Rural Minnesota Cep Inc.

“The Board of Directors reviewed the Form 990 and appropriate schedules at a regularly scheduled board meeting prior to submission to the IRS.”

“A director or employee who believes that he or she may be perceived as having a conflict of interest in a discussion or decision must disclose that conflict to the group making the decision. Most concerns about conflicts of interest may be resolved and appropriately addressed through prompt and complete disclosure. Therefore RMCEP requires the following: 1. Board of Directors: Prior to appointment each potential Board Member shall disclose to the Executive Director or his/her designee any existing or anticipated related-party transaction in which he/she is involved. Thereafter, disclosures shall be updated annually, and at other times as changed circumstances in a particular case may warrant. 2. Staff: Upon being first hired, or if already employed by RMCEP, on a date determined by the Executive Director, each senior management staff and such other staff as the Executive Director shall determine, shall disclose any related-party transactions to the Executive Director. Thereafter, disclosures shall be updated annually, and at other times as changed circumstances in a particular case may warrant. 3. Review of Staff and Board Member Related-Party transactions: The Executive Director, or his/her designee shall review all forms completed by employees and the Board of Directors and determine appropriate resolution in accordance with agency policy.”

“The Director of Operations/Human Resources conducted research into comparative salary data using reliable and valid sources. Data criteria included: 1) average wage increases across industries 2) average wage increases across similar businesses (counseling and human services) 3) average wage among comparative positions 4) inflation index and 5) wage trends (base pay increases, merit increases based on performance, etc.). Prior year 2015 data sources included: 1) Kiplinger Reports 2) Minnesota Job Bank 3) Mercer's US Compensation Planning Survey reports 4) Towers Watson Salary Budget report 5) Society of Human Resource Management (SHRM) Compensation and Benefits 6) Hewitt Associates Salary Survey report. The information compiled is used to determine the agency merit guidelines and compensation schedule. The Board of Directors reviews and approves the annual Agency Compensation Schedule and Merit Guidelines in which the Executive Director and agency staff compensation is determined. The Personnel Committee of the Board of Directors annually evaluates and recommends to the Board of Director the compensation level of the Executive Director.”

“RMCEP maintains policies that adhere to the guidelines of complying with public disclosure requirements. For documents requiring public disclosure anyone appearing in person at the administrative offices of Rural Minnesota CEP, Inc. during normal working hours making a request to inspect the forms will be granted access to a file copy of the forms available for public inspection. The Comptroller is responsible for maintaining the copy of each form. For all written requests for copies of forms received by RMCEP the organization shall require payment of all copying and shipping charges, if applicable.”

“During the prior year, fiscal year 2015, RMCEP initiated a new program within the agency. HireAble is a new employment and training program of RMCEP that provides tools and support to help Minnesotans with disabilities supplement or replace their social security benefits with income from employment. In addition to personal career counseling, HireAble provides a variety of employment services. Program expenditures for the HireAble program are being included in Part III, Line 4d.”