Anne Arundel County Casa Inc

“A copy of the return was reviewed by the governing board prior to filing.”

“The board of directors reviews and signs this policy upon joining the board and its also signed annually. If a conflict arises the following procedures take place -all board members shall disclose their affiliations with vendors or other organizations with which casa does business with. -directors have a continuing obligation to disclose any actual or potential conflicts of interest whenever such situations arise during the year. -casa requires directors to abstain from decision-making issues about which they have actual or potential conflicts of interest. -disclosure, participation and abstention are recorded in the minutes of the meetings at which such issues are discussed and decided. -it is the responsibility of the president and the executive director to enforce the conflict of interest policy. -the president and executive director shall review the disclosures and present an annual report on the status of the conflicts to the board of directors and take other appropriate actions.”

“The starting salary for the executive director is determined by the board of directors and is based on a market analysis of nonprofit executive directors in the surrounding area, including the going rate for other maryland casa program executive directors. The starting salary is based on the organizations budget, and the experience of the incoming executive director. Once the starting salary is agreed upon, all increases in compensation are then set up according to the below noted steps. Performance reviews of employees will be conducted on an annual basis at the anniversary date and will be made effective on the anniversary date. All new employees will be reviewed after six 6 months of employment 3. Evaluations include a. Assessment of job performance in relation to the quality and quantity of work defined in the job description and to the performance objectives established in the most recent evaluation. B. Clearly stated objectives for future performance. C. Recommendations for further training and skill building, if applicable. D. Opportunity for self-evaluation. 4. The executive director is given the opportunity to sign the evaluation report, to obtain a copy and to include written comments before the report is entered into the personnel record. 5. The compensation of the executive director is based on the annual budget and the maximum limit for cost of living and/or performance increases. The maximum budgeted percentage for all personnel is the same across the board. It is up to the discretion of the board of directors to determine what percentage increase is given to the executive director based on the board approved maximum budgeted allowance. For example, for fy22 the maximum budgeted amount for all staff regardless of position is 3. Therefore, the board of directors, based on the performance of the executive director, can elect an increase in salary up to the 3 that was budgeted for the fiscal year. The board would have to vote on that percentage and it would be recorded in the board meeting minutes and given to the executive director in writing.”

“Governing documents are not made available to the public.”