YMCA Foundation of Greater Indianapolis

“The form 990 is distributed to all members of the governing body for review and comments. This entire process takes place before the filing of the return.”

“The conflict of interest policy covers all volunteers and officers. Policy volunteers on our board of trustees and officers are required to update and sign the disclosure statement annually. Human resources management of the ymca of greater indianapolis reviews the disclosure statements. The senior director of benefits and compensation in conjunction with the appropriate branch executive determine whether a conflict exists. The sr. Vice president/cfo reviews the volunteer disclosure statements and prepares the list of conflict of interest transactions for review by the board of directors. At the august 2013 board of directors meeting the board asked interested persons to step out of the meeting while they reviewed the list of conflict of interest transactions. The board acknowledged the conflicts of interest and business relationships and recommend continuing the same relationships. Persons with a conflict of interest are prohibited from participating in all deliberations and decisions surrounding the identified potential conflict of interest transaction. Policy volunteers with conflicts of interest are excused from meetings and cannot weigh in or vote on transactions surrounding the identified area of conflict. Staff members with conflicts of interest do not participated in any decisions surrounding the identified area of conflict.”

“Compensation for the organization's president & ceo and cfo is paid by the ymca of greater indianapolis, inc. (ymca), a related tax-exempt organization. The process used by the ymca to determine compensation is described below. Ymca's executive compensation committee meets in early march each year to review the ceo's accomplishments against agreed upon goals set for the previous year. Using the organization's merit increase and/or incentive pay guidelines, along with recommended salary and compensation range data approved by the leadership development and executive compensation committees, the ymca's executive compensation committee agrees upon the performance level achieved and the corresponding merit increase and/or incentive pay amounts. The executive compensation committee's recommendation is then approved at the next executive committee meeting. Article viii of the bylaws of the association establishes the authority of the executive committee to act as the board of directors in the management of the association. Comparability data is supplied by yusa, as well as data supplied by sullivan center, executive compensation consultants (an independent compensation consultant). This data is used to compare the ymca's officers and key employees salaries with like positions in the top 30 ymcas (the north american urban group ymcas). Additionally the salaries are compared with like positions in both the for-profit general industry sector and the not-for-profit sector. Documentation of these decisions was kept by the ymca's executive compensation committee. This process was last undertaken in 2013 for the ceo & president and cfo.”

“The organization makes it governing documents, financial statements and conflict of interest policy available to the public upon request.”

“The mission of the ymca of greater indianapolis is to put christian principles into practice through programs that enhance personal growth and health of spirit, mind, and body for all. The gifts from donors to the ymca foundation of greater indianapolis become assets which generate investment income. Disbursements of earned income, in the form of grants, ensure that the needs of the ymca can be met now, and in the future as conditions inevitably change. The ymca foundation of greater indianapolis generates a concentration of earned income from which greater good can be accomplished. In doing so, the community's needs, which are changing, can be addressed year after year.”