Bloodwater Mission Inc

“The 990 is reviewed by staff, ceo, & board members prior to submission the ceo and treasurer signs and certifies that the irs form 990 is accurate and complete.”

“An annual disclosure statement is circulated to trustees, officers, and certain identified agents and employees to assist them in considering disclosure of perceived or potential conflict of interest the written statements of disclosures are filed with the ceo or such person designated by the ceo to receive such notifications at the meeting of the board, all disclosures of real or apparent conflict of interest shall be noted for the record in the minutes an individual trustee, officer, agent or employee who believes that he or she or an immediate member of his or her immediate family might have a real or apparent conflict of interest, in addition to filing a notice of disclosure, must abstain with regard to the subject of the conflict from participation in discussions, using his or her personal influence, making motions, voting, executing agreements or taking similiar actions on behalf of the organizations where the conflict of interest might pertain by law, agreement or otherwise.”

“The blood water mission (bwm) board's determination of the ceo's compensation is one of its key tasks, the compensation must comply with legal requirements for maximum compensation and reporting of taxable elements. An appropriate compensation policy and review process must be built upon the philosophy of the organization therefore, the following elements are deemed critical 1) the compensation plan will support the mission, strategy, and values of bwm 2) bwm will pay for performance, skills and competencies, development and growth , and effective visible commitment to the organization 3) the compensation structure will encourage recruitment, retention, and motivation of outstanding executives so that the organization can achieve its mission and objectives 4) our compensation structure may include base salary, retirement and other benefits, and performance-based pay appropriate to the nonprofit marketplace 5) our compensation system will include periodic adjustments to pay ranges based on changes in the marketplace, subject to organizational financial constraints all adjustments to pay will be consistent with practice in the nonprofit marketplace 6) the marketplace adequacy of the compensation structure will be judged in terms of total compensation, including benefits the total packages will be competitive with the market place, subject to organizational financial constraints 7) the compensation structure will be linked to an effective performance management system with individual growth and development as well as professional achievement goals in considering compensation, all elements will be provided to the board, including (but not limited to) the value of all employee benefits whether taxable or not, housing allowance or value of provided housing, the value of vehicles to the employee or the family of the employee and retirement plan contributions. The finance committee and the chairman of the board will review the compensation package being provided to the ceo on an annual basis as a component of the ceo's annual performance appraisal and review process as part of the compensation review process, the board will collect information regarding amounts paid by comparable organizations for comparable services and consider how the proposed compensation compares to the comparison information if the amount proposed as compensation seems high based on the comparison information, the board will consider collecting additional information or obtaining a professional compensation opinion. The total compensation of all non-executive staff members shall be reviewed annually by the ceo, board chairman, and other members of the personnel committee the board shall approve total staff compensation dollars each year as part of the annual budget process taking into consideration overall organizational performance for the current/previous year and projections for the coming year the ceo shall have the responsibility of establishing and maintaining all non-executive salaries, raises, and other benefits determined by the salary & compensation system, individual performance assessments, and interim performance standards policies individual staff evaluations, carried out by the executive staff, shall take place annually.”

“The organization has no other paid officers, see compensation policy for ceo for the organization's entire compensation policy.”

“The governing documents, policies and financial statements are made available to the public, upon request, in a timely manner and without charge or subject to the charges permitted by law.”