Metrowest YMCA Inc

“The audit committee approves the audited financials and presents them to the finance committee and the board of directors. The finance committee approves the 990 and copies are given to all board members.”

“All board members and senior staff complete and sign a conflict of interest disclosure questionnaire. Each questionnaire is reviewed by the ceo who makes the board chair aware of any potential areas of conflict. Board members must recuse themselves from any vote and refrain from any attempt to influence a vote in any situation where a conflict or potential conflict exists.”

“The ceo's salary range, as well as that of all exempt staff, is determined by utilizing a number of criteria: - the hay plan method, which is a system that assigns point values in key areas of responsibility, know-how and authority is utilized to determine a total point value for the specific position. A dollar value is then used as a multiplier for the points to determine a salary range (minimum/mid-point/maximum). This dollar value is consistent for all exempt positions. Annually, salary ranges are reviewed to determine adjustments, if any, to the point dollar value. - the human resource committee of the board of the metrowest ymca (which is comprised primarily of human resource professionals) annually reviews, votes upon and recommends to the board of directors any increases in point dollar values for exempt positions as a whole and the % range allowed for salary increases, which are based on performance. These point values and % ranges for salary increases are the same values for the ceo as they are for the other exempt staff positions. - in determining the appropriate salary ranges, pointing and salary increases, the human resource committee uses as a guide, the recommendations of the y of the usa human resource and talent management task force, a committee of the national y board which is made up of y leaders, volunteers and human resource officers, assisted by external consultants, rsm mcgladrey, inc. This task force identifies methods and recommendations for volunteers and staff to use in developing and maintaining effective salary administration programs in their respective y associations. The task force annually reviews current salary administration trends in ys and other organizations throughout the country in both for-profit and non-profit sectors. Those trends are applied to then establish recommended guidelines for y's to use for salary range values and raise percentages. The metrowest ymca uses this as a key tool in determining the ceo salary in addition to utilizing regional salary trend references and comparisons. - the metrowest ymca ceo's specific salary increase each year is based on the results of a formal performance review by the board chair and others, the results of which are aligned with the pre-approved raise percentage range chart to determine the new annual salary.”

“If a member of the general public requests to view or receive a copy of any of our governing documents, form 990, audit, conflict of interest policy or financial statements, the request would be directed to the board clerk who would provide a copy of the requested document within 24 hours or less.”

“There was no change to ymca's process for oversight or selection of the review of its financial statements.”