Powell Recovery Center Inc

“The board and officers are trained on conflicts, and the issue is discussed at least once a month at management executive meetings.”

“The audit committee of the organization reviews the form 990 before it is filed. The president/ceo then reviews and signs before filing.”

“For executive staff, comparable data is collected from the guidestars nonprofit compensation report which has a wealth of data by percentile and by budget size, by job title, gender, nonprofit organization type, state and city. This material is compiled by the ceo along with the performance review for the position. The compensation data from guidestar accompanies an overview of the data and the rational for the requested increase. The performance review format was approved and provided by the independent board members. Prior to submission to the board, the ceo reviews the proposed increase for executive staff with the controller and with consensus, the ceo then forwards the overview, performance review and compensation data to the board compensation committee and chairman (all independent board members). The compensation committee approves and then moves the proposed increase to the independent members of the board. The full board then votes to approve/disapprove the proposed increase. The action of the independent board regarding executive salaries is documented by email approvals as well as the corporate secretary in the board minutes when the board confirms at the next board meeting the salary increase was approved via email. The controller is a board member. All the material including compensation data and the written board approval by independent board memebers is kept by the corporate secretary onsite at powell recovery center.”

“For all other salaries other than executive salaries, all changes to salary or hourly rate must be approved in advance by a powell recovery center executive. The authorized manager then submits a standardized email. The following must be copied into the email or payroll will not act on the email. Those who must be included: ceo, coo, and controller. New job titles that constitute a change in skill level or task, and require a commensurate increase in the hourly rate/salary are analyzed using comp data from the internet:indeed, glassdoor,salary.com, dol bls, and other stable compensation data sources then are reviewed by job descriptions/duties and location. For adjustments to powell recovery, such as an increase in the overall minimum hiring rate, powell recovery would not seek compensation data. A spreadsheet of all proposed increases to a base rate of pay affected by such an increase would be compiled and reviewed by the ceo, coo, controller and assistant controller for approval. Powell recovery center has a series of job titles for counselors, clinicians, house monitors that are regulated by internally predetermined rates for hiring and for increases. First year licensed graduate clinicians assigned to general direct service are all hired at a standard per hour rate and receive a second year increase at a standard rate per hour. These standard hourly rates help powell recovery center manage payroll and equity. Powell recovery center executive management reviews the entire powell recovery center payroll annually for increases and equity. The payroll is reviewed by job title, department, hire date and hourly rate/salary to ensure standard rates have been properly implemented, dol status is correct, equity across job titles and across the company for similarly skilled jobs is in place. Any equity adjustments or standard increases are noted on the spreadsheet and reviewed in total by the ceo, coo and the controller. The board compensation committee also reviewed the entire prc payroll in fy25. The payroll was reviewed by job title, department, hourly rate/salary and dol status to keep the board informed of the prc payroll equity and pay levels.”