Pact Inc.

“Form 990 review process once pact's form 990 is completed by its tax preparer, it is reviewed in detail by the controller. Once the controller is satisfied that the return is complete and accurate, it is reviewed by pact's cfo. Pact's irs form 990 is shared with the finance and audit committee in draft form and is also provided to its board of directors prior to filing.”

“All employees, officers and directors are required to sign a conflict of interest policy upon joining pact. It is the duty of pact directors, officers, and employees to update and raise any potential conflicts of interest during their tenure at pact. Pact directors and senior management pact, inc. Must raise potential conflicts and submit their pact conflict of interest disclosure form to the pact general counsel and/or board secretary, who then review to determine if a conflict exists. All other employees raise potential conflicts with the ethics and compliance office, who in turn decides how to address any potential conflict. Any person with a conflict will recuse him/herself from discussion and decision on the pertinent matter.”

“Process for determining ceo and other officer and key employee compensation: pact's bylaws state that the "salary of the president and chief executive officer and the terms of his or her employment shall be fixed by the board of directors. The salaries of all other staff and the terms of their employment shall be fixed by the president and chief executive officer." ceo: the executive committee of the board sets the ceo's salary, typically informed by information provided by the search firm at the time of hire. The governance committee conducts an annual evaluation of the ceo and awards increases as deemed appropriate and approved by the executive committee. The executive committee and the governance committee are comprised of independent persons and maintain contemporaneous written documentation of all decisions made. Other officers or key employees: the ceo is responsible for the compensation of other employees but is directly involved only in the hiring and salary negotiations of c-level positions. In these cases, where pact is utilizing a search firm, the firm provides market information to assist in the determination of appropriate compensation levels. For key employees beyond the c-suite, pact's chief human capital officer is responsible for salary determinations. Pact uses a series of annual salary surveys of peer organizations, conducted by an industry trade association, to inform salary levels. All pact employees are evaluated on an annual basis, and increases are determined and awarded from an approved pool, administered by pact's chief human capital officer”

“How documents are made available to the public pact's irs determination letter is available upon request. Pact's annual reports, audited financial statements and 990s are available upon request, as well as on its website.”

“Pact enables systemic solutions that allow those who are poor and marginalized to earn a dignified living, be healthy, and take part in the benefits that nature provides. Pact accomplishes this by strengthening local capacity, forging effective governance systems, and transforming markets into a force for development. Form 990, part i, line 5: the figure noted in line 5 represents only employees of pact who are us citizens. Pact has many other employees, including third country nationals and local nationals, working in our offices around the world, who are not subject to us wage and tax reporting requirements. During fy23, pact, inc. Had over 1,400 total employees globally. Form 990, part iii, line 1, continuation of description of organization mission: pact accomplishes this by strengthening local capacity, forging effective governance systems, and transforming markets into a force for development.”

“Bad debt -90,269. Lease impairment loss -1,941,940.”