American Production and Inventory Control Society Inc

“Yes, the organization has members.”

“The board retains the services of an independent cpa firm to prepare the organization's form 990. Management reviews the completed form 990 and provides a full copy 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 questions directly to organization management or the contact at the independent cpa firm prior to filing.”

“Prior to board or committee action on a transaction involving a conflict of interest, a director or committee member having a conflict of interest shall disclose all facts material to the conflict of interest. Such disclosure shall be reflected in the minutes of the meeting. The person having a conflict of interest shall not participate in discussion of the matter by the board or committee 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. The person having a conflict of interest shall not vote on matters relating to the transaction. Such person's ineligibility shall be reflected in minutes of the meeting. In the event it is unclear whether a conflict of interest exists, the individual with the potential conflict shall disclose the circumstances to apics' president or his/her designee, who shall determine whether there exists a conflict of interest that is subject to this policy. In making this determination, apics' president or his/her designee may seek the advice of counsel or other third parties. Covered persons who are not members of apics' board of directors or who have conflict of interest with respect to a transaction that is not the subject of board or committee action shall disclose such conflict to apics' president or his/her designee. The covered person shall refrain from any action that may affect apics' participation in such transaction.”

“To ensure the highest level of communication between the apics board of directors and the chief executive officer, regular formal performance evaluations will be held at least annually. The leadership team reviews comparability data to set the ceo compensation. For 2018, the leadership team commissioned a ceo salary study, using an outside consultant to review and approve the ceo salary. The following process has been established to standardize the way in which the leadership team develops and delivers both the chief executive officer's annual evaluation and his/her annual compensation: 1. The chair of the board will provide a copy of the chief executive officer's contract to each member of the leadership team and each incoming member of the leadership team no later than the annual october apics board of directors meeting. 2. The chair of the board shall provide a copy of the chief executive officer's annual goals to the leadership team and each incoming member of the leadership team no later than the apics board of directors meeting in conjunction with the annual conference. 3. The chair of the board shall ask the voting members of the leadership team for input on the chief executive officer's performance and compensation no later than three months before the chief executive officer's annual review is to be delivered. 4. The leadership team shall respond to the chair of the board's request within two weeks of his/her initial request for input to the chief executive officer's evaluation. 5. The chair of the board shall evaluate all input from the voting members of the leadership team and develop a single document that best supports the majority opinion of the voting members of the leadership team. This summary evaluation shall be submitted to the voting members of the leadership team for review within two weeks of the date established above. This summary evaluation shall include both performance evaluation and any compensation package changes suggested. 6. The voting members of the leadership team shall review the summary performance evaluation provided by the chair of the board and make comments to the other voting members of the committee. If there does not seem to be a consensus of the voting members of the leadership team, the chair of the board shall set up a special leadership team meeting, conference call, or other form of communication so the voting members of the committee can come to a consensus. This shall happen within three weeks of the date in item #5 above. 7. Once consensus is reached by the voting members of the leadership team, the chair of the board shall contact the chief executive officer, and the chair of the board and the chair-elect shall, at a mutually agreed upon time, provide him/her with both the performance evaluation and the new compensation package. 8. Within 60 days of providing the chief executive officer his/her annual evaluation, the leadership team shall establish the goals for the chief executive officer for the following year. Generally, these goals would be developed annually to support the apics fiscal year. Important note: items #3-6 above may be combined in a single leadership team meeting held before the chief executive officer's evaluation date. For all other employees, apics uses a formal performance review system, which is tied to the annual salary increase process.”

“The governing documents, conflict of interest policy, and audited financial statements are not generally made available to the general public, but if requests for copies of these documents were to be received, the organization would consider making them available to the requestor.”

“Training and instructor fees 1,070,394. Certification 286,633. Customer service support 108,296. It consulting services 275,097. Other professional services 875,268. Product development 129,662. Channel support services 221,446.”