EL 11 – Compensation and Benefits Monitoring Report
Frederick Community College Board of Trustees
[Full Compliance]
Report Date: 8/19/2026
Reporting Period: 7/1/2025 – 6/30/2026
This is the annual report on compliance with the Board’s Executive Limitation Policy:
“EL-11 Compensation and Benefits.” I certify that the information contained herein
is true and represents compliance, within a reasonable interpretation of the established
policy, unless specifically stated otherwise below. Please note that all of my interpretations
of the policy remain unchanged from the previous report, unless otherwise noted.
This report was signed by Annesa Cheek, Ed.D., President, on 8/19/2026.
Note: Board Policy is indicated in bold typeface throughout the report.
With respect to employment, compensation and benefits for employees, consultants, independent contractors and volunteers, the President shall not cause or allow jeopardy to the College’s fiscal integrity or public image.
Interpretation
Compliance will be demonstrated when:
a. The College has a compensation philosophy that guides the administration of an equitable total compensation program.
Evidence
On 7/1/2026, the VP for Talent and Culture confirmed that during FY2026, the College formally developed a Total Compensation Philosophy to guide the administration of the College’s compensation programs. The philosophy establishes the principles for designing, administering, and funding compensation and benefits programs and serves as the foundation for equitable pay practices across the institution.
Status
In compliance.
Interpretation
b. Key considerations such as institutional goals, position responsibility, and market information are used in determining employee salaries.
Evidence
The VP of Talent and Culture confirmed on 71/2026 that employee salaries are reviewed prior to offers of employment based on key considerations including the College’s salary scales and benchmarking information provided by the College and Universities Professional Association for Human Resources (CUPA-HR).
Status
In compliance.
Interpretation
c. Offers of employment are equitable and fall within compensation classifications and wages as negotiated in a collective bargaining agreement as applicable.
Evidence
The VP of Talent and Culture confirmed on 7/1/2026 that all offers of employment in the monitoring period were executed according to the contract between the Board of Trustees of Frederick Community College and United Academics of Maryland-AFT-AAUP, Frederick Community College Chapter.
Status
In compliance.
This interpretation is reasonable because internal controls are used for verification, and it fits with best practice in the higher education industry.
Further, without limiting the scope of the above statement by the following list, the President shall not:
-
- Change their own compensation and benefits.
Interpretation
Compliance will be demonstrated when:
a. The CEO’s compensation amount has been verified by the Vice President (VP) for Talent and Culture and matches the approved amounts established by the Board as noted in the CEO’s contract.
Evidence
On 7/1/2026, the VP for Talent and Culture verified that the CEO’s compensation amount matches the approved amounts established by the Board as noted in the CEO’s contract.
Status
In compliance.
Interpretation
b. The CEO’s ordinary and necessary expenses match their employment contract as verified by the VP for Talent and Culture and Chief Financial Officer and Vice President for Administration (CFO/VPA).
Evidence
On 7/1/2026, the VP for Talent and Culture and the CFO/VPA verified that the CEO’s ordinary and necessary expenses match the CEO’s employment contract.
Status
In compliance.
This interpretation is reasonable because internal controls are used for verification, and it fits with best practices in the higher education industry as benchmarked with College and University Professional Association for Human Resources (CUPA-HR) and the Chronicle of Higher Education.
-
- 2. Establish current compensation and benefits that deviate materially from the geographic or professional market for the skills employed or from the approved budget.
Interpretation
Compliance will be demonstrated when:
a. The College conducts a comparison with other community colleges in the State for salaries and benefits annually.
Evidence
On 8/4/2026, the VP for Talent and Culture verified that she and the CFO/VPA are members of the Maryland Association of Community Colleges (MACC) and actively engage in compensation reviews within the Business Officers and HR subgroups of MACC. Annually, the members of MACC share surveys of the salaries and benefits for each college. Surveys were most recently reviewed in June of 2026 by the VP for Talent and Culture.
Status
In compliance.
