Goodwill Industries Inc.

“Michael howe (director) and deborah ferry (key employee) have a business relationship.”

“Goodwill/easter seals minnesota has decided to create a separate legal entity as a foundation, this being "goodwill easter seals foundation;" abbreviated gesf. The filing and submission process began in earnest after 10/1/2014. However to facilitate this goal there were a few changes to the goodwill / easter seals minnesota bylaws, the two most significant are: 1. The board shall elect the board of directors of the goodwill-easter seals foundation (gesf) 2. Under article iv. Section 2. President and ceo - the following duty was added "be president of the goodwill-easter seals foundation"”

“The completed 990 return and attachments are reviewed and approved by the audit committee of the board before recommending them for approval to the full board. The board of directors reviews and approves the form 990 prior to filing with the irs.”

“At the start of each board meeting, the board chair asks if there are any conflicts of interest related to the agenda. If there are conflicts, the person who has a conflict is asked to explain the conflict. If it is determined that a conflict exists, that person(s) may be present to discuss the issue, but cannot vote on the issue. Annually board members and senior management are required to complete and sign a possible conflict of interest statement that acknowledges receipt of the board of directors policy concerning conflict of interest. The form allows for the description of any possible conflict whether it is a business relationship by the board member or member of senior management or a family member who have a direct or indirect business relationship. Board members and senior management annually are provided a listing of all vendors with annual payments in excess of $10,000 to assist in determination of a possible conflict of interest.”

“The president's compensation is set after a formal review of the organization's past year's performance is completed with the incumbent. The process includes the following steps: 1. Past performance increases are reviewed and verified. 2. The organization's budgeted plan for merit increases is confirmed. 3. The minimum, maximum, mean & median salary ranges for the position are reviewed in the annual goodwill industries inc (gii) salary and compensation survey, the easter seals national (esn) annual salary survey, the minnesota council of non-profits and the employers association surveys. 4. The minnesota annual non-profit 100 report of total compensation for ceos is reviewed. 5. The ceo's existing prerequisites are reviewed and compared to those listed for gii and esn comparable sized affiliates. Changes are considered. 6. The salary increase is determined based on the organizational plan and performance results, while staying within the range of both gii and esn salary surveys. The compensation process for the executive team is as follows: 1. Performance and division goals and outcomes over the previous fiscal year are reviewed and discussed. 2. A salary increase is determined based on performance, budgeted merit increases and/or a market adjustment. 3. In the management recognition incentive plan, three components are considered - organization goals, divisional goals, and individual goals. The incentive is based on a percentage of the salary paid in the previous year. There are two different maximum percentage for the ceo & vice-presidents and the director group. 4. The total amount of the management recognition incentive plan is calculated and approved when the fiscal year results are known and the outside cpa audit completed. 5. For fy 2014, there were no incentives issued under the management recognition incentive plan.”

“These documents are made available upon request. The gwes webpage has a weblink to the latest 990 tax return (pdf format). There is also a summary of financial information in our online annual report and in the link to charities review council. Www.smartgivers.org”

“Employment and training services include several vocational training programs in real work settings, such as situational assessment, employee development services and work experience. Industry-specific, community-based skills training programs include retail, construction, automotive, bank skills, financial services and customer services/call center. Intake and eligibility screening is a comprehensive orientation to training programs and services at goodwill/easter seals minnesota so individuals can make informed choices about participating in programs and services. In 2014, 968 individuals completed a comprehensive intake and orientation. Situational assessment is an evaluation in the workplace under the direction of a goodwill/easter seals case manager. This individualized evaluation measures several attributes, from endurance and work tolerance to interest and ability. During 2014, 382 individuals participated in situational assessment. Employee development services are offered in a workplace setting under the guidance of a goodwill/easter seals case manager. Services provide the individual with a chance to develop the skills needed to maintain a job, including workplace interaction skills, attendance, punctuality, etc. Individuals are paid during this training. During 2014, 310 people were involved in employee development services. Work experience training allows an individual to develop specific job skills and a work history with the support of a goodwill/easter seals case manager. Work experience programs are developed and modified to meet the needs of different populations. We currently provide work experience programs for new refugees, individuals re-entering society after incarceration and tanf or minnesota family investment program recipients. All individuals are paid during their training for the work they perform. In 2014, 158 individuals participated in our work experience program. School work experience: this program focuses on high school students who are "at-risk" or who are in school transition programs for students with disabilities. The students train at our locations and are paid a training wage. During 2014, 244 students received work experience training. Goals: this unique program is based on the back door philosophy developed by carl deline. The program serves youth who are homeless, jobless or struggling with alcohol, drugs or personal issues. For many, the goal is to make the transition to a more mainstream life with a job and home. Instead of offering a set program, the back door philosophy allows youth to identify their goals rather than pre-defining the criteria for success and applying it to all. During 2014, 18 youth received services through our goals program offered in willmar, minnesota. Situational assessment, employee development services and work experience training are provided at goodwill stores, as well as at our corporate headquarters, our central processing and our distribution center, and with community-based employers. Fast collaborative: services provided include case management, employment, adult mental health, childrens mental health and community health services. The project is using the evidenced-based model of supported employment to help increase employment. The goal of this project is to improve employment success and family stability to assist families in becoming self-sufficient and move them out of poverty. In 2014, we served 168 individuals in this program. Hennepin and ramsey county minnesota family investment program (mfip): goodwill/easter seals is an mfip provider to hennepin and ramsey county offering comprehensive employment services (i.e. Job development assistance, job-seeking skills classes, referrals to training and support once employed) for county residents receiving mfip benefits. In 2014, we served 1,165 individuals in this program. Father project: our father project offers comprehensive services for young, non-custodial fathers. Services provided include par”

