash flow and death benefits. The organization pays the premiums on one or more life insurance policies. These premiums are treated as loans to the executive for tax purposes only and must be repaid with enough interest to avoid income inclusion. The organization is repaid the amount of the split-dollar funding (which may include interest) from the death benefits of the policy and the employee may access the cash value during his or her retirement years, or a specified access date. These arrangements have been used for decades as a way for organizations to retain and reward key executives.
The organization pays the premiums on one or more life insurance policies. These premiums are treated as loans to the executive for tax purposes only and must be repaid with enough interest to avoid income inclusion. There are two competing objectives in a split-dollar arrangement. First, the organization must be repaid the amount of the split-dollar funding and, any accrued interest. Secondly, the policy or policies should also be designed to build enough cash value that the executive can access during his or her retirement years, or an access date.
The organization records the split-dollar loan as an “other asset.” The interest on the split-dollar loan will be accrued and reported as “other income.” The balance of the split-dollar loan (principal and accrued interest) will be adjusted, no less than annually.
Unlike the other executive retirement benefit plan options, the executive does not recognize income upon vesting. The split-dollar regulations provide that, so long as the policies are sufficient to repay the split-dollar loan and any accrued interest when it is due (typically upon the executive’s death), there is no income recognition. Should the policy or policies lapse, an income recognition event could occur. Subject to vesting and other contract terms, the executive can access policy values through life insurance policy loans or withdrawals to basis.
Under an Executive Bonus Arrangement, the organization pays a bonus to the executive which is then used to purchase a life insurance policy owned by and insuring the executive’s life, with a focus cash accumulation and retirement income. Once the funds are paid to the life insurance policy as a premium, they have growth potential and may be accessed without additional taxation via either withdrawals to basis or policy loans (this treatment is contingent upon the policy avoiding a modified endowment contract (“MEC”) designation).
Under a Restricted Executive Bonus Arrangement (REBA), the employer and executive execute a contract under which the employer restricts the executive from exercising most of the ownership rights under the life insurance policy, such as accessing cash values. As a result, the executive cannot access the life insurance cash values until i) vesting in the premium bonuses, ii) reaching an access date, or iii) working for the employer for a specified number of years. If the executive leaves before being fully vested, either the lesser of any unvested portion of the bonus or the policy’s cash value is paid back to the employer. This restriction results in creating “golden handcuffs”, which encourages loyalty and motivates key executives to grow productivity.
The executive applies for and owns a life insurance policy. In conjunction with the purchase of the life insurance policy, two additional components must be incorporated into a REBA, i) the restriction of ownership rights endorsement filed with the insurance company and ii) the REBA Agreement.
From the organization’s perspective, payments made as premiums to the life insurance policy will be an expense and will not be recovered. The executive will own the life insurance policy, and the employer will not be a beneficiary of the policy in any way.
Income (the bonuses that ultimately result in premiums) is taxed when received or when vesting occurs. The policy provides tax-deferred growth and tax-free access to the policy’s cash value in the future. In addition, the death benefit is allotted exclusively to the executive’s beneficiaries.
Deferred compensation plans are a promise by an organization to pay specific benefits (typically in a lump sum) to an executive in the future. This future obligation results in a benefit liability on the organization’s balance sheet and benefits expense recognition every year until benefits are vested. Once vested, these amounts are paid to the executive, placing them in control of the assets’ future performance and the resultant retirement cash flows.
These arrangements commonly involve vesting provisions where the executive must remain employed with the organization for a specified period and/or achieve specific performance goals. In non-profit organizations, once a substantial risk of forfeiture no longer exists (deemed to be upon vesting), the plan’s value is immediately includable in the executive’s income.
The executive enters a contractual arrangement with the organization agreeing to remain with the employer to a specified date. Once the access date is attained, the organization will pay the promised benefits. These plans can be structured as i) a defined contribution plan, where the Employer defines an annual contribution, whereby the employee’s benefit equals the annual contributions plus any stated earnings. Performance is not guaranteed, meaning, the employee bears the risk of the plan. Or ii) a defined benefit plan, where the Employer defines a stated benefit to be paid at a stated future date. The risk of the plan is the employer’s responsibility, meaning, the employer is guaranteeing the benefit amount
Split-Dollar is not a type of insurance but a method for two parties (often organizations and their employees) to purchase and share the benefits of one or more life insurance policies. The “loan regime” form of split-dollar, if appropriately designed, is non-compensatory and is used when the organization wants to provide retirement cash flow and death benefits. The organization pays the premiums on one or more life insurance policies. These premiums are treated as loans to the executive for tax purposes only and must be repaid with enough interest to avoid income inclusion. The organization is repaid the amount of the split-dollar funding (which may include interest) from the death benefits of the policy and the employee may access the cash value during his or her retirement years, or a specified access date. These arrangements have been used for decades as a way for organizations to retain and reward key executives.
The organization pays the premiums on one or more life insurance policies. These premiums are treated as loans to the executive for tax purposes only and must be repaid with enough interest to avoid income inclusion. There are two competing objectives in a split-dollar arrangement. First, the organization must be repaid the amount of the split-dollar funding and, any accrued interest. Secondly, the policy or policies should also be designed to build enough cash value that the executive can access during his or her retirement years, or an access date.
