Achieve Now

“No review is currently being done”

“The executive committee shall annually evaluate the executive director on her/ his performance, and ask for her/ his input on matters of performance and compensation. It is achieve now's desire to provide a fair, reasonable yet not excessive compensation for the executive director and any other members of the core management team. The executive compensation procedure is used to establish reasonableness and to reduce the risk of penalties. Independence in setting compensation: the executive committee, comprised of volunteers who are not compensated by the nonprofit, will operate independently without undue influence from the executive director. No member of the executive committee will be a staff member, the relative of a staff member, or have any relationship with staff that could present a conflict of interest. Executive director's report: in advance of the executive committee's determination, the executive director, as well as each member of the core management team, when appropriate, will prepare a report detailing her or his activities over the previous fiscal year. This report should take into account the position's primary objectives and responsibilities, the organization's strategic plan, and his or her sense of important accomplishments and greatest difficulties. Board approval: the executive committee will review comparability data that documents compensation levels and benefits for similarly qualified individuals in functionally comparable positions in similarly situated nonprofit organizations (i.e., in the same or a nearby geographic area, of similar budget size, and in a similar or the same sub-sector). These include: -written job offers for positions at similar organizations -salary and benefit compensation studies by independent sources -documented telephone calls about similar positions at both nonprofit and for-profit organizations -information obtained from the irs form 990 filings of similar organizations using this data, the executive committee will make a recommendation to the full board for the executive director's compensation (salary and benefits) and, when appropriate, the compensation for other members of the core management team. Concurrent documentation: to approve the compensation for the executive director, the board must document how it reached its decisions, including the data on which it relied, in minutes of the meeting during which the compensation was approved. Documentation will include: -a description of the compensation and benefits and the date it was approved -the members of the board who were present during the discussion about compensation and benefits, and the results of the vote -a description of the comparability data relied upon and how the data was obtained -any actions taken (such as abstaining from discussion and vote) with respect to consideration of the compensation by anyone who is otherwise a member of the board but who had a conflict of interest with respect to the decision on the compensation and benefits.”

“Copies of governing documents, financial statements, and form 990 will be provided upon request.”