The Aopa Foundation Inc

“Members or stockholders the aopa foundation's bylaws state the members shall be those persons who, from time to time, constitute the board of trustees of aircraft owners & pilots association, a non profit new jersey corporation. Whenever any person shall cease to be a member of the board of trustees of said association, for any reason, he shall contemporaneously cease to be a member of this foundation, and his successor upon the board of trustees of said association shall forthwith become a member of this foundation.”

“Form 990 review process in conjunction with grant thornton advisors llc, tax specialists, aopa foundation management reviews the form 990 with the audit committee prior to presenting the return to our board of trustees for review.”

“Conflict of interest policy the aopa foundation's board is provided a written "code of ethics, conflict of interest questionnaire and disclosure form" ("form"). The form requires persons covered (officers, directors, trustees and key employees) to annually disclose and update the form and provide to legal counsel interests that could give rise to conflict(s). Legal counsel reviews the annual disclosures by all covered persons. Disclosures are regularly monitored by counsel, any potentially conflicting or otherwise questionable responses are flagged and the ethics policy is enforced.”

“Process for determining compensation the compensation for the president is set by the board of trustees and compensation committee of aopa. The base salary for this position may be adjusted by the board from time to time at its sole discretion. The president is also considered annually by the board for an incentive bonus which is a target percent of base salary. The actual bonus paid is determined by the board based on its assessment of the president's performance and that of the organization against appropriate goals set by the compensation, organization, and human resources committee and the president. Periodic independent reviews of the president's compensation are conducted by outside compensation experts to ensure that the compensation paid is reasonable based on appropriate data as to comparability of compensation paid by similar organizations for positions of similar scope of responsibility. The compensation levels and salary ranges for officers and certain employees of the organization are established based on competitive market data obtained through periodic salary surveys performed by outside compensation experts engaged by the organization. These surveys provide guidance for establishing reasonable compensation rates as compared to compensation paid by similarly situated organizations for positions of similar scope of responsibility. All positions are evaluated and placed in the appropriate grades/salary ranges. An individual employee's salary, within their assigned range, varies depending primarily upon experience and performance. The organization has adopted a "pay for performance" philosophy allowing managers to award merit increases based on an individual's performance against pre-established goals. The organization's annual merit increase budget is approved by the board of trustees based on market surveys. Officers and certain employees also participate in the organization's incentive pay program. Target incentive pay amounts, as a percentage of base salary, are established based on the participant's position. The actual incentive pay awarded is proposed by the executive management team and the president based on their assessment of the participant's individual performance and that of the organization against pre-established goals. The board of trustees and compensation committee review and make a final determination as to the actual incentive awards paid to participants. None of the persons mentioned above participate in the deliberation of their compensation arrangement and recuse themselves from all other deliberations and discussions related to a matter in which they may have an interest. The deliberations and decisions of these compensation arrangements are maintained in contemporaneous documentation with our human resources department. Afi did not compensate any ceo, officers, and/or key employees during the year, as a result, did not have a process in place for determining compensation for those aforementioned positions.”

“How documents are made available to the public the organization does make available its conflict of interest policy, financial statements, form 990 returns, and form 1023 to the general public. The organization makes available its governing documents to the extent required by law. The public can receive copies by contacting the organization's headquarters. Copies of the returns can be obtained at www.aopa.org/about-aopa/governance and other public sites.”

“Hours worked for the aopa foundation, inc. Mark baker, justine harrison, elizabeth tennyson, erica saccoia, and jill baker are full-time employees of aircraft owners & pilots association (aopa), a related, section 501(c)(4) organization (ein 52-0636210), although they devote approximately ten hours per week to the related 501(c)(3) public charity organization: the aopa foundation, inc.”