The organization records the split-dollar loan as an “other asset.” The interest on the split-dollar loan will be accrued and reported as “other income.” The balance of the split-dollar loan (principal and accrued interest) will be adjusted, no less than annually.
Unlike the other executive retirement benefit plan options, the executive does not recognize income upon vesting. The split-dollar regulations provide that, so long as the policies are sufficient to repay the split-dollar loan and any accrued interest when it is due (typically upon the executive’s death), there is no income recognition. Should the policy or policies lapse, an income recognition event could occur. Subject to vesting and other contract terms, the executive can access policy values through life insurance policy loans or withdrawals to basis.
Under an Executive Bonus Arrangement, the organization pays a bonus to the executive which is then used to purchase a life insurance policy owned by and insuring the executive’s life, with a focus cash accumulation and retirement income. Once the funds are paid to the life insurance policy as a premium, they have growth potential and may be accessed without additional taxation via either withdrawals to basis or policy loans (this treatment is contingent upon the policy avoiding a modified endowment contract (“MEC”) designation).
Under a Restricted Executive Bonus Arrangement (REBA), the employer and executive execute a contract under which the employer restricts the executive from exercising most of the ownership rights under the life insurance policy, such as accessing cash values. As a result, the executive cannot access the life insurance cash values until i) vesting in the premium bonuses, ii) reaching an access date, or iii) working for the employer for a specified number of years. If the executive leaves before being fully vested, either the lesser of any unvested portion of the bonus or the policy’s cash value is paid back to the employer. This restriction results in creating “golden handcuffs”, which encourages loyalty and motivates key executives to grow productivity.
The executive applies for and owns a life insurance policy. In conjunction with the purchase of the life insurance policy, two additional components must be incorporated into a REBA, i) the restriction of ownership rights endorsement filed with the insurance company and ii) the REBA Agreement.
From the organization’s perspective, payments made as premiums to the life insurance policy will be an expense and will not be recovered. The executive will own the life insurance policy, and the employer will not be a beneficiary of the policy in any way.
Income (the bonuses that ultimately result in premiums) is taxed when received or when vesting occurs. The policy provides tax-deferred growth and tax-free access to the policy’s cash value in the future. In addition, the death benefit is allotted exclusively to the executive’s beneficiaries.
MAXCAPMD is a non-qualified deferred compensation plan that employers can utilize to attract, reward, retain, and engage key executives and providers.
The difference between MAXCAPMD and traditional deferred compensation plans, is that no additional cash flow by the Employer is required. These are funds that have already been budgeted for, such as cash or bonus compensation, but are instead allocated to a more efficient compensation structure for both parties.
The Employer and Participant restructure future compensation in exchange for a jointly owned over-funded life insurance policy. The Employer makes premium payments into the life insurance policy versus paying out cash compensation. These contributions are repaid to the Employer at the earlier of the Participant's death or end of year 15
An employee of a non-profit can defer a portion of their compensation into the future. This forgone amount is instead used to fund a life insurance policy, which is jointly owned by the non-profit and employee. As a result of adjusting the way the income is paid, no income taxes are due because the money is treated as a loan under split dollar regulations. This allows the money that would have been paid towards income tax, to be allocated to the life insurance policy where funds go in pre-tax, grow tax-deferred, and are accessed tax-free. The cumulative contributions are then repaid to the employer upon the early death of the employee or end of year 15.It is a win-win for both the employer and the employee. The employee reduces the amount of taxable income, which reduces the amount of federal, state, and local income taxes that are due. The money that would have been paid in taxes, instead has the government subsidizing the employee savings plan. For the employer, what would have been a pure expense of paying salary/bonus, instead becomes an asset back on the employer balance sheet.
The PSLF program allows employees of a non-profit to make an income-based repayment towards their student loan. After 120 monthly qualifying payments, the balance of the loan is waived with no taxable impact. The amount of money due towards the loan is no more than 10% of taxable income.By leveraging the MAXCAPMD strategy, we can reduce the amount of income on paper, to reduce the amount of money that is paid in income tax and towards student loan payments.
MAXCAPMD can distribute 60% of the contribution after 90 days. The remaining 40% remains inside the policy to provide: i) a death benefit to the employee’s beneficiary, ii) repayment of the contributions to the employer, and iii) an additional retirement income stream. This would be the equivalent as if the employee would "pay 40%" in taxes (Federal, State, and Local). Therefore, if the employee, based on where they are located, pays more than 40% in taxes, they should want to contribute to MAXCAPMD any amount above that tax threshold. They would be able to get a net raise on any contributions over that amount within 90 days.
A 457(b) deferred compensation plan is a type of tax-advantaged retirement savings account that certain state and local governments and tax-exempt organizations offer employees. Think: law enforcement officers, civil servants, and university workers. When you open a 457(b), typically you set aside pre-tax dollars in the account, reducing your income. Money in the account can be invested and potentially grow until you make withdrawals, at which point you'll pay income taxes on what you take out. Depending on your employer plan there may be a Roth option, where you contribute post-tax dollars and then don't have to pay taxes when you take that money out.
