SAMPLE COMPENSATION POLICIES
NAMI Compensation Policy:
Board of Directors Operating Policies and Procedures
6.1.8.1 Executive Director
The employment contract between the Executive Director and the Board sets
out areas in which the Executive Director must report to the President. In
setting the compensation for the Executive Director, the Board, through the
Personnel Committee, will employ non-profit industry best practices and
existing compensation surveys in determining appropriate compensation for
the NAMI executive director. The Personnel Committee will document its
process for the full Board’s review. The contact between the two individuals
should be close and frequent. The Executive Director is accountable and
responsible to all Board members. It is important for the Executive Director to
develop a strong working relationship with each Board member.
From NAMI Employee Handbook
Compensation Guidelines
The goal of NAMI’s compensation program is to attract potential employees, meet the
needs of all current employees and encourage well-performing employees to stay with
our organization. With this in mind, our compensation is built to balance the employees’
and NAMI’s needs.
It is NAMI’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.
Compensation may vary depending upon the performance of the individual and the
organization.