Triumph Inc.

“No committees have the authority to act on behalf of the board.”

“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 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. The executive director monitors, has board and pc sign cois and updated policies. If or when a confli is suspected or reported, employees must report violations directly to human resources or the executive director.”

“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 to the public upon request. The organization posts its financial statements on its own website.”

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