Peninsula School of Art Inc

“A draft of the 990 is reviewed by the internal affairs committee, charges with oversight of the financial assets of the organization, and upon recommendation by the committee is presented to the board of directors for review and acceptance, before it is filed with the irs.”

“A copy of the conflict of interest policy is provided to all board members, staff members, volunteers, and other key stakeholders. Each board member, officer, staff member, and volunteer shall sign conflict of interest policy and date the policy at the beginning of her/his term of service or employment and each year thereafter. The conflict of interest policy exists to prevent the personal interest of staff, volunteers, and board members from interfering with the performance of their duties to, or result in personal financial, professional, or political gain on the part of such persons at the expense of or its students, supporters, and other stakeholders. Full disclosure, by notice in writing, shall be made by the interested parties to the full board of directors in all conflicts of interest. Following full disclosure of a possible conflict of interest, the board of directors shall determine whether a conflict of interest exists and, if so the board shall vote to authorize or reject the transaction or take any other action deemed necessary to address the conflict and protects best interests. An interested person shall not participate in any discussion or debate of the board of directors, or of any committee or subcommittee thereof in which the subject of discussion is a contract, transaction, or situation in which there may be a perceived or actual conflict of interest. However, they may be present to provide clarifying information in such a discussion or debate unless objected to by any present board or committee member. All conflict of interest discussions are documented in the organization's meeting minutes.”

“The process includes all of these elements: 1. Review and recommendation by the executive committee to the board of directors of the organization 2. Use of data as to comparable compensation and 3. Contemporaneous documentation and recordkeeping. A competent salary survey is used to benchmark compensation for the position utilizing industry specific reports and other studies. The committee meets independent of the chief executive to discuss performance relative to the position description. During these deliberations, the committee also considers input obtained from other board members, professional advisors, program participants, and other informed community leaders. Once a consensus is reached regarding performance, a similar discussion is held concerning compensation relative to annual benchmark and established objectives. The committee presents its findings and recommendations, in an executive session without the chief executive present, to the full board for review and approval. The process described here was last completed in 2024.”

“All forms are available to the public upon request in hard copy or pdf form.”

“Governing documents, the conflict of interest policy and the financial statements are made available to the public upon request in hardcopy or pdf form.”

“Other services: program service expenses 75,334. Management and general expenses 144,100. Fundraising expenses 0. Total expenses 219,434.”

“The process has not changed from the prior year.”