Kennebec Valley Community Action Program

“The agency's compensation practices have changed from a merit based adjustment to a cost of living adjustment annually. It is the goal of kvcap, as a nonprofit agency, to attract, retain, and engage a committed, talented, and diverse workforce by providing a positive environment with career growth opportunities and market competitive compensation and benefits. Further, kvcap believes that all employees deserve an annual cost of living adjustment to their pay. Our guiding principle is to pay employees at market within the funding ability of the organization. This is defined as at, or nearly at, the 50th percentile for the market data currently available for similar positions in similar organizations. If the financial position of kvcap allows, a market analysis of all positions at kvcap will be conducted a minimum of every 4 years by an outside consultant to align the pay rate of all positons with this goal. Annually, kvcap will assess the rate of inflation in the state of maine. The ceo will recommend to and seek approval from the kvcap board of directors to provide a cost of living adjustment to all employees that will meet or exceed the rate of inflation in the state of maine, if financially feasible.”

“The 990 is reviewed by key employees of the agency and the finance committee of the board of directors. If there is no meeting date prior to filing, a copy of the 990 is forwarded to the board treasurer for review.”

“The conflict of interest policy is reviewed annually with the board of directors and each board member reaffirms that conflict does not exist. Agency employees review the policy at department meetings on an annual basis. If a conflict exists, the member announces the conflict at the start of discussion and is not allowed to vote on any matter that is affected by the conflict.”

“The chief financial officer, chief operating officer - community services, chief operating officer - child & family services, and chief administrative officer's performances are evaluated annually by the ceo. The ceo's performance evaluation is conducted by the board of directors with the assistance of the chief administrative officer. Each member of the board completes an assessment of the ceo's performance. Results are compiled and the board during executive session finalizes the evaluation. Compensation is now based on a cola and outlined on line 4 above. The ceo and all top management officials fall under the same guidelines for compensation as any other employee within the agency, and will receive an annual cola based on the recommendation to and approval by the board of directors.”

“All governing documents are available for public inspection upon request at the agency's main office in waterville, maine. Our audited financial statements are also available at our finance office on the waterville campus and on our agency website.”

“The oversight of the audit of the organization's financial statements and selection of an independent accountant has not changed from the prior year.”