Yellowstone Forever

“Yellowstone forever works closely with an outside accounting firm and members of senior management to review the final draft of the return prior to its submission to the irs. After staff does an initial review of the draft, the finance and audit committee is responsible for reviewing the complete copy of the final return before filing the return with the irs. That copy is presented to the full board of directors at the fall board meeting.”

“Board members, committee members, and key staff make annual conflict of interest disclosures in order to identify and manage conflicts of interest when they arise, if a conflict of interest is present, before the board or committee takes an action, a director, committee member, or key staff member having a conflict of interest and who is in attendance at the meeting shall disclose all facts material to the conflict of interest. Such disclosure shall be reflected in the minutes to the meeting. Should a conflict of interest be raised, the board or committee will review the conflict of interest policy and take necessary steps, including recusing the board member, committee member, or key staff, prior to discussion and voting on the agenda item.”

“The president & ceo is hired by the board of directors under the direction of the chairman of the board. For recruiting and hiring the current president & ceo for yellowstone forever the board of directors employed a national recruiting firm to conduct a search, facilitate benchmarking the position according to the skill set and requirements that the board determined they wanted for the role. Compensation and benefits for the president & ceo position is determined by the board of directors. Compensation for employees and officers of the organization is determined by benchmarking positions using industry standard salary benchmarking software. There are two software subscriptions that yf has used to facilitate benchmarking positions payscale and salary.com companalyst. We currently use salary.com companalyst. Benchmarking of roles was performed by the director of human resources (or their designee). Factors used in benchmarking roles include: job descriptions and key responsibilities, level of experience, candidate/talent pool (i.e. National non-profit or regional non-profit, etc.). Once the position was benchmarked at the appropriate salary range, the hr director would work with the president or department lead to recruit and hire for the position according to the established range, and ensure that there was substantiating documentation (application and/or resume). More recently we have established operating principles and best practices to hire within the 25 to 50 percentile to further drive consistency in applying benchmarking data to the hiring/recruiting process.”

“The organization's governing documents, conflict of interest policy, and financial statements are available for public inspection upon request. In addition, the annual audited financial statements, form 990 and annual report are published on the organization's website.”

“ROUNDING -2.”

“The organization has a finance and audit committee that assumes responsibility for oversight of the audit of its financial statements and selection of an independent auditor.”