Nvfc 21St Century Fund

“The draft form 990 is reviewed by the governing body before submission.”

“To regularly and consistently monitor and enforce the conflict of interest policy nvfc employees and the governing body do review the policy and sign annually.”

“The organization makes its governing documents, conflict of interest policy, and financial statements available upon request.”

“Nvfc 21st century fund does not compensate anyone shown in part vii of the form 990 or schedule j, part ii. The compensation shown in these sections is paid by nvfc, inc, the organization's supported organization. Nvfc 21st century fund relies on the compensation determination methodology of nvfc, inc. The following is the compensation methodology used by nvfc, inc: the national volunteer fire council (nvfc) maintains a compensation program reflective of its mission and values. The total compensation program offered includes wage/salary, incentive pay opportunities as applicable, and a wide range of benefits. The nvfc considers the competitive market place, the relative value of each position to the council, individual performance, qualifications, and experience when compensating employees. The compensation program is designed to enable the council to successfully attract, develop, retain, and reward employees for their knowledge and contributions. The council compensates all employees on an equal basis without regard to race, color, sex, national origin, age, disability or veteran status. The compensation program is administered in accordance with federal wage and hour laws, and other applicable governmental guidelines. Compensation ranges and benefits will be assessed based on comparison to associations having the following similar attributes to nvfc: membership type (professional association) membership size budget size staff size geographic scope (comparable to the washington, dc area) types of compensation: cost of living adjustment (cola) cola is determined by the average of the consumer price index (cpi) levels of the previous 12 months. Cpi is determined by the bureau of labor statistics. Merit merit increases are determined by comparable increases within the industry in the washington, dc area. The merit increases are derived from the greater washington area association compensation & benefits study which is an annual report that tracks salary and benefits information for nonprofits. In addition, the american society of association executive's (asae) listserv will also be a source for information regarding average salary increases. Bonus or other incentive compensation bonus or other incentive compensation is determined by merit. If an employee reaches a salary cap, bonus awards may be given. Correction a corrective adjustment may be necessary to bring the position into the range to be comparable other positions within the industry. A correction may occur over the period of a year or multi-year period. The annual review/compensation process each employee will complete an annual self-performance evaluation and submit it to their immediate supervisor as well as the executive and deputy directors. The executive director, in consultation with the deputy director, will combine the cola and merit range in order to develop the "compensation range" which will be made available to all staff. Program managers will meet with employees which they supervise in order to conduct an annual performance review. Utilizing the compensation range, program managers will develop recommendations for the executive and deputy directors' review. The executive and deputy directors will meet with program managers for their performance review and to also review the recommendations for employees under their supervision. The executive and deputy directors will meet with all employees to conduct an annual performance review. The executive director, in consultation with the deputy director, will determine compensation recommendations for submission to the executive committee prior to the fall board meeting. The recommendations can include the performance reviews, job descriptions and any other information the committee requests. The executive committee reviews the recommendations and takes action at the fall meeting. Annual salary increases are effective october 1.”

“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.”