Board Governance

Helping nonprofit boards deliver change

Effectively driving nonprofit compensation strategies into action.

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Nonprofit Board Governance

We help you:

Create Standing Board Committees to effectively manage the workload of members of the Board of Directors. JER HR Group helps nonprofit organizations define governance committees to effectively manage workloads and allow individual directors to leverage their experience with maximum efficiency.
Define Board Governance, including development and oversight protocols for the organization.
Define and Refine Executive Committees for execution of strategy.

We work with clients on project-based initiatives.

We help you deliver change, working together on projects that drive value, such as:

Definition and refinement of the roles of the Compensation Committee.

Identification and compliance with IRS reporting requirements.

Compensation Strategy — Establish the overall compensation philosophy for the organization and determine the target relationship of base salaries and total compensation to the relevant competitive market.

Compensation Mix — Determine the elements that will comprise total compensation, including base salary, incentive opportunities, benefits, and perquisites.

Performance Goals — Establish organizational and individual performance goals and measures for the chief executive officer. Review the performance of the chief executive officer and recommend any compensation changes.

Oversight — Oversee all aspects of compensation provided to other executives to ensure compliance with the Intermediate Sanctions provisions of the Internal Revenue Code.

We help the Compensation Committee shine.

We work alongside the Compensation Committee to:

Advise the Board regarding compensation studies and status.
Issue a formal summary of Compensation Reviews and Conclusions.
Provide documentation of the basis on which recommended changes to compensation were determined.
Highlight the overall effect of the recommended changes on compensation, typically reported as a percentage change.

Board Development

In an ongoing effort to create and develop a Board that brings exceptional value to the organization, JER HR Group works with clients to evaluate board performance, and to recommend and/or implement board member training and education.

Strategic Planning

JER HR Group utilizes a comprehensive planning approach to nonprofit strategic planning. We help define or refine the mission, vision, and value statements of the organization, identify and define long-term directions, and establish action plans to achieve those objectives.

Resources

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Our Brochures ➜

Blog

Managing Incentives in Not-for-Profit Organizations

Nearly 60% of not-for-profit organizations (excluding trade organizations) provide incentive pay to recognize significant staff contributions. In most cases, all staff members are eligible for consideration of an incentive payment, although the levels of payment.

Blog

Why Conduct an HR Audit

SHRM, the Society for Human Resources Management, recommends an annual review of HR policies and practices. However, if your company experiences one of these six events, it should trigger an HR audit immediately.

Blog

Engaging Excellence

Organizations don’t build business, people do. Investing in your people is an investment in your most valuable asset. And, it’s no secret that retaining existing employees is much more cost effective than recruiting and training.

White Paper

A New Approach to Leadership Development

White Paper

Bridging the Pay Equity Gap

White Paper

Employee Retention and the Pursuit of Happiness

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Blog

TIPS, TRAPS AND TRENDS

How to Attract Talent with an Effective Compensation Plan Employee compensation represents a significant portion of operating expenses, and, in not-for-profit organizations, there is typically a high degree of scrutiny by regulatory agencies, stakeholders, donors.

Blog

October 2018 Newsletter

Can Employers Require Employees in Full-Time Jobs to Work Full-Time Hours? Maybe Not. It seems like the answer to this question should be an obvious yes. If an employer hires someone to work a full-time.

Blog

Strategic Compensation Planning

How can an organization create a compensation plan that will allow it to attract, retain, and motivate the talent necessary to carry out its mission? Employee compensation is a significant portion of any business’s,

White Paper

A New Approach to Leadership Development

White Paper

Bridging the Pay Equity Gap

White Paper

Employee Retention and the Pursuit of Happiness