Inland Empire United Way

“It is the inland empire united way's policy that the board of directors review the irs form 990 before it is filed with the irs. A board resolution is not required in order for the form 990 to be filed. The means of delivery shall be via e-mail to each director's email address.”

“Before assignment as a member of the board, commitee member, or inland empire united way (ieuw) employee and annually thereafter, volunteers and staff will be asked to disclose the following: a) current united way volunteer and staff assignments, b) board memberships of voluntary organizations, c) contracts and/or volunteer services with system partners, d) staff or board associations of immediate family members and e) and other possible conflicts of interest related to potential service providers. Throughout their terms of appointment and employment with ieuw, volunteers and staff are responsible for identifying potential conflcts of interest as they arise. Annually, the officers, directors and employees of ieuw will be emailed ieuw's conflict of interest policy or duality of interest certification. Each recipient will either manually or electronically complete the conflict or duality of interest certification and return it by email or mail it to the cfo of ieuw. The cfo will then summarize and review the certification for completeness. In the event that a potential conflict or duality of interest for any volunteer or employee of ieuw is revealed, those certifications will be forwarded to the chair of the board of directors. All certifications will be kept on file. The chair then decides whether a) the volunteer (s)/ employee(s) should leave the room during the discussion, review and voting in connections of the matter; or b) whether the volunteer (s)/employee(s) remain in the room for any portion of the discussion, review and voting. Volunteer (s)/staff with a conflict of interest must abstain from voting. Funded agency representatives board, staff or volunteer) should offer to excuse themselves from any meeting when their organization is discussed in any matter whereby that organization might be materially affected. There may be time when it will be approprate for agency representatives to participate in planning and decision making. The group will make the determination. All disclosures, withdrawals and abstentions will be recorded duly in the minutes of the meeting.”

“Inland empire united way's primary objective is to provide a reasonable and competitive executive total compensation opportunity consistent with market-based compensation practices for individuals possessing the experience and skills needed to improve the overall performance of the organization. The organization's executive compensation program is designed to encourage the attraction and retention of high-caliber executives; provide a competitive total compensation package including benefits; strongly support and further transition to a "pay for performance" culture through the use of incentives for key employees; reinforce the goals of the organization by supporting teamwork and collaboration; ensure that pay is perceived to be fair and equitable; be flexible to reward individual accomplishments as well as organizational success; ensure that the program is easy to explain, understand and administer; balance the need to be competitive with the limits of available financial resources; and ensure that the program complies with state and federal legislation. While ieuw focuses on comparable united way organizations nationwide to benchmark pay, we also understand that the market for executive talent maybe broader than this group. Market information from additional market segments, private foundations, and published not-for-profit compensation surveys may be used as a supplement. In addition, ieuw may also collect other published survey data, when appropriate, for for-profit organizations for specific functional competencies such as finance and human resources. Together with data from inland empire united way the comparable united way organizations, data from these market segments are used to assess the competitiveness of compensation. In general, ieuw positions total compensation, including benefits, at the median of the market. Programs are designed to be flexible so that compensation can be above or below the median based on experience, performance and business need to attract and retain specific talent. Ieuw's executive compensation program is administered by the executive committee of the board of directors. The executive committee is responsible for establishing and maintaining a competitive compensation program for the key executives of the organization. The committee meets to review the compensation program and make recommendations for any changes to the board of directors, as appropriate. The executive committee commissions an annual review to evaluate the organization's executive compensation program against the competitive market. The evaluation is reviewed in the spring of each year and is intended to ensure that the compensation program falls within a reasonable range of competitive practices for comparable positions among similarly situated organizations. Following this review,the committee reviews and approves for selected key executives base salaries and annual incentive opportunity adjustments and objectives and goals for the upcoming year's annual incentive plan. The committee reviews and recommends to the board of directors salary approval and incentive awards for the chief executive officer.”

“The governing documents, conflict of interest policy and financial statements of the inland empire united way are made available to the public upon request. The financial statements are also available via our organizations's website: www.iscuw.org.”

“Prior year adjustments after tax return filed -34,021.”