Men as Peacemakers

“Board of directors receives a copy of the form 990 ahead of its board meeting. Reviews it and approves/accepts it, hopefully at the same time the auditor shares the results of the audit.”

“Policy on conflict of interest: employees are prohibited from engaging in conflicts of interest with respect to their employment. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of map's business dealings, and that outcome of which is to the detriment of map. For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage. No "presumption of guilt" is created by the mere existence of a relationship with outside organizations, however, if employees have any influence on transactions involving purchases, contracts or leases, it is imperative that they disclose to the board of directors of the executive director as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. Personal gain may result not only in cases where an employee or relative has significant ownership in an organization with which map does business, but also whne an employee or relative receives any kickback, bribe, substantial gift or special consideration as a result of any transaction or business dealings involving map. Any question involving potential conflcits of interest must be brought to the attention of the executive director. If the executive director is unable to resolve the matter, the issue will advance to the board of directors. Employees will not approve timesheets or requests for reimbursement or disbursement of funds for a family member as defined in these policies. Employees will not be in direct supervisory positions for any family member hired at map. The direct supervisory role will be the responsibility of the co-executive direcor(s). If an employee is part of a hiring committee where a family member applies for the position, the employee must make the relationship known to the hiring committee as soon as the employee is aware of the conflict. The employee then cannot discuss that candidate and ideally will not be present in the room when that candidate is being interviewed and discussed. Employees may not investigate grievances filed by or against a family member unless asked to do so by the co-director(s).”

“The organization determines wages using the minnesota council of nonprofits slary guide that gathers up to date data on slary and wages throughout the state of minnesota. Seeking out comparable job positions and then looking at the average for the organization's region. Then focusing on each postion being at or above the 50th percentile. The organizational budget is set for the bod to approve in the annual budget. The organization also provides colas to all employees, if affordable. The executive director is evaluated by the bod and they determine if there is any percentage wage increase. The executive director is also provided colas.”

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

“Map is a local, statewide, and national resource for communities looking to develop and implement proven, innovative, community-centered strategies that address gender-based violence. Using map's "we are all connected" (waac) prevention framework, map engages community members across the life span, from youth grade 3 through adults. With community-connectedness at the foundation, waac leverages map's unique combination of restorative justice, violence prevention, and systems change expertise, integrating community wisdom and insight, to identify need and co-create tools, resources, and programming that help build safe, thriving communities.”

“Training and technical assistance: map builds off its own long-standing community-based prevention and restorative programming, developing tools and resources that increase the capacity of stakeholders across mn and nationally to address gender-based violence. As a statewide and national technical assistance provider, map provides training, consultations, tool and resource development, and other forms of technical support to diverse communities and organizations doing effective prevention and restorative work. In 2024, map served 160 multidisciplinary tribal professionals, 50 local business leaders, 8 campus staff and administrators, and 11 grantees across the us through the office of violence against women.”