Interpretation
b. The CEO, the VP for Talent and Culture, and the CFO/VPA annually review secondary salary and compensation data obtained from the College and University Professional Association for Human Resources (CUPA-HR) and the Chronicle of Higher Education which provide normative data from a regional and national perspective.
Evidence
On 7/1/2026, the VP for Talent and Culture and CFO/VPA confirmed that they met with the President on 5/27/2026 and reviewed secondary salary and compensation data obtained from the College and University Professional Association for Human Resources (CUPA-HR) and the Chronicle of Higher Education as well as the market analysis survey completed by an independent consultant (Segal) which provide normative data from a regional and national perspective.
Status
In compliance.
This interpretation is reasonable because institutional benchmarking is done to provide comparison data, and it fits with best practices in the higher education industry as benchmarked with College and University Professional Association for Human Resources (CUPA-HR) and the Chronicle of Higher Education.
- 2.1. Establish or change compensation and benefits that deviate from the current collective bargaining agreement(s).
Interpretation
Compliance will be demonstrated when:
a. The VP for Talent and Culture and CFO/VPA confirm that all employees that are a part of any collective bargaining agreement have been paid consistent with the most recent bargaining unit agreement.
Evidence
On 7/1/2026, the VP for Talent and Culture and CFO/VPA confirmed that all employees that are a part of the executed contract between the Board of Trustees of Frederick Community College and United Academics of Maryland-AFT-AAUP, Frederick Community College Chapter have been paid consistent with the most recent bargaining unit agreement by review of contracts and active payrolls records.
Status
In compliance.
This interpretation is reasonable because payment of benefit and salaries are agreed upon within the collective bargaining agreement, and it fits with best practices in the higher education industry as benchmarked with College and University Professional Association for Human Resources (CUPA-HR) and the Chronicle of Higher Education.
3. Create obligations over a longer term than revenues can be safely projected.
Interpretation
Compliance will be demonstrated when:
a. The VP for Talent and Culture and CFO/VPA confirm that compensation and benefits agreed to within employee contracts and obligations created under union agreements do not exceed the forecasted budget for the term of the agreement.
Evidence
On 7/1/2026, the VP for Talent and Culture and CFO/VPA confirmed compensation and benefits agreed to within employee contracts and obligations created under union agreements do not exceed the forecasted budget for the term of the agreement.
Status
In compliance.
This interpretation is reasonable because there are internal controls in place that are verified by the VP for Talent and Culture and CFO/VPA, and it fits with best practices in the higher education industry financial practices and is benchmarked with College and University Professional Association for Human Resources (CUPA-HR) and the Chronicle of Higher Education.
- 4. Promise or imply permanent or guaranteed employment.
Interpretation
Compliance will be demonstrated when:
a. All employees are issued an employment agreement for no more than two years.
Evidence
On 7/1/2026, the VP for Talent and Culture confirmed all employment contracts were issued for a period of no more than two years.
Status
In compliance.
Interpretation
b. No one has been offered College employment beyond the standard protocol employed by the Talent and Culture/Human Resources department.
Evidence
On 7/1/2026, the VP for Talent and Culture confirmed that standard protocols were employed for all employment offered by the College upon review of all employment contracts.
Status
In compliance.
This interpretation is reasonable because it fits with best practices in the higher education industry as benchmarked with College and University Professional Association for Human Resources (CUPA-HR) and the Chronicle of Higher Education.
- 4.1. No College employee, except for the College President or their official designee, is permitted to extend an offer of employment to any candidate or non-employee.
Interpretation
Compliance will be demonstrated when:
a. Talent and Culture/Human Resources or its designees are the only personnel at the College who extend offers of employment.
Evidence
On 7/1/2026, the VP for Talent and Culture confirmed that the VP for Talent and Culture or the appropriate Talent and Culture/Human Resources designee(s) were the signatories on offers of employment.
Status
In compliance.
This interpretation is reasonable because it fits with best practices in the higher education industry as benchmarked with College and University Professional Association for Human Resources (CUPA-HR) and the Chronicle of Higher Education.