A. Implementation of the Student Trustee Election Law
B. Implementation of the Alumni Trustee Election Law
C. Authority of the USNH Treasurer and Secretary
D. Expectations of Members of the Board of Trustees
A. Inter-institutional Transfer of Credit
B. Policy on Academic Integrity
C. Joint Policy USNH Board of Trustees and New Hampshire Department of Postsecondary Technical Education Board of Governors [ Repealed. ]
E. Honorary Degrees and Awards
F. Policy on Promotion and Tenure
G. Academic Program Planning and Review
H. Mission Statements [ Repealed. See the Missions section of this OLPM ]
I. Educational Exchange Programs [ Repealed. ]
A. Policy Development and Distribution
C. Foundations Established for the Benefit of USNH or its Component Institutions
E. Defense and Indemnification of Trustees, Officers, and Employees
G. Maintenance, Retention, Disposal, and Disclosure of Records
H. Naming Facilities and Programs
I. Conflicts of Interest and Management of Dual Interests
J. Public Safety on USNH Owned or Leased Property
L. Conflict of Interest – Employees
A. Financial Planning and Budgeting
E. Classification of Students for Tuition Purposes (Residency Rules)
G. Quasi-endowments (also known as Funds Functioning as Endowments)
I. Ancillary Financial Policies
D. Employee and Labor Relations
E. Professional Development and Training
A. Capital Planning and Budgeting
F. Operation and Maintenance of Property
A. System-wide Effect of Disciplinary Suspensions and Expulsions
A. Implementation of the Student Trustee Election Law
B. Implementation of the Alumni Trustee Election Law
C. Authority of the USNH Treasurer and Secretary
D. Expectations of Members of the Board of Trustees
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.I.A.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
A. Implementation of the Student Trustee Election Law
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.I.B.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
B. Implementation of the Alumni Trustee Election Law
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.I.C.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
C. Authority of the USNH Treasurer and Secretary
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.I.D.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
D. Expectations of Members of the Board of Trustees
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.I.E.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
E. Strategic Planning
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.I.E.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
F. Submission of Agenda Items
1. Distribution of Agenda and Materials. Meeting agendas and supporting materials ordinarily shall be available to Trustees at least eight (8) days in advance of a scheduled meeting of the full Board or any Committee. In unusual circumstances the Board Chair or Committee Chair may authorize the distribution of an agenda and/or supporting materials closer to the scheduled meeting.
2. Review and approval of Agenda Items. The Board Chair or Committee Chair may require the prior review and approval of agenda items and/or supporting materials and can in their discretion establish a deadline for the submission of items and materials for review.
3. Late Items and/or Materials. Under extraordinary circumstances and with the approval of the Board Chair or Committee Chair, late items and/or materials may be included on the agenda, clearly labeled on the agenda and in the minutes as a “Late Item.” The Board’s or Committee’s deliberation of a late item shall include explicit discussion of whether Trustees have had sufficient time to review, understand, and consider the item and any related materials.
A. Inter-institutional Transfer of Credit
B. Policy on Academic Integrity
C. Joint Policy USNH Board of Trustees and New Hampshire Department of Postsecondary Technical Education Board of Governors
[Repealed.]
E. Honorary Degrees and Awards
F. Policy on Promotion and Tenure
G. Academic Program Planning and Review
H. Mission Statements
[Repealed. See the Missions section of this OLPM]
I. Educational Exchange Programs
[Repealed.]
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.I.A.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
A. Inter-institutional Transfer of Credit
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.II.B.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
B. Academic Integrity
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.II.D.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.II.E.1.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
E. Honorary Degrees and Awards
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.II.F.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
F. Promotion and Tenure
Note: OLPM sections on this page may be cited following the format of, for example, "BOT.II.G.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
G. Academic Program Planning and Review
A. Policy Development and Distribution
C. Foundations Established for the Benefit of USNH or its Component Institutions
E. Defense and Indemnification of Trustees, Officers, and Employees
G. Maintenance, Retention, Disposal, and Disclosure of Records
H. Naming Facilities and Programs
I. Conflicts of Interest and Management of Dual Interests
J. Public Safety on USNH Owned or Leased Property
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.A.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
A. Policy Development and Distribution
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.B.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.C.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
C. Foundations Established for the Benefit of USNH or its Component Institutions
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.D.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
D. Municipal Services
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.E.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
E. Defense and Indemnification of Trustees, Officers, and Employees
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.E.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.G.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
G. Maintenance, Retention, Disposal, and Disclosure of Records
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.H.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
H. Naming Facilities and Programs
Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.I.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
I. Conflicts of Interest and Management of Dual Interests
1. Scope. This policy applies to all members of the University System of New Hampshire Board of Trustees. The term University System of New Hampshire (“USNH”) includes the USNH Chancellor’s Office, Granite State College, Keene State College, Plymouth State University, the University of New Hampshire, including the University of New Hampshire School of Law.
2. Fiduciary Responsibilities.
2.1 Trustees of USNH serve the public trust and are required to fulfill their responsibilities with care and loyalty. All decisions and actions of the board are to be made for the sole purpose of advancing the best interests of the institution and the public good. The integrity of USNH must be protected at all times, and the fiduciary relationship of trustees of USNH must be respected in both actuality and appearance.
2.2 A conflict of interest exists when a trustee's direct or indirect personal interests are inconsistent with or interfere in any way with the best interests of USNH. A dual interest exists when a USNH Trustee has a relationship, whether legal, social, or otherwise, to a third party that has the potential to influence the Trustee’s judgment on an issue coming before the Board of Trustees.
