YWCA Metropolitan Chicago

“Members - anyone at least six (6) years of age may join the association. Anyone contributing $1 or more in cash or securities annually, or signing an annual pledge to support the mission of the association, shall be a member of the association. Voting - in any proceeding in which voting by members is called for, each member twelve (12) years of age or older, in good standing, shall be entitled to cast one (1) vote. The voting members, acting in accordance with provisions in the bylaws, shall be responsible for: (a) electing a board of directors to whom they delegate responsibility for the direction of the association; and (b) voting on matters requiring a member vote, as determined by the board of directors. New members of the board are elected annually by voting members from candidates recommended by the nominating committee of the board. Each director's term of office will be two years. Director may serve no more than four (4) full terms in succession.”

“See response to part vi, question 6”

“The members elect the board and vote on changes to the bylaws. See response to part vi, question 6.”

“Governing body review of form 990 - the board retains the services of an independent cpa firm to prepare the organization's form 990. Management reviews the completed form 990 and provides a full copy to all voting members of the board prior to filing. The board is provided a reasonable amount of time to review and ask any questions to management who can contact the cpa firm if necessary. A meeting or conference call is scheduled for the cpa firm and organization management to discuss the form 990 with the audit committee prior to filing.”

“Officers, directors and key employees are annually required to complete a conflict of interest disclosure statement. Potential conflicts are logged with and monitored by the chief financial officer and audit committee.”

“Ceo/executive director compensation - the president of the board of directors appoints a search committee to fill a vacancy in the chief executive officer position. This committee ensures appropriate compensation by reviewing market standards for comparable size agencies before hiring the ceo, which will be commensurate with experience and background. After the ceo is hired, the president appoints a compensation committee to conduct the annual performance review of the chief executive officer and determine appropriate compensation. The annual performance review includes performance objectives on quantitative and qualitative metrics. If these measures are not achieved the ceo compensation could be affected. The chief human resources officer is responsible for the development and administration of salary grades and salary standards based on job analysis, job evaluations, pay structures, salary surveys, government regulations, market analysis and internal policies to ensure the existence of a fair and equitable compensation system. Annual review of the compensation system and annual employee salary reviews ensure adjustments reflective of changes in responsibilities and/or the marketplace.”

“Public disclosure of documents - governing documents and financial statements are available through applicable governmental agencies; the conflict of interest policy is available upon written request.”