Center for Effective Philanthropy Inc.

“Cep staff distributes the draft 990 to all board members. In particular, the board chair, the finance committee chair, and the compensation committee chair are asked to review and approve prior to filing. Any concerns are brought to the attention of cep's vp of finance for discussion and resolution.”

“On an annual basis, each board member and key employee completes, signs, and delivers to the president an annual affiliation disclosure statement naming any affiliation with cep's competing/collaborating organizations, vendors and consultants. All responses are reviewed by the board of directors' clerk and cep's vp, finance. Any responses raising concern are brought to the attention of the president, and, in the case of board members or the president, to the chair of the board governance committee to be addressed and resolved in compliance with policy regarding conflicts of interest.”

“Cep engages the services of independent compensation consultants to review its compensation approach and structure for all positions (excluding the president) on a three year interval and for new positions as necessary. Cep engages the services of independent compensation consultants to review its compensation approach and structure for the president every several years as determined by the compensation committee of the board. The consultants compile and analyze salary data for postions comparable (based on scope of responsibilities, management authority and organization revenues) to the postions of cep employees, utilizing published survey resources and market analyses, data from their own client database, and, as available, data reported in irs forms 990 for organizations providing similar services. As part of the process, the consultants often interview employees to gain a more complete understanding of their positions. For the president: the independent consultants prepare reports summarizing their methodology, findings, and recommendations with regard to compensation and review the reports with the compensation committee of the board, and, as appropriate, with cep's vp, finance, and director of talent and administration. The reports inform the compensation committee's review and discussion of the president's compensation. Documentation of the compensation committee discussion and the decision regarding the compensation of the president is captured, maintained and communicated to the vp, finance, and director of talent and administration. In 2013, the compensation committee instructed staff to conduct an internal analysis of cep's compensation approach and structure for the president compared to the peer group organizations established by the compensation committee for the 2011 benchmark study. Staff compiled and analyzed salary data for the presidents of these organizations as reported in the irs forms 990 for the organizations. Findings were shared with the compensation committee and informed the compensation committee's review and discussion of the president's compensation. Documentation of the compensation committee discussion and the decision regarding the compensation of the president was captured, maintained and communicated to the vp, finance, and director of talent and administration. For officers/key employees: the independent consultants prepare reports summarizing their methodology, findings, and recommendations with regard to compensation and review the reports with cep's president, and, as appropriate, with the vp, finance, and director of talent and administration. The reports inform compensation recommendations for key employees made by the president to the compensation committee of the board for review, discussion and approval. Documentation of the discussion and the decision regarding the compensation of the key employee is captured and maintained.”

“The organization makes its governing documents, conflict of interest policy and financial statements available to the public. All are available upon request.”