2.3 Through this policy, the Board of Trustees intends to implement the highest possible ethical standards and to establish that it will not tolerate conflicts of interest and will require the appropriate management of dual interests. The Board, through its Governance Committee, will administer this policy strictly, with complete transparency, and in accordance with the following principles:
2.3.1 In general, it is the policy of USNH that it will not engage in business or financial relationships with trustees.
2.3.2 No business or financial relationship or transaction between USNH and any trustee, or a member of his or her immediate family, or any entity with which a trustee or a member of his or her immediate family is affiliated, will be permitted unless it has been thoroughly reviewed and considered by the Governance Committee and has been found to be of clear benefit to USNH.
2.3.3 No trustee, or a member of his or her immediate family, may knowingly invest directly in any business, investment fund, limited partnership, separate account, commingled account, mutual fund, or other vehicle ("Investment Vehicle") in which USNH has a material financial interest. Except with the prior approval of the Governance Committee, USNH will not knowingly invest directly in an Investment Vehicle in which a trustee or officer, or a member of his or her immediate family, has a material financial interest. For purposes of this provision, "material financial interest" means a role as general or managing partner, management-level employee, owner or sponsor of the investment firm, or an ownership interest of greater than 5% in the Investment Vehicle.
2.3.4 Any offer of full-time USNH employment to a member of the immediate family of a trustee is subject to the prior review and approvals of the Chancellor and the Chair of the Governance Committee.
2.3.5 Any trustee who serves at USNH's request as a director or trustee of another organization shall turn over to USNH any compensation received from such other organization for such service.
2.3.6 No trustee or member of his or her immediately family may be a trustee, director, employee, or agent of, or otherwise contract with, another institution of higher education unless the relationship or transaction has been thoroughly reviewed and considered by the Governance Committee and has been found to be consistent with the best interests of USNH.
3. Procedures. As outlined below, effective implementation of this policy requires, first, the full disclosure of individual interests that might conflict with the best interests of USNH (see 3.1 below). Second, the interested trustee must refrain from participating in USNH decision making with respect to any transaction or relationship in which he or she is interested (see 3.2 below). Finally, an independent determination must be made that the transaction or relationship meets the applicable standard and should be entered into or continued (see 3.3 below).
3.1 Disclosure. All trustees are required to disclose on the Conflict of Interest and Dual Interest Disclosure Form: (1) any business or financial relationship or transaction they or members of their immediate families have or propose to have with USNH, either directly or through another entity in which they have a significant interest, and (2) any other organizations as to which they serve as a director, officer, or employee, except where such service is only nominal with no material compensation or decision-making authority, (3) any other institution of higher education for or with which the trustee or member of their immediate family is a trustee, director, employee or other agent, or has a contract, and (4) any relationships, whether legal, social, or otherwise, which create, or have the potential to create, a dual interest, whether real or reasonably apparent. The disclosure form is to be filed annually; an amended form must be filed promptly in the event of a material change in circumstances. Disclosure forms will be reviewed by the Director of Internal Audit and the General Counsel for compliance. The General Counsel shall provide the Chancellor, Chair of the Board, and Chair of the Governance Committee a summary of all reported disclosures. Unless already included on the most recent annual disclosure form, a trustee shall provide advance written disclosure of any proposed business or financial relationship or transaction covered by this policy to the Chancellor, Chair of the Board, and the Chair of the Governance Committee. All trustees shall also annually certify in writing their understanding of and commitment to comply with the Board of Trustees’ policies on conflicts of interest and management of dual interests (BOT III.I) and expectations of Board Members (BOT I.D).
3.1.1 The following guidelines are provided to help trustees determine whether a relationship or transaction should be disclosed:
3.1.2 The foregoing guidelines are not intended to be exclusive; other relationships or interests that might conflict with the best interests of USNH should also be disclosed. If a trustee is uncertain whether to disclose a particular business or financial relationship or transaction, the Chair of the Governance Committee or the USNH General Counsel should be consulted.
3.2 Restraint on Participation. Trustees who have disclosed a potential conflict of interest shall refrain from participating in USNH's consideration of any proposed business or financial relationship or transaction in which he or she is interested, except to respond to questions or to provide further information. If a transaction or relationship requires a vote, the interested party should not be present at the time of the vote. Any Trustee who has a dual interest with the potential to influence their action or decision on a matter coming before the Board, shall carefully consider their ability and commitment to consider only the best interests of USNH and the component institutions. After careful consideration they shall proceed to act or decide the matter only if reasonably satisfied they can do so while honoring their fiduciary duty. When in doubt the Trustee shall recuse themself from the matter, taking no part in the deliberation or decision.
3.3 Approval of Business or Financial Relationship or Transaction. The Governance Committee will determine whether a business or financial relationship or transaction involving a trustee or officer should be entered into or continued. In the case of any such relationship involving a trustee, such a determination shall be set forth in a written report of the Governance Committee signed by the Chair and a majority of the Committee, and provided to the Board of Trustees.
J. Public Safety on USNH Owned or Leased Property
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.K.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.III.L.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
L. Conflict of Interest – Employees
A. Financial Planning and Budgeting
E. Classification of Students for Tuition Purposes (Residency Rules)
G. Quasi-endowments (also known as Funds Functioning as Endowments)
I. Ancillary Financial Policies
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.IV.A.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
A. Financial Planning and Budgeting
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.IV.B.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
B. Internal Borrowing
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.IV.C.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
1. Internal Audit Department Mission (Purpose)
1.1 The USNH Internal Audit Department is an objective assurance and consulting activity designed to provide the Board of Trustees and management with appraisal of the adequacy of, compliance with, and improvement for existing internal controls. The Internal Audit Department helps the USNH accomplish its objectives by bringing a systematic, disciplined approach to evaluate and improve the effectiveness of risk management, control, and governance processes through both audits and consulting services.