The 457(b) or eligible plan, functions similarly to 401(k)s and other qualified plans. The arrangement allows both employer and employee contributions, though total contributions are limited to IRC 402(g) maximums in any given year, which are low, thus, this plan is typically partnered with another. Employees are typically 100% vested at all times.
Governmental 457(b) Plan
Governmental 457(b) plans are sponsored by a government entity. Like with 401(k)s, your contributions are held in a trust and can't be claimed by your employer's creditors. Money saved in a governmental 457(b) can be rolled into other retirement accounts, such as IRAs and 401(k)s.
Non-governmental 457(b) Plan
A non-governmental 457(b) plan, sometimes called a tax-exempt 457(b) plan, is backed by the offering company—perhaps a college or other nonprofit. In a non-governmental 457(b), you tell your employer the percentage of your income you'd like to contribute, but the employer owns the account—not you. If that employer runs into trouble with creditors, your funds could be at risk.
Also, because the account is your employer's and not yours, you can't roll over funds from a non-governmental 457(b) plan into another retirement account and you may not have control over how the funds may be invested. And you can't take a loan backed by the funds in your non-governmental 457(b), like you can with a governmental plan. Another key difference: Whereas you could be automatically enrolled in a governmental 457(b), you have to elect to participate in a non-governmental plan.
Supplemental insurance, also known as voluntary or ancillary insurance, is additional coverage that employees can choose to purchase to supplement their existing benefits. While employers typically offer core benefits such as health and dental insurance, supplemental insurance provides employees with optional coverage for specific needs, such as critical illness, accident, or disability insurance.
Supplemental insurance offers significant benefits for both employers and employees, enhancing the overall value of the benefits package and providing employees with essential financial protection. By understanding the advantages of supplemental insurance and working together to implement effective benefits strategies, employers and employees can create a workplace environment that prioritizes employee well-being and financial security. If you're considering adding supplemental insurance to your benefits package or exploring coverage options as an employee, we encourage you to learn more about the possibilities and take proactive steps to maximize the benefits available to you.
MAXCAPMD is a non-qualified deferred compensation plan that employers can utilize to attract, reward, retain, and engage key executives and providers.
The difference between MAXCAPMD and traditional deferred compensation plans, is that no additional cash flow by the Employer is required. These are funds that have already been budgeted for, such as cash or bonus compensation, but are instead allocated to a more efficient compensation structure for both parties.
The Employer and Participant restructure future compensation in exchange for a jointly owned over-funded life insurance policy. The Employer makes premium payments into the life insurance policy versus paying out cash compensation. These contributions are repaid to the Employer at the earlier of the Participant's death or end of year 15
An employee of a non-profit can defer a portion of their compensation into the future. This forgone amount is instead used to fund a life insurance policy, which is jointly owned by the non-profit and employee. As a result of adjusting the way the income is paid, no income taxes are due because the money is treated as a loan under split dollar regulations. This allows the money that would have been paid towards income tax, to be allocated to the life insurance policy where funds go in pre-tax, grow tax-deferred, and are accessed tax-free. The cumulative contributions are then repaid to the employer upon the early death of the employee or end of year 15.It is a win-win for both the employer and the employee. The employee reduces the amount of taxable income, which reduces the amount of federal, state, and local income taxes that are due. The money that would have been paid in taxes, instead has the government subsidizing the employee savings plan. For the employer, what would have been a pure expense of paying salary/bonus, instead becomes an asset back on the employer balance sheet.
The PSLF program allows employees of a non-profit to make an income-based repayment towards their student loan. After 120 monthly qualifying payments, the balance of the loan is waived with no taxable impact. The amount of money due towards the loan is no more than 10% of taxable income.By leveraging the MAXCAPMD strategy, we can reduce the amount of income on paper, to reduce the amount of money that is paid in income tax and towards student loan payments.
MAXCAPMD can distribute 60% of the contribution after 90 days. The remaining 40% remains inside the policy to provide: i) a death benefit to the employee’s beneficiary, ii) repayment of the contributions to the employer, and iii) an additional retirement income stream. This would be the equivalent as if the employee would "pay 40%" in taxes (Federal, State, and Local). Therefore, if the employee, based on where they are located, pays more than 40% in taxes, they should want to contribute to MAXCAPMD any amount above that tax threshold. They would be able to get a net raise on any contributions over that amount within 90 days.
A 457(b) deferred compensation plan is a type of tax-advantaged retirement savings account that certain state and local governments and tax-exempt organizations offer employees. Think: law enforcement officers, civil servants, and university workers. When you open a 457(b), typically you set aside pre-tax dollars in the account, reducing your income. Money in the account can be invested and potentially grow until you make withdrawals, at which point you'll pay income taxes on what you take out. Depending on your employer plan there may be a Roth option, where you contribute post-tax dollars and then don't have to pay taxes when you take that money out.
The 457(b) or eligible plan, functions similarly to 401(k)s and other qualified plans. The arrangement allows both employer and employee contributions, though total contributions are limited to IRC 402(g) maximums in any given year, which are low, thus, this plan is typically partnered with another. Employees are typically 100% vested at all times.
