White Ribbon Alliance for Safe

“The chief financial officer receives a draft copy of the 990 and compares the compiled financial data with the audited financial statements to ensure that the information is correct, accurate and that it reconciles with all the schedules submitted to the preparer. The chief financial officer then provides copy of the 990 to the executive director for review and discussion. After internal review is completed, the chief financial officer sends copy of the draft 990 report to the finance and audit committee to review and recommend to the full board for final approval. Upon receipt of final approval from the board of directors, the chief financial officer notifies the preparer to issue final 990 reports for the executive director to sign before mailing package to the receiving government body.”

“Any employee who encounters a conflict of interest must recuse himself/herself from the situation and must immediately submit to wra's executive director a memorandum stating the nature of the conflict of interest and the reasons for recusal. In the event that the situation may create the appearance of a conflict of interest, the employee must similarly submit a memorandum to the executive director detailing the reason(s) why the situation may give the appearance of a conflict of interest. The executive director will decide whether a recusal is necessary. In all cases, responsibility for reporting actual or apparent conflicts of interest rests with the employee concerned. Wra has zero tolerance for behavior or activities undertaken by employees in violation of this policy. Any employee determined to be in violation of this policy will be subject to disciplinary action, up to and including termination. This policy is reviewed and signed by all employees on an annual basis. Board members also follow the same policy, completing a disclosure statement upon election to the board, and updating as necessary throughout their term.”

“A 360 degree annual performance appraisal is completed for all employees, including the executive director, that have been employed for at least 90 days. The appraisal is done by the employee's immediate supervisor and also includes others in order to achieve the 360 degree appraisal. Authorized increases are subject to the board approved budgets. Salaries are reviewed annually, most recently april 2016. White ribbon alliance compensates employees consistent with market rates, work experience, salary history and, as appropriate, any restrictions that may be levied upon it by a donor. In addition, wra uses external comparability data to substantiate its compensation increases. For example: comparability data is sought from the web; wra contacts other organizations to obtain comparables, and wra also uses data published by public agencies. Separate discussion is held by the board of directors for setting the executive director's compensation. The deliberation and decision is documented in each respective employee's personnel file.”

“Wra's governing documents and conflict of interest policy are available upon request for public inspection. Financial statements are available for review on guidestar website and also upon request for public inspection.”

“Champions for safe motherhood program was discontinued in 2016.”