Easter Seals Southeast Wisconsin Inc.

“The 990 is sent to the finance comittee for review, and comments are requested within 48 hours. If there are no review comments, the 990 is filed with the internal revenue service. A consent item is passed at the september board meeting indicating that the 990 was completed, and reviewed by the finance committee before filing.”

“To ensure the easter seals southeast wisconsin operates in a manner consistent with charitable purposes and does not engage in activities that could jeopardize its tax-exempt status, periodic reviews shall be conducted. The periodic reviews shall, at a minimum, include the following subjects: a. Whether compensation arrangements and benefits are reasonable based on competent survey information, and the result of arm's length bargaining. B. Whether partnerships, joint ventures, and arrangements with management conform to the written purposes and do not result in inurement, impermissible private behavior or in an excess benefit transaction. When conducting the periodic reviews, the organization may, but need not, use outside advisors. If outside experts are used, their use shall not relieve the governing board of its responsibility for ensuring periodic reviews are conducted. Each director, principal shall officer and member of a committee with governing board-delegated powers annually sign a statement, which affirms such person: a. Has received a copy of the conflicts of interest policy, b. Has read and understands the policy, c. Has agreed to comply with the policy, and d. Understands the organization is charitable and in order to maintain its federal tax exemption it must engage primarily in activities which accomplish one or more of its tax-exempt purposes.”

“Easter seals se wi chief executive officer evaluation process goals of the process: -clarify expectations of the ceo's role, responsibilities and performance results. -assure alignment of organizational priorities and operationalize the strategic plan through actionable work plans -promote objective assessment of the performance of the ceo and changes to ceo's compensation and benefits -provide a climate for personal growth and development of the ceo -provide a model for effective performance management processes for other staff members and assure an evaluation approach consistent with our culture -provide a method for executing a part of the fiduciary responsibility of board members key roles in the process: -chief executive officer (ceo) -board chair -executive evaluation and compensation committee this committee is comprised of board members who, because of their familiarity with the work of the ceo, are in a good position to provide feedback. To ensure a sense of history and continuity over several evaluation periods, it is recommended that this committee be comprised of the current board chair, one additional board officer, and another current board member preferably a standing committee chair. Overview of the process: the easter seals chief executive officer evaluation is intended to provide an objective process of evaluation that promotes healthy dialogue between the ceo and the executive evaluation and compensation committee. As with any process, the effectiveness of the chief executive officer evaluation depends on the execution of its component parts. It is important that the board chair act as a champion of the process helping others to understand the benefits and each participant's role in the process. Each participant needs to be fully committed to the goal of making the organization and the ceo as successful as possible. Conscientious participation and confidentiality should be observed throughout the process. Key components of the process are as follows: step one: goal setting, which is the establishment of expectations for the ceo's performance in the coming performance period. Step two: progress review, which is an interim review of the ceo's progress on performance. Step three: performance evaluation is an evaluation of the ceo's performance against specific objectives for the annual performance period or "what" has been accomplished. Changes to the ceo's compensation and benefits are then recommended. The following is a description of each component: goal setting what: establish 4-6 key results areas (accountabilities) for the ceo, each with a set of performance objectives designed to establish expectations and determine how successfully the key accountabilities have been executed at the end of the evaluation period. When: beginning of annual evaluation period (following completion of the budget planning process) by whom: ceo and executive evaluation and compensation committee process: -the ceo key result areas should be consistent with the job description and support the easter seals' strategic plan and vision. (the executive evaluation and compensation committee and ceo should agree on the key results areas.) key results areas are unlikely to change significantly from year to year. Examples of key results areas are: services & programs; fiscal management; comprehensive development; board development, etc. -ceo prepares a draft of performance objectives for each key results area and reviews them with board chair and executive evaluation and compensation committee. Objectives should be based on the short and long-term goals of the organization as outlined in the strategic plan. -the key results areas and objectives are finalized and approved. Performance evaluation: what: review of results vs. Objectives "what" has been accomplished when: end of performance period by whom: ceo, board chair and the executive evaluation and compensation committee process: -november board meeting -formation of executive evaluat”

“No documents available to the public.”

“Change in value of swap agreeement 29,134. Change in beneficial interest in assets held by a community foundation 27.”