Hope Center for Kids Inc

“Upon completion and before filing the form 990 with the irs, the hope center will provide an electronic copy of the final form 990 to its officers and directors. A draft of the form 990 will be forwarded to the finance committee for review prior to completion. The tax return preparer will meet with the finance committee as requested to discuss any questions that arise as a result of their review. The form 990 will not be considered complete until all review questions are resolved.”

“Board members are required to report any conflicts of interest. The policy is discussed during board meetings and must be periodically monitored by all board members. If a conflict is brought up with the board, the member with the conflict refrains from voting.”

“A perfomance evaluation task force, comprising the board chair, the vice chair, and the chair of the executive/governance committee, shall formally evaluate the executive director annually, based on achievement of organizational goals and any other specific goals that the board and the executive director have agreed upon in advance, as well as the executive director's own written self-evalutation and invited comments from all board members after they have seen the self-evaluation. The chair shall serve as chair of the task force. After meeting with the executive director, the task force will report on its review to the board, including recommendations on the executive director's compensation, which the executive committee or the board will then act upon. During this process, the executive director and the board will agree on any specific, personal performance goals for the year ahead. These goals shall be documented in a letter to the executive director from the board chair and will be a primary basis for determining the exeutive director's performance at the end of the next year. Periodically, the board shall invite other input in a carefully planned "360" review, inviting feedback from staff, peers in our sector, and individuals outside the organization who have interacted with the executive director. Staff compensation: the executive director is expected to hire, train, motivate, compensate, and terminate staff in a professional and caring fashion. Salaries will be consistent generally with salaries in organizations of similar size, budget, and location. Prior to any communication of any annual salary and wage increases to staff and employees, the executive director will obtain approval of the finance/audit committee of the overall salary and wage pool available. The executive director shall (a) develop and maintain an employee manual that is reviewed initially and periodically thereafter by competent legal counsel and (b) provide copies of this manual to the board for information upon request.”

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

“The board of directors assumes responsibility for oversight of the audit and selection of an independent accountant. This process has not changed from prior years.”