Unknown Organization

“The 990 is reviewed by the Audit Committee of the Board of Trustees. The Audit Committee reports to the board its findings. The entire board is also presented with a copy. This happens prior to the return being filed with the IRS.”

“All officers, trustees and key employees complete a conflict of interest questionnaire each year. These questionnaires are reviewed by our General Counsel and action is taken if conflicts need to be resolved. We would take steps to make sure any transaction where there are potential conflicts are at arm's length and the affected officers, trustees, and key employees are not involved in the decision making process.”

“Audited Financial Statements and 990s and 990Ts are available on our website as well as through the mail by request. We also make available upon request our By-laws and Conflict of Interest Policy.”

“Transfer to Moody Bible Institute = $560643”

“No officers were paid by Michigan Theological Seminary directly and per the IRS instructions we have marked Part VI Section B lines 15a/b "no". The compensation policy described below pertains to The Moody Bible Institute as the controlling entity.Several years prior, consultants were used to establish benchmarks for officer salary levels. Since 2009 Moody has annually reviewed the 990 salary information of comparable institutions to set benchmarks for this purpose. Information is accessed for the following positions: President, COO, CFO, Chief Educational Officer and Chief Development Officer. We typically look at 7-10 higher education institutions, some of which are competitors to Moody. We choose institutions of comparable mission and size (based upon total expenses). We look at 3-4 parachurch organizations (of generally comparable size) as well. This data is used as a salary administration benchmark. To increase its applicability, the data is adjusted for cost of living differences (based upon the location of the other institutions) in relation to the cost of living in the greater Chicago area.Following this analysis, which is provided for review by the Compensation Committee of the Board in the spring of each calendar year, the President's salary increase recommendations are based upon Institute salary guidelines for the fiscal year(which reflect trends in national average salary increases) and upon job performance. The Compensation Committee can either approve or disapprove the President's recommendations. Increases for officers and other key employees are scheduled for October of each year, so that the financial condition and performance of the institution at the close of the prior fiscal year can be taken into account.The President's salary increase is scheduled at the same time and is set by the Board (in the context of the data provided and the current fiscal year salary guidelines for the Institute).”