Eagle Village Inc.

“Form 990 is provided to the president/ceo and vice president of operations for review and approval prior to filing.”

“Eagle village expects the primary interest of employees and board members to be the people served. A conflict of interest occurs when the interests of an employee or board member, or a member of their immediate family, actually or potentially benefit from business interests that directly result from affiliation with eagle village. All employees and board members are required to complete a conflict of interest disclosure statement upon beginning service to eagle village and annually thereafter. When a potential conflict of interest develops, all are required to disclose it immediately to a member of management using the conflict of interest disclosure statement. A determination and resolution is made by management in response to any potential conflict of interest, and the employee or board member is identified in writing.”

“Determination of the ceo's salary is done by the board's executive committee. It is their responsibility to annually review and determine if the ceo is appropriately compensated. Salary information is provided to the executive committee at the time of the ceo's annual performance evaluation to: 1) enable them to properly assess the salary already granted and, 2) complete a thorough analysis of the ceo's salary with consideration given to comparative salary survey gathered from peer agencies on the same position.”

“Other officers and key employee salaries are determined by human resources in conjunction with the ceo, using the agency's system of salary charts and starting wage policies. Job positions appearing on the salary charts are periodically reviewed, and all salary ranges are adjusted every few years to remain competitive and equitable. Comparative job position data and salary survey data is utilized for this purpose. Hiring and starting wage policies are also routinely updated by human resources and approved by the ceo, including a formula to factor in job related experience/education at the time of hire. Annual increases for officers and key employees, as well as all employees is determined by a management approved annual salary administration plan and monitored by human resources for equitable implementation.”

“All governing policies, conflict of information policy, and the agency's financial statements including its annual independent audits, are maintained in the corporate files of eagle village. They are available for public inspection upon request, and copies of such documents may be made for a reasonable fee.”

“The organization often receives contributions which are required to be temporarily restricted until expenses have been incurred related to the purpose restriction selected by the donor. At times, the amount of temporarily restricted contributions can be quite significant to the organization.”

“Eagle village's prevention and intervention services are designed and implemented to honor and respect the person served while recognizing the individual and family needs. The prevention and intervention services utilize compassionate licensed mental health professionals that use creative and evidence based practices to meet the needs and goals of the person(s) served. Our experience with building treatment teams and working collaborative with community partners makes our staff experts at developing treatment plans that focus on the goals of our clients. Helping clients remain in the community by providing psychological assessments, individual and family counseling.”