Chapel Hill Training-Outreach Project Inc

“THE DIRECTOR OF FINANCE REVIEWS THE 990 ONCE COMPLETED. A DRAFT OF THE 990 IS EMAILED TO EACH BOARD MEMBER FOR COMMENTS PRIOR TO BEING FINALIZED AND FILED. PRIOR TO BEING FILED, THE 990 is PRESENTed TO THE BOARD DURING A MONTHLY MEETING BY OUR AUDITORS. THEN, THE 990 IS APPROVED BY THE BOARD.”

“ON AN ANNUAL BASIS, THE DIRECTOR OF FINANCE REVIEWS THE CONFLICT OF INTEREST POLICY AT A BOARD OF DIRECTORS MEETING. THERE IS A FULL EXPLANATION OF THE POLICY FOLLOWED BY A DISCUSSION OF WHAT ITEMS COULD CONSTITUTE A CONFLICT OF INTEREST. a board MEMBER with a conflict IS ASKED TO RECUSE himself/herself FROM THE DISCUSSION AND THE VOTE. ALL DISCUSSIONS ARE DOCUMENTED IN THE MINUTES.”

“ON AN ANNUAL BASIS, THE PERFORMANCE AND COMPENSATION OF THE EXECUTIVE DIRECTOR OF THE CHAPEL HILL TRAINING-OUTREACH PROJECT, INC. ("CHTOP") ARE EVALUATED BY THE EXECUTIVE COMMITTEE OF THE BOARD OF DIRECTORS, WHICH IS COMPOSED OF THE BOARD PRESIDENT, TREASURER, AND VICE PRESIDENT/SECRETARY. THE EXECUTIVE COMMITTEE MEETS WITH THE EXECUTIVE DIRECTOR TO REVIEW THE YEAR'S ACTIVITES AND THEN A FURTHER DISCUSSION IS HELD AFTER THE EXECUTIVE DIRECTOR LEAVES THE ROOM TO DETERMINE WHETHER A SALARY ADJUSTMENT IS MERITED. PRIOR TO MEETING WITH THE EXECUTIVE DIRECTOR, THE CHTOP HUMAN RESOURCES DEPARTMENT PROVIDES THE EXECUTIVE COMMITTEE A COPY OF THE MOST RECENT CHTOP JOB CLASSIFICATION AND SALARY SCHEDULE THAT IS BOARD APPROVED EACH YEAR AND IS BASED ON RELEVANT MARKET DATA INCLUDING THE NON-PROFIT COMPENSATION REPORT PUBLISHED BI-ANNUALLY BY ABBOTT, LANGER & ASSOCIATES, INC. TO ASSURE THAT THE EXECUTIVE DIRECTOR'S COMPENSATION IS IN LINE WITH OTHER SIMILAR ORGANIZATIONS. AFTER THE EVALUATION, THE EXECUTIVE COMMITTEE REPORTS TO THE FULL BOARD AND THIS REPORT IS DOCUMENTED IN THE MINUTES OF THE MEETING. ALL OTHER EMPLOYEES' COMPENSATION IS DETERMINED BY THE project director and approved by the EXECUTIVE DIRECTOR AND THE FOLLOWING FOUR FACTORS ARE TAKEN INTO ACCOUNT: (1) THE NATURE & SCOPE OF THE JOB; (2) WHAT OTHER EMPLOYERS PAY THEIR EMPLOYEES FOR COMPARABLE POSITIONS; (3) INDIVIDUAL PERFORMANCE; AND (4) EXPERIENCE & LONGEVITY. EACH YEAR, EVERY EMPLOYEE WILL HAVE A PERFORMANCE REVIEW WITH HIS/HER SUPERVISOR AND THE OVERALL PERFORMANCE RATING THAT HE/SHE RECEIVES WILL INFLUENCE THE SALARY ADJUSTMENT. CHTOP PERIODICALLY EXAMINES MARKET CONDITIONS AND EXTERNAL MARKET DATA TO ENSURE COMPARABILITY WITH OTHER ORGANIZATIONS.”

“the organization's governing documents, conflicts of interest policy and financial statements are available to the public upon request.”

“payroll fees: Program service expenses 0. Management and general expenses 34,944. Fundraising expenses 0. Total expenses 34,944. Consultants: Program service expenses 195,622. Management and general expenses 18,224. Fundraising expenses 0. Total expenses 213,846. contracted program services: Program service expenses 2,436,926. Management and general expenses 0. Fundraising expenses 0. Total expenses 2,436,926. Contract Nutrition Services: Program service expenses 398,741. Management and general expenses 0. Fundraising expenses 0. Total expenses 398,741. Child care subs: Program service expenses 75,294. Management and general expenses 215. Fundraising expenses 0. Total expenses 75,509.”