Julia Dyckman Andrus Memorial Inc

“OUR ORGANIZATION WAS FOUNDED BY A PRIVATE PHILANTHROPIST, JOHN EMORY ANDRUS, IN 1928. IT IS GOVERNED BY A BOARD OF DIRECTORS WHO SERVE WITHOUT COMPENSATION. It has been a tradition of the organization to invite members of the extended Andrus family to serve as directors, alongside of other non-related directors representing our local community. Currently the Board is made up of half Andrus-family-member directors, and half non-related community directors. DIRECTORS' TERMS ARE FOR THREE YEARS AND ARE RENEWABLE FOR A MAXIMUM OF 12 YEARS. THE CURRENT DIRECTORS WHO ARE RELATED TO THE FOUNDER ARE: - DAVID EARLEY - MELINDA GEORGE - JENNIFER PAKRADOONI - MICHAEL SPENSLEY - F. CHRISTOPHER GILBERT - THOMAS KELLY - SHARI T. WILSON THERE ARE NO BUSINESS RELATIONSHIPS, AS DEFINED ABOVE, AMONG OUR OFFICERS, DIRECTORS, TRUSTEES, KEY EMPLOYEES OR HIGHLY COMPENSATED EMPLOYEES.”

“Julia dyckman andrus memorial, inc. Is a "membership corporationthe members are descendants, or spouses of descendants, of the founder john andrus. The members of the corporation must also have completed at least one term as a director of the surdna foundation, which is the andrus family foundation. In that capacity they meet the criteria of "volunteersindependent status. There are only two categories of decisions that are approved by the members: 1. Appointments of directors to the board of the julia dyckman andrus memorial; and, 2. Any recommendations related to the revision of the articles of incorporation, the by-laws of the corporation or the dissolution of the memorial. In all other categories of decision-making, the board of the julia dyckman andrus memorial, inc. Retains autonomy.”

“THE CHIEF FINANCIAL OFFICER AND THE Associate Vice President of Finance WILL REVIEW THE DRAFT FORM 990. ONCE THE INTERNAL REVIEW IS COMPLETED, THE CHIEF FINANCIAL OFFICER WILL SEND A COPY OF FORM 990 TO THE Full Board OF JULIA DYCKMAN. THEY WILL BE GIVEN THE OPPORTUNITY TO REVIEW AND ASK WHATEVER QUESTIONS THEY MAY HAVE. AFTER ALL THE QUESTIONS AND ISSUES ARE DISCUSSED AND RESOLVED, THEN WE WILL GIVE THE AUTHORIZATION FOR OUR AUDITORS TO FILE.”

“UPON APPOINTMENT OR HIRE, AND FEBRUARY OF EACH YEAR, THE ORGANIZATION'S ONLINE LEARNING MANAGEMENT SYSTEM NOTIFIES EACH OFFICER, DIRECTOR, KEY EMPLOYEE AND OTHER SELECTED STAFF TO COMPLETE THE CONFLICT OF INTEREST TRAINING WHICH REQUIRES THEM TO REVIEW THE CONFLICT-OF-INTEREST POLICY AND DISCLOSE ANY POTENTIAL CONFLICTS IF ANY. POTENTIAL CONFLICTS INVOLVING CORPORATE OFFICERS, KEY EMPLOYEES AND SELECTED STAFF ARE REVIEWED BY THE PRESIDENT/CEO. POTENTIAL CONFLICTS INVOLVING BOARD MEMBERS ARE REVIEWED BY THE Board Chair. POTENTIAL CONFLICTS INVOLVING THE Board Chair ARE REVIEWED BY THE EXECUTIVE COMMITTEE OF THE BOARD WITHOUT THE Board Chair.”

“FOLLOWING WAS INCLUDED IN THE DETERMINATION, EVALUATION AND REVIEW PROCESS: - THE BDO USA 600 - 2020 CEO/CFO COMPENSATION PRACTICES REPORT - THE ALLIANCE FOR STRONG FAMILIES AND COMMUNITIES' US HUMAN SERVICES WORKFORCE TRENDS AND COMPENSATION STUDY (2019 AND 2020) - GUIDESTAR'S 2020 NONPROFIT COMPENSATION REPORT ALL CONTEMPORANEOUS SUBSTANTIATION OF DELIBERATION AND DECISIONS MADE IS RECORDED IN THE MINUTES OF THE EXECUTIVE COMMITTEE OF THE BOARD OF DIRECTORS. Annual performance reviews for the CEO are conducted by the Board during which compensation is also reviewed. Any increases deemed appropriate are determined via similar studies and/or performance merit based.”

“The president and ceo primarily sets the salary for key employees. The basis for these salaries comes from a variety of independent studies and surveys on professional and key employee compensation including the following: - cofcca workforce compensation report - the bod 600 - ceo/cfo compensation practices report (specifically for the cfo role) - national council of nonprofits executive compensation report - us human services workforce trends and compensation study alliance for strong families and communities - guidestar's nonprofit compensation report”

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

“THE SANCTUARY INSTITUTE - The Sanctuary Institute (SI), part of the Andrus Center for Learning & Innovation (ACLI), offers training and consultation services to other organizations seeking to implement the Sanctuary Model. This model is a blueprint for clinical and organizational change which, at its core, promotes safety and recovery from adversity through the active creation of a trauma-responsive community. A recognition that trauma is pervasive in the experience of human beings forms the basis for the Sanctuary Model's focus not only on the people who seek treatment, but equally on the people and systems who provide that treatment. TOTAL EXPENSES: $ 1,959,256. TOTAL REVENUE: 2,221,420.”

“-STAFF TRAINING $453,555. -STAFF RECRUITMENT $107,850. -STAFF RECOGNITION EXPENSES $ 73,946. -Development $ 60,137. -CONTINUE EDUCATION $ 56,173. -UNIFORMS $ 35,634. -PARKING $ 11,422. -ACKNOWLEDGEMENT $ 10,943. -FOOD & LAB FEES $ 7,838. -Supplies $ 2,918. -OTHER $142,549. TOTAL: $962,965.”