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Compensation Policy

The document outlines a compensation policy for a NAMI affiliate, including establishing competitive wages, basing compensation on experience and performance, and having a committee determine compensation using regional data. It also discusses the role and hiring authority of an Executive Director who manages staff.

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120 views1 page

Compensation Policy

The document outlines a compensation policy for a NAMI affiliate, including establishing competitive wages, basing compensation on experience and performance, and having a committee determine compensation using regional data. It also discusses the role and hiring authority of an Executive Director who manages staff.

Uploaded by

Arm Arm009
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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[#] Compensation Policy for [NAMI Affiliate Name]

(Included in Board Operating Policies & Procedures)

[#.1] Purpose

It is [NAMI Affiliate Name]’s desire to pay all employees wages and salaries that are
competitive with other employers in the marketplace in a way that will be
motivational, fair, and equitable. This Compensation Policy has been established to
assure that [NAMI Affiliate Name] is able to recruit and retain high quality
leadership by providing reasonable compensation.

Compensation may vary depending upon the experience and performance of the
individual. [NAMI Affiliate Name] will also assure that decisions regarding
compensation are made through a process free of potential conflicts of interest.

[#.2] Process

The process of determining appropriate compensation should be conducted by the


[Select most appropriate option: Executive, Nominating, Search, or comparable]
Committee. To the extent reasonably available, this Committee should rely upon
appropriate data regarding compensation at comparable organizations in the
region. This data should be documented, and a recommendation should be made to
the Board of Directors. The determination of compensation shall be made annually.

[#.3] Employment of an Executive Director

An Executive Director may be employed by the Board of Directors and shall have
general direction and supervision over the day-to-day affairs of the organization.
This includes the management of the organization and the hiring, supervision, and
firing of other staff members. The Executive Director shall exercise such authority
and perform such duties as the Board of Directors may, from time to time, assign to
the Executive Director.

The liaison staff person to the Board is the Executive Director. Although direct
communication with other staff members is common and important, it is essential
that all board members recognize that only the Executive Director reports directly
to the Board, and that all other current and/or future employees of [NAMI Affiliate
Name] report to the Executive Director.

Optional Section
[#.4] Employment of Other Paid Staff

In the absence of an Executive Director, a [Name of Main Position] may be employed


by the Board of Directors.

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