Givemn

“Givemn incurred management and administrative fees of $440,612 to the saint paul foundation, who is a related organization.”

“The form 990 was submitted to the board of directors on august 7th for review and approval prior to submission to the irs.”

“Givemn follows the code of business conduct policy established by the saint paul foundation. This policy covers the areas of confidentiality, conflict of interest, ethics and reports of wrongdoing. The following outlines how the policy is being implemented: 1. Annually, the vice president of finance and operations reviews the conflict of interest policy with staff at the january all-staff meeting. Staff are required to sign a form stating that they have read and agree to comply with the terms of the policy. The vice president of finance and operations ensures that each employee has completed a signed form by the end of february following the january meeting. 2. Annually, the board reviews the conflict of interest policy, generally at their january meeting or during the month of january. Board members not in attendance at the particular meeting are contacted by a member of senior management and asked to review the policy. 3. New staff and board members receive the full code of business conduct policy with their orientation materials. They sign and return the form stating they have read and agree to comply with the terms of the code of business conduct policy. 4. Non-board members of board committees review the policy upon joining the committee and then annually thereafter, also in january. They also sign and return the form stating they have read and agree to comply with the terms of the policy. 5. Foundation consultants are given the executive summary of the code of business conduct policy as part of the independent contractor agreement.”

“The officers and executive director are paid by the saint paul foundation, which is a related organization. The saint paul foundation has the following compensation policy: ceo compensation and benefits: the saint paul foundation utilizes an outside third party consultant to conduct a custom survey to provide market benchmarking relative to the foundations' ceo position. The compensation survey is generally conducted every two years. The objective of the survey is to determine the level of compensation that would be considered competitive for the foundations' ceo compared to top executives of other nonprofits with particular attention to those of similar nature and asset size. The comparator group, currently fourteen local and national organizations, is reviewed by the board chair and executive committee. The comparator group reflects organizations with similar asset size, complexity of work and potential recruitment market. Competitive pay is determined by calculating a base market index. The calculation compares the foundations' ceo base annual salary to the median base annual salaries of the survey participants. A market index between 95 and 105 is generally considered to be matching market index. Benefit survey data is generally collected every three to five years and focuses on benefits provided exclusively to the ceo and top executives. Staff compensation: a comprehensive review of staff compensation using local industry and national community foundation survey data is generally conducted every two years. The objective of the comprehensive review is to determine comparable market pay for individual positions. From survey results, the mean (average) salary is defined as the market reference point (mrp). Minimum and maximum pay for each position is set at -/+ 20% of mrp, and pay is considered competitive when it is within 10% of a position's mrp. If a position is unique to the foundations, the mrp will be based on comparison to similar internal benchmarked positions.”

“The organization's conflict of interest policy and financial statements are available on our website. The organization's governing documents are available upon request.”