Centro Internacional De Mejoramiento De

“Form 990 review process the final version of form 990 is reviewed by the general counsel and secretary of the board of trustees, the director of finance, the director general and the chair of the board of trustees before sending it to the department of the treasury and internal revenue service.”

“Conflict of interest policy cimmyt has implemented a policy regarding possible conflicts of interest that everyone working for cimmyt must observe at all times. The policy applies to all cimmyt's staff members and consultants, as well as to suppliers, vendors, student fellows, and research associates; and in general, to any other person who may have significant independent decision-making authority regarding the resources of cimmyt. This is also applicable to board members. The cimmyt's employee conflict of interest committee, consisting of cimmyt's dg, compliance officer, directors of human resources and finance (or their designees) reviews actual and potential conflicts of interest and determines whether or not a conflict exists, takes appropriate corrective action or authorizes exceptions (on a case-by-case basis). Each program director/unit head is responsible for enforcing the policy for his/her program/unit. If a program director/ unit head has determined that a prima facie case of conflict of interest exists, the program director/ unit head must inform the committee and provide all supporting information and/or documentation. As a result of the committee's assessment, the individual employee will be advised in writing, signed by the dg or his/her representative to give upthe conflicting interest or not to represent cimmyt in situations where the conflict exists or might develop. The committee may also advise the concerned employee to continue to represent cimmyt, under the direction of his/her supervisor. If an employee is involved in any situation described under conflict-of-interest situations, he/she must disclose the relevant details in a memorandum to his/her supervisor and/or to a member of the conflict-of-interest committee. The supervisor and the committee will treat all reports as confidential. The failure to report the situation or its relevant details may be considered cause for strict disciplinary action up to and including dismissal.”

“Process for determining compensation the process for determining compensation is reviewed independently.compensation is documented in human resources files and the board minutes. For the senior management compensation, human resources prepares a proposal according to the market and executive committee provides feedback and authorization. For the director general's compensation, human resources prepares a proposal according to the market and the board of trustees provides feedback and authorization. Compensations of other officers and key employees are determined considering the current working market.”

“Governing documents made available to public the organization's governing documents, conflict of interest policy and financial statements are available upon request.”

“The organization has conducted an analysis of the impact the global covid-19 outbreak had on its 2022 financial information arising from exchange rate fluctuations, interest rate changes and/or restrictions on its global operations and has concluded the following on the assessment carried out: -the effect on the organization's liquidity risk, exchange rate risk and interest rate risk, has been immaterial. -operational risk: during the first quarter of 2022 the effects of the aftermath of the covid-19 outbreak still caused a reduced project implementation rate compared to the pre-pandemic years. The organization continues to face delayed delivery times and higher costs due to the continued global supply chain disruptions and inflationary pressure. Where needed, the organization engaged with funders to arrange contractual non-cost extensions to future periods without the loss of the committed funding pledges.”