The Barnes Foundation

“The barnes foundation 990 is prepared by an independent firm based on information provided by management. A draft is reviewed and revised by the executive vice president, cfo and coo, the director of finance and the general counsel (members of management). The 990 is then finalized by the independent firm and the barnes foundation submits the draft 990 for review to all board members prior to filing. After a comment period, form 990 is submitted to the irs.”

“In addition to requiring each trustee, officer and key employee to make a disclosure of any possible personal, familial, or business relationship that could give rise to a conflict of interest or the appearance of a conflict of interest, the foundation's conflict of interest policy also requires the disclosure of any change of circumstance that would give rise to conflicts concerns. Moreover, the foundation has adopted a whistleblower policy designed to encourage prompt disclosure by trustees, officers and employees of any unlawful or improper behavior or transactions, including those that raise potential conflict of interest concerns. Each year all directors, officers, trustees and key employees are reminded of their obligations to comply with the conflict on interest policy at the organization's annual meeting and periodically at other times during the year. In 2020, despite setbacks resulting from the covid-19 pandemic, the barnes foundation began to act on the information it gained from having commissioned an institutional cultural assessment at the end of the prior year. The barnes foundation created a culture action team (cat), chaired by its executive director and president. The goals of this group are to engage the staff in creating a plan to enhance the barnes foundation's workplace culture. Cat members solicited input from the entire organization on action steps to strengthen the culture through greater inclusion, involvement, and consistency. Six areas for action and two areas for planning will be advanced in 2021. In august of 2020, the barnes foundation named its first chief diversity officer (cdo). The cdo and human resources director immediately collaborated on a program of anti-racism trainings for all staff, contractors, and volunteers with the participation of local community partners. In addition to mandatory training activities, optional weekly anti-racism discussion extensions were started in october 2020 and continued into 2021. In addition, the barnes trained employees on ethics and the prevision of workplace harassment, and maintained a third-party reporting system to allow employees, contractors, and volunteers to anonymously report instances of harassment, safety violations, bias, or any other concern. To date, no reports have been made in this system.”

“The barnes foundation performs a review of the compensation and benefits package (including fringe, retirement and severance benefits) for key employees at the time of hire. This review relies upon comparability data to determine whether the compensation arrangement in its entirety is reasonable. For this purpose, appropropriate and relevant information includes compensation paid by similiarly situated tax-exempt and taxable organizations for functionally comparable positions. This review also takes into account the size, revenue, geographic location, structure and complexity of the organization.”

“The barnes foundation's by-laws, charter, financial statements and certain other governing documents (e.g., conflict of interest policy), are available for review upon request for the same period of disclosure as set forth in section 6104(d), directed to the following: general counsel (a member of management), barnes foundation, 2025 benjamin franklin parkway, philadelphia, pa 19130.”