Triumph Inc.

“The complete form 990 is reviewed by the organization's finance manager and the executive director. After review, the form 990 is provided to the board of directors via email prior to its filing with the irs.”

“Triumph, inc.'s governing board member description of responsibilities states that board members must strictly adhere to policies of confidentiality and conflict of interest pertaining to board matters. As a head start agency, triumph, inc. Must comply with the 2007 head start act that regulates board conflict of interest; further, the organization is subject to a head start self-assessment for the interim years. Triumph, inc.'s personnel policies state that employees shall not use their position for a purpose that is or gives the appearance of being motivated by a desire for private gain for themselves or others particularly those with whom they have family, business, or other ties. The personnel policies are bi-annually voted upon for approval by the board of directors and the head start policy council. The personnel policies will also be reviewed annually with all staff. Further, upon hiring, each employee of triumph, inc. Will receive the agency's personnel policies and appropriate documentation is maintained in each employee's file as verification of policies received and employment documentation provided. Triumph, inc.'s personnel policies is a statement of the policies and conditions which cover employee's employment and violation of those policies and serves as grounds for disciplinary action up to and including termination.”

“All employee compensation, including that of the executive director and other key management, is set through the approved salary step scale. This scale is established and approved through the joint efforts of the agency's board of directors and the head start policy council (for positions paid with head start funds). Employees are placed within the approved step scale based on their education and experience by their hiring manager in consultation with the executive director. A comparative salary analysis is conducted annually and is presented to the agency's board of directors for their review and assessment of current appropriateness of triumph wages. Further, as a head start agency, triumph, inc. Must comply with 2007 head start act that mandates the board of directors is responsible for approving personnel policies and procedures, including those regarding the hiring, evaluation, and compensation and termination of the executive director, head start director, director of human resources, chief financial officer, and any other person in an equivalent position within the agency. The organization is subject to a head start annual review every three years and must complete a head start self-assessment for the interim years to ensure compliance of such regulations.”

“The organization makes its governing documents and conflict of interest policy available upon request. The organization posts its financial statements on its website.”

“Whistleblower & open door policy: approved by: board of directors on 03/20/13 policy no.: 10.4 triumph, inc. Is committed to high standards of ethical, moral and legal business conduct. In line with this commitment, and triumph's commitment to open communication, this policy aims to provide an avenue for employees to raise concerns and reassurance that they will be protected from reprisals or victimization for "whistleblowing". As employees and representatives of triumph, inc., we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations. It also is our responsibility to report violations of this ethical code in accordance with this policy. This policy is intended to offer protections to you if you raise concerns regarding triumph, inc., such as concerns regarding: o incorrect financial reporting o improper use of funds o falsified documentation or reporting and/or destruction of records o unlawful activity o activities that are not in line with triumph, inc. Policies, including the agency code of conduct o other activities which amount to serious improper conduct it is the intention of the policy to both enable and encourage employees to raise serious concerns within the organization without any fear of retaliation. Reporting responsibility: under this policy it is a disciplinary issue for an employee to know of wrongdoing and/or ethical misconduct and to stay silent/ fail to report the information. Reports should be made in as timely as fashion as is feasible. In any case involving child safety it is expected that reports be made immediately to any available member of the management team. Reporting procedures: the whistleblower policy is intended to be used for very serious & sensitive allegations that are of a financial, legal, ethical nature. In these cases employees should skip the normal "chain of command and make their reports directly to the executive director or human resources. You will generally be asked to document your concerns in writing. Please note anonymous concerns will not be accepted and investigated. You are strongly encouraged to identify yourself in order to allow the agency to thoroughly investigate the matter, including asking follow-up questions. Please note that general employment or program related concerns should be addressed following the normal chain of command and in accordance with triumph inc.'s supervision policies. Contacting a funding or licensing agent/source without following the proper chain of command will enter the employee into the disciplinary process. Accounting & auditing matters: any allegations regarding the mismanagement of agency resources or improper financial reporting or documentation may also be addressed directly with the finance committee of the board of directors which is chaired by the board treasurer. These allegations should be made in writing. Safeguards & no retaliation: no employee who in good faith reports a suspected violation will suffer any harassment, retaliation or adverse employment consequence. Under no circumstances will harassment or victimization of the "whistleblower" be tolerated. Every effort will be made to maintain the confidentially of the whistleblower and to the degree possible of the information they have provided. Any employee who attempts to retaliate against an employee who has made a good faith allegation will be faced with disciplinary action up to and including termination. Acting in good faith: although employees will not, necessarily, be asked to personally prove the truth of the allegation; there is an expectation that they will be able to clearly demonstrate that any accusations of wrong-doing are made in good faith. Employees are advised that making "bad faith" (false and retaliatory) allegations will be viewed very seriously and addressed with disciplinary action. Handling of reported violations: every allegation made under the policy will be investigated fully. The sco”

“The organization has not changed either its oversight process or selection process during the tax year.”