BCD-6 President Compensation

The President’s compensation will be decided by the Board and based on organizational performance and executive market conditions.

1. The President’s performance is synonymous with organizational performance as revealed by the President’s monitoring reports in accordance with Board policy.
   
   
2. “Total compensation” encompasses the entire range of salary, benefits, and all other forms of compensation.
   
   
3. Total compensation is to be competitive with similar performance within the marketplace while placing some portion of the President’s total compensation at risk by tying it to Ends achievement and compliance with Executive Limitations policies. The executive marketplace to be considered is institutions of higher learning of comparable size, challenges and complexities.
   
   
   1. If the President is fully compliant with Ends and Executive Limitations, their total compensation will be set at market value in the marketplace identified above. Market Value will be determined utilizing a compensation analysis conducted by an outside third party experienced in executive compensation. The Chair may establish an ad hoc committee to work with the outside third party and gather additional information to provide options and their implications to the full Board for its consideration and decision.
      
      
   2. The Board may award a bonus to the President when the Board has determined the President has substantially achieved Ends and complied with Executive Limitations.