Girls Incorporated of Metropolitan

“The organization does not have any committees with authority to act on behalf of the governing body.”

“The form 990 is prepared by an independent accounting firm. The form 990 is then reviewed by girls incorporated of metropolitan dallas staff. After the initial review, it is sent to the full board for their review and approval. The form 990 is then submitted to the irs.”

“The conflict of interest policy is distributed to all members of the board and to key employees once each year. The policy is explained during a board meeting then, each member and key employee is asked to sign and date a form that says they understand the policy and that they have no known conflicts of interest. The form also explains that they must notify the board if a conflict should develop. The signed forms are kept on file in the corporate offices. Each member of the board of directors of girls incorporated of greater dallas is in a position of trust and has a fundamental responsibility to exercise impartial judgment to promote and advance the mission of girls incorporated. Because of the public service mission of girls incorporated, it is important that the community have confidence in the management and administration of the organization. Each board member, non-board member serving on a board committee, and employee of girls incorporated shall exercise good faith and honesty in all dealings and transactions related to his or her duties to the agency. No board member, non-board member serving on a board committee or employee shall use his or her position or knowledge gained from the organization in such a way as to permit a conflict to arise between the interest of the agency and his or her own individual interest. Board members, non-board members serving on a board committee, and employees must be aware that outside obligations and financial interest may result in a conflict of interest that may affect the objectivity or the appearance of objectivity of their decisions and the effectiveness of their performance. It is the duty of board members, non-board members serving on a board committee, and employees to be aware of and disclose the possibility of a conflict of interest between their responsibilities to the agency and their other personal or business obligations. If a matter arises in which a board member, non-board member serving on a board committee, or employee has, or may have, or becomes aware of a conflict of interest, the board member, and non-board member serving on a board committee or employee shall promptly disclose the matter. In the case of a board member, disclosure shall be made to the chair of the board of directors. In the case of a non-board member serving on a board committee, disclosure shall be made to the chair of the committee who shall refer the matter to the executive committee. In the case of a task force member, or employee, disclosure shall be made to the chief executive officer, who will address the matter or refer it to the executive committee if needed. The executive committee shall take up the conflict at its next meeting or at a specially convened meeting and, if the executive committee determines that a conflict of interest exists, the executive committee shall recommend to the board that the interested board member, non-board member serving on a board committee refrain from any participation in the relevant decision-making process. If it is a matter involving employees, the ceo will recommend the employee refrain from participation.”

“Compensation for the chief executive officer (ceo) is determined on an annual basis by the executive committee with notification to the board of any changes. The ceo's compensation is set after review of performance and analysis of data that documents compensation levels and benefits for similarly qualified individuals in comparable positions at similar organizations. Compensation for top management and other key employees is determined by the ceo in accordance with the existing salary administration structure, performance considerations and budget factors. With the assisstance of the human resources (hr) task force, which is composed of members who are human resource professionals and labor law attorneys, all staff job descriptions have been updated. The completion of this task makes it possible for the organization to now review and update its staff compensation structure including conducting a comparative salary, wage and benefit analysis. It also makes it possible to review and update the performance review program of the organization to ensure the use of best practices throughout the system. The executive committee will establish the annual compensation for the ceo and document how it reached its decision and recommendation and summary of how it reached its decision for final approval by the board.”

“Governing documents, conflicts of interest policy, and financial statements are made available for public inspection at girls incorporated of metropolitan dallas' corporate office within 2 business days.”

“The oversight and selection process has not changed from the prior tax year.”