2. Internal Audit Function
2.1 The internal auditing function is an objective appraisal activity within the USNH's overall organizational structure. The Internal Audit Department is specifically authorized and directed to:
2.1.1 Have full, free and unrestricted access, consistent with all applicable laws, to all USNH functions, files, records, property and personnel. All employees are requested to assist Internal Audit activity in fulfilling its roles and responsibilities. Internal Audit will also have free and unrestricted access to the Board through its Audit Committee.
2.1.2 Determine whether management's policies, procedures and instructions are followed in a manner consistent with USNH's objectives.
2.1.3 Evaluate any matter that comes to its attention that, in the judgment of the Internal Audit Director, would require a change in policy, procedure, or instruction in order to safeguard USNH assets.
2.1.4 Issue reports to members of management who should be informed or who should take appropriate action, showing the results of the internal audit review and offering recommendations for required improvements. The Internal Audit Director will ensure that all formal audit reports are delivered to each member of the Audit Committee of the Board of Trustees.
2.1.5 Obtain and evaluate plans or actions taken to implement audit recommendations from internal or external auditors and recommend further plans or actions if appropriate.
2.1.6 Review and document the adequacy of internal controls of areas under review.
3. Independence and Objectivity
3.1 The internal audit activity will remain free from interference by any element in the organization, including matters of audit selection, scope, procedures, frequency, timing, or report content to permit maintenance of a necessary independent and objective mental attitude.
3.2 Internal auditors will have no direct operational responsibility or authority over any of the activities audited. Accordingly, they will not implement internal controls, develop procedures, install systems, prepare records, or engage in any other activity that may impair internal auditor’s judgment.
3.3 Internal auditors will exhibit the highest level of professional objectivity in gathering, evaluating, and communicating information about the activity or process being examined. Internal auditors will make a balanced assessment of all the relevant circumstances and not be unduly influenced by their own interests or by others in forming judgments.
4. Professionalism and Standards of Internal Audit Practice
4.1 The internal auditing department strives to comply with the International Standards for the Professional Practice of Internal Auditing of The Institute of Internal Auditors.
4.2 The Institute of Internal Auditors' Practice Advisories, Practice Guides, and Position Papers will also be adhered to as applicable to guide operations. In addition, the internal audit activity will adhere to USNH’s relevant policies and procedures and the internal audit activity's standard operating procedures.
5. Internal Audit Operations
5.1 The Internal Audit Director will prepare a proposed audit budget for the next year. The audit budget will outline the scope and objectives of audit programs, projects and other activities, and resources necessary to perform them. The Audit Committee will approve the audit budget and will have overall responsibility for oversight of the performance of internal audit activities.The Chancellor's Office is responsible for providing the Internal Audit Department with adequate resources to perform the scope of its responsibilities. The Chancellor, through the Vice Chancellor for Financial Affairs, will provide administrative oversight for the performance of the Internal Audit Department.
6. Quality Assurance Program
6.1 Internal Audit will strive to maintain a quality assurance and improvement program that covers all aspects of the internal audit activity.
7. Audit Committee Function
7.1 The Board of Trustees' Audit Committee has the responsibility for reviewing the activities of the Internal Audit Department to make certain it operates in accordance with this policy.
8. Audit Committee Operations
8.1 The Audit Committee will meet with USNH management, the Internal Audit Director and the external auditors at least three times per year and fulfill the duties and responsibilities of the Audit Committee of the Board as outlined in the Audit Committee Charter, Appendix 9 in the Board of Trustees On Line Policy Manual and provide the Board with a report of each meeting.
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.IV.D.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT.IV.E.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
E. Classification of Students for Tuition Purposes (Residency Rules)
1. Basic Rule.
1.1 All students enrolled in credit-bearing programs in any division of the University System of New Hampshire in any capacity shall be charged tuition at a rate to be determined by their domicile. Those domiciled within the State of New Hampshire shall pay the in-state rate. Those domiciled elsewhere shall pay the out-of-state rate.
2.1 "Parent" means:
2.1.1 The individual or individuals named on the student's birth certificate;
2.1.2 The student's legal guardian or legal custodian provided that there are no circumstances indicating that such guardianship or custodianship was created primarily for the purpose of conferring the status of an in-state student on the un-emancipated person; or
2.1.3 An individual who can claim the student as a dependent on his or her IRS 1040 tax return.
2.2 "Domicile" means a person's true, fixed and permanent home and place of habitation, to the exclusion of all others. It is the place where the person intends to remain and to which he or she expects to return when he or she leaves without intending to establish a new domicile elsewhere.
2.3 "Veteran" means "veteran" as defined in RSA 21:50, I.
3. Determination of Student Status.
3.1 A student shall be classified as in-state or out-of-state for tuition purposes at the time of his or her first admission to the University System unit. The decision shall be made by the dean or director of admissions of the appropriate division in the first instance based upon information furnished by the student's application and other relevant information available to the dean or director.
4. Application Form.
4.1 Anyone applying for in-state status for tuition purposes at the same time he or she is applying for admission shall complete and submit the form "Notarized Residency Statement for New Hampshire Residents", which shall include a sworn statement certifying that the applicant is legally domiciled within the State of New Hampshire and is a lawful resident of the United States. In the event the campus residency officer possesses facts or information indicating that a student's status should be changed from in-state to out-of state, whether or not the information was received from the student in compliance with notification requirements set forth in BOT IV.E.13, the campus residency officer can require submission of additional information establishing domicile from any in-state student prior to the commencement of each semester the student plans to attend the University System unit.
