Project Hope Inc

“The board of directors will review the form 990 to the irs.”

“There hae been no changes to the oversite process. The process is consistent with prior years.”

“The ceo's compensation is determined through a peformance evaluation review and approval by the board executive commitiee, which is established by board of directors, who uses the new jersey primary care association (njpca) salary survey for comparability data the ceo compensation policy was last reviewed in 2009. The process for determining compensation of the organizations key employees is decided by both ceo and supervisors pay offers consider the specific training, experience and ability of the applicant in relation to the value of the position as determined by the pay grade. Merit increases are only be granted to those employees whose performance warrants an increase a signed performance review form accompanies all requests for merit increases performance reviews are conducted after the employee has completed the 90 day orientation period a performance review is completed at least once a year for each employee the organization makes its governing documents, conflict of interest policy and financial statements available upon request.”

“The executive commitiee shall consist of the officers of the corporation the chief executive officer shall be an ex-officio, nonvoting member of the executive commitiee the executive committee shall have all of the powers of the governing board when the board is not in session, to the extent permitied by law, and shall generally perform such duties and exercise such powers as maybe performed and exercised by the governing board during the interim periods between meeting of the board, consistent with established board policy and direction specifically, the executive commitiee shall (i) develop the board work plan for the year, including training and development for the trustees and (ii) conduct the preliminary evaluation of the chief executive officer and shall make recommendations to the full board accordingly.”

“In 2013 project hope hired a new physician and utilized comparability data from njpca to establish the salary for this position. The process for determining compensation of the organizations officers or key employees is decided by both ceo and supervisors pay offers consider the specific training, experience and ability of the applicant in pay offers consider the specific training, experience and ability of the applicant in relation to the value of the position as determined by the pay grade. Merit increases are only be granted to those employees whose performance warrants an increase. A signed performance review form accompanies all requests for merit increases. Performance reviews maybe conducted after the employee has completed the 90 day orientation period a performance review must be completed at least once a year for each employee.”

“No employee, contractor, agent, officer or board member will have a direct or indirect financial interest in, or receive any compensation or other benefits as a result of, transactions between project hope and any individual or business firm - from which project hope purchases supplies, services, materials or property, - which renders any service to project hope, including the leasing of office space, to which project hope provides any services or materials, or - which has any other contractual relations or business dealings with project hope, except with the prior writien approval of the executive director (or, if such person is a board member or officer, of the board of trustees), upon complete disclosure of the facts and after completion of an arms-length procurement that is consistent with project hope's procurement policy and omb circular a-122 cost principles (if federal funds will be used), and in the best interests of project hope in the event the executive director has a conflict, the executive director will disclose such conflict to the president of the board who will, in turn, be responsible for advising the board the financial interests mentioned above do not include interests in corporations listed on a national stock exchange or traded over the counter, providing the financial interest is less than one percent of the corporation's outstanding shares - as stated above, no employee, contractor, agent, officer, or member of the board of trustees may participate in the selection, award, or administration of a contract or grant in which federal funds are used, if he or she, or - his or her immediate family, or - his or her partner, or - an organization with whom he or she is negotiating or has any arrangement concerning prospective employ ment, has a financial or other interest in the firm selected for the contract or award if an employee, contractor, agent, officer, or member of the board of trustees believes that one of the aforementioned conflicts actually or potentiall y exists, he or she must immedia tel y disclose this information in writing to the executive director disclosures by members of the board of trustees must also be made to the president of the board of trustees (and if it is the executive director or the president who has such a financial interest, he or she must make disclosure to the president or vice president, respectively) project hope requires that all employees, contractors, agents, officers and members of the board of trustees and candidates for board membership disclose in writing (and update at least annually) - all business and family relationships which create an actual or potential a conflict of interest, and - where applicable, provide a statement suggesting how such conflict could be avoided or mitigated to facilitate such full disclosure. Project hope requires employees, contractors, agents, officers and board members to complete a disclosure form annually completion of a disclosure form does not relieve individuals of the obligation to comply with these standards of conduct with regard to conflicts that occur after the filing of the disclosure form.”