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This bonus plan has 6 components based on objectivity for a total of 50 to 70% of bonus potential, which is capped at 30% of annual salary. The components include: (1) retention of member accounts; (2) focused retention (from the campaign); (3) non-dues revenue increase from signature events; (4) overall non-dues revenue increase; (5) expense control; and, (6) engagement with top 100 investors. The subjective component is based on specific initiatives: Overall standing of the organization in the community, enhancing initiatives (new and existing), interaction, acceptance, outreach, creativity.
Outlines the CEO's goals for 2017 and includes a detailed plan for awarding an incentive compensation bonus and merit adjustment to base pay to the CEO. See also the CEO's evaluation for 2017.
This document contains the annual goals for the President/CEO, which are tied to the budget, membership, and strategic priorities.
In an effort to reward and incentivize the GMCC staff in helping the organization meet its financial goals, staff will be eligible for calendar year-end bonuses at the discretion of the President and CEO.
Example of Bonus and Incentive structure for the Eau Claire Area Chamber of Commerce for 2014-15. The forms are used for CEO bonus/incentive structure, in addition to the chamber's staff. Bonus/incentive structures are available for the following positions: President & CEO, Program & Administrative Services Director, Communications & Operations Director, Membership & Sales Director, Government Affairs & Workforce Director, Finance Director, Special Projects & Young Professionals Director, Administrative Assistant, and Staff Assistant & Graphic Design. This example also includes an End of Year Evaluation Table with Performance Level indicator, Incentive Weight, Payout percent, and Weighted Payout percent. The chamber budgets a certain amount for staff incentives.
This six-page chamber employment contract covers terms and conditions of employment, salary, benefits, termination, and several miscellaneous items including dispute resolution.
This document presents the guidelines for determining the compensation package for the chamber's CEO, as well as the performance standards the CEO is expected to meet.
The purpose of this Plan is to provide additional compensation to Employees for positive cash net increase due to improving revenue through membership, decreasing costs, and responsible fiscal management. This additional compensation shall be based on Net Cash Flow. Staff benefit from the incentive compensation bonuses for sales and this plan also works well for membership retention. Staff are trained by applying this policy. In training, they cover all the aspects of the sales presentation and have refreshers throughout the year.