Resource Inc

“The organization has an executive committee consisting of the officers of the board as elected by the board of directors. The executive committee has only the powers as delegated and set forth by the board of directors. Any action taken shall be reported to the board at the next board meeting.”

“The president & ceo and the chief financial officer will perform a detailed draft review of form 990 prior to filing. The finance committee of the board of directors will review a draft of form 990 and approve it prior to filing. The board of directors will receive a copy of form 990 and a report from the finance committee.”

“All resource board members and all resource employees are covered by the conflict of interest policy. Annually both board members and employees are required to review the conflict of interest policy, in order to declare any, thus far, undeclared conflicts of interests or potential conflicts of interest. The board chairperson and the president/ceo review board member conflict of interest disclosures. The conflict of interest disclosure form includes instructions to the board member regarding the manner in which the board member must handle situations that could or do present a conflict of interest, should these situations arise. The board chairperson and the president/ceo are responsible for ongoing monitoring of board member actions that are potential or actual conflicts. The employee's supervisor and the president/ceo review employee conflict of interest disclosures. The conflict of interest disclosure form includes instructions to the employee regarding the manner in which the employee must handle situations that could or do present a conflict of interest, should these situations arise. Employee's supervisors are responsible for ongoing monitoring of employee actions that are potential or actual conflicts. Examples of restrictions include: 1. Requiring a board member employed by another organization that could compete for similar contracts not to obtain unauthorized information, or if she/he is in possession of information in the course of performing her/his board duties that improves the competitiveness of her/his employer she/he may not use this information to her/his advantage. 2. Requiring an employee who volunteers at another nonprofit organization similar to resource not to use resource curricula or approaches as a volunteer instructor. If a potential conflict arises during the year, the division vice president and the president/ceo, or the board of directors shall determine whether a conflict of interest exists and whether the proposed transaction may be approved. The conflict of interest transaction may not be approved unless such person(s) or body determines, in the exercise of good faith judgment, that the proposed transaction is fair and reasonable and, if undertaken, does not undermine or conflict with the organization's mission. In every case, the individual involved in the conflict of interest will be excluded from the discussion and approval of the proposed transaction. Disclosures and proceedings related to conflicts of interest are documented in the meeting minutes.”

“Annually, the board executive committee reviews the compensation of the president and ceo. The human resource director provides the board executive committee with nonprofit executive director compensation studies. These studies include the annual minneapolis star tribune compensation report for social service executives and the minnesota council of nonprofit salary survey, with compensation information presented according to the budget level of the organization. The executive committee determines the compensation for the ceo and documents deliberations in meeting minutes. This process was last conducted in 2015 for the president & ceo, k. Matter. The compensation of other officers is reviewed in three ways. Salary levels are established based on a review of the minnesota council of non profits annual minnesota nonprofit salary and benefits survey. Also, all salary levels are reviewed annually by the human resource director, along with the agency's position classification system. Proposed adjustments to the salary schedule are presented annually to the board executive committee for review and approval. Individual compensation reviews are the responsibility of the key employee's supervisor, utilizing the classification system salary schedule and adjusting salaries for merit increases based on performance as the annual performance appraisals are conducted. This process was most recently undertaken in 2015 for executive leadership and all other employees.”

“The organization does not make its governing documents available to the public. The organization does make its conflict of interest policy and financial statements available on the organization's website and upon request.”

“Resource serves 20,000 people annually with the following accomplishments: we helped almost 5,000 people with significant barriers to employment find jobs with 80% retaining employment for 180 - plus days. 2,305 participants and their families moved into employment and off of public assistance. Over 200 individuals earned industry recognized credentials that will jumpstart their careers. In addition, over 6,000 people began on the path to recovery and wellness through access, clinical services, care coordination and recovery support services with a 65% completion rate in treatment programs compared to the national rate of 40%.”