Young Mens Christian Assoc Mcgaw Inc

“The executive committee, which is a standing committee of the board of directors, shall consist of the elected officers of the association. The chair may appoint additional directors to serve on the executive committee, subject to the approval of the board of directors. Subject to such restrictions imposed by law, the executive committee has all the powers of the board of directors during intervals between meetings of the board of directors and must report all actions taken at the next meeting of the board of directors. A majority shall constitute a quorum for meeting of the executive committee, and any action taken by the committee shall be by vote of a majority of the committee members present and voting at a meeting at which a quorum is present.”

“The organization is a membership organization for purposes of the use of its facilities and programs.”

“The board of directors is elected by members at the annual meeting.”

“The association provides an electronic copy of the final version of form 990 to all board members for their review before it is filed.”

“An interested person must disclose the existence of the financial interest and be given the opportunity to disclose all material facts to the directors and members of committees with governing board delegated powers considering the proposed transaction or arrangement. All board members must sign an annual statement that they have read and that they will comply with the policy. An interested person may make a presentation at the governing board or committee meeting, but after the presentation, he/she may be asked to leave the meeting during the discussion of, and the vote on, the transaction or arrangement involving the possible conflict of interest. After exercising due diligence, the governing board or committee shall determine whether the organization can obtain with reasonable efforts a more advantageous transaction or arrangement from a person or entity that would not give rise to a conflict of interest. If a more advantageous transaction or arrangement is not reasonably possible under circumstances not producing a conflict of interest, the governing board or committee shall determine by a majority vote of the disinterested directors whether the transaction or arrangement is in the organization's best interest, for its own benefit, and whether it is fair and reasonable. In conformity with the above determination it shall make its decision as to whether to enter into the transaction or arrangement.”

“Annually, the human resources task force of the ymca of the usa sends to all y's their salary administration guideline recommendation. The guideline lists salary ranges and recommended merit increases. In addition they post on the website the us department of labor statistics. In support of these guidelines, salary ranges are based on subjective criteria, the arthur anderson "hay plan" developed in 2000. There is a point system rating for each job, which includes total revenue responsibility, managerial know-how, and decision complexity for each salary job. The human resources committee reviews the guidelines and recommends to the board chair and the executive committee an appropriate merit increase for the ceo. The hr committee consists of 7 individuals who are ymca members and/or independent volunteers. The board chair completes an employee status change form authorizing the merit raise and this form is permanently kept as part of the ceo's payroll records in the finance department. Officers' and key employees' compensation and merit increases are determined in a similar manner using the hr committee to give guidance using the "hay" pointing system for compensation levels within a specified range for the related responsibilities and experience, and developing ranges of increases that adhere to specific performance appraisal results and overall budget guidelines developed to apply increases. The ceo reviews the performance of all direct reports as well as job salary scales for all key employees.”

“Annually, the human resources task force of the ymca of the usa sends to all y's their salary administration guideline recommendation. The guideline lists salary ranges and recommended merit increases. In addition they post on the website the us department of labor statistics. In support of these guidelines, salary ranges are based on subjective criteria arthur anderson developed the "hay plan" in 2000. There is a point system rating for each job, which includes total revenue responsibility, managerlal know -how, and decision complexity for each salary job. The human resources committee reviews the guidelines and recommends to the board chair and the executive committee an appropriate merit increase for the ceo. The hr committee consists of 7 individuals who are ymca members and/or independent volunteers. The board chair completes an employee status change form authorizing the merit raise and this form is permanently kept as part of the ceo's payroll records. In the finance department, officers' and key employees' compensation and merit increases are determined in a similar manner using the hr committee to give guidance using the "hay" pointing system for compensation levels within a specified range for the related responsibilities and experience, and developing ranges of increases that adhere to specific performance appraisal results and overall budget guidelines developed to apply increases. The ceo reviews the performance of all direct reports and job salary scale for all key employees.”

“The governing documents, conflict of interest policy, and financial statements are available upon request.”

“The mcgaw ymca has been responding to our community's most critical social needs for 129 years. We use social responsibilty as our institutional compass by understanding and evaluating our programs and ensuring that the ymca offer the right combination of programs and services that reflect our core values, social justice and social responsiblity. Besides offering critical and impactful programs and the financial assistance and subsidies to allow access to children and families in the community, collaboration with other agencies and community organizations is key to achieving our goals. During the year we continued as the initiating collaborator for a team of leaders from the evanston community as part of the ymca of the usa's "pioneering healthy communities " that addresses health deparities in the community by helping our city make policy and environment changes to reduce childhood obesity, focusing on childhood ages 0-5. We also have expanded our partnership with northwestern university on a new diabetes control program to determine if community-based weight management programs can help adults living with type 2 diabetes improve therir health and prevent heart disease. In fy2014 our y formally began its support and involvement in the newly launched evanston initiative, cradle to career, which is an effort to mobilize community assets to make a lasting difference in the lives of our children and youth, with a vision that by age 23 all evanston young adults will be leading productives lives, building on the resources, education, and support that they and their families have had to help them grow into resilient, educated, healthy, self-sufficient, and socially responsible adults.”

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