Area Five Agency on Aging & Community Services

“The compensation of the chief operating officer and all other officers is established the same as other area five personnel. The salary levels are based on comparison to other employees' salaries within the organization, as well as the responsibilities required of this position. The compensation of the remaining positions of area five agency were established based on the starting ranges listed in the area five personnel policies. The starting salary ranges were based on comparable positions from other not-for-profit agencies. In 2015, area five hired an independent firm to perform a salary review to establish a current salary evaluation for area five employees and officers. This review was presented to the board but due to financial constraints implementation has been delayed. The financial constraints have continued to implement any salary changes.”

“A copy of form 990 will be presented to the finance committee and the board of directors prior to the filing.”

“Compliance with conflict of interest policy: area five agency ("the agency") strives to uphold the values of transparency and accountability and therefore has devised a conflict of interest policy for the agency's board of directors. The board of directors and the agency officers complete a conflict of interest questionnaire annually; the board reviews the responses to the questionnaires to see if a conflict of interest exists and if further action to enforce the policy is necessary. All employees, board of directors, and related party individuals are subject to the monitoring. Managers and directors of the program monitor compliance with the conflict of interest policy, along with additional oversight by the fiscal department. Any person with a conflict is prohibited from participating in the governing body's deliberations and decision related to any such conflicting transactions.”

“The executive director provides the board of directors with a list of his goals and objectives for the new year, as well as his accomplishments for the past year. Each board member completes a formal written evaluation based on the executive director's goals and performance. These evaluations are given to the board president who compiles them into one document. The executive director meets with the executive committee to discuss his goals and objectives; then the committee meets without the executive director to make a recommendation to the board for the amount of compensation. The board makes a final recommendation using salaries of executive directors in similar capacities at comparable organizations. The entire performance evaluation and compensation review process is documented in the board meeting minutes, and is done annually in october.”

“Public disclosure of governing documents, conflict of interest policy, and financial statements: these documents are not required disclosures pursuant to internal revenue code (irc) section 6104. These documents are not available to the public at this time.”

“(Expenses $ 675,737 including grants of $ 2,679)(Revenue $ 409,739) DESCRIPTION OF OTHER PROGRAM SERVICES: HOUSING AND DEVELOPMENT PROGRAM- FOR MORE THAN 10 YEARS, AREA FIVE'S HOUSING AND DEVELOPMENT PROGRAM HAS ACTIVELY PURSUED ECONOMIC DEVELOPMENT IN THE COMMUNITIES WE SERVE THROUGH THE DEVELOPMENT OF HOUSING AND COMMERCIAL REAL ESTATE PROJECTS. OUR PROJECTS ARE BASED ON THE NEEDS OF THE PEOPLE WE SERVE. INNOVATIVE SOLUTIONS ARE SOUGHT TO MEET THE NEEDS ONCE THEY ARE IDENTIFIED. OUR AGENCY IS FORTUNATE TO CREATE PROJECTS, WITH THE ASSISTANCE OF A VARIETY OF PARTNERS, FINANCIAL INSTITUTIONS AND FUNDING SOURCES, WHICH ARE OFTEN USED AS MODELS BY OTHER ORGANIZATIONS. AREA FIVE HAS CREATED MORE THAN 300 UNITS OF RENTAL HOUSING AND MORE THAN 30 HOME OWNERSHIP OPPORTUNITIES. HOUSING PROJECTS RANGE FROM SINGLE-FAMILY HOMES TO LARGE APARTMENT COMPLEXES. MANY PROJECTS ARE DEDICATED TO SPECIAL NEEDS POPULATIONS, INCLUDING SENIOR CITIZENS AND INDIVIDUALS WITH MENTAL ILLNESSES. COMMUNITY PROJECTS RANGE FROM SENIOR CENTERS TO CHILDCARE CENTERS AND FROM HISTORIC PRESERVATION OF LIBRARIES TO DOWNTOWN STREETS CAPES. OUR PROJECTS MEET A COMMUNITY NEED AND INVOLVE A VARIETY OF PARTNERS. PROFITS GENERATED BY THESE PROJECTS ALLOW US TO BETTER SERVE OUR CLIENTS IN ALL AREAS OF PROGRAMMING. THE ENERGY ASSISTANCE PROGRAM (EAP) IS DESIGNED TO HELP INCOME ELIGIBLE FAMILIES AND/OR INDIVIDUALS WHO ARE 60 YEARS OF AGE OR OLDER OR WHO ARE DISABLED AND/OR ARE IN A CRISIS SITUATION OF HAVING THEIR HEAT DISCONNECTED. EAPS IS OFFERED THROUGH THE COLD WINTER MONTHS TO INDIVIDUALS AND FAMILIES LIVING IN CASS, HOWARD, MIAMI, TIPTON, AND WABASH COUNTIES. THE ENERGY EDUCATION COMPONENT WAS ADDED IN 2002 IN AN EFFORT TO EDUCATE CLIENTS WITH SIMPLE LOW-COST, NO-COST METHODS OF REDUCING ENERGY CONSUMPTION. THE EAP SUMMER PROGRAM INCLUDES PROVIDING WINDOW AIR CONDITIONERS AND FANS TO ELIGIBLE PARTICIPANTS. THE WEATHERIZATION PROGRAM - PROVIDES THE NECESSARY SERVICES TO MAKE THE HOMES OF BOTH RENTERS AND HOMEOWNERS MORE ENERGY EFFICIENT BY UP TO 25%. OFTEN THESE ARE SIMPLE SERVICES SUCH AS WEATHER STRIPPING, INSULATING, ASSESSING GAS STOVES, CLEANING AND TUNING FURNACES AND INSTALLATION OF MORE EFFICIENT LIGHT BULBS. IF NECESSARY, NEW FURNACES OR HOT WATER HEATERS MAY BE INSTALLED FOR CLIENTS WHO ARE HOMEOWNERS.”

“Impairment loss - -88540;”

“Thousands of hours toward helping our families. We have a multifaceted mission that dreives our staff to either provide or make referral to services that are appropriate for participants. We have many tools available to us in the agency, as swell as within our community, that we utilize and share to make linkages to helpjust about anyone, and we challenge our staff, families and community citizens tohelp us build on this foundation.”