St. Davids

“The executive committee consists of at least three directors designated by the board, typically the chair, chair-elect, and designated committee chairs. The executive committee has the authority of the board in the management and business of the organization in the intervals between meetings of the board; although the executive committee is at all times subject to the control and direction of the board.”

“The organization's finance committee and full board of directors will review the form 990 and pass a motion to accept the form 990 before it is filed.”

“Board members, officers and key employees are required to sign an annual statement including relationships that may be potential or actual conflicts of interest. Conflicts of interest disclosure statements are reviewed by human resources. Financial conflicts of interest are reported to the executive director and the board. Individuals determined to have a conflict of interest shall not influence or participate in the decision or any matter involving the potential conflict. All proceedings related to conflicts of interest are documented in the meeting minutes. Employees of the organization are required to disclose perceived conflicts of interest on the potential conflict of interest disclosure certification form. Upon discovery of an undisclosed conflict the interested person will be informed of such belief and will have an opportunity to explain the alleged failure to disclose the potential conflict. After reviewing, investigation and consideration of the response, a determination of the acceptability of the conflict will be made. Appropriate disciplinary and corrective action shall be taken.”

“Comparative market data was compiled prior to hiring the executive director to determine the compensation. Thereafter, the board of directors has engaged outside counsel to complete comparative market analysis bi-annually. The most recent market analysis was completed in 2015 for the executive director, j. Sjordal; the result was reviewed by the executive committee and a salary increase was recommended and approved by the full board. The process was documented in a memorandum to the board. Market analysis is completed before hiring other officers and key employees. Thereafter, the organization typically follows the same salary increase process that applies to all staff. The executive director has discretion to approve salary increases that deviate from the norm, but that the budget will support. The process is documented with the employees personnel computer file. St. David's center engages outside counsel to complete comparative market analysis on all positions in the organizations bi-annually, this includes key leadership positions. The most recent market analysis was completed in 2015 and that data was used to evaluate st. David's center's leadership positions and salaries as compared to the market and to positions in similar organizations. In addition, st. David's center has a compensation philosophy that guides goal setting and decision making related salary ranges. The process for decision making is documented in work books (calculating years of experience in similar positions and employment tenure) and noted in individual employee files.”

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

“St. David's center created cornerstone - a professional services agreement between cornerstone and st. David's with the shared goal of providing behavioral health services to children and youth who have experienced violence and trauma.”

“St. David's center eliminated the respite foster care program.”