Central Indiana Corporate Partnership Inc

“The seven-member cicp executive committee will review the return before authorizing for distribution to the board of directors. As soon as possible after that meeting, the form will be emailed to the full board with an explanation regarding the required procedure; an explanation that the form has been reviewed by management and the executive committee and we encourage the board members to contact management with questions and concerns. The full board will have an opportunity to discuss the return at the august 2021 board meeting, before the return is filed.”

“Each director, officer, and staff member annually receives a conflict of interest questionnaire through which he or she is asked to confirm or report the following: (i) that he or she has read and understands cicp's conflict of interest policy (which imposes upon directors, officers, and staff a continuing, affirmative duty to report any personal ownership, interest, or relationship that might affect his or her ability to exercise impartial, ethical, and business-based judgments in fulfilling their responsibilities to cicp); (ii) that he or she is in compliance with the policy; (iii) that he or she is reporting (with his or her completed questionnaire) all actual or potential conflicts of interest that arise as a result of his or her role with cicp, and each position that he or she holds as a director, trustee, officer, or employee of any other nonprofit organization; and (iv) that he or she will report promptly any changes in the information reported in his or her questionnaire or in any other matters that might affect compliance with the policy. The executive assistant to the ceo collects and reviews the questionnaires as they are returned, alerts the ceo to any conflicts that have been reported, and makes sure that all who are required to complete a conflict questionnaire have done so. When an individual reports an actual, potential, or perceived conflict of interest, cicp follows the procedures outlined in its policy for disclosure of conflicts to the applicable body of decision-makers and recusal of individual(s) with conflicts from the decision-making process. Pursuant to the policy, the cicp board is responsible for the oversight of, and action regarding, all disclosures and/or failures to disclose.”

“Cicp's ceo and cfo's performance and compensation is reviewed, analyzed, and set by the cicp executive committee, which uses a distinct set of comparable to the compensation of other executives in similar positions in other organizations. Additionally, in 2020 cicp engaged mercer, a national hr consultancy firm, to work with cicp to develop and articulate a formal compensation strategy and pay analysis of cicp's president and ceo, chief financial officer, and six branded initiative president and ceo positions (eight total executive positions). The mercer report includes recommendations regarding cicp's executive compensation philosophy; analysis of each incumbent's position in the competitive market for each component of compensation analyzed; guidelines for executive pay positioning based on experience, performance, market movement, etc.; a prevalence analysis of supplemental benefits and perquisites received by executives; and recommendations regarding executive compensation program modifications in order to increase alignment with cicp's executive compensation philosophy and market best practices. The mercer report was adopted by the cicp executive committee at its november 10, 2020 meeting. Several key employees are reviewed by their respective executive committees or designated subcommittees on an annual basis, including 2020. In 2020, the executive committee board chairs for all branded initiatives engaged in mercer's process to produce a report, similar to the document prepared for cicp's ceo and cfo, which was approved in a meeting of the board chairs on november 2, 2020. Each year each key employee submits a written self-assessment to the appropriate committee prior to the meeting at which compensation is addressed. The committee receives a list of compensation comparable from the cicp cfo. The list compares each employee's compensation against that of other executives in similar positions in other organizations, the findings of the mercer study as well as the compensation history for the individual. At the meeting, the individual may review the self-assessment with the committee. The information provided is used to determine any compensation adjustment to be made. The chairman of the reviewing committee and one other member meet with the individual and review the conclusions of the group regarding performance and compensation adjustment, if any. The compensation terms and results of the meeting are documented and forwarded to cicp's cfo. The documentation usually reflects (i) the date on which the compensation was approved, (ii) the members of the committee who were present and voted on the compensation terms, (iii) the comparability data that was obtained, reviewed, and relied on by the committee (and how the data was obtained and used), and (iv) any recusal or withdrawal by a member of the committee who had a conflict of interest with respect to the compensation (the last point is an unlikely scenario).”

“Cicp's governing documents, conflict of interest policy and financial statements are available to the public upon request.”

“The 2020 form 990 is being amended to provide additional disclosure surrounding the determination of the 2020 compensation. In 2020 cicp engaged mercer, a national hr consultancy firm, to work with cicp to develop and articulate a formal compensation strategy and pay analysis of cicp's president and ceo, chief financial officer, and six branded initiative president and ceo positions (eight total executive positions). Additional details provided on form 990,part vi, section b, line 15 disclosures.”

“Sharing of paid employees: central indiana corporate partnership, inc. (cicp) is affiliated with cicp foundation, inc., and 16tech community corporation (16tech), 501(c)(3) corporations, bc initiative, inc., (bci), cleantech systems solutions (css) and ascend indiana strategies (ais), for profit c corporations. Cicp employs all who provide services to the six entities. Based on information provided by cicp foundation, ais, 16tech, css, and bci, cicp allocates salary and benefit costs to the foundation, ais, 16tech, css, and bci, and is regularly reimbursed for those costs. Cicp has a shared services agreement with cicp foundation. Cicp employees may work on programs funded through cicp foundation. In most cases the time spent would be allocated to cicp foundation and reimbursed to cicp. Employee time spent on for-profit affiliated entities is always reimbursed.”

“Other expenses: as discussed in the schedule o reference to form 990, part ix, line 5-line 10, cicp has a compensation agreement with cicp foundation, inc., ascend indiana strategies, 16tech community corporation, and bc initiative, inc. The amount listed on line 24d is expressed as a negative dollar value as it represents salary reimbursement made to cicp. Because this amount is not a true expense to cicp, we have determined the $-9,899,209 should not be included on cicp's functional expense salary line, but broken out on part ix, line 24d as shown. Basis of accounting: modified cash basis as employed by cicp for the consolidated financial audit is as follows: cicp recognizes cash receipts that are designated for current year operations when received. Thus, multi-year pledges are not recorded as income until the cash is received. Cash received for multi-year grants is recorded as deferred income and is recognized as income when associated expenses have been incurred. Expenses are accounted for using the gaap accrual method.”

“Committee oversight of audit: the executive committee assumes responsibility for oversight of the audit of its financial statements and selection of an independent auditor. There has been no change from the previous year.”

“Cicp foundation, inc. Provided a grant to central indiana corporate partnership, inc. (cicp) in the amount of $90,000 in 2020. The grant is restricted to use for exempt purposes. It is restricted to workforce development efforts.”