Alcoholics Anonymous World Services Inc

“The trustees of the general service board of alcoholics anonymous inc., a related 501(c)(3) organization, are the members of alcoholics anonymous world services, inc. ("a.a.w.s.").”

“The trustees of the general service board of alcoholics anonymous inc., a related 501(c)(3) organization, are the members of a.a.w.s. And, as such, elect the a.a.w.s. Board of directors.”

“Form 990 was prepared by a nationally recognized accounting firm in conjunction with the organization's financial department. Draft form 990 was reviewed by the organization's chief financial officer and general manager for accuracy and completeness. In addition, the draft is then reviewed by the organization's internal audit committee and finance committee. After committee review, the draft is forwarded to the a.a.w.s. Board of directors for review and comment before filing with the internal revenue service.”

“Conflict of interest forms are signed by prospective a.a.w.s. Members, directors, officers, and key employees as they are appointed. All members, directors, officers, and key employees sign conflict of interest forms at the annual meeting which is held by management.”

“The salary of the general manager is reviewed annually by the a.a.w.s. Board, who contract the services of an outside compensation consultant. The outside compensation consultant compares the general manager's salary to the salaries of ceo's/executive directors in appropriate organizations and recommends an appropriate range for the increase. For the general manager's salary, the recommended range of increase is reviewed, discussed and approved during the executive session of the board. Board members then meet with the general manager, review his/her performance and determine his/her increase. Any increase is then communicated in writing to the chief financial officer for implementation.”

“Performance of senior management is reviewed annually by the general manager, in collaboration with the director of human resources, who approves salary increases. Commensurate with individual performance a.a.w.s. Has in place a compensation policy with parameters and procedures that are followed to provide a framework for the setting of employees' salaries with reference to both organizational placement of individual jobs and employees performance. An outside compensation consultant performs analysis of the job descriptions of managers and provides benchmarking data based on similar roles in the nyc non-profit sector every three years or as needed. A.a.w.s. May adjust internal salary ranges annually based on the current labor market. Additional oversight is provided by the general service board trustees compensation committee which requests a formal report from the director of human resources, who may confer with the compensation consultant which includes a review and documentation of executive compensation, the organization's policy and philosophy, and comments on the overall compensation structure.”

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

“Although all compensation is paid by a.a.w.s., compensated employees and officers spend a portion of their time on tasks for a related 501(c)(3) organization. Hours are allocated accordingly.”

“In addition, net proceeds of such literature are provided to the general service board of alcoholics anonymous inc. To support service activity.”