Alliance for Aging Research

“The board may appoint an executive committee and may delegate to that committee all of the powers of the board when the board is not in session, except that the committee may not have the power to make, amend or repeal the by-laws, nor to elect members of the board. The executive committee consists of the board chair, board vice-chair, and chairs from the governance committee, development committee and finance committee.”

“During 2024, the alliance amended its bylaws to update its purpose statement. The revised purposes of the alliance include educating on, advocating for and advancing: (a) the narrative to achieve healthy aging and equitable access to care; and (b) a culture that embraces healthy aging as a greater good and values science and investments to advance dignity, independence, and equity.”

“The form 990 was reviewed, signed, and filed by the president and ceo. The form 990 was also reviewed by the treasurer prior to filing, and provided to the board.”

“Each spring, board members are asked about potential conflicts of interest. In connection with any actual or possible conflict of interest, the person involved must disclose the existence of the financial interest and be given the opportunity to disclose all material facts to the board of directors considering the proposed transaction or arrangement. The vote(s) of the interested director(s) will not be counted.”

“Form 990, part vi, section b, line 15a: the alliance for aging research board of directors executive committee (ec) is responsible for annually reviewing and approving defined objectives for the alliance's president and ceo, evaluating performance against the objectives, and defining and establishing the overall strategy and compensation of the president and ceo. The board chair conducts an annual, confidential written survey of senior staff regarding the president and ceo's performance. The results are conveyed to the ec as part of the review. The ec meets with the ceo, who presents a detailed self-assessment of accomplishments relative to performance goals over the past year. The board chair then compiles a written evaluation by the ec of the president and ceo's performance, and meets with the ec to deliberate and decide compensation. Compensation is assessed annually against published surveys of compensation and benefits for chief executives of similar organizations, taking into account sector, budget size, staff size, and geographic location. An external independent compensation review was conducted in 2024, and a formal compensation structure effective january 2025 was established to guide future compensation decisions. The alliance will obtain a professional salary and benefits consultant to conduct a compensation analysis no less than every five years to ensure market competitiveness. The ec reports committee decisions to the full board in an executive session, including the president and the ceo's performance and compensation determinations. Contemporaneous notes are taken of the meeting(s). The final written evaluation, with performance goals and compensation determinations, is sent to the president and ceo and vice president of hr, and a copy is retained in the president and ceo's personnel file. Form 990, part vi, section b, line 15b: the process for establishing the annual compensation of other senior staff, key employees and other alliance staff includes detailed self- assessments that document accomplishments during the past year and performance goals for the upcoming year. These self- assessments are submitted to immediate supervisors, who meet with direct reports to discuss overall performance, expectations, observations, positive and constructive feedback, concerns, ideas, and review/set goals. Immediate supervisors provide a written summary of the discussion, incorporating the employee's self-assessments and their own assessment of performance, progress, observations, and any additional goal setting needed. Based on this review, the supervisor provides annual compensation recommendations to the president and ceo for the upcoming year. Recommendations are guided by the maximum percentage increase authorized in the approved annual budget. Compensation is assessed annually against published surveys of compensation and benefits of similar organizations, taking into account sector, budget size, staff size, and geographic location. An external independent compensation review was conducted in 2024, and a formal compensation structure effective january 2025 was established to guide future compensation decisions. The alliance will obtain a professional third-party compensation analysis no less than every five years to ensure market competitiveness. In addition, compensation is based on overall organization-wide compensation amount established by the board-approved annual budget. The ceo gives final approval of annual compensation for the upcoming year for all staff, and each employee receives a letter of documentation signed by the president and ceo. Self-assessments are signed by staff and immediate supervisors. Final copies of self-assessments and salary letters are sent to each staff person and copies are retained in their individual personnel files.”

“The organization's governing documents, conflict of interest policy, and financial statements are made available to the public on their website or by request.”

“Consultants: program service expenses 1,031,367. Management and general expenses 0. Fundraising expenses 0. Total expenses 1,031,367. Honoraria: program service expenses 12,050. Management and general expenses 0. Fundraising expenses 0. Total expenses 12,050.”

“The board assumes responsibility for the oversight of the audit and selection of the independent accountant. This process has not changed from prior years.”