Crosspoint Inc

“Draft of form 990 is provided to ceo and finance director for their review.”

“Each director, principal officer and member of a committee with governing board delegated powers shall annually sign a statement which affirms they are in compliance with the conflict of interest policy.”

“Chief executive officer (ceo) compensation policy:the executive committee conducts the evaluation process with the currently seated vice president presiding. The evaluation instrument assesses the ceo's performance based on the attainment of the organizational goals set for that year by the board. The executive committee, at its discretion, may also take into account extraordinary circumstances, a goals-based self-evaluation presented by the ceo, quarterly goal-based progress reports made by the ceo, and appropriate nonprofit wage and benefit surveys. The executive committee shall exercise budgetary discretion in making the compensation determination. The executive committee presents the completed performance evaluation and compensation recommendation to the full board for final discussion and approval.process for other staff (paid) employees:each employee is evaluated by his/her immediate supervisor on an annual basis using a performance evaluation template that is geared to each employee's specific job description. General and specific competencies are rated and merit increases are awarded according to their final score. Increases may range from 2% to 4%. Goals from the previous year are examined and noted as achieved, not achieved, partially achieved, enhanced and ongoing, or no longer relevant. New goals may be set for the next year as appropriate. Base rates are established for each position based on comparative surveys for nonprofit agencies. Past experience and education are also considered.”

“Chief executive officer (ceo) compensation policy:the executive committee conducts the evaluation process with the currently seated vice president presiding. The evaluation instrument assesses the ceo's performance based on the attainment of the organizational goals set for that year by the board. The executive committee, at its discretion, may also take into account extraordinary circumstances, a goals-based self-evaluation presented by the ceo, quarterly goal-based progress reports made by the ceo, and appropriate nonprofit wage and benefit surveys. The executive committee shall exercise budgetary discretion in making the compensation determination. The executive committee presents the completed performance evaluation and compensation recommendation to the full board for final discussion and approval.process for other staff (paid) employees:each employee is evaluated by his/her immediate supervisor on an annual basis using a performance evaluation template that is geared to each employee's specific job description. General and specific competencies are rated and merit increases are awarded according to their final score. Increases may range from 2% to 4%. Goals from the previous year are examined and noted as achieved, not achieved, partially achieved, enhanced and ongoing, or no longer relevant. New goals may be set for the next year as appropriate. Base rates are established for each position based on comparative surveys for nonprofit agencies. Past experience and education are also considered.”

“The organization makes its governing documents, conflict of interest policy, and financial statements available to the public upon request.”

“No documents available to the public.”