Collegespring Inc.

“Updated address; increased Board of Directors size from a minimum of 3 and maximum of 9 members to a minimum of 3 and maximum of 25 members; removed requirement that Board Member's terms be staggered.”

“CollegeSpring maintains minutes for the Board meetings, but does not maintain minutes for all committees of the Board. Each Committee Chair delivers a written and verbal update to the Board of Directors on a quarterly basis outlining key findings and decisions of the committee.”

“Draft Form 990 will be provided to all voting members prior to finalization via email for approval.”

“The Board of Directors, Officers, and Key Employees (Covered Person) are required to sign a conflict of interest policy and disclosure annually. Each Covered Person has an ongoing obligation to disclose any actual or potential conflict of interest as soon as it is known or reasonably should be known. Should an actual or potential conflict arise, the Covered Person is required to promptly submit a Disclosure Statement to the Board disclosing in good faith all relevant material facts. If it is determined that an actual or potential conflict of interest exists between the interests of the Corporation and a Covered Person with respect to a specific proposed action or transaction, the Corporation shall refrain from the proposed action or transaction until such time as the proposed action or transaction has been approved by the disinterested Directors. The minutes of the meeting shall reflect that the conflict of interest disclosure was made, the vote taken and, where appropriate, the abstention from voting and participation by the Covered Person. CollegeSpring maintains a conflict of interest policy for employees as well. Every employee, upon hire, is required to acknowledge and sign this conflict of interest policy. This policy is easily accessible within the payroll system and in the employee handbook and contains specific examples of prohibited activities and obligations to notify management in the event of a potential or perceived conflict.”

“Our annual review process of the CEO begins with a written self-evaluation prepared by the CEO against previously established goals and objectives for the year. This document is then circulated to the full Board for comment and is discussed in an Executive Session led by the Board Chair. The Board Chair makes a recommendation for any salary change and bonus for the CEO based this performance and on a periodic review of the compensation of the CEOs of comparable organizations. This review may include the review of the 990s of these organizations, data obtained form outside consultants, or other data as deemed relevant. This recommendation is discussed, amended if necessary, and then approved by the full Board functioning as the Compensation Committee. Following approval by the Board, the Chair, joined by the Chairs of the Finance and the Nominating and Governance Committees meet with the CEO in a formal performance and compensation review, which is then documented in writing. The compensation of the direct reports to the CEO is set annually based on the recommendations of the CEO, and approved by the Board.”

“Governing documents, policies, and financial statements will be provided upon request. Annual Reports and Financial Statements may be viewed on the Organization's website.”