Population Action International

“The pai board of directors delegates responsibility for the review of the completed form 990 to the audit committee. The committee reviews the form with the vice president of finance and when the committee is in agreement with management on the information in the return it approves the final copy for management to sign. A complete copy of the final return is distributed to all board members prior to filing and the audit committee reports its approval to the full board at the next scheduled meeting of the board.”

“Each officer and director of the pai board of directors reviews, completes, and signs the conflict of interest review form annually. The signed form is submitted to the chair of the pai board of directors. Any conflict of interest that arises is brought to the attention of the board of directors and the officer or director involved does not vote on the matter. Each staff member reviews, completes, and signs the pai policy statements (including conflict of interest) upon hire. The signed form is submitted to human resources and any conflicts are reported to the chair of the board of directors. The staff member agrees to report to the chair of the board of directors any further situations that may develop during their employment.”

“Pai determines compensation for all employees by following the guidelines set forth in the pai employee handbook. The pai executive committee and budget & finance committee periodically review. Each staff position is analyzed and defined in a job description developed through a cooperative effort of the department vice president or director, the chief operating officer and the incumbent (when appropriate), and approved by the president/ceo. To achieve internal and external equity a salary comparison is completed in even numbered years for each position. The outcome of the salary comparison is the establishment of a salary range for each position. These ranges are developed by the coo and approved by the president/ceo by utilizing up to three current salary studies such as, prm consulting, inc. - management compensation report for not-for-profit organizations; inside ngo - headquarters salary, benefits, and human resource administrative policies survey compensation report; and total compensation solutions - not-for-profit compensation survey. Development of the salary comparison results in a salary range involving a minimum, midpoint and maximum as defined below: - minimum - the lowest rate paid to an individual who is hired for or promoted to a job/position that has been classified in the grade level. - midpoint - competitive rate for the particular grade level which represents the worth of the job/position to pai - that is, the amount of compensation considered to be fair and equitable for an employee who is fully qualified in terms of training and experience. The mid-point of each salary range is the weighted average of survey composites (staff size, budget size, organization type, scope, etc.) at the median (50th percentile) base salary of each job/position. - maximum - highest rate which may be paid to an incumbent in the grade level. The pai board of directors conducts a 360 degree performance appraisal and salary review of the president/ceo every two years. The salary range is determined by the pai board of directors. The board of directors last reviewed the salary of the president & ceo in december 2015.”

“Pai makes its governing documents (e.g. Minutes of board and committee meetings, audited financial statements, form 990, conflict of interest statement, whistleblower policy and document retention policy) available to the general public by providing copies on request or allowing inspection at the washington dc office of the organization. The form 990 is also posted on guidestar.org and is available for inspection anytime. The form 990 and current audited financial statements are also posted on pai's web site for review anytime.”

“Net realized gain from renegotiated facility lease 298,051.”