Phoenix Society Inc.

“The audit committee reviews the form 990 along with the audited financial statements. After they approve the completed form 990 with schedules, the full return is emailed to all of the board of directors prior to filing the return.”

“Directors and trustees review the conflict of interest policy annually and provide written confirmations of any existing conflicts. Directors and trustees are instructed to report any potential conflicts to the governing board immediately upon discovery. Subsequent to the close of the tax year, the organization's conflict of interest policy was updated to require annual disclosure by officers and key employees in addition to the existing requirement for directors and trustees.”

“The organization's compensation strategy and implementation is administered by the board of directors, which may create a compensation committee from time to time to which these duties may be delegated. The board or committee is responsible for establishing and maintaining a competititve compensation program for the organization and coordinating an annual review by the compensation committee to evaluate the organization's executive and management compensation against the competitive market. The evaluation is then reviewed to ensure that the compensation levels set by the board of directors falls within a reasonable range of competitive practices for comparable positions amount at similarily situated nonprofit, tax-exempt organizations. Following this review key, the board or committee reviews and approves, for selected key executives, base salaries and annual incentives opportunity adjustments (if any), and objectives and goals for the upcoming year. The board then is presented with salaries for approval at the first available meeting of the board, at which time salaries are set based on the parameters of this policy.”

“The organization's compensation strategy and implementation is administered by the board of directors, which may create a compensation committee from time to time to which these duties may be delegated. The board or committee is responsible for establishing and maintaining a competitive compensation program for the organization and coordinating an annual review by the compensation committee to evaluate the organization's executive and management compensation against the competitive market. The evaluation is then reviewed to ensure that the compensation levels set by the board of directors falls within a reasonable range of competitive practices for comparable positions amount at similarily situated nonprofit, tax-exempt organizations. Following this review key, the board or committee reviews and approves, for selected key executives, base salaries and annual incentives opportunity adjustments (if any), and objectives and goals for the upcoming year. The board then is presented with salaries for approval at the first available meeting of the board, at which time salaries are set based on the parameters of this policy.”

“Maryland, massachusetts, michigan, minnesota, mississippi, missouri, new hampshire, new jersey, new mexico, new york, north carolina, north dakota, ohio, oklahoma, oregon, pennsylvania, rhode island, south carolina, tennessee, utah, virginia, washington, west virginia, wisconsin”

“All documents are available upon request”

“SURVIVORS, INC.”

“The organization was formed in 1977 to work with burn survivors, families, healthcare professionals, burn centers, the fire industry, and donors to provide burn recovery support, improve the quality of burn care, and prevent burn injury. The organization's mission is: building a community for transformational healing.”

“The focus is on addressing the physical and emotional aspects of burn recovery and provides an environment for peer support and education of those impacted by burn injuries. All age groups are served. Virtual access will be added in 2018 after piloting live streaming of one day of the programing to regional burn centers and individuals in 2017. Content also provided post events via our burn support magazine and digital platforms. Peer support and the phoenix soar (survivors offering assistance in recovery) program is a foundational activity and is designed to provide formal training within the hospital setting for survivors and family members, to offer one on one peer support to other burn survivors and their loved ones affected by a burn injury. Training also is provided to the healthcare providers on how to implement and sustain the program in the hospital setting. The program is now available in 68 burn centers across the usa. Peer support is also offered through the online chat and phone by trained peer supporters to those in need. Support line provides referrals to community based resources and connects the caller with our available library or resources via our website. Virtual programs and trainings are provided to assist families returning to work, school and life as well as how to become an advocate for prevention. A multi-year capacity campaign began in 2015 to build our infrastructure to expand access to available resources and peer support to those who otherwise would not have access to life changing resources. The campaign continued in 2017. Capacity funds were utilized in 2017 to build the infrastructure to expand services including: human resources, technology such as a learning management system, and virtual teaming and meeting platforms, marketing and communications support, and tools to expand awareness of the available resources.”

“Online training to provide information on how to become an advocate for yourself and add the survivor to voice prevention in the community. Our staff and advocates provide training to build awareness of the burn community and the acceptance of those living with burn injuries. Phoenix society partners with universities and health care providers to research the long-term needs of the population and develop tools that can support healing.”

“Consultant 130,505 262,920 1,368”