Governmental 457(b) Plan
Governmental 457(b) plans are sponsored by a government entity. Like with 401(k)s, your contributions are held in a trust and can't be claimed by your employer's creditors. Money saved in a governmental 457(b) can be rolled into other retirement accounts, such as IRAs and 401(k)s.
Non-governmental 457(b) Plan
A non-governmental 457(b) plan, sometimes called a tax-exempt 457(b) plan, is backed by the offering company—perhaps a college or other nonprofit. In a non-governmental 457(b), you tell your employer the percentage of your income you'd like to contribute, but the employer owns the account—not you. If that employer runs into trouble with creditors, your funds could be at risk.
Also, because the account is your employer's and not yours, you can't roll over funds from a non-governmental 457(b) plan into another retirement account and you may not have control over how the funds may be invested. And you can't take a loan backed by the funds in your non-governmental 457(b), like you can with a governmental plan. Another key difference: Whereas you could be automatically enrolled in a governmental 457(b), you have to elect to participate in a non-governmental plan.
A Super Roth Life Insurance ( Super Roth LI) policy is a specially designed life insurance policy focusing on cash accumulation and tax-free retirement income. Whether it is a dividend paying whole life or universal life, the policy is structured to maximize the living benefits to the policyowner.
What Makes a Super Roth LI policy different from the run of the mill policy? Design. Not all life insurance policies are structured with the correct intent. Most focus on the death benefit aspect, which increases internal costs, leaving the inside cash build inefficient. Our policies are designed to keep the internal costs as low as possible, thus allowing the internal inside build-up to grow effectively and efficiently over time. These plans are funded with after-tax funded dollars, and the inside build-up grows tax deferred and can be accessed tax-free while living.
Optimizing your investments and excess cash is key to unlocking significant financial opportunities for healthcare organizations. Acumen’s Institutional Investment Team tailors underutilized strategies to optimize cash flow, enhance portfolio performance, and improve funding stability. With expertise in annuities, structured products, and market-driven solutions, we help you achieve your mission while delivering exceptional care.
Institutionally priced annuities are a type of annuity contract that is typically available to institutional investors, such as pension funds, endowments, and large corporations. However, some insurance carriers also offer institutionally priced annuities to individual investors, providing access to institutional-level pricing and benefits.
Public investments refer to financial assets that are available for purchase by investors through public markets, such as stock exchanges or bond markets. These investments represent ownership or debt in publicly traded companies, governments, or other entities.
Inflation Risk: Inflation can erode the purchasing power of investment returns over time, reducing real investment gains.
Private Investments encompass a diverse range of non-publicly traded assets that offer opportunities for capital appreciation, income generation, and portfolio diversification. Unlike public investments, which are traded on public markets, private investments involve direct investment in privately held companies, real estate projects, private debt, and other alternative assets.
Life Insurance Pools refer to collaborative arrangements where multiple organizations or entities pool resources to purchase and manage life insurance policies collectively. These pools are often established to serve tax-exempt organizations, such as nonprofits, healthcare systems, or educational institutions, providing access to life insurance products with potentially lower costs and added financial benefits.
Life insurance pools can be a powerful financial tool for tax-exempt organizations, offering cost savings, investment growth, and a stable funding source. However, they come with risks and administrative complexities that require careful planning and expert guidance. Organizations should conduct thorough evaluations and consult with advisors to ensure the arrangement supports their mission and long-term sustainability.
COLI, or Corporate Owned Life Insurance, is a life insurance policy that a company purchases on the lives of its key employees, typically executives and top management. The company pays the premiums and serves as the beneficiary of the policy.
Corporate Owned Life Insurance (COLI) is a versatile financial tool that offers companies a range of benefits, including risk management, employee benefits enhancement, and executive compensation solutions. By understanding the fundamentals and strategic applications of COLI, businesses can leverage this powerful tool to strengthen their financial position and achieve their corporate objectives.
Auditing an investment portfolio is a critical process for institutional investors to ensure alignment with financial objectives, risk tolerances, and regulatory requirements. This process involves assessing performance, risk metrics such as standard deviation and beta, asset allocation, and adherence to investment policy statements (IPS). Below is a structured approach to conducting a thorough investment portfolio audit.
The first step in auditing an investment portfolio is evaluating its performance relative to benchmarks and stated objectives.
A comprehensive risk assessment ensures that the portfolio aligns with the institution’s risk tolerance and objectives.
Proper asset allocation is fundamental to portfolio stability and risk management.
Liquidity is crucial for institutional investors who may need to meet liabilities or adjust positions quickly.
Ensuring adherence to investment policy statements, regulatory guidelines, and fiduciary duties is critical.
Assessing investment managers’ effectiveness in executing the portfolio strategy is essential.
Stress testing provides insights into how the portfolio might perform under adverse conditions.
Regularly auditing an investment portfolio enables institutional investors to maintain financial stability, meet fiduciary responsibilities, and optimize risk-adjusted returns. By evaluating performance, risk metrics, asset allocation, liquidity, compliance, and manager effectiveness, institutions can ensure their portfolios remain aligned with their investment objectives and long-term strategic goals.
