New Leaders Inc

“The form 990 (along with audited financial statements) is reviewed by all voting members of the organization's governing body and by the officers of the organization before filing. Specifically, upon completion of the annual audit, a draft of the form 990, with the audited financial statements as approved by the audit committee of the board of directors, is presented to the full board of directors in electronic copy for review. Further, the draft form 990 and audited financial statements are also presented in electronic form to the officers of the organization for review. Once this review is completed, the form 990 is filed with federal and state governments along with copies of the final audited financial statements.”

“New leaders has a written conflict of interest policy that is included in the employee policies manual and fiscal policies and procedures manual, posted on the internal website, and included in board orientation materials. Board members, officers, and management (executive-level) employees are given a copy of the conflict of interest policy at least annually, as well as upon any revision thereto, and are required at least annually to sign a document certifying that they have read and understand the conflict of interest policy and agree to comply with it. The board currently mandates that all executive-level employees and board members annually complete and sign a conflict of interest questionnaire and disclose potential or actual conflicts that may exist. If a potential or actual conflict is disclosed at any time, the board, or the relevant committee thereof, will review the material facts and circumstances. If it is determined that a conflict does exist, the board will determine whether the transaction at issue may be obtained with reasonable efforts via an advantageous transaction or arrangement that would not give rise to a conflict or, if that is not reasonably possible, whether the original transaction is in the best interest of the organization, for its own business, and fair and reasonable. The interested person does not participate in any vote or discussion on this matter.”

“The organization uses a detailed job ladder with position levels, salary ranges, and job requirements that are benchmarked against comparable non-profit organizations. All employees are given annual performance reviews, and salary increases are approved by an officer. The compensation of the ceo, and the ceo's recommendations for compensation of the other officers are reviewed by the compensation committee of the board and reviewed and approved by all independent members of the full board. As part of the board's review they give consideration to compensation studies and surveys, comparison information from other nonprofit organizations obtained from forms 990 and other sources, and historical salary information. This process is completed on an annual basis. In select years, the organization retained an independent compensation consultant that provided information to the compensation committee and the board as part of their review of the ceo's compensation and the ceo's recommendations for compensation of the other officers.”

“New leaders has a policy to provide within a reasonable period of time the documents listed below to any person or organization that requests them whether in writing or in person. - federal exemption application with supporting documents, including articles of incorporation and bylaws - irs determination letter - board of directors membership - leadership team membership - federal form 990 - audited financial statements - non-discrimination policy - drug-free workforce policy - conflict of interest policy”

“New leaders inc.'s mission is to ensure high academic achievement for all children, especially students in poverty and students of color, by developing transformational school leaders and advancing the policies and practices that allow great leaders to succeed. During the 2016-2017 school year, new leaders recruited, selected, trained, and supported leaders from every level, from teacher leaders to superintendents. Our approach to the comprehensive leadership development of educators included six programs: aspiring principals, emerging leaders, transforming teams, leading instruction, principal institute, and principal supervisors. In addition, new leaders has started to shift from specific programs described above to more flexible offerings that meet specific partner needs. Responding to our partners' needs, we started executing flexible, tailored partnerships. By making an organizational investment in our strategic program shift, we can provide flexible offerings to more partners that are cost-effective, meet their precise needs, and positively impact student learning. New leaders' programs operated in bay area, ca; fresno, ca; los angeles, ca; pasadena, ca; san francisco bay area, ca; stockton, ca; bridgeport, ct; norwalk, ct; washington, dc; chicago, il; jacksonville, fl; baltimore, md; minneapolis, mn; jersey city, nj; newark, nj; new york, ny; cleveland, oh; multiple cities, ri; memphis, tn; arlington, tx; dallas, tx; pharr-san juan-alamo, tx; and san antonio, tx.”