Page 54 - NWF November Updates

Compensation Philosophy

NWF aspires to recognize, reward, and motivate staff for exceptional performance and
successful completion of challenging tasks which exceed their primary job duties. The
Employee Recognition Program has been designed to provide employees and managers a

variety of to acknowledge outstanding staff contributions. With this program we want to
help foster an environment of shared success and commitment and recognize that each
individual can make a difference. All employees are eligible. Guiding vision: The National
Wildlife Federation endeavors to attract and retain excellent staff, be competitive in the
market, and be fair and equitable. We intend to reward performance including a focus on
those who best exemplify and live the National Wildlife Federation’s values of collaboration,
mindfulness, empowerment, inclusivity and mission-focus. We want to recognize and

celebrate our strong benefits package. We strive to be transparent and communicate the
right information to staff with the right frequency.

As an employer, the National Wildlife Federation believes that it is in the best interest of both
the organization and its employees to fairly compensate our workforce for the value of the
work provided and to be transparent about the compensation process. We believe

compensation is a tool designed to support our mission, strategies, and values, as well as our
operational and financial success and we recognize that we pursue our goals and strategies in
many different ways. NWF will achieve fair compensation with a performance-based pay
increase. NWF may also consider an annual one-time pay increase (bonus) when financial
circumstances allow The CEO and Chief Financial Officer will prioritize budgeting funds for
the compensation program during each year’s budget process.

In conjunction with the Chief Financial Officer and the Chief People Officer, the President and
CEO will determine the amount of funds available for performance-based increases.

NWF’s compensation administration policy is designed to outline a consistent process for the
application of its compensation program and to ensure compliance with NWF policies, Fair

Labor Standards Act, and other applicable laws.

Commitments;

• NWF will provide funds to the Vice President of each department during each
performance management cycle, based on NWF’s fiscal year, to reward staff who are
meeting their goals and are living the organization’s values. Fund distribution decisions

will be made by the Vice Presidents and their management teams* based on the
employees’ performance reviews.
• NWF’s Human Resources Department, in conjunction with external support, will conduct
a salary comparison for every position in the organization every 3-5 years to ensure that
we are competitive with the market.