Northeastern Illinois Area Agency on Aging

“No committees are authorized to act on behalf of the governing body”

“A copy of the form 990 is given to the fiscal manager for review and comparison to the in house accounting software records for accuracy.”

“The conflict of interest policy is distributeed annually and signed by directors. If a potential conflict should arise in the interim, the executive director would approach the director or officer or key employee implicated and clarify the situation.”

“Every 2-3 years the metropolitan chicago area agencies on aging initiate a salary survey to evaluate our abilities to compete for talent in the chicago metro area. The responsible area agency may choose an in-house process or establish an agreement with an outside contractor. The survey is disseminated among comparable agencies, i.e. Other area agencies on aging, non-profits of similar size and similar staffing needs, larger nonprofits to which we have lost staff--aarp, dhhs-adiminstration on aging, hospitals, long-term care providers. Consultants have introduced data from entities such as guidestar, towers non-profit, watson wyatt. The bureau of labor statistics is routinely included. Customary questions are asked in the survey--wages, benefits, educational requirements, etc--and responses are fashioned into comparable data tables. The area agencies on aging share the data. Next, our current benefit and compensation packages are compared to the data tables. Results of the comparison are shared with the agency operations committee, a sub-committee of the board of directors. If the analysis indicates that the current aaa benefits, and/or compensation packages put us at a disadvantage for attracting/retaining competent staff, adjustments are recommended to the agency operations committee for their consideration. This discernment process often requires several meetings before the committee sends a recommendation to the full board. Deliberations are documented by committee minutes. The final compensation and benefits are at the approval of the board of directors and subject to available resources. All positions, including the executive director, are subject to this process. Substantiation of these deliberations is documented by board minutes. Additionally, increases for the executive director are driven by performance which is evaluated annually by total board membership and those advisory council members serving on the agency operations committee. Annual evaluations are available for review. Actions related to executive compensation are documented by committee and board minutes.”

“Upon receipt of written request the organization will provide copies of the requested documents.”

“The process did not change from the prior year.”