5. Burden of Proof.
5.1 In all cases of application for in-state status for tuition purposes, the burden of proof shall be on the applicant. At the applicant's request the dean or director of admissions shall state the reason or reasons for the decision in writing.
6. Determination of Domicile.
6.1 No person shall be eligible for in-state status unless he or she has been domiciled within New Hampshire for 12 consecutive months immediately preceding registration for the term for which in-state status is claimed and meets all other requirements for domicile.
6.2 In accordance with RSA 187-A:20-c, any veteran of the armed forces who establishes a residence in New Hampshire shall be eligible for the in-state rate immediately, and the twelve-month waiting period for establishing domicile shall not apply.
6.3 No un-emancipated person shall be eligible for in-state tuition status unless his or her parent(s), as defined in BOT IV.E.2.1, shall have established domicile in this state.
6.4 No person shall be eligible for in-state tuition status unless he or she establishes that his or her residence in New Hampshire is for some purpose other than the temporary or primary one of obtaining an education.
6.5 When a person has established eligibility for in-state tuition based on his or her parent's domicile and the parent subsequently establishes domicile outside of New Hampshire, the person shall be eligible for in-state tuition for one academic semester following the academic semester during which the parent established out-of-state domicile. The student shall notify the campus residency officer of any changes affecting the student's eligibility for the in-state tuition rate, pursuant to BOT IV.E.13.
6.6 All evidence relevant to determining domicile shall be considered, including the following, which shall be relevant but not necessarily conclusive:
6.6.1 Payment or non-payment of any tax levied by the State of New Hampshire or any political subdivision on persons resident or domiciled thereon;
6.6.2 Residence reported on any federal or state tax return;
6.6.3 Registration of one's automobile;
6.6.4 State issuing one's driver's license;
6.6.5 Receipt of support from parents who are resident or domiciled outside the State of New Hampshire;
6.6.6 Voting residence;
6.6.7 Claim by any non-resident parent that the applicant is a dependent for tax or any other financial purpose;
6.6.8 Regular departure by an applicant from the State of New Hampshire during recesses or vacations from the University System unit;
6.6.9 The filing of any claim for benefits under any policy of insurance or any federal, state or local benefit legislation based on residence or domicile outside the State of New Hampshire; or
6.6.10 Status in some other state which would qualify a person for in-state tuition in that state.
7. Emancipation.
7.1 No person shall be deemed to be emancipated unless his or her parent, as defined in BOT IV.E.2.1 above, has entirely surrendered the right to the care, custody and earnings of such person and unless his or her parent is no longer under any legal obligation to support or maintain such person or, having supported and maintained such person even though under no legal obligation to do so, has ceased to support or maintain such person. Emancipation shall not be found unless all such tests are met.
7.2 Evidence of the following shall be submitted by an applicant and requested by the dean or director of admissions:
7.2.1 Lack of financial support of the person by the parents;
7.2.2 Lack of contribution by the parents to any earnings or other income received by the person;
7.2.3 Failure of the parent to claim the person as a dependent on his or her income or other tax returns;
7.2.4 Establishment by the person of a domicile separate and apart from that of the parent; and
7.2.5 Failure of the person to return to the home of the parent during vacations and other recesses from school.
8. Presumptions.
8.1 Unless the contrary appears to the satisfaction of the dean or director of admissions in individual cases, the following presumptions shall prevail:
8.1.1 A student shall be presumed to be emancipated from his or her parent(s) when he or she reaches the age of 24;
8.1.2 The domicile of an un-emancipated person shall be that of his or her parent(s), as defined in BOT IV.E.2.1.
8.1.3 The domicile of any person who first enters the University System from the domicile of his or her parent(s), as defined in BOT IV.E.2.1, above, shall be that of the parent until he or she abandons such domicile and, for purposes other than that of education, acquires a new domicile;
8.1.4 The domicile of any person who first enters the University System from a domicile other than New Hampshire shall be such a domicile until he or she abandons such domicile and, for purposes other than that of his or her education, acquires a new domicile; and
8.1.5 Attendance at a unit of the University System or at any other educational institution in this state in itself shall not be evidence of intention to establish or establishment of a domicile in this state.
9. Waiver.
9.1 Nothing contained in these rules shall preclude the dean or director of admissions or campus residency officer from waiving any requirements hereof under special circumstances in individual cases. Waivers shall not be routinely granted.
10. Military Personnel.
10.1 A member of the Armed Forces of the United States stationed in New Hampshire under military orders shall be entitled to classification for himself or herself, his or her spouse and his or her dependent children as in-state for tuition purposes while on active duty in New Hampshire pursuant to such orders. Pursuant to RSA 187-A:20-e, a spouse or dependent child of an active member of the Armed Forces who is assigned to duty elsewhere immediately following assignment to duty in New Hampshire shall remain eligible for the in-state rate as long as the spouse or child resides continuously in New Hampshire while enrolled in the USNH institution.
10.2 Pursuant to Section 702 of the Veteran's Choice Act of 2014, students using Ch. 30 Montgomery GI Bill Active Duty (MGIB-AD), Ch. 31 Vocational Readiness and Employment (VR&E), or Ch. 33 Post 9/11 of the GI Bill (including dependents utilizing transferred Ch. 33 benefits) are eligible for the in-state tuition rate while living in New Hampshire, regardless of length of residency. Students will no longer be eligible for the in-state rate upon exhaustion of the benefits, if they elect not to use the benefits in a particular academic term, or if they relocate out of state.
