United Way of Greater Toledo

“The 990 is completed by the independent accounting firm and reviewed by united way of greater toledo management. The board treasurer and members of the finance/audit committee review and accept the return. Upon acceptance, the final draft is sent via e-mail to the entire board of trustees for their review one week prior to the filing due date.”

“Disclosure requirements are included within the conflict of interest policy which is distributed annually to the board and staff. We acquire signed acknowledgement of the policy and monitor to 100% participation.”

“Program philosophy and objectives united way of greater toledo's ("uwgt or "the organization") 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 advance the mission and improve the overall performance of the organization. Uwgt'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 for the organization by supporting teamwork and collaboration. -ensure pay is perceived to be fair and equitable. -be flexible to reward individual accomplishments as well as organizational success. -ensure the program is easy to explain, understand and administer. -balance the need to be competitive with the limits of available financial resources. -ensure the program complies with state and federal legislation. Executive compensation program program elements elements of the executive compensation program include: base salary, short term incentives, long term incentives, perquisites, benefits, executive supplemental benefits, supplemental retirement plans, bonuses, defined benefits, defined contribution, and any and all benefits used as compensation or incentives for the executives. Program market position united way of greater toledo considers relevant market positions of comparable national, regional and/or local organizations, as reported in independent surveys, in establishing the market analysis used to determine the organization's pay grades and pay ranges. Target comparators are comparable to uwgt in size and operational complexity. Comparators shall be comprised primarily of not-for-profit organizations; however, for-profit organizations may also be considered for functionally comparable positions. Uwgt conducts a complete review of its total compensation structure every three to five years to assess its competitiveness. Understanding the market for executive talent may be broader, the executive compensation committee may choose to use additional market segments and published compensation surveys as a supplement to the standard market position comparators. Together these market segments may be used to form a "market composite' to assess the competitiveness of executive compensation. Uwgt manages its base pay around the 50th percentile of relevant market positions. Programs are designed to be flexible; so, compensation can be above or below the 50th percentile based on experience, performance and business needs to attract and retain specific talent. Incentive plan compensation for ceo to reinforce a pay-for-performance culture, incentive compensation may be offered at 5% annual target. Awards under the plan will be based on successful achievement of predetermined goals and objectives which align with the mission and values of uwgt. Governance and process united way of greater toledo's executive compensation program is administered by the executive compensation committee. The executive compensation committee is responsible for establishing and maintaining a competitive executive compensation program for the ceo, as well as any key employee whose compensation falls within the upper third of the established pay grade. The executive compensation committee meets annually to review the executive compensation program. The committee utilizes the organization's compensation program market position process and established pay grades and pay ranges to evaluate the executive compensation program, and ensure it falls within a reasonable range of competitive practices for comparable positions among similarly situated organizations. The committee makes recommendations for any executive compensation program changes to th”

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

“Uncollectible pledges -244,814. Change in value of beneficial interest in perpetual trust 85,081. Rounding 2.”

“The process used has not changed.”