Human Rights Watch Inc

“Form 990 is reviewed by the controller and cfo before it is filed. A draft copy is also provided to the executive director and board members with the opportunity to ask questions.”

“Human rights watch, inc. Requries all officers, directors and key employees to annually confirm their receipt of the conflict of interest policy and disclose any new associations or interests that might potentially pose a conflict. The nominating and governance committee of the board receives these disclosures and other questions relating to conflicts of interest and determines whether and what action to take.”

“The board of directors of human rights watch, inc. Conducts a performance review of the executive director at least biannually. The board delegates the task of the review to a committee that organizes the review and reports to the full board on its findings. In conducting its review, the review committee takes into consideration the executive director's performance in leading human rights watch in all areas, and consults widely both within and outside the organization. In particular, the committee evaluates: - the demonstrable impact of human rights watch's program and activities, - the executive director's effectiveness in setting goals and objectives that enable human rights watch to achieve its mission, and - the success of its program in fulfilling these goals and objectives. The review committee also conducts surveys of executive compensation from time to time as may be needed. The board chair writes to the director of human resources with the executive director's evaluation and compensation reccomendations. This communication serves as the official documenation of the committee's decision on the executive director's level of compensation. Form 990, part vi, section b, line 15b: human rights watch strives to maintain a competitive compensation system that is in the best interest of both the organization and our employees to appropriately compensate our workforce for the value of the work provided. It is our intention to use an objective and non-discriminatory compensation system based on periodically uupdated market data across multiple jurisdictions. Compensation is determined based upon external and internal equity within the given jurisdiction, contingent on an incumbent's education and relevant experience; while salary discussions will often include supervising directors, approval may only be granted by the human resources director. Subsequent salary increases are based upon available organizational resources, the current cost of living trend and the employee's performance as evaluated by their immediate supervisor(s).”

“The organizaion makes its governing documents, conflict of interest policy, and financial statements available upon request and on its website for the same period of disclosure as set forth in section 6104(d).”

“Foreign currency translation adjustment 220,112. Net assets released -50,000.”