Miravia Inc

“A copy of form 990 was emailed to the organization's governing body for review prior to filing. A copy of the 990 was also reviewed at a finance committee meeting prior to filing.”

“The organization requires that all board members annually disclose any potential conflicts. The executive diretor and president of the board review these disclosures to ensure compliance with the conflict of interest policy.”

“Miravia will uphold the best interest of both the organization and our employees to fairly compensate our workforce for the value of the work provided. It is our intention to use a compensation system that will determine the current market value of a position based on the skills, knowledge and behaviors required of a fully competent incumbent. The system used will be objective and non-discriminatory in theory, application and practice. The company has determined that this can best be accomplished by using a professional compensation system recommended by executive management and approved by the board of directors. Selection criteria: the compensation system will price positions to market by using local, national and industry specific survey data. (more specifically: salary surveys from the employer's association, monster.com, salary.com, and heart beat international.) the market data will primarily include non-profit organizations with comparable services, staff size and/or budget. Data will also include surveys for more specialized positions (for example, executive director, counseling, accounting, etc.) and will address significant market differences due to geographical location. The system will evaluate external equity, which is the relative marketplace job worth of every job directly comparable to similar jobs in similar organizations, factored for general economic variances and adjusted to reflect the local economic marketplace. The system will evaluate internal equity, which is the relative worth of each job in miravia when comparing the required level of job competencies, formal training and experience, responsibility and accountability of one job to another. Professional support and consultation will be available to evaluate the compensation system and provide on-going assistance in the administration of the program. The vendor (ie: the employers association and the society of human resources management) will maintain the level of expertise required to provide information and recommendations necessary to ensure that, as the organization and external market changes over time, the compensation program continues to provide valuable, legal and ethical practices for miravia. The compensation system must be flexible enough to ensure that the company is able to recruit and retain a highly qualified workforce, while providing the structure necessary to effectively manage the overall compensation program. Responsibilities: the personnel committee of the board of directors of miravia is responsible for reviewing recommendations made by the executive management team and making recommendations to the full board which will give final approval for this compensation system to be used by miravia. On an annual basis the personnel committee/board of directors will review and approve, as appropriate, recommended changes to position salaries as recommended by executive management and as determined through the system's market and internal analysis process. As part of the annual budgeting process the board of directors will review and approve, as appropriate, funds to be allocated for total compensation, which would include base salaries, bonus, variable based or incentive based pay and all other related expenses, including benefit plans as recommended by executive management. The board shall set the position level, pay range and specific components of the total compensation package for the executive director. Management responsibility: the executive director is responsible and accountable to the board of directors. In that capacity he/she is charged with ensuring that the agency is staffed with highly qualified, fully competent employees and that all programs are administered within appropriate guidelines and within the approved budget. The salary budget shall include a gross figure for the following budget adjustments, but the individual determinations for each employee's salary adjustment shall be the exclusive domain of the executive di”

“The organization's governing documents and conflict of interest policy are made available upon request. The financial statements are available upon request and published in annual report.”

“Miscellaneous: program service expenses 4,672. Management and general expenses 188. Fundraising expenses -125. Total expenses 4,735. Postage: program service expenses 55. Management and general expenses 337. Fundraising expenses 1,855. Total expenses 2,247. Dues and subsriptions: program service expenses 493. Management and general expenses 175. Fundraising expenses 0. Total expenses 668. Outreach: program service expenses 327. Management and general expenses 0. Fundraising expenses 0. Total expenses 327. Bad debt recovery: program service expenses 0. Management and general expenses -7,018. Fundraising expenses 0. Total expenses -7,018.”