Iowa Corporate Central Credit Union

“The university of iowa credit union does have members as specified by their bylaws.”

“The members of the board of directors are elected by the membership. Members may vote electronically or in person at the annual meeting each year.”

“There are five situations for state chartered credit unions in iowa in which membership vote is required for approval: charter conversion, amending or reversing an act of the board of directors, mergers, voluntary dissolution, and the suspension of an officer, director, or member of the auditing committee.”

“The organization's governing body is provided an electronic copy of the form 990 prior to filing. The form 990 will be reviewed by the organization's chief executive officer and the chief financial officer.”

“A director shall promptly disclose to the board any known interest, relationship or responsibility (financial, professional or otherwise) held by the director, any member of his or her immediate family, or any of his or her business associates with respect to any potential or actual transaction, agreement or other matter which is or may be presented to the board for consideration, even if such interest, relationship or responsibility has otherwise generally been disclosed to the board. In addition, directors must disclose information regarding their financial interests in organizations doing business with the credit union. The conflict of interest statement is required to be completed annually. For any potential conflict, the board, with the abstention of the interested director, may decide whether such director may participate in any reporting, discussion or vote on the issue that gave rise to the potential conflict. The board shall withhold any information on such issues from the board materials distributed to the applicable director and take all such other action necessary to effectuate this policy. If a majority of the directors who have no direct or indirect interest in the transaction vote to authorize, approve, or ratify the transaction, a quorum is present for the purpose of taking such action. Any director with such an interest, relationship or responsibility which conflicts or potentially conflicts with the interest of the credit union, shall recuse himself or herself from any reporting, discussions and vote on the issue that gave rise to the conflict and, if necessary, from the board meeting, or applicable part thereof.”

“The compensation committee is appointed by the university of iowa community credit union's (uiccu) board of directors (the "board") to discharge the board's responsibilities relating to compensation of the credit union's president / ceo. The committee has overall responsibility for approving and evaluating the president/ceo compensation, benefit and perquisite plans, policies and programs of the credit union. The compensation committee is also responsible for producing an annual report on executive compensation for review by the entire board. The compensation committee shall consist of three to four members of the board. The board will designate one member of the compensation committee as its chairperson. The compensation committee shall have the authority to retain and terminate any compensation consultant assisting in the compensation evaluation of the president/ceo, and shall have authority to approve the consultant's fees and other retention terms. The compensation committee shall also have authority to obtain advice and assistance from internal or external legal, accounting or other advisors. Top management team members' compensation levels are determined by the ceo using the same methodology used by other supervisors at the credit union - to ensure that employee reviews are properly conducted in a timely manner, and pay rates are properly authorized by the appropriate management, procedures for determining hourly pay are reviewed and determined by the human resource director. A salary administration plan and job position scoring system is used by the credit union. Supervisors review and update job descriptions every two years or more frequently as job responsibilities change or new positions are created. Positions are scored by comparing to cuna, cues, and iba yearly salary surveys. The credit union position's salary range is determined by using comparable job descriptions, or in some instances, averages of comparable job descriptions to the credit union position. The salary scale for each position has a minimum, midpoint, and maximum salary. The cuna, cues, and iba surveys include incentive and bonus compensation averages for a total compensation total. The credit union adjusts its salary scale yearly for each position so that the midpoint of each range, when combined with incentive opportunities, approximates the 75% compensation for the position. Top management officials include: richard noble, sr. Vp/operations; steven quigley, sr. Vp/retail services; susan freeman, sr. Vp/human resources; amy henderson, vp/mortgage; scott wilson, vp/commercial services; jim kelly, sr. Vp/marketing; and doug sanders, internal auditor. The process takes place annually, and was last performed on september 12, 2013.”

“The organization's governing documents, conflict of interest policy, and financial statements are made available to the public on the organization's website (www.uiccu.org).”

“The oversight and selection process has not changed from the prior tax year.”