National Resident Matching Program

“Committees of the board shall be standing or special. The executive committee, finance committee, audit committee, governance committee, data release and research committee, policy review committee, and compensation committee shall be standing committees. Every committee shall consist of at least three, but not more than ten members of which there must be two directors and a majority of its membership shall be directors. Except for the executive committee and the audit committee, all standing committees must have at least one student and at least one resident. All committee chairs and committee members shall be appointed by the chair with the approval of the board. Between meetings of the board, the executive committee shall have and exercise all of the authority of the board in the management of the corporation, except to the extent, if any, that such authority shall be limited by resolution of the board. The delegation of authority to the executive committee shall not relieve the directors of any responsibility imposed upon them by law.”

“The form 990 is prepared by an independent accounting firm with information provided by the organization's management. A draft of the form 990 is provided to each member of the board for review and to request changes prior to filing.”

“All directors, officers, and committee members with power designated by the board of directors are required to annually disclose any potential conflicts of interest, as well as if any arise throughout the year. It is the responsibility of the board, minus the interested person, to determine if a conflict of interest will impact decision making. If a conflict is found, the interested party is not allowed to participate in discussion or voting on the matter.”

“The president's salary, salary increases, benefits and/or bonuses shall be set forth by a compensation committee comprised of the chair, chair elect, and past chair of the board of the national resident matching program. A market pricing analysis was performed by culpepper and associates to determine recommended salary ranges. They analyzed job content data and conducted a market pay analysis, benchmarking other non-profits across the country (excluding ny and ca) to develop competitive market pay rates. Last reviewed in 2022. Culpepper and associates reviews the movement of salary ranges for similar positions, as well as the average salary increases for employees in the nonprofit sector. The senior team and ceo positions were included in this review. The process described here was last completed in 2022.”

“The organization does not make its governing documents, conflict of interest policy, and financial statements available to the public.”