The Saint Augustine Lighthouse and Museum Inc

“The Organizations policy is to distribute a copy of the Form 990 to the Finance Committee for acceptance by the Board of Trustees for review and approval before filing the tax return.”

“The organization maintains a written Code of Ethics, which is reviewed regularly by the Board of Trustees. A formal Employee Handbook and Personnel Manual is also passed by the Board of Trustees in tandem with the ethical code. Job descriptions lay out areas of authority. The Board sets policy and the Executive Director runs operations and hires, supports, coaches, and as needed fires all other hired personnel. Key Performance Indicators are used to clarify employee job tasks. The employee should first try to work out any issue respectfully with others in their peer group. If that cannot be accomplished they should speak to their direct supervisor promptly and efficiently. If they are not comfortable with their direct supervisor, then they may speak to the Personnel Officer, who acts as a Compliance Officer the title for this individual is the Associate Director. If the Personnel Officer is absent they may discuss their issue with anyone in Management or they may address the issue directly with the Executive Director. Supervisors and Managers are required to report code violations to the appropriate Department Manager. Managers are required to report violations to the Personnel Department in writing. The Department Manager and/or if needed the Personnel Officer and/or the Executive Director shall investigate all matters that require attention promptly and fairly. The Executive Director is the official liaison with the Board of Trustees as stated in the By-laws. He/she shall bring any matters to the Board of Directors that requires their attention. The Executive Director also reports regularly to the Board in a quantifiable manner. If a problem is with the Executive Director the matter should be reported to the Personnel Officer who will take appropriate action to resolve the situation immediately. However, the Board does not address personnel complaints. The Audit Task Force along with the Board Chair and Board Officers review the annual audit each year. The Audit Task Force does not address personnel issues.”

“The Board of Trustees reviews the organizations Executive Director position and job performance on an annual basis. A written review is conducted and confidential discussions are held between the Chairman and Individual Trustees. The Chairman and/or Executive Committee meet annually with the Executive Director to review the independent evaluations and to discuss suggestions for improvement where applicable. Independent surveys of executive and management compensation and benefits within the museum management field are provided to the Board of Trustees for information. The Executive Director compensation is determined in executive sessions of the Board, without staff or the Executive Director being present. Other positions are reviewed by the Executive Director and Associate Director annually using formal studies of museum industry salaries and benefits.”

“The organization does not make public its governing documents, conflict of interest policy and financial statements. However, it does make its Form 990 available to the public on anothers website or upon request as required by law.”

“Program Service Expenses 158,280, Grants and allocations 0, Revenue 0 Museum shop activity”