Easterseals Capital Region & Eastern

“This form 990 did undergo board-level review. Prior to filing, the form was presented as a draft to the board of directors for review, comment, and changes. This final submission reflects and incorporates any issues raised by those parties to ensure its accuracy.”

“The organization and the board of directors operate in full compliance with all internal policies and state laws pertaining to conflict of interest. All directors are required to file an annual disclosure of business interests. These business interests are monitored by the president/ceo to ensure that, if the organization was to contemplate a transaction with a related party, the matter would be flagged to the board chair for board-level review, determination, and action. Pursuant to the center's corporate compliance plan, all staff are regularly trained in the areas of ethical behavior and the center's whistleblower policy, promoting an additional level of scrutiny of any company transaction.”

“15a - as established in the center's bylaws, the board of directors has an executive compensation & evaluation committee that is charged with performing an annual evaluation of the performance and compensation of the president/ceo. This committee gathers input from all directors regarding the president/ceo's performance and synthesizes that information into a written evaluation that is then reviewed with the president/ceo. The committee is also responsible for evaluating the president/ceo's rate of compensation and ensuring that (1) such rate is appropriate relative to local employment market conditions and goals of employee retention; and (2) any increase or bonus is consistent with the performance achieved by the president/ceo on behalf of the organization. The compensation review process includes a salary review for comparative local ceo positions. 15b - the president/ceo is responsible for annual evaluations of the performance and compensation of each key employee. In developing the performance evaluation, the ceo assesses performance on each major domain of the employee's job description, using a broad range of inputs including statistical reports on operations, goal achievement relative to grants and contracts, program evaluation data, and financial performance. The ceo is also responsible for evaluating each key employee's rate of compensation and ensuring that (1) such rate is appropriate relative to local employment market conditions and goals of employee retention; and (2) any increase or bonus is consistent with the performance achieved by that employee on behalf of his/her department and the organization overall. The compensation review process includes a salary review for comparative local positions.”

“The center's governing documents, conflict of interest policy and financial statements are available for on-site public inspection during regular operating hours. Any party interested in reviewing such documents is requested to contact the office of the president by telephone or in writing to schedule a convenient time for inspection and to designate the documents sought, in order to ensure that all desired information is readily available when the requestor comes on-site. An interested party may also submit a written request to have one or more of these documents forwarded electronically or in hard copy by contacting the office of the president.”

“Process has not changed from prior year.”