(approved by the Board of Trustees December 5, 2008, amended May 2013, May 2014, May 2016, May 2017, March 2019)
I. Purpose and Authority
The Human Resources Committee shall establish the terms and conditions of employment of the Principal on behalf of the Board of Trustees. The Chair of the Board is hereby authorized to enter into such instruments in this regard as may be required.
The Human Resources Committee is responsible for approving mandates, including parameters with respect to language and costs, within which the administration is to negotiate collective agreements as well as monitoring administrative strategies in negotiations and the progress of negotiations. The Committee is responsible for setting mandates with respect to collective bargaining and is empowered to ratify collective agreements on behalf of the Board of Trustees.
II. Duties and Responsibilities
The Human Resources Committee will:
- Annually solicit, review, and evaluate the comments of the members of the Board, key stakeholders across the university, and external constituencies with respect to the performance of the Principal and consider such other data, reports, and information as the Committee considers useful, and thereafter provide advice to the Chair of the Board on the performance of the Principal.
- Develop and approve the Annual Performance Assessment Process for the Principal.
- Review and set the compensation of the Principal.
- Approve the compensation of Vice-Principals on the recommendations of the Principal.
- Establish the key performance goals and objectives for the Principal and advise the Board accordingly.
- Monitor executive and university trends for compensation and benefits for senior institutional administrators.
- Develop the University’s Executive Compensation Program for the approval of the Board.
- Oversee the administration of the University’s Executive Compensation Program.Approve mandates with respect to collective bargaining and ratify collective agreements on behalf of the Board.
- Provide counsel and support to the Principal and/or the Associate Vice- Principal (Human Resources) on organizational issues/changes that involve senior management and have significant internal and/or external implications for the University.
- Review the university’s strategies and plans related to succession planning and provide advice to those responsible for their development.
- Recommend policies for the approval of the Board of Trustees, from time to time, concerning search for, and reviews of, the Principal.
- Utilize a proactive approach to monitor trends, initiatives, and developments in the specific risk categories as assigned by the Board of Trustees from time to time and approve strategies and directions to mitigate the likelihood or severity of events or conditions that could contribute to the potential occurrence of the situations described in the respective Risk Definitions for those assigned risk categories.
Membership is usually entirely ex officio and generally restricted to:
- The Chair of the Board of Trustees, who shall be the Committee Chair
- The Chancellor
- The Vice-Chairs of the Board
The Committee shall have the ability to invite Trustees elected by the Board and/or the University Council, who do also not hold an employment relationship with the University, to participate in meetings or join the committee when it is felt that their expertise would benefit the Committee.
Minimum of two times per year and as required by the Chair