Rocky Mountain Community Development Corporation

“The 990 is completed by the organization's cpas and approved by the board of directors. The completed form 990 is provided to the ceo and the board of directors. The cpas review the form 990 with the ceo who then reviews the form 990 with the board of directors. Changes/corrections are made by the cpas based on the direction of the ceo and board of directors, if applicable, once changes/corrections have been completed the form 990 is reviewed a second time by the ceo who then approves the form 990 on behalf of the board of directors.”

“Conflict of interest policy requires that employees protect company information and avoid outside activities or relationships which do or could adversely influence employee decisions or actions on the job. Conflict of interest situations, which could arise while moonlighting for a competitor of the organization, should also be avoided. Other examples of conflict of interest could be serving as a board member or director or a competing organization, holding financial interest in a competing organization or being self-employed in an occupation which competes with rocky mountain community development corporation, or ownership, partnership, or personal involvement in supplier companies or distribution outlets related to company business. If employees have any questions whether a situation is a conflict of interest, they must discuss the matter with their immediate supervisor. If it remains unresolved, they must refer the matter to the human resource director for a final determination.”

“The compensation philosophy for pay increase for administration as approved by the board of directors. The philosophy is documented in a plan with administrative guidelines. It is the belief that design and administration compensation has a significant impact on the job satisfaction, productivity, labor turnover and consequently the organization's missions and goals. Pay increases may be granted if determined appropriate by management and/or board of directors. The total and department amounts available for such wage increases, if any, will be determined solely by management and /or board of directors, based upon the company's financial condition. Compensation philosophy: as a non-profit services organization, at rocky mountain ser we recognize that our employees are our most important asset and our principle source of competitive advantage. To achieve our corporate objectives, we must attract, retain and motivate the most highly qualified and capable work force. We reward employees who demonstrate capability and produce results which support our organization's goals and objectives, within our ability to pay. We utilize performance- based pay plans, in addition to our base pay programs. These plans may vary for one job group to another. All plans are intended to reward employees who achieve and exceed targets for their formal written goals. In addition to cash compensation opportunities, compensation benefits programs which addresses our employees' health and welfare, and capital accumulation needs or concerns. All programs are contributory in nature and designed in a very flexible manner to enable employees to select the coverage most consistent with their needs and circumstances. Matching contributions to our 401k plan will be contingent upon the achievement of all established financial targets. Merit will be distributed for each diversion in a range of 2% below expectations, 4% meets expectations, 6% exceeds expectations. Anything over 6% will need the approval of the ceo. Cost of living adjustments are also taken into consideration for compensation.”

“See ceo, ed, or top management official for explanation on process”

“The 990 is available via the website www.guidestar.org. Governing documents, conflict of interest policy are available to public upon request.”

“Professional fees: accounting 1,060 0 0 interest expense 29,048 0 0 bank fees 186 0 0 insurance 6,946 0 0 property taxes 13,602 0 0”