Easter Seals Southeast Wisconsin Inc.

“The prepared form 990 is reviewed by the finance committee before the return is filed with the irs.”

“To ensure 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 whether compensation arrangements and benefits are reasonable based on competent survey information, and the result of arm's length bargaining. 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 body of its responsibility for ensuring periodic reviews are conducted. Each director, principal, officer and member of a committee with governing body-delegated powers annually sign a statement, which affirms such person has received a copy of the conflicts of interest policy, has read and understands the policy, has agreed to comply with the policy, and 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.”

“The goals of the chief executive officer evaluation process are to clarify expectations of the chief executive officer'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 chief executive officer and changes to the chief executive officer's compensation and benefits; provide a climate for personal growth and development of the chief executive officer; provide a model for effective performance management processes for other staff members and assure an evaluation approach consistent with our culture; and provide a method for executing a part of the fiduciary responsibility of directors. The executive evaluation and compensation committee is comprised of directors who, because of their familiarity with the work of the chief executive officer, 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 from year to year. Examples of key results areas are services and programs, fiscal management, comprehensive development, development of directors, etc. The chief executive officer prepares a draft of performance objectives for each key results area and reviews them with the 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 is a review of results versus objectives. The human resources director provides the chair with easter seals compensation survey, local non-profit surveys, and chief executive officer compensation history for use in reviewing compensation ranges for similarly placed non-profit executives nationally, regionally, and locally. The chief executive officer submits self-appraisal to the executive evaluation and compensation committee including results versus objectives outlined at the beginning of the year. The executive evaluation and compensation committee meets with the chief executive officer to review results versus objectives and ask questions. After the individual meeting with the chief executive officer, the executive evaluation and compensation committee shares their respective viewpoints (and the input received from other directors, if obtained) and develops a consensus evaluation, completing the performance evaluation form. At that same meeting, the committee reviews compensation levels of senior leadership to assure they are within comparable salary and benefit ranges using information obtained from the human resources director, easter seals national headquarters and other sources as available. The chair using the input of the executive evaluation and compensation committee shares the consensus evaluation with the chief executive officer, with the compensation recommendation based on performance, availability of funds, and commensurate with similarly placed non-profit senior staff nationally, regionally, and locally. The chair and executive evaluation and compensation committee recommends to the governing body the level of compensation for the chief executive officer based on performance, availability of funds and compensation ranges for similarly placed non-profit executives nationally, regionally and locally. In addition, the committee reports on their review of the overall compensation levels for senior leadership to assure the compensation packages are commensurate with similarly placed non-profit senior staff nationally, regionally and locally.”

“The organization made its governing documents, conflict of interest policy, and financial statements available to the public upon request.”

“Change in value of interest rate swap instrument 9,928. Change in value of beneficial interest in assets held at wccf -2,321. Loss on impairment of property and equipment -760,205.”