Dickinson Center Inc.

“A copy of the 990 is forwarded electronically via email or presented in hard copy to the board members for review and approval prior to filing.”

“Each new employee, board member and volunteer must read the dickinson center conflict of interest policy and complete an affirmation of compliance and disclosure statement. The human resources department (hr) will supply these items. Annually, hr will send the conflict of interest policy, affirmation of compliance, and disclosure statement to all employees, board members and volunteers. Employees, board members and volunteers are under uninterrupred obligation to disclose any actual or potential conflicts of interest. This will be done by completing and returning the disclosure statement to the hr department. This statement can be obtained from the hr department. Completed documents are kept in the individual personnel files of employees. The board secretary keeps the board members' completed forms on file. If the affirmation of compliance and/or disclosure statement reveal a potential conflict of interest, hr will notify the chief executive officer (ceo) or in his/her absence the chief operating officer. The ceo will take appropriate action and will notify the board. If the potential conflict of interest is revealed by the ceo/designee or a board member, the board chairperson will review this matter with members of the board and take appropriate action. If it involves the chairperson, the disclosure will be made to the secretary of the board who will send a copy to the ceo/designee. The procedures for addressing conflicts of interst with respect to a specific transaction are discussed in section v of the conflict of interest policy.”

“Dickinson center, inc. Is required to follow the state modification classification review (mcr) system because it receives funding from the department of public welfare. The mcr system is used to classify jobs and determine pay ranges. Dickinson center, inc.'s compensation plan complements the mcr system by outlining employee benfits, promotions/demotions, pay raises, etc. The mcr system and compensation plan cover all employees, including the ceo. All changes to the compensation plan must be approved by both the dickinson center board and the county mh/mr administrators. Periodically, the dickinson center leadership team and the board informally compare the dickinson center's compensation structure to benchmarks produced by the pcpa benchmarking initiative. The last comparison took place in 2012. The dickinson center's compensation plan calls for annual merit increments (raises) based on an annual evaluation rating of good or better and less than two disciplinary actions per year. The annual increments typically range from 2-5% depending on funding allocations.”

“Same process described in response to question 15a”

“Agency governing documents, conflict of interest policy and financial statements are made available to the general public upon request.”

“Other programs: community habilitation, case management, student assistance program, supported employment, life, emergency/crisis services, mobile prp, drop in center, partial hospitalization program, home & community hab, forensics, family based services, peer support, elkwood arts, parents as teachers, staying connected w/your teen, total health program, etc.”

“Rounding 2 total 2 rounding”