For non-profits, maintaining and growing investment portfolios is essential to ensuring long-term sustainability and achieving mission-driven goals. We understand the importance of respecting existing relationships with investment brokers and advisors while offering innovative solutions that enhance portfolio performance. Our approach is designed to complement the expertise of current advisors, introduce new opportunities, and align investments with the organization’s financial objectives.
1. Respecting Existing Relationships: We acknowledge the trusted relationships nonprofits have with their investment advisors. Our goal is to work collaboratively by adding value without disrupting these partnerships. We engage in transparent dialogue with advisors to ensure alignment and integration of our proprietary solutions within the existing investment strategy.
2. Understanding Organizational Objectives: Before proposing any enhancements, we take the time to understand the nonprofit's mission, risk tolerance, liquidity needs, and long-term financial objectives. By aligning our solutions with these priorities, we ensure that investment enhancements support both the financial and operational goals of the organization.
3. Introducing Proprietary Solutions: Our proprietary solutions are designed to complement traditional investment strategies. Whether through our proprietary investment solutions or alternative asset classes otherwise unavailable, we offer innovative options that can improve diversification, reduce risk exposure, and enhance returns.
4. Seamless Integration with Current Strategies: We work alongside existing advisors to ensure smooth integration of our solutions into the non-profit’s portfolio. This includes:
5. Ongoing Support and Performance Monitoring: Our involvement does not end after the initial implementation. We offer continuous support through:
By working in partnership with a non-profit’s existing investment broker or advisor, we enhance portfolio performance while maintaining trusted relationships. Our solutions bring additional expertise, innovative opportunities, and mission-aligned strategies that contribute to long-term financial sustainability. Through a transparent and collaborative approach, we help non-profits achieve their investment goals without disrupting their established advisory partnerships.
Institutional insurance products, such as Credit Union-Owned Life Insurance (CUOLI), offer financial institutions a compelling alternative to traditional fixed-income and equity investments like bonds and stocks. These insurance solutions may not only provide competitive yields but also come with additional benefits that can enhance an institution's financial strategy.
How can you expand your charitable impact while staying fiscally responsible? Acumen empowers healthcare organizations with strategic endowment solutions. Our complimentary consultations provide expert guidance on optimizing funds, impact investments, and grant strategies, ensuring your charitable programs drive measurable change while supporting financial stability.
An endowment is a vital necessity for mission-driven organizations to secure their financial sustainability and ensure the longevity of their impact. It provides financial security and a reliable source of income to support the organization’s mission. However, for many nonprofits, the challenge lies in finding innovative ways to grow their endowment.
Many nonprofit leaders and board members find themselves asking, "How much easier would things be today if our predecessors had planted the seeds for endowment growth a decade ago?" Building an endowment requires foresight, as it ensures the financial stability needed to sustain a mission well into the future. Yet, traditional approaches often rely on “hopes and promises”—trusting that donors will leave planned gifts at their deaths. While well-intentioned, this approach lacks certainty and often falls short of delivering on the full potential of endowment growth.
One transformative way to grow an endowment is by using Key Donor Insurance, a forward-thinking solution inspired by practices in the for-profit world. Similar to how businesses insure their executives with Key Person Insurance, nonprofits can protect and sustain their most critical asset—their loyal donors.
This approach addresses a critical challenge: when a key donor passes away, their ongoing contributions often cease, leaving a gap in funding. With Key Donor Insurance, nonprofits guarantee that these essential gifts not only continue but also contribute to the long-term growth of the endowment. This innovative solution resonates deeply with mission-driven organizations looking to secure their financial future.
At Acumen Financial Advantage, we’ve designed a transformative "Key Donor" insurance plan that can generate millions of additional income to your organization's endowment, foundation, or charity over the next 20-30 years. All at zero cost to the Endorsing Organization, their Charitable Entity, and the Donors in question.
Shifting from Hope to Certainty
Traditional endowment strategies rely on the hope that donors will honor their promises to leave gifts in their estate plans. However, Key Donor Insurance eliminates this uncertainty, allowing nonprofits to build their endowment with confidence. This strategy provides a guaranteed way to secure critical funding while ensuring that donor relationships are honored and their legacies preserved.
Why This Matters for Mission-Driven Organizations
By combining traditional endowment-building practices with tools like Key Donor Insurance, nonprofits can:
This dual-message approach—combining the proven value of traditional endowment growth with the guaranteed benefits of Key Donor Insurance—provides nonprofits with a holistic, forward-looking strategy. It shifts the narrative from “hopes and promises” to certainty and sustainability, ensuring that mission-driven organizations can continue their vital work for generations to come.
By planting the seeds for endowment growth today and embracing innovative solutions like Key Donor Insurance, nonprofits can transform their financial outlook and confidently fulfill their mission far into the future.
An endowment is a vital necessity for mission-driven organizations to secure their financial sustainability and ensure the longevity of their impact. It provides financial security and a reliable source of income to support the organization’s mission. However, for many nonprofits, the challenge lies in finding innovative ways to grow their endowment.
