Kali Cohn Uncategorized

HRI’s Executive Compensation Policy 2021

Policy for Board Approval of Executive Director Compensation

The Human Rights Initiative of North Texas (HRI) seeks to provide a fair yet reasonable compensation for its Executive Director (E.D.), the organization’s foremost public-facing representative and the person responsible for its efficient operation. The annual process for determining compensation is as follows:

Evaluation Committee. HRI’s Evaluation Committee, a standing committee of the Board of Directors comprised of the Board Chair, the Governance Committee, the Treasurer, and any other Board member the Chair appoints, evaluates the E.D.’s performance and compensation in a process that includes seeking the E.D.’s input. A comparable salary survey is used to benchmark compensation for the position utilizing industry-specific reports. The Evaluation Committee meets independent of the E.D. to discuss performance relative to the position description. Performance assessments include input obtained from other Board members and staff. Once a consensus is reached regarding performance, a similar discussion is held concerning compensation relative to annual benchmark and established objectives.

Board Approval. The Evaluation Committee presents its findings and makes a recommendation for the E.D.’s compensation (including salary, bonus, and benefits) to the full Board for review and approval in an executive session without the E.D. present, based on (i) a review of independent comparability data (which documents compensation levels and benefits for similarly qualified individuals in comparable positions at similar organizations), (ii) review of the E.D.’s self-evaluation, and (iii) aggregated input from each Board member addressing the E.D.’s performance in the past calendar year. The Evaluation Committee and/or the Board Chair then meet with the E.D. to discuss and document strengths, weaknesses, and goals for the upcoming year. Compensation for the upcoming year is also discussed and documented.

Concurrent Documentation. To approve the E.D.’s compensation, the Board documents how it reached its decisions, including the data on which the Evaluation Committee relied, in minutes of the meeting during which the compensation was approved. Documentation includes:

  1. a)  A description of the compensation recommendation by the Evaluation Committee and the date the E.D.’s compensation was approved;
  2. b)  A description of the comparability data relied upon;
  3. c)  Identification of the members of the Board who were present during the discussion of compensationand benefits, including the results of the vote; and
  4. d)  Identification of any Board member who abstained from discussing or voting on the E.D.’scompensation, including the reason(s) for such abstention.

Independence in Setting Compensation. The Evaluation Committee operates independently without undue influence from the E.D. Executive compensation is determined, and review performed by independent, uncompensated Board volunteers without conflict of interest. No member of the Evaluation Committee will be an HRI staff member, a relative of the Executive Director, or have any relationship that presents a conflict of interest.

Approved: 3.26.21