How we raise and spend our money
Nearly half of us will be diagnosed with cancer in our lifetimes, which means the need for our work is set to increase dramatically. Thanks to our loyal and committed supporters, over 98% of our income in 2013 came from voluntary donations and fundraising, so we make sure to use our money wisely. (Read a text-only version here).
How we raised our money...
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With a lot of hard work and dedication, our supporters raised a record-breaking £186.9 million last year. That’s £34.1 million more than in 2012.
In 2013 most of our money came from:
Legacies: £59.2 million – the gifts that people leave to us in their wills are our biggest source of income.
Direct marketing: £38.5 million – this is money raised in response to a direct request for support, such as an appeal in the press or the door drops you get through your post box.
Other fundraised income: £89.2 million – this includes income from fundraising events and support from our corporate partners.
Total fundraised income: £186.9 million
Total income: £189.7 million
See the chart below for a breakdown of our income sources:
...and how we spent it
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We spent a record £121.7 million on services for people affected by cancer in 2013, 9% more than in 2012.
Our charitable spend breaks down as follows:
For a full breakdown of these charts, take a look at our Annual report and accounts 2013 [PDF] or our 2013 Annual Report summary [PDF].
Our remuneration policy
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Macmillan has tens of thousands of volunteers, thousands of Macmillan professionals and 1,305 employees. It is the combined effort of the whole workforce that delivers our impact for people affected by cancer.
For our 1,305 employees we operate a consistent remuneration policy across all levels of the organisation including our Chief Executive Officer and the Executive Strategy team. The remuneration policy of Macmillan is set by the Remuneration Committee, a subcommittee of our Board of Trustees. Our Board of Trustees as volunteers, are unpaid and do not have remunerated roles in the voluntary sector. The salary of the Chief Executive is set by the Remuneration Committee and all other staff salaries are set by management within guidelines set by the Remuneration Committee.
At Macmillan, our high-performance culture represents who we are and shows in the people who have made and continue to make Macmillan a great place to work. As such, we pay competitively to attract high quality employees and regularly benchmark our roles to ensure we remain consistent with our peers. We aim to pay around the 25th percentile of comparable charities. The basic salaries paid to employees are reviewed at the end of each calendar year on the basis of the individual’s performance during that year as assessed during the annual performance review process.
Our reward strategy, annual remuneration review and related policies are monitored regularly by the Remuneration Committee. The average salary increase is decided annually by the Remuneration Committee based upon the organisation’s performance, affordability and external factors with individuals then receiving a percentage increase based upon their performance level. Again this is consistent for all staff levels. Macmillan has recently registered as a ‘Living Wage’ employer and has extended this policy to cover all UK locations in line with the nationally recommended salaries.
Macmillan operates a policy of equal pay and aims to ensure that salaries reflect the knowledge, skills, responsibilities and personal competencies required for the satisfactory performance of each job. We use objective job evaluation to determine our job levels and associated salaries. These are also set in the context of the jobs market and comparisons are made with similar jobs in other charities and relevant organisations.
You can see more detail about the benefits available to Macmillan employees and the paybands of our staff can be found on page 53 of the Annual report and accounts 2013 [PDF, 5MB].