Charlotte Regional Business Alliance

“The charlotte organization's members each have the right to elect the members of the governing body.”

“Each member of the organization has the right to elect the members of the governing body of the organization.”

“The 990 is reviewed by the vp of accounting, cfo and ceo, of the organization. Upon their approval, the 990 is reviewed by the finance committee and then by the board of directors. The 990 is filed after the board completes its review.”

“Each director, principal, officer and member of a committee with governing board delegated powers shall annually sign a statement which affirms such person: has received a copy of the conflicts of interest policy, has read and understands the policy, has agreed to comply with the policy, and understands the organization is a non-profit and in order to maintain its federal tax exemption, it must engage primarily in activities which accomplish one or more of its tax-exempt purposes. With respect to enforcement, each member has a duty to disclose the existence of a possible conflict of interest. Once a disclosure of the facts has been made, the person with the potential conflict must recuse themselves from the meeting. At this point the remaining members shall vote on whether an actual conflict exists. If it is decided that a conflict does exist, appropriate actions will be taken.”

“In january of each year, the organization's chair, the executive committee, and the board of directors review the organization's program of work for the coming year. The ceo's performance is based upon the achievement of key objectives which have been assigned relative value. The status of these key objectives are presented to the executive committee monthly. At the end of the year, the current chairperson and ceo assess achievement of these objectives on the ceo's performance review form. The compensation committee consists of current chair, immediate past chair, chair-elect, counsel and treasurer. The committee is supported by the organization's cfo. At the end of the calendar year, the compensation committee reviews the following for the ceo performance evaluation: ceo performance review based on objectives discussed above, a compensation history spreadsheet, a benefits and total compensation explanation, ceo compensation comparable from other local non-profits, ceo compensation comparable from other regional business alliances and minutes from the most recent compensation committee meetings. Upon determining total ceo compensation (including salary, bonus, and benefit adjustments), the compensation committee submits its proposal to the executive committee for approval. Compensation for officers and key employees is determined annually based on performance market indicators. These key positions are reviewed annually in january, and this is when objectives and goals are determined for the next year. These annual objectives and goals are formally reviewed after six months, unless there is a significant change in job responsibilities or compensation reflected by performance market indicators. Compensation for these key positions are subject to the same budgetary guidelines as the rest of the staff. Bonuses and incentive compensation for non-ceo employees is based on achievement of both organizational and individual objectives at the discretion of the ceo. The president & ceo recommend total compensation for the senior leadership team to the committee for approval. The committee reviews recommendations for the senior leadership team individually. The compensation committee approves the total annual bonus pool.”

“The organization's financial statements are available to the general public. The organization's bylaws, public policy, strategic plan and the board of trustees list are available on the organization's website.”

“Other professional fees 1,055,496.”

“The process has not changed”