Document:

THE COMPANY'S AUDIT COMMITTEE COMPLAINT PROCEDURES

 Exhibit 10.11 
 CAMDEN NATIONAL CORPORATION 
 Audit Committee Complaint Procedures 
 This policy outlines the procedures that the Audit Committee of the Board of Directors of Camden National Corporation (together with its subsidiaries,
the “Company”) has established with respect to the receipt, treatment and retention of complaints received by the Company regarding accounting, internal accounting controls or auditing matters, including the confidential, anonymous
submission by employees of concerns regarding questionable accounting or auditing matters (collectively, “Complaints”). 
 Business Ethics Officer 
 Our Business Ethics Officer (BEO) is Joanne Campbell, based at our corporate offices in
Rockport, Maine. The BEO will report directly to the Audit Committee with respect to all matters concerning this Policy. 
  

	I.	Procedures for Receiving Complaints 

 Complaints may be submitted to the Company as follows: 
  

	 	•	 	The complaining party may place a phone call to the BEO at (207) 236-9064 the “Employee Reporting Line” for receipt of Complaints, which will be manned during regular
business hours by the BEO as designated by the Audit Committee. During this phone call, the complaining party should identify the subject of his or her Complaint and the practices that are alleged to constitute an improper accounting, internal
accounting control or auditing matter, providing as much detail as possible; and/or 

  

	 	•	 	The complaining party may submit a confidential memorandum to the BEO at a designated and secure drop box located in the Employee Lounge of the Camden National Corporation Service
Center, Rockport, which identifies the subject of his or her Complaint and the practices that are alleged to constitute an improper accounting, internal accounting control or auditing matter, providing as much detail as possible.

 All Company employees will be instructed through postings and the Company’s Code of Business Conduct and Ethics that
any and all Complaints may be made anonymously and in a confidential manner in accordance with the procedures set forth above. Employees will also be notified that, if they do not feel comfortable submitting a Complaint in accordance with these
procedures or if they feel that a previously submitted Complaint was not adequately addressed, they may contact Robin Sawyer, the Chairman of the Audit Committee directly by telephone at (207) 761-6054. The Company will provide notice on a
current basis through postings, the Company’s Code of Business Conduct and Ethics and/or such other manner as determined by the Audit Committee of the names and phone numbers of the designated recipients through which Complaints may be
submitted. 
 Any Complaint received by the BEO in accordance with the procedures set forth above will be forwarded in a confidential manner
to the Chairman of the Audit Committee as soon as reasonably practicable following receipt of such Complaint. In addition, management will be informed that any Complaint received outside of these procedures should likewise be forwarded in a
confidential manner to the BEO for screening and delivery to the Audit Chairman or Committee, as appropriate, as soon as reasonably practicable following receipt of such Complaint. 
  

 1 

 To ensure that the BEO is not inadvertently or improperly screening out Complaints that should be viewed
by the Audit Committee, the BEO will be charged with preparing and submitting to the Audit Committee at each regularly scheduled meeting of the Audit Committee on a quarterly basis, a report detailing the time, date, nature and disposition of each
complaint received by the BEO since the date of the prior report. The report will be reviewed by the Audit Committee at its next regularly-scheduled meeting. 
  

	II.	Procedures for Treating Complaints 

 Following receipt of a Complaint, the Chairman of the Audit Committee will promptly begin to conduct an initial evaluation of the Complaint. The Chairman may delegate this authority to another member of the Audit Committee. In connection
with the initial evaluation, the Chairman or his or her designee will make a determination of: 
  

	 	•	 	whether the Complaint requires immediate investigation; 

  

	 	•	 	whether it can be held for discussion at the next regularly-scheduled meeting of the Audit Committee or whether a special meeting of the Audit Committee should be called; or

  

	 	•	 	whether it does not relate to accounting, internal accounting controls or auditing matters and should be reviewed by a party other than the Audit Committee in accordance with the
Company’s Code of Business Conduct and Ethics or other policies. 

 In any event, each Complaint will be discussed at the
next meeting of the Audit Committee. At that meeting, the Audit Committee will make a determination as to how such Complaint will be investigated, or if the investigation has commenced, how to proceed with such investigation. The Audit Committee may
elect among the following options or may investigate the Complaint in another manner determined by the Audit Committee: 
  

	 	•	 	The Audit Committee may choose to investigate the Complaint on its own. 

