This page and related links last reviewed on August 6, 2012
Reports to: Board of Governors
Charge: To provide the necessary direction to and oversight of the College’s compensation programs.
Number of face-to-face meetings: 2-3 per year
Length of each meeting: ½ day
Typical meeting days of the week: Thursday or whichever day precedes Board of Governors meeting.
Location of meetings: Nationwide in conjunction with the Board meetings.
Number of conference calls: 2 calls as required, additional scheduled if needed
The Compensation Committee shall be composed of the secretary-treasurer and four other members of the Board of Governors, proposed by the president and approved by the Board for one year terms. The president shall appoint the chair of the committee from these other four members
The effective date of the annual appointments to this committee shall commence and terminate with the annual organizational meeting of the Board. To provide continuity, the terms of the committee members shall be staggered, with no member, excepting the secretary-treasurer, serving more than six years.
Additional travel or time commitments:
Corresponding duties as members of the Board of Governors
The CAP Compensation Committee, a committee of the Board of Governors, shall serve to advise the Board on employee compensation issues and provide direction to and oversight of the College’s compensation programs.
The Compensation Committee’s role is to:
- Review, refine and make recommendations concerning the College’s Compensation Philosophy and Strategy Statement.
- Review and study compensation data and practices for organizations (both not-for-profits and for-profits) in similar fields, of comparable size, and of comparable funding.
- Review and recommend the chief executive officer’s future total compensation (including base salary, incentive compensation, benefits, and perquisites) on an annual basis.
- Review and comment on the chief executive officer’s recommendations for the total compensation (including base salary, incentive compensation, benefits, and perquisites) of other members of the senior management team (i.e., vice presidents or their equivalents) on an annual basis.
- Review and comment in the aggregate on the chief executive officer’s recommendations for the total compensation program (including bases salary, incentive compensation, and benefits) for employees below the senior management level.