Ohio Aerospace Institute

“Every board member is a key employee of a university or business that the institute does business with.”

“The ohio aerospace institute (oai) is a nonprofit corporation with members. As defined by the irs, "member" means any person who, pursuant to a provision of the organization's governing documents, or applicable state law, has the right to participate in the organization's governance. Members have the right to elect or appoint one or more members of oai's governing body. The following section more fully describes the composition, term lengths, voting rights, and decision-making procedures of the oai board of trustees: there shall be up to twenty (20) trustees, consisting of six (6) trustees, each affiliated with one of ten (10) specified ohio academic institutions ("academic trustees"); up to three (3) trustees who are not directly affiliated with any organization represented by the academic trustees, industry trustees or ex officio trustees ("independent trustees"); plus up to five (5) ex officio trustees (having full voting rights at their discretion). At any time only six (6) academic trustees shall serve, each for three (3) year terms on a rotating basis, and up to six (6) industry trustees; up to three (3) independent trustees; and up to five (5) ex officio trustees, consisting of one person recommended by the chancellor of the ohio board of regents; one person recommended by the director of the ohio department of development; one person recommended by the nasa glenn research center; and, one person recommended by the united states air force research laboratory. A quorum at any meeting of the board of trustees shall consist of at least two-thirds of the trustees then eligible to vote. Business shall be determined by the affirmative vote of not less than a majority of the trustees then in attendance and eligible to vote. In addition, an affirmative vote of at least three-forths of the trustees in attendance and eligible to vote shall be required to dissolve the corporation, or to modify the number or classes of trustees. The trustees shall not receive salaries, fees or compensation for their service as trustees or their attendance at any meeting or committee meeting of the board of trustees.”

“The oai chief financial officer is responsible for compiling the data requested by the tax consultant to prepare the initial draft of the form 990. After an internal process of reviewing the draft for accuracy and completeness, a draft copy is made available for review to each of the members of the oai audit and finance committee prior to filing with the internal revenue service.”

“The oai human resource department (hr) is responsible for the electronic distribution, retrieval, storage and initial follow-up in obtaining annual conflict of interest forms from all oai board members, staff and volunteers. To further ensure compliance with the policy, hr provides the oai vp, finance and operations, with a list of delinquent respondents, if any, for his reference and ultimate resolution.”

“The oai employee compensation review process is transparent, yet confidential, and well-documented in the oai policy manual. Each year that process establishes the recommended range of salary adjustments for all oai employees for the next fiscal year. In turn, that range is vetted among and between oai senior management, presented to the oai board of trustees, and approved within the context of the annual oai operating budget framework. Changes in compensation for all oai staff are based upon the employee's job performance and dependent upon the underlying financial condition of oai. Also, salary increases for individual employees are based upon merit; there are no mandatory increases due to cost of living adjustments, length of service, etc. Hr is responsible for coordinating the continuing internal review of all compensation by making certain that each job is evaluated and assigned a job grade and salary range. Oai has separate salary structures for exempt and non-exempt classifications. Annualy, hr leads and monitors the compensation review process to ensure that compensation is nondiscriminatory, competitive, and in compliance with federal, state and local regulations. Consequently, hr routinely conducts compensation surveys and/or updates previous surveys prepared by oai's independent compensation consultants. Oai's chief executive officer reviews the performance of senior officers and utilizes the survey results to assist in determining their salary adjustments. Concurrently, the board chair works in concert with hr to recommend the ceo's compensation changes. All officer compensation changes are shared with the full board and approved as part of the annual operating budget cycle.”

“Governing documents are available for on-site inspection and review upon request.”

“To promote such education and research by securing and providing funds and other assistance to colleges and universities in ohio for developing and providing courses, curricula, seminars and other educational programs and educational materials in aerospace science and engineering. To advance aerospace-related capabilities through university/industry/government collaboration; to be a catalyst for building teams among universities, industry and government for the purpose of adapting aerospace technology to commercial applications. To promote and further the transfer of aeronautical and space technology between the united states public and private sectors; to contribute to the development of a strong and competitive u.s. Workforce in aerospace related discipline areas through the provision and promotion of experiential learning opportunities such as internships and cooperative education experiences in a variety of settings; to encourage the participation of underrepresented minorities, women, and persons with disabilities in aerospace related graduate and undergraduate education and academic research, and experiential learning opportunities, in order to enhance national competitiveness with a talent pool that reflects the diversity of society and to assist member institutions in meeting their individual affirmative action/equal opportunity goals.”

“The process has not changed from the prior year.”