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Sustainable Agriculture Institute

 

Sustainable Agriculture Institute Promotes Sustainable Education through Permaculture Design

 

Compensation Committee

 

Purpose

 

The Compensation Committee is a Special Committee of the Board. The Committee has oversight of executive compensation, works with the Chancellor to develop annual strategic goals for the Chancellor, reviews and evaluates the achievement of these goals, and sets the compensation of the Chancellor.

The Compensation Committee has general oversight of the Chancellor and Executive Team to ensure the alignment of organizational goals and compensation of the Chancellor and Executive Team.

 

Structure

 

The Compensation Committee is composed of the Chair, Vice Chair-Chair Elect, the Immediate Past Chair, and two additional members of the board. Each of the two additional members is appointed by the Vice Chair-Chair Elect (who shall preside as Board Chair during the year for which the appointments are made) and serve a two-year term on a staggered basis.

The terms of all appointed additional members on the Compensation Committee will commence when the Vice Chair-Chair Elect becomes Chair. The two additional members will preferably have experience with board compensation committee issues.

Compensation Committee meetings are held as needed and called by the Chair. The Compensation Committee meets in person at least once per year, immediately preceding or following a Board meeting.

 

Operating Guidelines

 

1. The Committee takes a strategic perspective in its oversight of executive compensation and performance reviews.

2. The Chancellor’s Goals should be strategically driven and focused on outcomes that the Chancellor can influence. The Executive Team will contribute to the attainment of some Chancellor goals. The Chancellor will develop Executive Team Goals focused on outcomes at the Executive and Senior Vice Presidential level. The Chancellor and Executive Team Goals will be subject to the review and approval of the Compensation Committee.

3. The Chancellor’s goals are developed collaboratively with the Chancellor and focused on a limited number of strategic goals for the upcoming year.

4. Periodically, the Committee will engage an outside consultant to provide more thorough bench-marking on compensation for the Chancellor and Executive Team. The consultant will be responsible for and work most closely with the Committee. The Committee will solicit bench-marking input to develop compensation guidelines for the Chancellor when creating a Letter of Agreement Concerning Employment with the SAI for the Chancellor.

5. In evaluating performance and setting compensation for the Chancellor, the Committee solicits and reviews inputs from a variety of stakeholders.

6. The Committee may provide general guidance to the Chancellor on strategic human resource management issues.

7. The Committee will follow the compensation guidelines in the Letter of Agreement Concerning Employment with SAI in effect for the Chancellor at the time that annual compensation decisions are made.