“Is a 6 week course designed to provide short term skill acquisition training and support in the areas of call center work environment, customer service, service attitude, communication skills, listening skills, building customer rapport, telephone etiquette, managing challenging customers, regulations, code of ethics, confidentiality, 10 key, identifying fraud, products and services, sales, cash bundling, debits and credits, check reconciliation and computer skills. This course includes a combination of curriculum-based classroom instruction, industry guest speakers, tours and employment readiness training including resume development and interview skills training to prepare individuals for a variety of occupations in banking and customer service call centers. Occupations areas include call center representative and/or teller associate, operations, customer service and other related occupations. Training takes place at local area businesses. Up to 12 weeks of job development services are provided to assist participants to obtain employment in financial services or call center industries. If continued job development services are desired, a pba authorization will be requested. Basic follow-up services can be provided for a minimum of 90 days. During 2014, 22 individuals participated in the 6 week financial services/call center skills training classes. Medical office training (metro) is an 8 week course designed to provide short term skill acquisition training and support in the areas of medical terminology, computers, insurance information, document preparation and electronic medical records systems. This course includes a combination of curriculum-based classroom instruction, industry guest speakers, tours and employment readiness training including resume development and interview skills training to prepare individuals for a variety of occupations in a medical office environment. Occupations include patient rep, admin coordinator, patient account specialist, insurance specialist, charge entry specialist, and other related occupations. Up to 12 weeks of job development services are provided to assist participants to obtain employment in the health care industry. If continued job development services are desired, a pba authorization will be requested. Basic follow-up services can be provided for a minimum of 90 days. During 2014, 65 individuals participated in the metro 8 week medical office skills training classes. Retail skills training is an 8 week course designed to provide short term skill acquisition training and support in the areas of customer service, team work, communication, retail terminology, stocking, food service, and cart attending. This course uses a combination of curriculum-based classroom instruction, industry guest speakers, on-the-job training and employment readiness training including resume development and interview skills training to prepare individuals for employment in a retail position. Training takes place at local area retailors with approximately 1 hour of classroom instruction and 2-3 hours of paid on-the-job training. During 2014, 78 individuals participated. Forklift training is a 12-hour program designed to provide certification in forklift operations. The training incorporates three hours of classroom instruction, including oral instruction, videos and hands-on instruction in lift operation and safety. Each participant must take and pass a written or oral examination before participating in a minimum of eight hours of practical instruction. This instruction is completed under the supervision of a certified forklift operator. Upon completion of this eight-hour instruction, participants must successfully pass a workplace evaluation proving that they can operate the equipment safely. Participants are then issued a certificate of completion and a forklift certification card. During 2014, 20 people participated in the program. Ged (general equivalency diploma) services: in 2006, goodwill/easter s”

“Community resource/advocacy services: are provided to assist program participants in resolving social ,medcial, housing and other issues that present a barrier to reaching their vocational goals. A total of 1,844 individuals received assistance in accessing community and support services in 2014. Medical equipment loan program: this program provides short term loans of durable medical equipment to anyone with a permanent or temporary disability. Equipment available for loan includes walkers, commodes, bath chairs, transfer benches, and wheelchairs to name a few. The equipment loan program served 12,530 people needing durable medical equipment during 2014. In addition, we provided 2,816 pieces of equipment to mission groups.”

“The oversight and selection process for the audit of the financial statements has not changed from the prior year.”