United Migrant Opportunity Services Incorporated

“Membership in the corporation shall be open to any person who supports the purposes of umos and who signifies such support by signing a statement so indicating. Members may renew their membership annually, by signing such renewal statements and return to the secretary who shall keep them on file.”

“All persons whose memebrship statements are filed prior to the beginning of any corporation meeting shall be eligible to vote at such meeting id he/she is of legal voting age, at least 18 years or older. It is the goal of umos to encourage the broadest possible membership including but not limited to migrants, seasonal farm workers, ex-migrants, representatives of industries, business, growers, religious and civic organizations, public officials and concerned individuals. Election of at-large members of the board takes place at the annual meeting of the corporation.”

“The annual 990 form is published on the umos website.”

“Once a year board members are required to complete a conflict of interest form. Board members are instructed to update the conflict of interest form as circumstances change.”

“Top management officials and key personnel: the process for determining compensation of top management and key personnel is governed by the compensation section of the umos personnel handbook and the human resource practice of obtaining independent wage comparability studies. Umos utilizes a study conducted by the agency executives group mra along with other available public information including published information from the school districts. The classification of positions takes into consideration, among other things, job duties, qualifications, required education and experience and position responsibilities. This study categorizes job positions by title and provides comparable wage rates for the geographic area where it operates. The study encompasses all umos positions including administrative, executive, management and operational personnel. Umos utilizes this data to adjust its base pay scale to conform to any changes in the market. Additionally, this study is utilized to comply with the requirements of federal and state contracts that mandate that umos' salaries be consistent with similarly situated non-profit rates. This study is independent, objective and conducted in an arm's length manner. The human resource department works in conjunction with the personnel committee of the umos board in updating the umos wage scale and corresponding salaries. The president/ceo: the position of the president/ceo is similarly governed by the above-mentioned policy however, the position is subject to additional review and scrutiny by the executive committee of the umos board. The executive committee annually reviews the salary and fringe benefit structure of the president/ceo position. This process is done in conjunction with the annual performance evaluation of the president/ceo. Any adjustments are also required to be approved by the executive committee and subsequently referred to the full board of directors for ratification and concurrence. The compensation section of the umos personnel handbook also provides provisions for annual merit increases, salary adjustments for additionally assigned duties and annual costs of living adjustments. For the position of president/ceo a merit increased salary adjustment requires the approval of the umos board of directors. The policy calls for the vice president of the assigned program to review and approve any such adjustments for any other umos staff. Prior to approval the adjustments proposed for any position are reviewed and screened by the human resource department for appropriateness. The human resource department and the chief financial officer are charged with reviewing the salaries of the executive director and other executives for special requirements or limitations set forth in any of the umos governmental contracts or regulations. An example of such a limitation is the limits on salaries imposed by the us department of health and human services. Under the umos head start contract the salary of the top level positions may not exceed the amount that is annually determined by dhhs. The chief financial officer and the human resource department monitor these salaries throughout the fiscal year.”

“See notes in section regarding the ceo compensation”

“Governing docs and conflict of interest policies are not disclosed. The financial statements are on the website.”