10.3 Out-of-state students using Ch. 35 Survivors' and Dependents' Educational Assistance (DEA) of the GI Bill will receive the in-state rate while utilizing those benefits pursuant to the Colonel John M. McHugh Tuition Fairness for Survivors Act of 2021 (PL 117-68). Students will no longer be eligible for the in-state rate upon exhaustion of the benefits, or if they elect not to use the benefits in a particular academic term.
11. Review of Student Status.
11.1 Any student who is aggrieved by the decision of the dean or director of admissions classifying him or her as an out-of-state student for tuition purposes may appeal to the campus residency officer on forms and in accordance with procedures which shall be made available to the student in the office of the dean or director of admissions. Any student aggrieved by the campus residency officer's decision may appeal that decision to the University System's Residency Appeals Board (the "Board").
11.2 The student may present to the Board such additional evidence as he or she deems appropriate in processing the appeal and may appear before the Board and be heard. The decision of the Board shall be the final decision of the University System.
11.3 The University System Residency Appeals Board shall be comprised of four members who shall be designated by the presidents of each of the System's institutions. At the first meeting of each academic year, the Board members shall designate one member to serve as chair for the remainder of the academic year and until a successor has been designated for the following year. The chair may delegate authority to chair particular meetings of the Board to any member of the Board.
12. Change in Status.
12.1 Any student who has, on his or her first admission to the University System, been classified as out-of-state for tuition purposes may apply to the campus residency officer for a change in status.
12.2 Students applying for a change in status shall file their applications with the campus residency officer prior to the first day of the semester for which the student is seeking the in-state tuition rate. Applications shall be considered in the chronological order in which they are presented. No changes approved during a semester shall be effective until the beginning of the next following semester. However, where a change of status from out-of-state to in-state has been denied by the campus residency officer prior to the commencement of a semester, and that decision is reversed by the Residency Appeals Board during the semester, the student's status shall be effective as of the commencement of the semester.
12.3 In the event the campus residency officer possesses any fact or information indicating that a student's status should be changed from in-state to out-of-state, the student shall be informed in writing of the change of status. The student can appeal the decision of the campus residency officer as set forth in BOT IV.E.11.1. No such change made by the campus residency officer after the commencement of any semester shall be effective until the beginning of the next semester. Change to out-of-state status made by the campus residency officer prior to the commencement of any semester, but reversed during the semester by the Residency Appeals Board shall be effective as of the commencement of the semester.
13. Student Responsibility to Notify Institution of Changes in Status.
13.1 It shall be the responsibility of students on all campuses to notify the campus residency officer of any change in their eligibility for the in-state tuition rate as a result of:
13.1.1 Change in the domicile of their parents; or
13.1.2 Change in their own domicile.
13.2 Failure to notify the campus residency officer of any changes affecting eligibility for the in-state tuition rate shall subject a student to disciplinary action under the provisions of the code of student conduct or to such actions that may be available under law, or both.
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G. Quasi-endowments (also known as Funds Functioning as Endowments)
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I. Ancillary Financial Policies
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D. Employee and Labor Relations
E. Professional Development and Training
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1See, USNH Total Rewards Objectives, approved by Board of Trustees on Feb. 17, 2011
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1See, USNH Total Rewards Objectives, approved by Board of Trustees on Feb. 17, 2011
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT V.C.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
1. State Law
1.1 State law (RSA 187-A:16 I, II, III, V, VI, and XVI) authorizes the Board of Trustees to hire, employ, and compensate such personnel as are "needed to provide a well-coordinated system of public higher education."
2. Authority
2.1 Establishment of Executive Positions. The Board of Trustees shall be the authority for the establishment of Executive positions, including those governed by the Administrative Board. Executives are the highest ranking leadership roles within a USNH institution or System Office and, as such, have the uppermost level and broadest scope of authority with System-wide impact. The institution’s ability to meet its mission is significantly impacted by the Executive’s performance of that authority and responsibility. The two types of Executives are: Chief Executive Officers and Executive Officers.
2.2 The Board of Trustees reserves to itself the authority to establish and amend any employment policies applicable to the Chief Executive Officers.
3. Delegation of Authority
3.1 The Administrative Board shall adopt such University System employment policies as are necessary to meet the requirements of this policy and provide a well-coordinated system of public higher education. The University System employment policies shall establish terms and conditions of employment which will maximize the efficient and effective utilization of USNH human resources and ensure compliance with all applicable federal and state laws.
3.1.1 At a minimum those policies shall cover the following topics: Equal Opportunity Employment, recruitment and selection, placement, orientation, appointments, performance evaluation, probation and discipline, termination and lay-off, and benefits and compensation, and specific policies outlined below.
3.1.1.1 Reduction in Force. The Administrative Board shall adopt a policy for Reduction-in-Force which provides the greatest amount of management flexibility consistent with fair and equitable treatment of USNH employees.
3.1.1.2 Separation Incentive Plans. The Board of Trustees delegates to the Administrative Board the authority to establish policy and approve programs which will encourage faculty and staff voluntary separation from USNH including regular retirement, early retirement and termination. The goal of these programs shall be to provide sufficient predictability to enable and encourage succession and transition planning as well as to provide flexibility to encourage voluntary separations when programmatic and organizational needs make such termination desirable. Such authority includes the obligation to comply with the principles noted below. Any such program shall be less valuable per participant than the previous program offered to any of the potential participants; prior authorization by the Board of Trustees is required for any non-conforming plan proposal.
