Cap Services Inc.

“During the year the organization amended its bylaws regarding recruiting vacant positions, indicating that former staff must wait twelve months after leaving to serve on board; checks must also be signed by board president or treasurer; executive committee will annually evaluate the president & ceo; the planning committee set a threshold for proposal review.”

“The form 990 return is reviewed in detail by the chief financial officer and the president & ceo. It is reviewed by the finance committee of the board of directors, and approved for filing by the board of directors prior to filing with the internal revenue service.”

“Conflict of interest forms are collected annually from directors, senior management and key employees and reviewed for possible conflicts. If a conflict exists the individual will be recused from the decision-making process. Purchasing decisions are subject to review by senior management. Ceo approval is required at the $5,000 level, board of director approval at $10,000. No person shall serve on the board of directors when such services would create a real or perceived conflict of interest because of purchase or rental of goods, space or services by the agency. If a conflict arises during a director's term, a full disclosure of the conflict must be made and that member must recuse himself or herself from all discussions or actions regarding that issue.”

“The board of directors establishes the salary schedule for the corporation using the position classification system and wage ranges typical for comparable work in similar organizations in the state. The starting salary for a new hire is based on education and experience related to the position. Cap services performs wage comparability studies on a sampling of positions every three years to ensure wage structure is appropriate for the organization. Cap services participates in selected wage studies when the information is collected for cap's geographic area, for wiscap or other wisconsin cap agencies or for selected trade groups (mra-the management association, inc., as example). The compensation for senior management, including the president and ceo, is determined in the same manner as that of all other staff. Certain positions may have performance-based incentives, as approved in advance by the board of directors. Compensation is set by individuals without a conflict of interest and all decisions are documented.”

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

“Impairment loss on inventory -218,399.”