Launchability Inc

“The 990 is reviewed by the ceo and the cfo for accuracy and completeness before approving the return. The return is discussed with the finance committee and made available to the board at the next meeting. Also, the return is available for review upon request.”

“Employees and board members of launchability have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes the framework within which launchability wishes its business to operate. The purpose of these guidelines is to provide general direction so that employees and board members can seek further clarification on issues related to the subject of acceptable standards of operation. No "presumption of guilt" is created by the mere existance of a relationship with outside firms. However, it is imperative that employees and board members disclose any actual or potential conflicts of interest that could result from such relationships to an officer of the organization as soon as possible so that safeguards can be established to protect all parties.”

“Launchability utilizes a system of formal performance evaluation as a necessary management tool to aid in decisions regarding promotions, compensation, training, and disciplinary action. The appraisal system is designed to focus on mutual goal setting by the supervisor and the employee and will be followed up by reviews to adjust and assess progress toward goal attainment. All full-time and part-time employees receive written performance evaluations to review progress and discuss standards of performance and job responsibilities following the 120-day orientation period and at least annually thereafter. Performance objectives are established in advance of any evaluation, the employee and the evaluating supervisor should have a clear mutual understanding of what the employee is expected to do on the job. Priorities or weights, if any, assigned to performance standards should be clear and mutually understood. Reviews are discussed with the employee and signed by both parties, indicating they have communicated on the subject matter even though they may not have agreed. The employee has the opportunity to submit written comments on the review and both documents become a part of the employee's permanent personnel file. Periodic work planning and review sessions are conducted throughout the year with all employees to evaluate progress on the achievement of performance goals and assigned responsibilities. The ceo and/or the hr director reviews all written performance evaluations and employee responses. Employees are given the opportunity to respond to the appraisal in writing and are permitted to keep a copy of the appraisal.”

“Public inspection of all governing documents, conflict of interest policy, and financial statements are available upon request during normal business hours.”

“After 30 years of serving babies with special needs through Early Childhood Intervention (ECI), in August 2014, the LaunchAbility board made a most difficult decision to not renew the contract for this program. This decision was made based on the fact that the state system is chronically underfunded, and with the new changes in healthcare, the funding gap would be insurmountable for an agency of our size and scope of services. The ECI families LaunchAbility was serving have transitioned to nearby but more diversified agencies who also serve children beyond age three. Because of their breadth of services, they are hopefully better able to bring economies of scale to address the complexities in the ECI system and the high administrative overhead now necessary in healthcare. The majority of the LaunchAbility ECI staff were also hired by these agencies in order to ensure a smooth transition and continuum of care for families.”