3.1.1.2.1 All incentives offered must be within legal constraints.
3.1.1.2.2 Financial parameters shall require that plans do not include any new long-term liabilities (i.e. more than two years) and that plan offerings have a prudent funding mechanism. All funding plans shall be within previously approved overall budget guidelines. Any plan which utilizes a funding source not approved as part of the annual personnel or benefits operating budget shall require approval by the Financial Affairs Committee of the Board of Trustees.
3.1.1.2.3 Compensation and plan design parameters shall include a requirement that the design features meet and continue to meet tax and benefit legal constraints, and that all plans be offered on a one-time, non-continuing basis. The intent of this provision is that incentive plans not be offered as benefit entitlement programs, but rather as institutionally discretionary separation incentives.
3.1.1.2.4 Each Chief Executive Officer is authorized to determine if a program will be offered at his or her institution, to whom it is offered, when it is offered, and which features of the plan it will offer.
3.2 The component institutions shall adopt such institutional policies as are necessary to meet the requirements of the University System policies referred to in BOT V.C.3.1.
4. Employment of Trustees
4.1 No member of the Board of Trustees, other than the Chief Executive Officers and student trustees, may receive compensation for services rendered to USNH or any of its components, related or affiliated entities except under the conditions set forth below.
4.2 Student members of the Board of Trustees may be compensated for services rendered to USNH or any of its component institutions, provided:
4.2.1 Any such compensation shall be disclosed by the student member in the annual process provided for in the Board policy on conflicts of interest, BOT III.I.3.1.
4.2.2 The fair market value of the services equals or exceeds the amount of compensation, and the quality of the service provided by the Trustee is equal to or in excess of that available by a bid or other open application process.
4.2.3 The proposed employment is in conformance with the Board of Trustees Bylaws Article VII regarding conflict of interest and does not involve the setting of reimbursement or compensation or the establishment of policy in any of those areas.
4.2.4 Any work product that is the result of such employment shall remain the property of the entity providing the compensation.
5. Performance Reviews for Chief Executive Officers
5.1 Purposes. The performance review is intended to (1) enable the Chief Executive Officers to collaborate with the Board in establishing shared goals and objectives, (2) provide for effective communication between each CEO and the Board about the discharge of their respective and collective governance responsibilities, including the Board’s confidence in the quality and effectiveness of the CEO’s leadership, (3) assist the Chief Executive Officers to strengthen their own performance, and (4) assess the Chief Executive Officer’s performance including the quality and effectiveness of their leadership for both their institution and USNH. The performance review process is not intended as a substitute for regular, ongoing communication about progress toward goals between the Board and each of the Chief Executive Officers.
5.2 Authority. The Executive Committee shall oversee the conduct of an annual performance review for each Chief Executive Officer, in accordance with the basic process set forth in this policy. The Executive Committee may from time to time add to the process as it deems necessary or useful to most effectively accomplish the purposes of this policy. The Board Officers, with approval of the Executive Committee, shall appoint annually one special committee of three to five members (including the Board Chair, Vice Chair, Secretary, and discretionary additional members) for the purposes set forth in this policy, giving due consideration to the dual purposes of renewal and continuity. The committee shall be known as the Executive Compensation and Performance Review Committee and shall report to the Executive Committee periodically.
5.3 Self-Assessment. Each Chief Executive Officer shall begin the review process by preparing a self-assessment statement, which shall include:
5.4 Executive Compensation and Performance Review Committee Process. The Executive Compensation and Performance Review Committee shall solicit, accept, review and consider such input from members of the Board of Trustees, USNH employees, and other individuals as the Committee believes may be helpful in the performance of its responsibilities under this policy.
5.4.1 Committee Meeting with the CEOs. The Committee shall meet with each CEO individually to review and discuss the CEO's self-assessment as well as insights gained through the process established under section 5.4, above. The Committee shall discuss with the CEO any additions, deletions, or other adjustments, which the Committee believes would make the CEO's self-assessment more complete or accurate.
5.4.2 Eligibility. In order to be eligible for any merit increase a CEO must have at least six months of service in the position as of the effective date of the increase. A CEO who has more than six months of service, but less than 12 months, will be eligible for a pro-rated merit increase.
5.4.3 Report to the Executive Committee. The Committee shall establish a final set of goals for each Chief Executive Officer, review CEO performance against annual goals, assess the quality and effectiveness of the CEO’s leadership, and report the results of its work, including the performance assessments of each CEO and resulting performance award recommendations, to the Executive Committee. The amount of an annual performance award is within the range of 0% to 150% of the performance award target. Each Chief Executive Officer shall receive a copy of the portion relating to his or her performance and goals.
5.4.4 Records. The records prepared during the performance review process, including but not limited to self-assessments, evaluations, and goals as well as all related correspondence, shall be a part of the Chief Executive Officer's personnel file and kept confidential to the fullest extent permitted under law and applicable USNH policy.
5.4.5 Timing. Each year the Executive Compensation and Performance Review Committee shall establish a calendar providing for the orderly accomplishment of the process outlined in this policy.
6. Reporting Allegations of Employee Sexual Harassment and Violence
6.1 Reporting to the Board of Trustees. The chief executive officer of a USNH institution shall report to the Chair of the Board of Trustees and the Chair of the Audit Committee any allegation of sexual harassment or violence by an employee of the institution as soon as the allegation is known to the chief executive officer. [See also Protocol for Reporting, Management, and Tracking of Allegations of Sexual Misconduct Committed by USNH Employees].
