2013 Salary & 2012 Bonus Recommendations

Executive Summary
At last years December Board meeting, a total compensation philosophy and salary administration
guidelines were adopted to give us formal guidelines to help us make our compensation and benefits
recommendations, and to ensure that our compensation practices are competitive while controlling
costs.Tomanageourcompensationexpense,theboardalsoapprovedourstrategytoincreasepayto
market levels over a 23 year period, assuming the employee performance level was satisfactory and
otherfactorssuchasskillsetandtimeinpositionsupportedpayatmarketlevel.

Thesalaryrecommendationsfor2013reflectthetotalcompensationphilosophythatwasapprovedby
theBoardlastyear,namelytoofferouremployeesacompensationthatisonaverageatthemidpointof
similarpositionsatothernonprofits,andarealsoconsistentwiththesalaryadministrationguidelines
that were established. We address our 2013 recommendations in two parts below: Foundation
recommendationsandClintonGlobalInitiative(CGI)recommendations.

FoundationRecommendations

We measure our compensation competitiveness using a compa ratio which shows how closely our
employeespaymatchesthemarketaverage.Acomparatioof100%meansthattheemployeespay
matchedtheaveragemarketratefortheposition,soalowerpercentagemeansthatwearebelowthe
market and a higher percentage means we are above the market. The attached analysis shows the
comparatioforeachgroup,ourcurrentcomparatio(96.3%),andtheprojectedcomparatio(100.5%)
forour2013salaryrecommendations.Theserecommendationsreflectourproposed4%budgetandan
extraamountformarketadjustments.

For2013,thetotalrequestedmarketadjustmentamountis$35,619.Withthismoderatemarket
adjustmentamount,wewillbeabletoachieveanoverall100%comparatioandreachmarketpay
levelsforFoundationemployeesin2013.Theenclosedexceptionschartincludesbackground
informationandrationalefortheemployeesthatwefeelwarrantthesespecialadjustments.
Theattachedanalysisalsoshowsthe2012bonusrecommendations,withanexpenseamountwhichis
justafewthousanddollarsoverthebonusbudgetduetomostlyminoradjustmentsmadetoahandful
ofemployeebonusamounts.

Compensation

pg.1

ClintonGlobalInitiativeRecommendations
Lastyear,wereportedthatCGIemployeeswereonaveragesignificantlybelowthemarketascompared
tootherpartsoftheorganization.GivenCGIslow2011comparatio(77.1%),werecommendedthatwe
workatachievingsalaryparitywithmarketlevelsovera23yearperiodandbringCGIscomparatioup
to87.5%throughspecialmarketadjustments,astrategywhichwasapprovedbytheBoard.
Thisyear,wearerecommendinganotherspecialmarketadjustmenttobringCGIscomparatiomuch
closertomarketlevels.Theseadjustmentsareprimarilymeritdriven,basedupontherecent360
degreeevaluationprocessthatCGIconducted,withsomeconsiderationgiventolengthofserviceand
internalequity.Includingthespecialmarketadjustmentandthe4%salarybudget,CGIsproposed
salaryincreasebudgetis$500,000.Thisamountisapproximately10.4%ofCGIscurrentsalaries.
BecauseCGIiscurrentlyworkingontheirindividualemployeerecommendations,wearenotyetableto
projectwhatthenewcomparatiowouldbefor2013.However,weestimatethatwiththistotalsalary
increasebudget,CGImaybeabletoreachacomparatioofaround95%.
Welookforwardtodiscussingour2013salaryand2012bonusrecommendationswithyou.

Attachments: Analysisof2013Salary&2012BonusRecommendations

2013SalaryIncreaseGuidelineExceptions

Compensation

pg.2

Analysisof2013SalaryIncreaseRecommendations

Group
Finance
Initiatives
Mgt&Admin
Pres.Center
GrandTotal

Employees
11
29
53
27
120

CurrentSalaries
$733,301
$2,299,653
$3,822,071
$1,562,526
$8,417,551

4%2013Salary
2013Salary
Budget
Recommendations
$29,332
$31,084
$91,986
$75,518
$152,883
$210,699
$62,501
$55,021
$336,702
$372,321

(Over)/Under
Budget
($1,752)
$16,468
($57,816)
$7,480
($35,619)

Average
Performance
Rating
1.8
2.1
1.8
2.3
2.0

Average
Increase%
4.2%
3.3%
5.9%
3.5%
4.6%

Current
Compa
Ratio
96.7%
98.7%
92.8%
100.3%
96.3%

NewCompa
Ratio
100.6%
101.8%
98.2%
103.6%
100.5%

Analysisof2012BonusRecommendations
Group
Finance
Initiatives
Mgt&Admin
Pres.Center
GrandTotal

Compensation

Employees
11
29
53
27
120

BonusBudget
$27,650
$59,550
$117,200
$61,050
$265,450

Bonus
Recommendations
$27,900
$59,550
$120,796
$61,700
$269,946

(Over)/Under
Budget
($250)
$0
($3,596)
($650)
($4,496)

pg.3

2013SalaryIncreaseRecommendations
RationaleforGuidelineExceptionRequests
SalaryRanges

Current

Proposed

Salary
Range
Level

2012
Compa Increase RationaleforGuideline
Compa
Low
Mid
High
Salary
Salary
Yearsof Perform
Ratio
%
Exception
Ratio
Point
Point
Point
HireDate Service Rating
04/25/11
1.7
1
U.S.Level5 $54,548 $68,184 $81,821 $43,200 63.4% $50,000 73.3%
15.7% Recommendedfor
promotion;topperformer;
internalandmarketequity
significantlyoff

Name
AmyKuhn

Department
Correspondence

Position
SeniorWriter

ThomasGalton

Correspondence

Correspondence
Manager

11/22/10

2.1

U.S.Level6 $65,457 $81,821 $98,186 $50,000 61.1% $65,500 80.1%

31.0% Recentlypromotedtoa
moreseniorposition;
consistentlygood
performer;internaland
marketequitysignificantly
off

LaurenPruneski

Marketing

DeputyDirectorof 07/26/10
Marketing

2.4

U.S.Level6 $65,457 $81,821 $98,186 $54,000 66.0% $70,000 85.6%

29.6% Recommendedfor
promotiontoamoresenior
position;consistentlygood
performer;internaland
marketequitysignificantly
off

AdamSchultz

Marketing

Multimedia
Manager

4.8

U.S.Level4 $45,456 $56,820 $68,184 $51,300 90.3% $61,300 107.9%

19.5% Recommendedfor
promotiontoaposition
thatdoesnotpayovertime;
salaryincreasereflectsloss
ofOTeligibility

Compensation

03/31/08

Pg.4