Shield of Faith Missions

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“Board reviews 990 before publishing”

“To uphold the integrity of our operations, we take a proactive approach to monitoring and enforcing our conflict of interest policy. This includes the following employee disclosures: all employees are required to complete periodic conflict of interest disclosures, including upon hire and annually thereafter. Any potential conflicts must be reported promptly to management or the compliance team. Training and awareness: regular training sessions ensure employees understand what constitutes a conflict of interest and how to report one. Guidance is provided through real-world scenarios and policy refreshers. Managerial oversight: supervisors and department heads are responsible for identifying potential conflicts within their teams and escalating concerns as appropriate. Internal audits and reviews: compliance and hr teams conduct routine audits and risk assessments to identify undisclosed or emerging conflicts. Reporting mechanisms: a confidential reporting system is available for employees to raise concerns anonymously. All reports are investigated thoroughly. Corrective action: when a conflict of interest is identified, the company may take steps ranging from reassigning duties to formal disciplinary action, including termination, depending on the severity and intent of the violation. This structure helps ensure transparency, accountability and the continued trust of our stakeholders.”

“The compensation of the chief executive officer is determined and approved by the board of directors in accordance with irs guidelines and best practices for nonprofit governance. The process includes the following steps: independent review: the board conducts an annual review of the ceo's compensation package. Comparable data: to ensure fairness and compliance with irs standards for reasonable compensation, the board utilizes objective, market-based data from comparable nonprofit organizations of similar size, scope, and geographic location. Performance evaluation: the ceo's compensation is linked to an annual performance evaluation that assesses strategic leadership, organization impact, financial stewardship, and mission advancement. Board approval: after review and discussion, the final compensation package-including salary, bonuses (if any), and benefits-is approved by a majority vote of the full board of directors and documented in meeting minutes. Documentation and transparency: the entire process, including the use of comparability data and the rationale for compensation decisions, is thoroughly documented to ensure transparency and accountability. This information is also disclosed in the organization's annual irs form 990 filing. This structured approach ensures that executive compensation is fair, reasonable, and aligned with the nonprofit's mission and fiduciary responsibilities.”

“Documents are available to the general public upon demand”

“Sof missions combats the suicide epidemic by providing restorative whole health medical care to veterans and military service members. The sof missions' be resilient clinics are 1-week medical intensives that bring together 10 veterans and appox. 20 healthcare providers in an intradisciplinary approach with a focus on psychological, physical, social and spiritual treatments. Providers assess, treat, and work to overcome challenges of military service such as ptsd, mild traumatic brain injury, chronic/acute pain, sleep issues, isolation, stress and moral injury.”