1See, USNH Total Rewards Objectives, approved by Board of Trustees on Feb. 17, 2011
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D. Employee and Labor Relations1
1See, USNH Total Rewards Objectives, approved by Board of Trustees on Feb. 17, 2011
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT V.E.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
E. Professional Development and Training1
1See USNH Total Rewards Objectives, approved by Board of Trustees on Feb. 17, 2011
(Note: OLPM sections on this page may be cited following the format of, for example, "BOT V.F.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
1. Authority
1.1 State law (RSA 187-A:16 I, II, III, V, VI and XVI) delegates to the Board of Trustees authority to hire, employ and compensate such personnel as are needed to provide a well-coordinated system of public higher education.
1.2 Compensation Policy. The Board of Trustees retains the authority over all aspects of compensation for USNH's Chief Executive Officers.
1.3 The Board of Trustees retains the authority to approve compensation agreements contained in collective bargaining agreements.
2. Executive Total Compensation
The Board of Trustees delegates to the Executive Committee of the Board of Trustees the review and approval of Total Compensation for the Chief Executive Officers, the Chief Academic Officers (CAOs), and the highest ranking financial or administrative officer at each of the institutions, using the following options and procedures. It is the goal of the following statements, that the Board of Trustees establish an overall Total Compensation philosophy and practice that will foster its ability to attract and retain highly qualified candidates for leadership positions within the University System. The University System aspires to establish accountability and recognition systems that will foster the accomplishment of those strategic goals which support the mission of its institutions. This includes both the vigorous processes for establishing and reviewing goals as well as policies and practices that recognize the importance of the contributions of the organization’s leadership to its overall success.
2.1 The Board Officers, with approval of the Executive Committee, shall establish and appoint annually one Board-designated committee of three to five Trustees (consisting of the Chair, Vice Chair, Secretary, and discretionary additional members) for the purposes set forth in this policy, giving due consideration to the dual purposes of renewal and continuity. The committee shall be known as the Executive Compensation and Performance Review Committee and shall report to the Executive Committee periodically. Any member of the Committee that has, or reasonably appears to have, a material financial interest in the outcome of any issue that comes before the Committee, including an actual, potential, or apparent financial interest which could be affected by the outcome, shall recuse themself from consideration of the issue and physically leave the committee meeting before deliberations are undertaken and decisions are made.
2.2 The policy of the University System is to provide direct total compensation programs which reflect the relative size, complexity, and type of education curriculum of the University System in the segment of higher education institutions of which it is a part and which accomplish the University System's mission and tax exempt purpose without causing any part of the University System's net earnings to inure to the private benefit of an individual or group of individuals.
2.3 Consistent with the USNH Board of Trustees’ policies on compensation of executives (BOT V.F.1 through 5) and the statement of Total Rewards Objectives, adopted on February 17, 2011, compensation packages for executives shall support the mission, vision, and values of USNH and its component institutions and be calculated to:
2.4 The executive positions covered by this policy are the Chief Executive Officers (CEOs), the Chief Academic Officers (CAOs), and the highest ranking financial or administrative officer at each of the institutions. For the CEOs the Executive Compensation and Performance Review Committee shall make recommendations to the Executive Committee, which shall remain responsible for the review and approval of all aspects of CEO compensation. For other Executive Officer positions covered by this policy, the Executive Compensation and Performance Review Committee shall review and approve the CEO’s compensation plans and recommendations prior to implementation. If the committee objects to any aspect of a compensation plan and/or recommendation, the CEO shall adjust the plan and/or recommendation accordingly.
2.5 Competitive Compensation. The Executive Compensation and Performance Review Committee shall use the following process when developing its recommendations. CEOs also generally shall use this process when developing compensation plans for their Executive Officers.
2.6 In determining the appropriate variance from the 50th percentile and developing compensation recommendations for each CEO, the Executive Compensation and Performance Review Committee shall consider all appropriate factors including but not limited to:
2.7 Eligibility. In order to be eligible for any general or merit increase, a CEO must have at least six months of service in the position as of the effective date of the increase. A CEO, who has more than six months of service, but less than 12 months, will be eligible for pro-rated general or merit increases.
2.8 One-Time Bonus Recognition. After review of recommendations, the Executive Committee may approve one-time bonus payments awarded to recognize significant contribution and/or extraordinary effort.
2.9 Deferred Compensation for CEOs. The Executive Committee may award one-time or multiple year payments to a deferred compensation plan for a CEO, consistent with market practices.
2.9.1 The Executive Committee may approve a one-year, non-reoccurring payment, or multi-year payments to USNH's IRC section 401(a) plan or 457(f) for the purpose of retention with a five-year vesting plan. The amount of the deferred compensation may vary by individual and by year but shall not exceed 15% of the CEO's annual salary rate, and shall be subject to federal tax and legal obligations and limitations.
2.10 Third-Party Compensation or Employment of USNH CEOs. No USNH CEO may accept or receive compensation or employment from a source outside of USNH without the prior approval of the Executive Committee.
3. Appointment Conditions for CEOs and Other Executive Officers (CAOs and the highest ranking financial or administrative officers)
3.1 Approval of Appointment for CEOs. Employment Agreements shall be used for CEO appointments. The Executive Committee shall review and approve employment conditions, including separation or retirement, in the Employment Agreements. Each agreement shall be reviewed and authorized for clarity and content by the USNH General Counsel and approved by the Board Chair.
3.2 Approval of Appointment for Other Executive Officers. The Executive Committee shall review and approve the Chief Executive Officer's recommendations of all terms and conditions for appointments to Chief Academic Officers and the highest ranking financial or administrative officer. Confirmation of employment shall be in a written "letter of appointment." Written confirmation of employment is considered notice of appointment rather than a contract. These letters will contain the annual salary rate and effective date of appointment as well as confirmation that the appointment is subject to Trustee, USNH and institutional policy. These letters shall be reviewed and authorized for clarity and content by the USNH General Counsel and approved by the Board Chair.
