Benefits for the PAC

• It provides a virtual guarantee for a perpetual PAC income.
• It is the most cost-effective method of conducting solicitations. Solicitation efforts can be relaxed once a payroll deduction plan is in place.
• If deductions are calculated as a percentage of salary, contributions increase as salaries increase. This allows PAC income to increase without costly and time intensive solicitation efforts.
• It is a self-sustaining system that insulates the PAC from economic and company problems and guarantees income even during difficult off-election years.
• It allows a PAC to anticipate its income, thus allowing for a more sophisticated disbursement strategy.
• It allows expensive and time consuming solicitation efforts to be conducted less often and for resources to be redirected into communications and membership retention.

Benefits to Employees

• It makes it easier and more convenient for employees to participate in the PAC.
• Employees are familiar and comfortable with the payroll deduction process.
• It lessens the likelihood of annoyingly frequent solicitations.
• It prevents employees from having to decide whether or not to contribute from year to year.
• PAC participants are likely to receive more frequent communications from the PAC manager who can focus on membership retention and disbursement of contributions, rather than on solicitations.

• You are guaranteed a consistent stream of PAC income through payroll deduction
• Once you enroll someone in this system, you do not need to 're-ask' the following year. They are enrolled until they notify you otherwise.
• A % of salary appears more equitable for an incentive club - ie. it's an equal 'hit' for all salary levels.
• When someone receives a pay raise, their contribution to the PAC is subsequently raised. Their raise equates a raise to the PAC.
• This system can eliminate the confusion of offering many giving options, based on salary bands. This simplifies the enrollment forms and options.
• To minimize confusion, you can also offer a sample chart with 4 or 5 salary levels, and what the corresponding monthly or pay-period contribution would look like.
• As a benchmark, most organizations use 1/2% for a suggested sustaining level of giving and 1% as the incentive club (high-dollar donor) level.