Pearland Chamber of Commerce

“The organization has individual and business members that comprise the total membership of the organization. Members interact with other members to promote the business of the community and the well being of the city.”

“Members of the organization vote for members of the governing body by the absence of a petition against the slate of officers nominated by the current nominating committee.”

“The organization provides the board of directors with a copy of the 990 to review prior to filing. A folder is kept with the last three 990's for special requests for copies. All staff are oriented on procedures of the 990.”

“The organization requires each board member, officer, and employee to complete a conflict of interest questionnaire each year. The questionnaires are reviewed for conflicts and any conflicts are resolved. The board also monitors conflicts throughout the year. The conflict of interest is on each board agenda and members are required to reveal any conflicts at the beginning of each meeting.”

“All staff members will be given an annual review in the fourth quarter of each year by the president & ceo. An evaluation committee composed of the majority of the chamber's executive board shall evaluate the duties and job performance of the president & ceo. Merit increases are considered based on performance and are awarded to begin the beginning of the next fiscal year. The executive compensation committee is a committee of the pearland chamber board of directors that shall consist of the chair, chair-elect, past chair, secretary, and treasurer. Purpose and responsibilities the purposes and responsibilities of the executive compensation committee are to: set the standards for president/ceo performance evaluation. Evaluate the performance of the president/ceo to determine all compensation related issues pertaining to the president/ceo, including but not limited to salary performance bonus, and benefits. Annually review and approve chamber goals and objectives relevant to president/ceo compensation, evaluate the president/ceo's performance based on those goals and objectives, and determine and approve the president/ceo's compensation based on this evaluation. At least once, every 3 years or more frequently as the need arises, utilize benchmark data to evaluate the then current total compensation package for the president/ceo ensuring it is competitive for a chamber of commerce or similarly sized not-for-profit organization.”

“The organization has made its governing documents available via verbal and written request from the public.”