Executive Director / CEO
This analysis benchmarks the total compensation of Justin Barker, Executive Director / CEO ($1,200) against every comparable organization that fit the selection criteria — 18 in total — drawn systematically from IRS Form 990 filings, not a hand-picked subset.
Compensation sits at approximately the 28th percentile of comparable organizationswithin the typical range
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 LA cost of living (BEA RPP, 2023) and to its filing year (CPI-U); the reported amount is on each linked 990.
| Organization | State | Total revenue | Total comp | Source |
|---|---|---|---|---|
| Richmond Irrigation & Power Company | UT | $419,625 | $22,989 | 990 |
| Old Union Water Association Inc | MS | $416,814 | $566 | 990 |
| Burgess Canal & Irrigation Co | ID | $407,580 | $14,017 | 990 |
| Southside Mutual Domestic | NM | $394,397 | $24,384 | 990 |
| Russell Utilities Inc | MS | $449,253 | $564 | 990 |
| Ridge Utilities Inc | VA | $379,700 | $37,134 | 990 |
| Calhoun County Water Association Inc | AR | $348,739 | $3,719 | 990 |
| Broadwater-missouri | MT | $339,212 | $11,626 | 990 |
| Friendship Community Water System | MS | $507,446 | $1,179 | 990 |
| Mapleton Irrigation Company | UT | $510,917 | $1,680 | 990 |
| International Foundation For | IL | $317,314 | $116,119 | 990 |
| Fhlm Regional Water Supply | TX | $544,377 | $13,081 | 990 |
| Anderson Township Regional Sewer District | IN | $292,105 | $47,312 | 990 |
| Big V Water Association | MS | $571,518 | $1,179 | 990 |
| Little Potato Slough Mutual Water Comp | CA | $575,860 | $9,141 | 990 |
| New Carroll Water Association Inc | LA | $597,725 | $16,543 | 990 |
| Kipling Water Association | MS | $618,753 | $733 | 990 |
| Oquirrh Mountain Water Company | UT | $626,150 | $117,690 | 990 |
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 LA 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 | 28th |
| Total compensation (D + F), as reported (no adjustments) | 17th |
| Reportable pay only (column D), adjusted | 28th |
| All sources (D + E + F), adjusted | 28th |
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). 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.