The Association for the Blind and Visually Impaired-Goodwill Industries

“Goodwill of the finger lakes, inc. (gfl), a related 501(c)(3) organization provides certain administrative and management services to gve for which gve pays gfl a management fee of $2,314,361. In addition certain gfl employees perform management duties for gve and are officers of gve. Jennifer lake and carolina cordero dyer are officers of both gfl and gve. Total compensation paid these individuals by gfl is reported on gve's 990 part vii column e reportable compensation from related organization and column f.”

“The form 990 is provided to the board, reviewed by management for accuracy and filed upon approval.”

“The agency has a very strong conflict of interest policy. All board members are required to complete a statement at the first meeting of the year stating what, if any conflicts of interest they may have or potentially anticipate.”

“The organization's compensation philosophy is that most jobs are priced within 15% of market rate. Currently, the organization relies most heavily on the rochester business alliance (rba) annual salary survey for data for most positions. The organization also participates with other goodwills in a mercer executive compensation study on a bi-annual basis. National data is also used for senior leadership positions generally obtained from rochester business alliance and the goodwill national survey. The executive board reviews and approves all senior leader compensation. For new positions, human resources department works with the hiring manager to establish a job description that includes essential job functions and necessary experience, etc. Using that information, along with flsa and eeo guidelines, as well as the rba data, the position is then graded and market priced. The base salary amount that is offered is dependent on the applicant's experience. The goal is to hire fully qualified individuals close to the mid-range of the established pay grade (that is the determined market rate) for the position; if less experienced, they are generally hired somewhere between 25% and 50% of the grade. For existing positions, compensation and job descriptions are reviewed on a yearly basis for possible merit increase in april based on job performance. Annual reviews are required to be eligible for an increase. If an employee receives an increase after october 1, or is hired after october 1, they are generally not eligible for the annual increase in april. Executive compensation is determined by the board and performance is reviewed annually.”

“Goodwill vision enterprises, inc. Makes available all non-confidential information to the general public at the agency's main corporate office at 422 south clinton avenue, rochester, new york upon request. This documentation consists of audited financial statements, annual 990 documents, and other information that would enable an individual to make an informed decision about the charitable nature of the organization. Any individual may request to inspect this information for any or all of the last three years. Anyone who wishes a copy is asked to reimburse the agency for reasonable copying charges.”

“Change in interest rate swap 87,741. Intercompany rental activity 645,384. Effect of defined benefit pension plan termination -868,167.”

“Goodwill vision enterprises has not changed its oversight or selection process during the year.”