Many nonprofit leaders and board members find themselves asking, "How much easier would things be today if our predecessors had planted the seeds for endowment growth a decade ago?" Building an endowment requires foresight, as it ensures the financial stability needed to sustain a mission well into the future. Yet, traditional approaches often rely on “hopes and promises”—trusting that donors will leave planned gifts at their deaths. While well-intentioned, this approach lacks certainty and often falls short of delivering on the full potential of endowment growth.
One transformative way to grow an endowment is by using Key Donor Insurance, a forward-thinking solution inspired by practices in the for-profit world. Similar to how businesses insure their executives with Key Person Insurance, nonprofits can protect and sustain their most critical asset—their loyal donors.
This approach addresses a critical challenge: when a key donor passes away, their ongoing contributions often cease, leaving a gap in funding. With Key Donor Insurance, nonprofits guarantee that these essential gifts not only continue but also contribute to the long-term growth of the endowment. This innovative solution resonates deeply with mission-driven organizations looking to secure their financial future.
At Acumen Financial Advantage, we’ve designed a transformative "Key Donor" insurance plan that can generate millions of additional income to your organization's endowment, foundation, or charity over the next 20-30 years. All at zero cost to the Endorsing Organization, their Charitable Entity, and the Donors in question.
Shifting from Hope to Certainty
Traditional endowment strategies rely on the hope that donors will honor their promises to leave gifts in their estate plans. However, Key Donor Insurance eliminates this uncertainty, allowing nonprofits to build their endowment with confidence. This strategy provides a guaranteed way to secure critical funding while ensuring that donor relationships are honored and their legacies preserved.
Why This Matters for Mission-Driven Organizations
By combining traditional endowment-building practices with tools like Key Donor Insurance, nonprofits can:
This dual-message approach—combining the proven value of traditional endowment growth with the guaranteed benefits of Key Donor Insurance—provides nonprofits with a holistic, forward-looking strategy. It shifts the narrative from “hopes and promises” to certainty and sustainability, ensuring that mission-driven organizations can continue their vital work for generations to come.
By planting the seeds for endowment growth today and embracing innovative solutions like Key Donor Insurance, nonprofits can transform their financial outlook and confidently fulfill their mission far into the future.
"It has been a pleasure working with Acumen. The team made it easy to make progress and implement an executive retention program. Their attention to detail and ability to provide a variety of considerations and options made the experience extremely productive for the institution and executive team."
"I typically don’t do endorsements or testimonials because if I recommend a company and something goes wrong, I don’t want it coming back to me. That said, we at Evergreen are happy to reference Acumen Financial Advantage. "
"Since 2020, the Acumen team has been helping us retain top leadership within our organization by offering competitive retirement options. We appreciate our partnership with Acumen Financial Advantage. "
"Our experience was exceptional, characterized by consistent responsiveness and a strong commitment to achieving the best outcome for our team. Acumen's dedication and hard work were evident throughout our collaboration, ensuring a positive and successful partnership."
"They understand us by customizing our program to our risk tolerance, performance, and benefit objectives. Acumen is among the best in the industry and they are top notch in support of regulatory, training, and accounting while balancing needs for our credit union."
"I was not looking forward to the headache of having to set up a new retirement account regardless of the benefits. Acumen made this as painless and effortless as possible. I now have the additional peace of mind that my future financial health is in much better shape.
"The Acumen team has been great to work with. They set up Highmark's Charitable Donations Account and also rescued a split-dollar Supplemental Executive Retirement Plan that was under performing. I highly recommend Acumen Financial Advantage."
"The process exceeded my expectations. The Acumen team carefully listened and worked closely with our Board advising them and customizing a plan to fit the needs of our system. They continue to be involved in administering the plan and ensuring its success."
"The Acumen team brought us cutting-edge innovative financial solutions to address our executive compensation needs. They were consummate professionals throughout the entire process and I would highly recommend you consider consulting with them."
"It has been a pleasure working with Acumen. The team made it easy to make progress and implement an executive retention program. Their attention to detail and ability to provide a variety of considerations and options made the experience extremely productive for the institution and executive team."
"I typically don’t do endorsements or testimonials because if I recommend a company and something goes wrong, I don’t want it coming back to me. That said, we at Evergreen are happy to reference Acumen Financial Advantage. "
"Since 2020, the Acumen team has been helping us retain top leadership within our organization by offering competitive retirement options. We appreciate our partnership with Acumen Financial Advantage. "
"Our experience was exceptional, characterized by consistent responsiveness and a strong commitment to achieving the best outcome for our team. Acumen's dedication and hard work were evident throughout our collaboration, ensuring a positive and successful partnership."
"They understand us by customizing our program to our risk tolerance, performance, and benefit objectives. Acumen is among the best in the industry and they are top notch in support of regulatory, training, and accounting while balancing needs for our credit union."
"I was not looking forward to the headache of having to set up a new retirement account regardless of the benefits. Acumen made this as painless and effortless as possible. I now have the additional peace of mind that my future financial health is in much better shape.
"The Acumen team has been great to work with. They set up Highmark's Charitable Donations Account and also rescued a split-dollar Supplemental Executive Retirement Plan that was under performing. I highly recommend Acumen Financial Advantage."
