Tri-County Action Program Inc

“The form 990 is reviewed by the executive director, finance manager, and finance/executive committee before it is sent to the board. The draft form 990 is sent to all board members to review prior to the board meeting and hard copies are made available the night of the board meeting. The final form 990 is approved at the board meeting prior to filing.”

“Each board meeting will begin with an opportunity for board members to disclose any potential conflicts of interest with the presented agenda items. A conflict of interest is considered to exist whenever a board member has a financial or personal interest with a business contact or employee of tri-cap and the interest might in any way affect the member's judgment or influence them in making decisions in the best interest of tri-cap. When the board votes and a board member has a financial or personal interest in the vote, the following shall take place: the board member shall notify the chair and leave the meeting while discussion and voting occurs, and refrain from voting. The board member shall not attempt to exert their personal influence with respect to the matter, either at or outside the meeting. These policies are outlined in the board of director by-laws and are reviewed annually with board members, who sign an acknowledgment regarding adherence to the policy.”

“The executive committee of the board of directors is responsible for the annual performance appraisal and compensation recommendations for the executive director. These are reviewed and approved annually by the full board. Tri-cap's compensation policy outlines the system for determining compensation and increases based on the position/job description and performance evaluations. The agency job classification system assigns each position to a job class so that all positions substantially similar in knowledge, skill, ability, accountability, and working conditions are included in the same job class and that the same or similar means of recruitment may be used in filling all positions within a job class. Pay ranges for each position are established based on the job classification system. Each individual job class will have an assigned pay range as determined by internal equity and market research. It is the responsibility of the human resources director to maintain a pay increase grid system to be used to determine an employee's pay increase based on their performance, current position in the pay range, the agency's financial resources and other factors. It is the responsibility of the human resources director to develop and maintain a process to ensure an equitable method for supervisors to grant pay increases using the performance rating system and pay increase grid. The compensation policy and pay systems are reviewed and approved by the executive director and board of directors. All performance appraisals and pay decisions are documented in employee personnel files with appropriate approvals.”

“Documents are available upon request for the same period of disclosure as set forth in section 6104(d).”