3.2.1 Conditions of Appointment. Letters of appointment shall include any additional information about conditions of employment as approved by the Executive Committee. Only those options described below may be recommended as part of an initial appointment and require individualized approval at the time of appointment by the Executive Committee.
3.2.1.1 Options to be included in an initial appointment include the following choices. It is anticipated that the options will be tailored to the compensation and market demands at the time of hire.
3.2.1.1.1 One time Transition Payment. This is an option to provide a lump sum, non-recurring supplemental payment intended to aid transition to a new position, including, but not limited to the costs of moving and/or relocation. It is subject to applicable taxation.
3.2.1.1.2 "Home office" options. This is an option to provide phone lines, computers, or other appropriate technology or telecommunication equipment or services.
3.2.1.1.3 Tenure or Concurrent Faculty Appointment. An appointment with tenure is an option available only to Chief Academic Officers. This option does not assume that the salary associated with the CAO will continue into the Faculty position. If a Chief Academic Officer with tenure decides to return to teaching, the salary for the instructional position shall be consistent with that of the rank and service for faculty in the specific discipline. If tenure is not appropriate, the CAO may be offered a one year transition to a teaching or research assignment.
3.2.1.1.4 Professional Development. This is an option to provide funds for attendance at a specific professional development program of a significant nature in terms of time and cost.
3.2.1.1.5 Salary Incentives. Executive Officers will be eligible for annual salary increases. These are expected to be decided annually and at the discretion of the Executive Committee. In addition, one-time bonus or performance incentive award payments may be included in the annual compensation awards tied to successful completion of identified annual strategic goals.
4. Separation and Retirement of Executive Officers (CAOs and the highest ranking financial or administrative officer)
The Executive Committee of the Board of Trustees is responsible for the approval of the separation or retirement of an Executive Officer.
4.1 Voluntary Retirement or Separation. It is anticipated that Executive Officers shall give at least 90 days' notice of resignation or retirement, or a notice period mutually agreed upon by the CEO and the Executive Officer. Unused vacation days, up to the policy maximum of 30 days will be paid to terminating Executive Officers.
4.1.1 Voluntary separation for a Chief Academic Officer shall include a paid transition leave of one month per year of service up to a maximum of 6 months if s/he is returning to teaching.
4.2 Involuntary Separation. Reasons for involuntary termination of Executive Officers may include, but are not limited to issues around performance, reorganization, cost containment, supervisor's loss of confidence and changes in strategic direction.
4.2.1 If an Executive Officer is recommended for termination he/she shall be given six months' notice of termination unless the separation is due to guilt in a crime, or other institutionally determined destructive or detrimental action such as, but not limited to, violations of conflict of interest or fraud.
4.2.2 The Executive Officer has grievance rights as defined in USY V.D.12.
5. Delegation of Authority to the Administrative Board
5.1 The Administrative Board shall establish a job evaluation system and compensation policies. These shall comply with state and federal legislation, promote the goals of internal equity, reward for meritorious performance, effective recruitment, and retention of faculty and staff, and further the purposes set forth in the USNH Total Rewards Objectives, adopted by the Board of Trustees on February 17, 2011.
5.2 Pay Ranges. The Administrative Board shall establish a set of pay ranges and classification assignments for PATs, Academic Administrators, Extension Educators, and Operating Staff. Pay levels and ranges if applicable for faculty salaries shall be set by individual institutional authority, unless covered by collective bargaining obligations.
5.3 Additional Pay Policies. The Administrative Board shall establish compensation policies relating to hours of work, work in excess of a regularly classified and compensated work day, holiday pay, shift differentials, and policy for payment of hourly and other adjunct employment.
5.4 Total Compensation Policy for Executive Officers. The Administrative Board shall adopt a comprehensive Total Compensation policy for Executive Officers for the same purposes as set forth in subsection 5.1, above. In addition, the policy shall authorize the CEOs to set the Total Compensation for their respective Executive Officers, following a process that includes, but is not necessarily limited to, the following steps:
5.4.1 Obtain from the USNH HR office and consider:
5.4.2 Review the Board policy on Executive Compensation for CEOs (BOT V.F.2), in particular the principles, objectives, and spirit, but not the approval process or delegations of authority. CEOs should use the process outlined in F.2 when making salary total cash comp for executives.
5.4.3 Review the Total Rewards Objectives approved by the Board on February 17, 2011.
5.4.4 For each proposed increase each CEO will carefully consider:
5.4.5 Each CEO will obtain approval from the Executive Committee for hiring salaries and Total Compensation of Chief Academic Officers and the highest ranking financial or administrative officer. To support the goals of creating and preserving internal equity and minimizing the potential for creating a "ratchet effect" among the institutions, the CEO will discuss plans for other Executive Officers’ Total Compensation increases and hirings with the other USNH CEOs.
5.4.6 For each proposed Total Compensation increase or hiring and subsequential changes, the CEO must document the careful consideration of the relevant criteria as applied to the facts of each case, and be prepared to report her/his decision and essential reasons to the Executive Committee.
1See USNH Total Rewards Objectives, approved by Board of Trustees on Feb. 17, 2011
A. Capital Planning and Budgeting
F. Operation and Maintenance of Property
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A. Capital Planning and Budgeting
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F. Operation and Maintenance of Property
A. System-wide Effect of Disciplinary Suspensions and Expulsions
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A. System-wide Effect of Disciplinary Suspensions and Expulsions