Policy Section:   Board – Executive                          Director Linkage		Policy Number:  BL-4
Policy:   Executive Director Compensation		Date Approved:  April 23, 2003
		Last Date Reviewed: Nov 2007
		Last Date Revised:
		Number of Pages: 2

---

To attract and retain an Executive Director with the necessary management and leadership abilities to advance the mission of the organization, the Board sets a fair, comprehensive, and competitive compensation level.  The compensation package must reflect both the job requirements, and the organization’s ability to pay the desired salary and benefits.

Parameters:

The position of Executive Director is a contract position.

To determine the competitiveness of the organization’s compensation package, the Executive Committee researches the compensation level of Executive Directors in comparable organizations.  Factors to be considered in the comparison research includes:
•    Size and scope of the other organizations
•    Profiles of the area in which the other organizations operate
•    Qualifications, experience in the field, and length of service of other Executive Directors
•    The total compensation packages, including benefits and bonuses

The Board determines the limits of the compensation package that AWNA is able to offer in order to retain the Executive Director. 

Any cost of living increase is included in the contract.

The Executive Committee negotiates the total compensation package with the Executive Director according to the length of the contract.

To encourage open dialogue, compensation is not discussed during a formal meeting to evaluate the Executive Director’s performance.  The Board must complete the compensation discussions with the Executive Director no later than one month after the annual performance review.  The Executive Director take into account the most recent performance review of the Executive Director when negotiating a new contract.

After meeting with the Executive Director, the Executive Committee recommends the agreed-upon compensation package to the Board for approval.

8.    Only the Board, acting as a body, can employ, terminate, discipline, or change the conditions of the employment of the Executive Director.

9.    If the Board is unable to offer additional financial compensation, either through salary or benefits, the Executive Committee may consider alternative forms of compensation, such as providing additional time off to be used for vacation, educational opportunities, or professional development.