"The process exceeded my expectations. The Acumen team carefully listened and worked closely with our Board advising them and customizing a plan to fit the needs of our system. They continue to be involved in administering the plan and ensuring its success."
"The Acumen team brought us cutting-edge innovative financial solutions to address our executive compensation needs. They were consummate professionals throughout the entire process and I would highly recommend you consider consulting with them."
"It has been a pleasure working with Acumen. The team made it easy to make progress and implement an executive retention program. Their attention to detail and ability to provide a variety of considerations and options made the experience extremely productive for the institution and executive team."
"I typically don’t do endorsements or testimonials because if I recommend a company and something goes wrong, I don’t want it coming back to me. That said, we at Evergreen are happy to reference Acumen Financial Advantage. "
"Since 2020, the Acumen team has been helping us retain top leadership within our organization by offering competitive retirement options. We appreciate our partnership with Acumen Financial Advantage. "
"Our experience was exceptional, characterized by consistent responsiveness and a strong commitment to achieving the best outcome for our team. Acumen's dedication and hard work were evident throughout our collaboration, ensuring a positive and successful partnership."
"They understand us by customizing our program to our risk tolerance, performance, and benefit objectives. Acumen is among the best in the industry and they are top notch in support of regulatory, training, and accounting while balancing needs for our credit union."
"I was not looking forward to the headache of having to set up a new retirement account regardless of the benefits. Acumen made this as painless and effortless as possible. I now have the additional peace of mind that my future financial health is in much better shape.
"The Acumen team has been great to work with. They set up Highmark's Charitable Donations Account and also rescued a split-dollar Supplemental Executive Retirement Plan that was under performing. I highly recommend Acumen Financial Advantage."
"The process exceeded my expectations. The Acumen team carefully listened and worked closely with our Board advising them and customizing a plan to fit the needs of our system. They continue to be involved in administering the plan and ensuring its success."
"The Acumen team brought us cutting-edge innovative financial solutions to address our executive compensation needs. They were consummate professionals throughout the entire process and I would highly recommend you consider consulting with them."
"It has been a pleasure working with Acumen. The team made it easy to make progress and implement an executive retention program. Their attention to detail and ability to provide a variety of considerations and options made the experience extremely productive for the institution and executive team."
"I typically don’t do endorsements or testimonials because if I recommend a company and something goes wrong, I don’t want it coming back to me. That said, we at Evergreen are happy to reference Acumen Financial Advantage. "
"Since 2020, the Acumen team has been helping us retain top leadership within our organization by offering competitive retirement options. We appreciate our partnership with Acumen Financial Advantage. "
"Our experience was exceptional, characterized by consistent responsiveness and a strong commitment to achieving the best outcome for our team. Acumen's dedication and hard work were evident throughout our collaboration, ensuring a positive and successful partnership."
"They understand us by customizing our program to our risk tolerance, performance, and benefit objectives. Acumen is among the best in the industry and they are top notch in support of regulatory, training, and accounting while balancing needs for our credit union."
"I was not looking forward to the headache of having to set up a new retirement account regardless of the benefits. Acumen made this as painless and effortless as possible. I now have the additional peace of mind that my future financial health is in much better shape.
"The Acumen team has been great to work with. They set up Highmark's Charitable Donations Account and also rescued a split-dollar Supplemental Executive Retirement Plan that was under performing. I highly recommend Acumen Financial Advantage."
"The process exceeded my expectations. The Acumen team carefully listened and worked closely with our Board advising them and customizing a plan to fit the needs of our system. They continue to be involved in administering the plan and ensuring its success."
"The Acumen team brought us cutting-edge innovative financial solutions to address our executive compensation needs. They were consummate professionals throughout the entire process and I would highly recommend you consider consulting with them."
"It has been a pleasure working with Acumen. The team made it easy to make progress and implement an executive retention program. Their attention to detail and ability to provide a variety of considerations and options made the experience extremely productive for the institution and executive team."
"I typically don’t do endorsements or testimonials because if I recommend a company and something goes wrong, I don’t want it coming back to me. That said, we at Evergreen are happy to reference Acumen Financial Advantage. "
"Since 2020, the Acumen team has been helping us retain top leadership within our organization by offering competitive retirement options. We appreciate our partnership with Acumen Financial Advantage. "
"Our experience was exceptional, characterized by consistent responsiveness and a strong commitment to achieving the best outcome for our team. Acumen's dedication and hard work were evident throughout our collaboration, ensuring a positive and successful partnership."
"They understand us by customizing our program to our risk tolerance, performance, and benefit objectives. Acumen is among the best in the industry and they are top notch in support of regulatory, training, and accounting while balancing needs for our credit union."
"I was not looking forward to the headache of having to set up a new retirement account regardless of the benefits. Acumen made this as painless and effortless as possible. I now have the additional peace of mind that my future financial health is in much better shape.
"The Acumen team has been great to work with. They set up Highmark's Charitable Donations Account and also rescued a split-dollar Supplemental Executive Retirement Plan that was under performing. I highly recommend Acumen Financial Advantage."
"The process exceeded my expectations. The Acumen team carefully listened and worked closely with our Board advising them and customizing a plan to fit the needs of our system. They continue to be involved in administering the plan and ensuring its success."
