American Osteopathic Foundation Inc.

“As part of a cost reimbursement agreement, the american osteopathic association (aoa) human resources department provides assistance to the foundation in managing its staff. Foundation staff shall be expected to comply with all requirements applicable to aoa staff, including the policies and procedures set forth in the aoa's employee manual. Selection and annual review of the foundation's executive director shall be conducted by the executive committee of the aof's board of directors and the aoa's executive director.”

“The foundation board retains the services of an independent cpa firm to prepare the organization's form 990. Management reviews the completed form 990. A meeting or conference call is later scheduled for the cpa firm and organization management to discuss the form 990 with the designated committee. A full copy of the form 990 is provided to all voting members of the governing body prior to filing. The governing body is provided a reasonable amount of time to review the return and ask any questions directly to organization management or the contact at the independent cpa firm prior to filing.”

“Officers, directors and key employees are annually required to complete a conflict of interest disclosure statement as a precursor to their service to the organization. Potential conflicts are logged with and monitored by the secretary of the board.”

“Compensation review procedures are performed by a related organization, the american osteopathic association: in addition to the procedures outlined below which are performed by a related organization, the executive director's salary is determined annually by a compensation study and total salaries are approved by the american osteopathic foundation board of directors during its annual budgeting process. Overall process of determining compensation - a salary administration program has been developed by the american osteopathic association for the administration of pay decisions to ensure that employees covered by the program are paid according to fair, equitable and uniform principles. This program has been adopted by the association's, committee on administrative personnel and board of trustees. In mid-september, human resources prepares a report, that includes the following: current salary current grade midpoint of grade % - current salary to midpoint date of hire columns are added for the addition of recommended increases and formulas for a new salary and new % of salary to midpoint. The spreadsheet is then sent to the american osteopathic association's executive director. Midpoint is determined by the current salary structure. The ranges are reviewed each year and may be shifted in accordance with salary survey data provided each year by hr advantage. Hr advantage provides data on expected salary increases for the next year and expected shifts in salary grades. The executive director gives human resources an allowance for salary increases. This is generally in the form of a percent of current total salaries. Human resources includes the number in the spreadsheet, then sends the appropriate report to directors along with instructions and deadlines for completion. Directors review the spreadsheet, make their recommendations for employee salary increases, and return it to human resources. Human resources review the recommendations and makes notes for the executive director's review. The notes might include drawing attention to matters of internal equity, or salary history (like an employee's recent promotion or salary increase). Additional follow-up may occur. Once the document is finalized, human resources provide an updated copy for executive director's signature. Employees' compensation is included in the yearly budget process, which is reviewed and approved by the finance/audit committee and board of directors.”

“Governing documents and financial statements are available through applicable governmental agencies; the conflict of interest policy is available upon written request to the organization.”