North Fork Valley Community

“A copy of the form 990 is provided to the board of directors for their review subsequent to filing.”

“The organization's conflict of interest policy is the same as the university of kentucky's policy requiring disclosure of any conflict of interest in writing to the board, who will then recommend approval of the relationship if the relationship is in the best interest of the organization.”

“The organization doesn't have any employees and all employees are employees of the university of kentucky. The university intends to attract and retain qualified employees by maintaining a compensation system that is externally competitive and internally consistent. The university's compensation structure and approval process is the following: compensation structure 1) job grades the university utilizes a salary structure that consists of 24 job grades and establishes a salary range for each regular staff position within the salary structure. Each position receives a job grade based on factors such as a. Job requirements and knowledge b. Communication and people skills c. Thinking and reasoning d. Work environment e. Policy and planning f. Management and fiscal responsibilities. Each job has a salary range with a minimum, a midpoint and top of the range. 2) definitions for the purposes of this policy, the following definitions apply: a. The minimum of the range of pay level is determined to be competitive for employees who meet the minimum qualifications for the job; b. The midpoint of the range is the mathematical midpoint of the salary range; and c. The top of the range is the highest pay rate in a job grade. An employee whose salary has reached or exceeded the top of the range may receive an annual adjustment in salary based on merit up to the average percentage available to all staff employees on a university-wide basis. Compensation approval process: the university's entire administrative and management team is responsible for the implementation and administration of the compensation program. 1. Human resources is responsible from a university-wide perspective for developing, managing, and communicating the guidelines, structure, and overall equity of the compensation program. 2. The provost and each executive vice president are responsible for implementing and informing employees about the compensation program policy. 3. Human resources is responsible for making recommendations to the executive vice president for finance and administration who is responsible for making recommendations to the president regarding the competitiveness of salaries within the university. A. Salaries shall be compared to the external market place applying published market data surveys used to establish rates for specific types of work. B. Market analysis, using a sample of university jobs, normally occurs at least every other fiscal year, or as often as needed. C. The review shall consider factors such as pay for similar kinds of work in the appropriate area of market, pay for comparable benchmark universities, salary analysis and availability of funds.”

“The organization's forms 990 and 1023 are provided upon request and are also available on the guidestar website.”

“The organization provides its governing documents, conflict of interest policy and financial statements upon request. Some of this information will be available on the organization's website as well as the guidestar website.”

“The organization has a finance committee that has limited oversight and responsibility for the financial statement audit as well as a limited role in the selection of the independent auditor. This process has not changed from the prior year.”