Brazos Valley Food Bank Inc

“City of college station: bvfb was approached by the city of college station to do enhanced covid related services around food for the city, during the pandemic. The program, project gotem, is partially funded by cdbg cares act funds from the city of college station. Bvfb has a board member, gus roman, who works in the community development department of the city of college station. Awarding of these funds was voted on and approved by the college station city council. Janet briand, board member since may 2023 serves as a trustee at american momentum bank. Marcus alsup, current board president, is an employee at wells fargo bank where bvfb has an account.”

“Policies and procedures were updated in june 2024. None of the changes required notification to the irs.”

“The draft form 990 is emailed out to the executive board and finance committees for initial review. Then, this reviewed draft, with any comments, goes to the full board before filing.”

“All staff sign off on the conflict of interest policy in the original paperless hire onboarding. Individual discussion around this happen between staff and their supervisors during 1:1s (i.e., serving on boards of other nonprofits, relatives volunteering and who should and who should not supervise them, etc.) for the board, each board members signs off on the conflict of interest statement annually. Before board votes, board members with potentional conflict of interest are asked to at the very least abstain from voting. In some cases, they are also asked to recuse themselves from the entire deliberation.”

“Yes. Feeding america and a local staffing agency put out compensations surveys regularly. The feeding america survey highlights positions, food bank size and food bank location, making comparison of wages very effective. The staffing agency survey was new this year and while informative regarding wages, especially for operations staff, was limited for other bvfb staff (nonprofits were not included in the wage survey). These surveys are reviewed and used by directors in assessing and if needed redetermining salary ranges. Raises, up to 3% annually, are only granted after a performance review completed on our around the anniversary of the employees hire date. The performance review includes an employee self-assessment and supervisor assessment of the same questions, addressing skill sets, successes, obstacles, etc. Each question has a rating of 0-3. Supervisor and employee meet to discuss similarity is scoring and disconnects. The supervisors rating for each answer is final. All answer scores are added up, then average for the final raise amount. The director of each departments receives each completed performance review from their department and asks clarifying questions/challenges scores before submitted to ex director and finance director for personnel files and raise implementation. For all top management, except for the executive director, the process mirrors what is outlined above. The executive director does a self-assessment and/or running list of accomplishments/misses in writing for the board president. Each board president has handled the next steps differently. Some have polled the entire board for feedback. Some consult just the executive committee. Others just have themselves and the immediate past board president assessed the executive director's performance. At a spring board meeting, there is an executive session that does not include the executive director, where the performance review is discussed and any raise amount determined.”

“Brazos valley food bank, inc makes its governing documents, conflict of interest policy, and financial statements available to the public upon request.”

“The audit & finance committee assumes responsibility for the oversight of the audit of its financial statements and selection of an independent accountant. This process has not changed from the prior year.”