Linc North Texas

“This form 990 is prepared annually by the chief financial officer, then every year discussed with an external auditing firm. Once it has been completed, it is distributed to the linc nt board of directors, who review it and approve it by vote prior to its submission to the irs.”

“The voting and non-voting members of the board of directors, including officers and key employees of the organization, are required annually to sign a statement indicating that they are aware of no conflict of interest arising within the past 12 months and that if any conflict of interest arises in the next 12 months, they will immediately disclose any such activity and seek to end the conflict. The statement also includes a form asking them to disclose specifically any business transactions with linc nt, indebtedness to linc nt, personal benefits received from linc nt, legal proceedings involving linc nt, and family or business relationships with other officers or directors. The chair of the board shall determine whether an unacceptable conflict of interest exists and arrange with the party to cease any inappropriate activity. If the chair has potential conflict of interest, the vice chair and the secretary shall determine if the unacceptable conflict exists and arrange for it to cease. Unsettled matters shall be reported to the board of appropriate action. Any inappropriate activity must cease or their position must be vacated. Any violations of the conflict of interest policy must be documented prior to any transaction. A transaction may be taken when a conflict of interest exists if: (a) the officer or staff of linc nt is excluded from the discussions and approval, (b) a competitive bid or valuation exists, and (c) the board of directors determines that the transaction is in the best interests of linc nt.”

“The executive director is responsible for setting the salaries of all employees at linc nt. The executive director will consider the education, experience, value added, and performance of the employee in setting salaries. In evaluating the value added by the employee, the executive director will consider to what extent the organization needs the services to be offered, including the size of the employee's responsibility. Special qualifications of the employee may be taken into account. Employee salaries must be considered in relation to the salaries of other employees at linc nt, as well as regularly considered in relation to the salaries of comparable positions at comparable charitable organizations. In offering raises, the executive director shall evaluate employees based on a standard form and give the employee feedback about his or her performance. Raises beyond a cost-of-living increase may be offered based on the following qualifications: high-quality performance, expansion of responsibility, and expansion of capacity including new education. In evalutaing raises, the executive director will consider the inflation rate as well as a comparative compensation guide. A 2% raise may be offered as a standard for as-expected performance, and a 4% raise may be offered for exceptional performance. Raises higher than 5% may be offered with a well-documented reason. The executive director is not obligated to offer any raise or cost-of-living adjustment to employees. The initial salaries of all employees are documented in the employment agreement, and future adjustment to salaries is documented on a standard form that provides a rationale and is signed by the executive director and the employee. This process is followed each time an employee is hired or adjustments are made to employee compensation. In evaluating the compensation of the executive director, the board will be led by christian ethics to address compensation issues and establish an appropriate compensation level. General factors to be considered in establishing adequate compensation include: commitment, education, experience, responsibility, and performance. Since the executive director is called an ordained minister within the geographical area of the texas district of the lcms, the starting point for determining appropriate compensation will be the salary guidelines for professional church workers as issued by the texas district. However, since the executive director position is not the same as a congregational pastor, other appropriate non-profit organization compensation data will be identified and utilized to help ensure alignment with similar positions in non-profit organizations in the relevant geographical area. The texas district salary guidelines and other compensation survey data will be used to develop an appropriate yearly salary range for the executive director position. The desired end product of any compensation calculation and decision will be appropriate an adequate level of total compensation, not the size of any year-to-year increase. The initial salary and process for determining the salary is documented by the board of directors and the salary is documented in the employment agreement. Any future adjustments to salary are documented by decision-making process and documented using the same standard form as the employees, signed by the board chair. This process is followed annually in december/january when the compensation of the executive director is set.”

“Linc nt makes all governing documents available upon request to any individual. Physical copies are maintained in the linc nt office, and electronic copies are maintained and available upon request. Its conflict of interest policy is also available in electronic or hardcopy format upon request. Its financial statements are hosted on guidestar, and are available in hardcopy or electronic format upon request. Linc nt also offers its financial documents and annual reports on its own website.”

“Linc nt's mission is to empower youth and families to live transformed lives through community development and church planting. The organization has a vision to see economically challenged families in north texas living transformed lives in vibrant faith communities.”

“Linc nt also continued to partner with an organization in the stockyards of district of ft. Worth for a worship service and community outreach programs hosted at a building that linc nt manages.”

“In life. Linc nt is also working on a comprehensive program evaluation to demonstrate the success of the program through quality metrics.”