"The Acumen team brought us cutting-edge innovative financial solutions to address our executive compensation needs. They were consummate professionals throughout the entire process and I would highly recommend you consider consulting with them."
"It has been a pleasure working with Acumen. The team made it easy to make progress and implement an executive retention program. Their attention to detail and ability to provide a variety of considerations and options made the experience extremely productive for the institution and executive team."
"I typically don’t do endorsements or testimonials because if I recommend a company and something goes wrong, I don’t want it coming back to me. That said, we at Evergreen are happy to reference Acumen Financial Advantage. "
"Since 2020, the Acumen team has been helping us retain top leadership within our organization by offering competitive retirement options. We appreciate our partnership with Acumen Financial Advantage. "
"Our experience was exceptional, characterized by consistent responsiveness and a strong commitment to achieving the best outcome for our team. Acumen's dedication and hard work were evident throughout our collaboration, ensuring a positive and successful partnership."
"They understand us by customizing our program to our risk tolerance, performance, and benefit objectives. Acumen is among the best in the industry and they are top notch in support of regulatory, training, and accounting while balancing needs for our credit union."
"I was not looking forward to the headache of having to set up a new retirement account regardless of the benefits. Acumen made this as painless and effortless as possible. I now have the additional peace of mind that my future financial health is in much better shape.
"The Acumen team has been great to work with. They set up Highmark's Charitable Donations Account and also rescued a split-dollar Supplemental Executive Retirement Plan that was under performing. I highly recommend Acumen Financial Advantage."
"The process exceeded my expectations. The Acumen team carefully listened and worked closely with our Board advising them and customizing a plan to fit the needs of our system. They continue to be involved in administering the plan and ensuring its success."
"The Acumen team brought us cutting-edge innovative financial solutions to address our executive compensation needs. They were consummate professionals throughout the entire process and I would highly recommend you consider consulting with them."
"It has been a pleasure working with Acumen. The team made it easy to make progress and implement an executive retention program. Their attention to detail and ability to provide a variety of considerations and options made the experience extremely productive for the institution and executive team."
"I typically don’t do endorsements or testimonials because if I recommend a company and something goes wrong, I don’t want it coming back to me. That said, we at Evergreen are happy to reference Acumen Financial Advantage. "
"Since 2020, the Acumen team has been helping us retain top leadership within our organization by offering competitive retirement options. We appreciate our partnership with Acumen Financial Advantage. "
"Our experience was exceptional, characterized by consistent responsiveness and a strong commitment to achieving the best outcome for our team. Acumen's dedication and hard work were evident throughout our collaboration, ensuring a positive and successful partnership."
"They understand us by customizing our program to our risk tolerance, performance, and benefit objectives. Acumen is among the best in the industry and they are top notch in support of regulatory, training, and accounting while balancing needs for our credit union."
"I was not looking forward to the headache of having to set up a new retirement account regardless of the benefits. Acumen made this as painless and effortless as possible. I now have the additional peace of mind that my future financial health is in much better shape.
"The Acumen team has been great to work with. They set up Highmark's Charitable Donations Account and also rescued a split-dollar Supplemental Executive Retirement Plan that was under performing. I highly recommend Acumen Financial Advantage."
"The process exceeded my expectations. The Acumen team carefully listened and worked closely with our Board advising them and customizing a plan to fit the needs of our system. They continue to be involved in administering the plan and ensuring its success."
"The Acumen team brought us cutting-edge innovative financial solutions to address our executive compensation needs. They were consummate professionals throughout the entire process and I would highly recommend you consider consulting with them."
Achieving outsized results requires a more intimate, white-glove approach to service, limiting the number of clients we take on at a single time.
Contact us for a brief discovery consultation so our advisory team can best prioritize your needs.
Here are some common questions we receive about our services and solutions.
A SERP is a non-qualified supplemental retirement plan created to boost the retirement benefits of its participants. Unlike 401(k) and 457(b) plans, which are subject to strict contribution limits, SERPs (such as 457(f) or Split Dollar plans) offer flexibility with no restrictions on the amount that can be allocated to participants.
SERPs provide an effective way to reward your top employees and retain them with competitive, regulation-compliant compensation plans that offer unlimited potential for tax-deferred savings.
We focus on tailored strategies that align with your unique mission. Our approach combines industry expertise with innovative solutions to maximize impact. We believe in measurable results that drive your organization forward.
We proudly serve a variety of mission-driven organizations, including credit unions, healthcare providers, educational institutions, and nonprofits. Our expertise is designed to meet the specific needs of these sectors. We understand their challenges and are committed to delivering impactful solutions.
Our solutions include executive retention strategies, increasing yield on investments, and maximizing charitable impact. Each solution is customized to ensure it meets your organization's goals. We aim to enhance your operational efficiency and effectiveness.
Success is measured through the tangible outcomes we achieve for our clients. We set clear benchmarks and track progress meticulously. Our goal is to ensure that every initiative leads to significant, measurable impact.
Absolutely! We believe in creating bespoke solutions tailored to your specific needs. Our team collaborates closely with you to understand your objectives and challenges. This ensures that our strategies are perfectly aligned with your mission.
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