Pact Institute Inc

“Members of governing body are elected by pact inc. Executive committee.”

“Form 990 review process once pact institute's form 990 is completed by its tax preparer, it is reviewed in detail by the controller. Once the controller is satisfied that the return is complete and accurate, it is reviewed by pact's cfo. Pact institute's form 990 is shared with the finance and audit committee in draft form and is also provided to its board of directors prior to filing.”

“All employees, officer and directors are required to sign a conflict of interest policy upon joining pact. It is the duty of pact directors, officers, and employees to update and raise any potential conflicts of interest during their tenure at pact. Pact directors and senior management must raise potential conflicts and submit their pact conflict of interest disclosure form to the pact general counsel and/or board secretary, who then review to determine if a conflict exists. All other employees raise potential conflicts with the ethics and compliance office, who in turn decides how to address any potential conflict. Any person with a conflict will recuse him/herself from discussion and decision on the pertinent matter.”

“Process for determining compensation pact institute 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 pact, inc., the organization's related organization. Pact institute relies on the compensation determination methodology of pact, inc., pact institute's related organization, under a shared services arrangement. Pact's bylaws state that the "salary of the president and chief executive officer and the terms of his or her employment shall be fixed by the board of directors. The salaries of all other staff and the terms of their employment shall be fixed by the president and chief executive officer." ceo: the executive committee of the board sets the ceo's salary, typically informed by information provided by the search firm at the time of hire. The governance committee conducts an annual evaluation of the ceo and awards increases as deemed appropriate and approved by the executive committee. The executive committee and the governance committee are comprised of independent persons and maintain contemporaneous written documentation of all decisions made. Other officers or key employees: the ceo is responsible for the compensation of other employees but is directly involved only in the hiring and salary negotiations of c-level positions. In these cases, where pact is utilizing a search firm, the firm provides market information to assist in the determination of appropriate compensation levels. For key employees beyond the c-suite, pact's chief human capital officer is responsible for salary determinations. Pact uses a series of annual salary surveys of peer organizations, conducted by an industry trade association, to inform salary levels. All pact employees are evaluated on an annual basis, and increases are determined and awarded from an approved pool, administered by pact's chief human capital officer.”

“Pact institute's determination letter is available upon request. Pact's annual reports, audited financial statements and 990s are available upon request, as well as on its website.”

“July 14, 2020 a resolution was passed by the board of directors to dissolve pact institute as a supporting organization to pact, inc. All program services were transferred to pact, inc. The dissolution was finalized june 9, 2021.”

“Pact institute was organized to support the charitable and educational activities of pact, inc. And to contribute to the growth of civil society, strengthen the community-focused non-profit sector worldwide, and implement innovative program initiatives. Pact institute and pact, inc. Operate in a shared services environment. As such, pact institute reimburses pact inc. For its share of employee costs based on percentage of time devoted to pact institute projects at cost.”