The Sinnissippi Foundation

“The board of directors, by resolution adopted by a majority of the directors in office, may designate one or more committees, each of which shall consist of one or more directors, and such other persons as the board of directors may designate the committees, to the extent provided in said resolution and not restricted by law, shall have and exercise the authority of the board of directors in the management of the corporation, but the designation of such committees and the delegation thereto of authority shall not operate to relieve the board of directors, or any individual director, of any responsibility imposed upon it, him or her by law.”

“The form 990 is prepared by an independent accounting firm. A draft copy of form 990 is provided to the governing body (board of directors) for review by the return preparer prior to filing. The organization's director and other members of the accounting department are also provided a copy of the return for their review. If changes are necessary, they are reported to the return preparer and incorporated into the final return.”

“The conflict of interest policy covers employees, directors, officers and board members. According to the policy, and individual must disclose the existence of the financial interest and be given the opportunity to disclose all material facts to the directors. Once all facts are disclosed, the remaining board will vote on whether a conflict of interest exists. The board will also discuss other alternatives and determine whether the transaction or arrangement is in the organization's best interest and whether it is fair and reasonable. Conflict of interest discussions are documented in the minutes of the board of directors. If the board has reasonable cause to believe an interested person has failed to disclose an actual or possible conflict, it shall inform the person, and give him/her an opportunity to explain the alleged failure to disclose. The board shall then take appropriate action.”

“The final decision for determining individual employee compensation includes a review and approval by the board of directors for the ceo and independently for other sinnissippi foundation staff by the ceo. Although these are either board or an independent decision by the ceo, a prior approved structured salary system that is updated annually is adhered to. Those annual updates and/or adjustments are normally driven by the national cpi and eci indexes. Within the structured salary system, a performance quartile schematic is used. The schematic allows for six (6) difference levels of performance grading, along with four (4) separate quartiles with 0-2% percentage range separation for each performance level. Another document that is used is the fiscal year salary range by quartile form for each position that has been approved for sinnissippi foundation staffing. This form has each position listed by title, labor grade, and the four (4) quartiles illustrating the spread of salary designated for each position. The review of the ceo position is done with input from the sinnissipi centers, inc. Board of directors and the final compensation determination made by the sinnissippi foundation board of directors. Also taken into consideration, for comparison purposes is salary survey information for highly compensation positions within the private not-for-profit behavioral healthcare providers in illinois. This survey in the past has been conducted by mass and associates of illinois. As for the other sinnissippi foundation positions, the ceo performs those reviews and makes those salary determinations. Those compensation decisions and determinations have generally followed the same percentage increases given to the ceo on an annual basis.”

“The organization's governing documents, conflict of interest policy and financial statements can be obtained upon request.”