Turning Points for Children

“The affiliation between the organization and phmc creates a "membership model" whereby phmc is the sole member of its affiliates.”

“Per the affiliation agreement between the organization and phmc, phmc has the authority to elect and remove affiliate board members.”

“Per the affiliation agreement between the organization and phmc, phmc has the authority to elect and remove affiliate board members.”

“Tpfc has established an audit committee to assist the board in fulfilling its oversight responsibilities related to the financial reporting process. The committee will review and approve organization audit and form 990 tax return. The committee will review with management and independent auditors all matters required to be communicated to the committee under gaas, including audit findings and comments and form 990 concerns, if any. Subsequent to the audit committee review and approval of the form 990, a copy of the approved form 990 is provided to the full board prior to filing.”

“Tpfc has a conflict of interest policy to include directors, officers, executive director, president and key management employees. Such individuals, as described above, must disclose actual or potential conflicts of interest by completing an annual conflict of interest statement and disclosure form, and must update the disclosure form on an on-going basis as any new activities or relationship arise. Policy extends to individuals' immediate family members (spouse, partner, siblings, parents and children). Completed disclosure forms are maintained at phmc's corporate office and reviewed by the president and senior phmc management. If an actual or potential conflict arises, the matter is discussed at the appropriate board level. The board or designated committee shall review each conflict within one month to determine if a conflict exists. If a conflict exists, the interested party must abstain from participating in discussion or decision-making on this matter. The minutes of the board shall record the names of the persons who were found to have an actual or potential conflict of interest, the nature of the conflict, follow up, and board's decision as to whether a conflict of interest in fact existed. The minutes will also record the board vote and persons who abstained and any alternative to the proposed transaction or arrangement. Intentional violation of this policy constitutes cause for termination or removal.”

“Phmc has developed an executive management compensation policy to ensure that phmc and affiliates ceo and top management compensation levels are reasonable and comparable with similar organizations. On a periodic basis, phmc hires an independent executive compensation consultant to assess phmc's pay competitiveness, with the objective that phmc compensation should be at or approaching median salary for comparable nonprofit organizations. This study is reviewed and approved by phmc personnel committee and board of directors, and the review process is included as part of the personnel committee minutes. Phmc maintains a formal compensation program and pay philosophy for affiliates' executive and program directors and other employees. This policy sets salary at approximately the median or 50th percentile of salary levels maintained by other organizations with whom phmc regularly competes. The structure consists of a series of pay grades and salary ranges all defined by a midpoint, minimum and maximum. Phmc staff evaluations are based upon a performance management system which establishes milestones, objectives, competencies, and rates accordingly. In addition, an executive bonus plan was approved by the board personnel committee and applies to phmc managing directors and above. This plan is designed towards both individual and overall performance and is based upon performance criteria which recognize both specific program/component/affiliate goals and overall phmc financial/administrative goals. Phmc staff evaluations are based upon a performance management system which establishes milestones, objectives, competencies, and rates accordingly. In addition, an executive bonus plan was approved by the board personnel committee and applies to phmc managing directors and above. This plan is designed towards both individual and overall performance and is based upon performance criteria which recognize both specific program/component/affiliate goals and overall phmc financial/administrative goals.”

“AVAILABLE UPON REQUEST”

“Interest in net assets of turning points for children charitable foundation -3,882,390. Change in value of beneficial interest in trusts -1,052,287. Bad debt expense -123,023.”