The compensation (salaries and benefits) of the Executive Director and other senior management is a sensitive area for boards because it is complex and personal. The compensation must be sufficient to attract and retain good people in an increasingly competitive job market. However, funding agencies, members and other stakeholders may protest if they consider the compensation as being too high. Generally, the board will set the compensation of the Executive Director and approve guidelines for the Executive Director to use in compensating senior staff. Boards may delegate the details of the compensation of the Executive Director to the Compensation or Governance.
