Charlotte Center City Partners

“The tax return will be reviewed by the board and executive committees prior to filing. It will be distributed to the full board for their review prior to filing.”

“Any member of the board of directors who knowingly has a conflict of interest or a perceived conflict of interest with respect to any matter coming before the board of directors shall recuse himself/herself from all discussion and vote on the matter.”

“The organization utilizes a deliberate process that is derived from corporate human resources best practices to review the performance and set the salary and bonus for the ceo. The ceo is employed under a personal services agreement negotiated and approved by the executive committee (ec) of charlotte center city partners (cccp) board of directors. The following outlines the timing and process for our performance and compensation procedures of cccp that operate on a july 1 to june 30 fiscal year. In the spring of each year, the annual performance objectives of the ceo are recommended by the personnel and compensation committee (pcc) and then considered and approved by ec of the board of directors prior to june 30. In the spring of the following year, the annual performance of the ceo is evaluated against these objectives by the pcc and finalized and approved by the ec. Ceo compensation is determined by the ec based on a combination of data sources including a performance evaluation against goals and objectives as well as national compensation benchmarking studies done every three years with the last one completed in 2022. The cccp president & ceo is assessed on the following executive compentencies: (1) vision (2) innovation (3) managing/leading change (4) strategic planning (5) internal/external leadership (6) decision making (7) ability to motivate, inspire, create followership among all constituencies and (8) integrity/ethics. The process for determining compensation uses best practices, third party consultants, and research and national benchmarks. A compensation study is performed for all other employees annually. The performance review process includes two yearly reviews, one in june and one in january. During the review in june, the manager considers performance commitments, objectives and goals for the closing fiscal year and sets upcoming commitments, objectives and goals for the next fiscal year. The january mid-year review is used to evaluate performance at the half-way point. In june, salary is set for the next year, based on both budgetary considerations for the organization as well as performance and achievement of objectives and goals. Some employees have the potential for "earned income" for performance against specific goals and objectives or for extraordinary performance. For key employees, the personnel and compensation committee aproves any earned income bonuses awarded.”

“The organization's governing documents, conflict of interest policy and financial statements are available to the public upon request.”

“PROCESS HAS NOT CHNAGED.”