Acdi Voca

“The following updates were made to the governing documents: 1. The board will consist of not less than 5 (down from 9) nor more than 9 (down from 14) directors. 2. The board will have the power, in its sole discretion, to determine and fix the reasonable compensation of directors for their services as directors.”

“The return was prepared by the outside accountants and reviewed by senior management. A copy of the form 990 is circulated to all members of the board of directors for review and comment. This process is completed prior to acdi/voca filing its 990 with the irs.”

“Acdi/voca expects, via its conflict of interest policy, that all employees avoid situations or circumstances conflicting with the interests of acdi/voca, or engaging in activities given the appearance of such conflict. Accordingly, acdi/voca requires that all relationships and transactions be conducted in a manner free of any real or perceived conflicts with the interests of acdi/voca. Employees should review with the ethics committee or their supervisors, any activities they know, or can reasonably be expected to recognize, involve a conflict, possible conflict or the appearance of a conflict of interest. Employees participate in annual conflicts of interest training and are encouraged to report conflicts of interest and other ethics violations via acdi/voca's online reporting system, accessible by employees globally. Compliance with the policy is consistently monitored and confirmed annually. The ethics committee reviews submissions to determine the appropriate action. Annually, each board member is required to sign a "conflict of interest disclosure statement" certifying, inter alia, that neither they nor any member of their family is involved in a transaction or relationship with an entity or individual that presents, or may present, a conflict between their obligations to acdi/voca as its fiduciary and their personal, business or other interests. If involved in any such transaction or relationship, a board member must fully disclose such information on the form or in an attached written statement. The certification process is administered by the office of the president. Any conflicts disclosed to the office of the president and ceo are referred to the full board for review and appropriate action.”

“The board of directors met in an executive session to discuss the president and ceo's performance during the march 2023 board meeting. The svp of human resources provides market compensation information from four sources, along with the current salary grouping and salary increase charts in effect for that year. In advance of the meeting, the ceo submits her list of performance measures for the current year, her accomplishments, and priorities for next year. Based on the market data, the svp of human resources makes a recommendation for salary actions to the board of directors and the board makes a final determination based on the market data and the ceo's performance. The chairman of the board then sends a memo to the svp of human resources to include in the ceo's personnel file. In 2023, the board approved an increase in base salary to $450,000, which positioned her compensation approximately 7 percent below the median of the market. The board of directors believes that the ceo's performance was outstanding. The increase, if applicable, is effective as of april 16 of each year, aligned with the ceo's anniversary date. The deliberation and decision process is contemporaneously substantiated in minutes to these meetings. Annually in january, the compensation committee reviews all officer & key employee compensation. The compensation committee is comprised of the president and ceo, the chief financial officer (cfo) and the svp of human resources. For the purposes of officer compensation, the cfo and the svp of human resources, respectively, are excused from discussion when necessary. The svp of human resources provides market data and information to the committee. Each officer or key employee provides a review of current objectives, accomplishments for the year, and priorities for the next year. A review of the salary grouping and salary increase structure is provided. The ceo makes the final determination of compensation adjustments. A copy of the review and salary adjustment, if any, is placed in each officer or key employee's folder. Any increases are effective as of january 1 of any given year.”

“Financial statements, conflict of interest policy and governing documents are available upon request for the same period of disclosure as set forth in section 6104(d).”

“Currency translation loss -282,622. Change in net assets without donor restrictions 1,530,637. Other gains 100,000.”

“The process for overseeing the audit of the financial statements and selection of an independent accountant that audited the financial statements has been consistent with prior years.”