  

	 	•	 	The Audit Committee may select a responsible designee within the Company (e.g., the director of the Company’s internal audit group) to investigate the Complaint. Under no
circumstances should a member of the division of the Company that is the source of the Complaint be charged with its investigation. In addition, if the Complaint was not made on an anonymous basis, the Audit Committee will determine whether it is
appropriate to provide the designee with the identity of the complaining party. 

  

	 	•	 	The Audit Committee may retain an outside party (other than the Company’s independent auditor) to investigate the Complaint and assist in the Complaint’s evaluation.

  

	 	•	 	The Audit Committee may retain outside counsel to initiate an investigation and work either with internal parties or an outside financial/forensic auditing company to assist in such
investigation. 

 The investigating party designated by the Audit Committee will be permitted reasonable access to the Company
and its documents and computer systems for purposes of conducting the investigation. At the conclusion of its investigation, the investigating party will be responsible for making a full report to the Audit Committee with respect to the Complaint
and, if requested by the Audit Committee, to make recommendations for corrective actions, if any, to be taken by the Company. 
 The Audit
Committee will consider, if applicable, the recommendations of the investigating party and determine whether any corrective actions should be taken. The Audit Committee will report to the Board of 

 
Directors not later than its next regularly-scheduled meeting with respect to the Complaint for which such investigation has been completed and, if
applicable, any recommended corrective actions. In the event that the Complaint involves any Director of the Company (whether in his or her role as a director, employee or officer of the Company or otherwise), the Audit Committee will make its
report in an Executive Session of the Board of Directors (exclusive of any Director involved in such Complaint). 
  

	III.	Procedures for Retaining Records Regarding Complaints 

 The Audit Committee will seek to ensure that all Complaints received by the Audit Committee, together with all documents pertaining to the Audit Committee’s or its designee’s investigation and treatment of
any such Complaint, are retained in a secure location in accordance with the Company’s record retention policy. If a Complaint becomes the subject of a criminal investigation or civil litigation, all documents related to that Complaint will be
retained until such investigation or litigation is resolved, including all appeals. The Audit Committee may delegate this record retention obligation to an independent advisor or entity or the BEO. 
  

	IV.	Protection for Whistleblowers 

 At no time
will there be any retaliation by the Company or at its direction against any employee for making a good faith complaint pursuant to the procedures described herein regarding accounting, internal accounting controls, auditing matters or any other
matter to include matters under the Code of Business Conduct and Ethics. 
  

	V.	Disciplinary Action 

 Nothing in these
procedures shall limit the Company or the Board of Directors or a committee or designee thereof in taking such disciplinary or other action under the Company’s Code of Business Conduct and Ethics or other applicable policies of the Company as
may be appropriate with respect to any matter that is the subject of a Complaint. 
  

	VI.	Periodic Review of Procedures 

 The Audit
Committee will review the procedures outlined above and consider changes to such procedures on an annual basis. 
 ADOPTED: January 31, 2006THE COMPANY'S 2005 EXECUTIVE INCENTIVE COMPENSATION PROGRAM

 EXHIBIT 10.17 
 2005 EXECUTIVE INCENTIVE COMPENSATION PROGRAM 
 An Executive Incentive Compensation Program (“Program”) was
implemented in January of 2003. This Program pays incentives to the members of the Executive Management team for Camden National Corporation (the “Company”), Camden National Bank, UnitedKingfield Bank and Acadia Trust N.A. This Program is
an integral part of an overall management strategy that enables the CEO of the Company to encourage executives to reach the fiscal targets in strategic and operating plans. 
 The incentive is based on net income before taxes (NIBT). The Program is set up so the incentive pool is added to target NIBT, so the incentive pool is funded through increasing NIBT above the target level. This
ensures the shareholders that they receive the results that were originally planned. The Program will pay out incrementally when the named company hits 96% of budgeted NIBT. (No incentive is paid if NIBT does not reach 96%.) The incentives increase
incrementally up to 110% of NIBT where it is capped. Each month an updated grid is produced showing current and projected NIBT results for each company. 
 Each executive has a targeted incentive percentage based on that position’s contribution to the overall results of the Company. An executive must have an overall satisfactory performance rating on their individual performance and goals
before that executive is eligible to participate in the Program. Each executive’s payout will be based 60% on the named company’s financial results (per the model) and 40% on each individual executive’s attainment of their own goals
as measured by the CEO of the Company. 
 After the Company’s independent registered public accounting firm reviews the year-end financial results, and
the CEO and Compensation Committee have reviewed each individual’s performance, the incentive amount will be distributed. 
 The Compensation Committee
reserves the right to modify the Executive Incentive Compensation Program if unexpected anomalies result during the application of the pre-defined grid.

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