Greenville College

“The executive committee is composed of the four officers, business affairs committee chair, and one at-large member. The executive committee shall conduct any business authorized by the board and other urgent business that cannot be reasonable deferred until the next board meeting. It may not countermand any action taken by the board without the board's express permission.”

“The greenville college board policy manual stipulates the following with respect to the president's evaluation and compensation: "7.4 president's evaluation and compensation: the officers of the board negotiate all contractual matters with the president and conduct the president's annual evaluation. The contract will be presented to the full board, sitting in executive session, for consideration and approval. The officers report the findings of the annual review of the president to the executive committee and to the full board sitting in executive session." board policy also provides for a review of the compensation of all the president's direct reports as follows: "4.10 compensation reviews: compensation for all the president's direct reports must be reviewed by the business affairs committee on an annual basis. The president's compensation is set in accordance with section 7.4 of this policy manual. The review of compensation for both the president and direct reports must include consideration of compensation data for similar positions with similar scope of responsibility, educational requirements, and experience levels at comparable institutions with similar enrollment, budget, and type of location. Sources for compensation data should include council for christian colleges and universities (cccu) and college and university professional association for human resources (cupa-hr) or similar type organizations. Compensation comparisons for the president and direct reports should include, as much as possible, the following elements: salary, incentive pay of any kind, health benefits, retirement benefits, any allowances including tuition or educational waivers or reimbursements, and any other taxable benefits. No employee of the college or any committee or board member having any conflict of interest whatsoever in the compensation reviews for the president and direct reports shall be allowed to participate in the discussions or approval process. Comparison data used in the review process, a discussion summary concerning the compensation comparisons and the appropriate compensation levels, any action taken by the officers, business affairs committee or the board shall be documented at the time of such meeting and shall be kept on permanent record at the college. Compensation guidelines for the president and direct reports are plus or minus 20% of the average median compensation levels of the cccu and cupa-hr."”

“The College's 990 is prepared by an independent CPA firm using information from management. The form 990 is reviewed in detail by management and copies are provided to board members upon request.”

“Conflict of interest questionaires are completed annually by all trustees, officers, and executive management. All responses are carefully reviewed by an independent staff member of the college for possible conflicts of interest. Should any potential conflicts of interest be disclosed, the trustee or officer would be asked to refrain from participation in any decision with regards to matters affected by the relationship.”

“The college makes its governing documents, conflict of interest policy, and financial statements available to the public upon request.”

“Change in value of split-interest agreements - -3253;”