ARTICLE XI FISCAL PROVISIONS
SECTION 4 – COMPENSATION
(a) It is the policy of the Association to pay no more than reasonable compensation
for personal services.
MISSION/GOALS (added to the By-laws under Article VIII, Section 1 as a Standing Committee (g); and detailed under Section 9 as follows:
“Compensation Committee. There shall be a Compensation Committee composed of at least three (3) members of the Board of Directors,* charged with responsibility to recommend to the full Board on an annual basis appropriate compensation for the President/CEO an total compensation strategy for other officers and staff.
Authority and responsibility:
1- Recommend for approval by the full Board the compensation strategy consistent with APDA mission and values.
2- Review management proposals concerning APDA compensation and benefits programs to ensure that such programs support the established strategy.
3- Review comparable compensation and benefits data of similar organizations and make recommendation to the full Board based on that review.
4- With input from the Executive Committee regarding the performance of the President/CEO’s compensation package for approval by the full Board.
5- Recommend to the full Board the compensation of other Senior staff and consultants who report directly to the President/CEO – those who are considered highly compensated and whose compensation is report to the IRS on its annual Form 990 as key employees.”
6- Recommend to the full Board strategies and plans for merit/incentives/severance pay and other unusual compensation arrangement that may arise.
7- Annually review the Compensation Committee’s responsibilities and recommend any changes to the full Board.
*All members of the Board of Directors sign an annual conflict of interest disclosure statement and do not sit upon any committee, participate in any meeting, nor vote upon an issue that would constitute a violation of that statement.