Greater Minneapolis Convention and Visitors Association

“The executive committee may act in place and stead of the board of directors between board meetings on all matters. Actions of the executive committee are reported to the board for ratification. The executive committee is comprised of the chair of the board as chair of the committee, the vice chair, the president, the secretary, the treasurer, the immediate past chair of the board, at least three directors representing the city of minneapolis, as well as other persons appointed by the chair and approved by the board of directors.”

“Brian lamb and kathleen lamb - business relationship”

“Any reputable person, firm, governmental body, association, business, organization, partnership or estate who, in the judgment of the board of directors, furthers the purposes or objectives of the association, may subscribe to membership in the association. Directors of the association appointed by the city of minneapolis shall be members solely by reason of their appointment and as such shall have the same voting privileges conferred on other members.”

“Members of the association's board of directors are elected to their position by majority vote of the members participating in the election. This vote may be conducted electronically or by mail after the board, at its annual meeting, has ratified the nominating committee recommendation. Effective date of that election will be the first day of business in the succeeding year. At no time shall fewer than seven members of the board of directors, one of whom shall be the mayor of minneapolis, consist of city of minneapolis appointees.”

“The form 990 is initially reviewed by the vice president of finance and administration in detail. The officers of the organization review the form 990 with the vice president of finance and administration for questions and comments. The officers' review and approval of the form 990 will authorize the president/ceo to sign for filing. The form 990 will be made available to the entire board of directors after the return is filed.”

“Each member of the board of directors is required to annually complete a new acknowledgement copy of the conflict if of interest policy. The policy states that each board member is responsible to report any actual or potential conflicts of interest to the chair, or to any officer as soon as they become aware of the conflict. Any actual or suspected conflicts of interest detected by staff are to be reported to senior management, or directly to an officer of the board. A person who has a conflict of interest shall not participate in or be permitted to hear the board's or committee's discussion of the matter except to disclose material facts and to respond to questions. Such person shall not attempt to exert his or her personal influence with respect to the matter, either at or outside the meeting. A person who has a conflict of interest with respect to a contract or transaction that will be voted on at a meeting shall not be counted in determining the presence of a quorum for purposes of the vote. The person having a conflict of interest may not vote on the contract or transaction and shall not be present in the meeting room when the vote is taken, unless the vote is a secret ballot. Such person's ineligibility to vote shall be reflected in the minutes of the meeting.”

“The compensation for the president & ceo is reviewed and determined by a compensation committee. The compensation committee considers factors such as internal equivalent positions, competitive marketplace, and industry norms to establish compensation. The most current compensation survey results from the destination marketing association international are used as a guide to validate ceo compensation. This process was most recently undertaken in 2015 for the president/ceo, m. Tennant. The compensation for other officers and key employees is reviewed and determined by the management team. Unless there is a promotion or some other unusual agreement in place, staff is limited to an average 3% merit pay increase through the annual performance review process. In the recruitment and staffing of any key employees, the management team utilizes the resources available to the human resources area to determine the usual and customary compensation for similar positions within our industry and within our competitive markets. Salary surveys from professional organizations, job bulletin boards, and industry associations are all utilized to determine typical, competitive salary and compensation components. The strategy is to be able to successfully attract and retain the talent needed to accomplish organizational goals, without ever being at the top of the pay scale. This process was most recently undertaken in 2016 for the vice president of finance and administration s. Christensen and the vice president or branding & strategy, courtney ries.”

“The association makes its governing documents, conflict of interest policy, and financial statements available to the public upon request.”