Executive Director / CEO
This analysis benchmarks the total compensation of Julie Mitchell, Executive Director / CEO ($84,779) against every comparable organization that fit the selection criteria — 27 in total — drawn systematically from IRS Form 990 filings, not a hand-picked subset.
Compensation sits at approximately the 63rd percentile of comparable organizationswithin the typical range
Benchmarked executive: Julie Mitchell — reported title “EXECUTIVE DI”, a direct title match to the Executive Director / CEO role.
Each figure is Form 990 Part VII columns D + F (reportable pay plus other compensation and benefits; column F may include amounts from related organizations), normalized to HI cost of living (BEA RPP, 2023) and to its filing year (CPI-U); the reported amount is on each linked 990.
| Organization | State | Revenue | Matched title | Comp (reported) | Comp (adjusted) | FY |
|---|---|---|---|---|---|---|
| Dispute Resolution Center | MN | $414,096 | Executive Di | $90,389 | $105,423 | 2023 |
| Triad Restorative Justice | NC | $403,331 | Executive Director | $49,420 | $58,545 | 2024 |
| Northwest Mediation Center | WA | $420,213 | Executive Dir. | $67,725 | $69,517 | 2024 |
| Center For Dispute Resolution | MI | $420,565 | Executive Director (Current) | $37,359 | $45,515 | 2023 |
| Court Referral Services | AL | $383,578 | Director | $47,535 | $58,877 | 2024 |
| Conflict Resolution Center Of Montgomery | MD | $439,875 | Executive Dir. | $95,542 | $105,433 | 2023 |
| Northwest Consumer Law Center | WA | $373,988 | Executive Director | $124,364 | $127,654 | 2024 |
| Piedmont Mediation Center Inc | NC | $373,596 | Executive Di | $56,372 | $66,780 | 2024 |
| Wenatchee Valley Dispute Resolution | WA | $365,647 | Executive Director | $89,211 | $91,571 | 2024 |
| Dispute Resolution Center Of | MI | $453,541 | Executive Director | $81,931 | $99,819 | 2023 |
| Fort Bend County Dispute | TX | $358,183 | Executive Di | $76,034 | $84,952 | 2025 |
| Benton Franklin Dispute Resolution Ctr | WA | $459,789 | Executive Director | $75,059 | $79,321 | 2023 |
| Northern Virginia Mediation | VA | $468,491 | Executive Director | $100,500 | $111,252 | 2024 |
| St Louis Mediation Project Inc | MO | $344,806 | President/treasurer | $1,470 | $1,837 | 2023 |
| Accord A Center For Dispute | NY | $473,999 | Executive Director | $78,729 | $79,461 | 2025 |
| Mediation Services Of Maui Inc | HI | $474,303 | Executive Di | $86,330 | $91,232 | 2023 |
| Tri Community Mediation Inc | MD | $335,301 | Executive Di | $38,010 | $40,742 | 2024 |
| Utah Dispute Resolution | UT | $313,746 | Executive Director | $69,783 | $79,773 | 2025 |
| Resolution Center Of Jefferson And | NY | $312,427 | Executive Di | $56,488 | $58,522 | 2024 |
| The Buck Squad | VA | $510,701 | Executive Director | $43,000 | $49,006 | 2023 |
| Upstate Mediation Center | SC | $515,154 | Executive Di | $60,901 | $72,841 | 2024 |
| Conflict Resolution Center Inc | NC | $285,387 | Executive Director | $44,101 | $50,897 | 2025 |
| Community Dispute Settlement Center Inc | MA | $534,451 | Executive Director (Former) | $63,899 | $65,832 | 2024 |
| Restorative Arlington | VA | $280,733 | Executive Director | $68,091 | $75,376 | 2024 |
| Community Mediation Services | WA | $548,898 | Executive Director | $77,636 | $79,690 | 2024 |
Comp (reported) is the figure on each organization's Form 990 (columns D + F); Comp (adjusted) normalizes it to HI cost of living and 2025 dollars. Click any organization to verify the figure on ProPublica.
Comparable organizations were drawn from electronically filed IRS Form 990 returns and matched on sector (NTEE code), budget (a size-adaptive revenue band that tightens as the organization grows), and geography (same-state first, broadening only when too few peers qualify); every organization within the band forms the peer set. To compare fairly across regions and years, peer compensation is normalized to HI cost of living (BEA Regional Price Parities, 2023) and to the subject's filing year (CPI-U). The figure benchmarked is Form 990 Part VII, Section A, columns D + F — reportable pay plus other compensation, benefits, and deferred amounts (column F may include amounts from related organizations) — with the chief executive matched by role. Related-organization amounts (column E) and institutional trustees are excluded. Full methodology: peerbasis.org/methodology.
Sensitivity — the subject's percentile under alternative compensation definitions:
| Basis | Subject percentile |
|---|---|
| Total compensation (D + F), cost-of-living + inflation adjusted — the PeerBasis default | 63rd |
| Total compensation (D + F), as reported (no adjustments) | 70th |
| Reportable pay only (column D), adjusted | 44th |
| All sources (D + E + F), adjusted | 63rd |
If the percentile moves materially across these definitions, the result is sensitive to methodology choices, and the board should weigh which basis best fits its facts.
Compensation paid by a tax-exempt organization is presumed reasonable — shifting the burden to the IRS — when three requirements are met. This report supplies the comparability data for the second. The board should record the following in its minutes concurrently with its decision:
Draft board minutes — executive compensation
Sources: IRS Form 990 e-file data (apps.irs.gov); IRS Business Master File (NTEE classification). Every figure traces to an original public filing — click any organization above to verify it on ProPublica. PeerBasis is a service of Prismind Analytics; its methodology is published, was commissioned for independent adversarial review, and discloses its own limitations. This report is comparability data to support a board's good-faith determination under IRC 4958; it is not legal or tax advice. Generated by PeerBasis on June 9, 2026.