Wesley Family Services

“A detailed review of form 990 is performed by management. An executive summary is provided to the board of directors.”

“Pursuant to wfs' human resource (hr) policies and procedures and in connection with wfs' code of ethics and business conduct, all covered individuals shall 1) disclose any conflict of interest which occurs or might occur in conjunction with his or her relationship with wfs and 2) avoid any conflict of interest which interferes or creates a negative perception of interference with objective decision making and otherwise does not operate within the best interests of wfs. Covered individuals include members of the board of directors of all entities controlled by wfs directly or indirectly, officers of wfs, department heads and other administrative employees, employees to whom authority has been delegated to commit wfs to a course of action or whose recommendations are likely to be influential in determining a course of action, and individuals having certain relationships with the aforementioned individuals, such as being members of the same family or household or beneficiaries or trustees of any trust in which the aforementioned individual is a beneficiary or trustee. A copy of the conflict of interest policy is provided to each covered individual at the time he or she assumes such status. Each covered individual shall, as promptly as possible, report their concerns to hr. Each covered individual shall report situations involving an actual or partial conflict of interest to the hr department of wfs in writing. Each covered individual shall disclose any interest in transactions presented to the corporate management of wfs as may be required by the by-laws or similarly governing instruments of wfs. A designee of the hr or quality department will expeditiously evaluate the circumstance giving rise to the potential conflict and establish its merit so that safeguards can be implemented to protect all parties. Wfs obtains signed conflict of interest statements from each member of the board of directors on an annual basis.”

“The organization's compensation plan follows a base pay market approach which is similar for all employees including top management. On a periodic basis, the human resources department recommends changes to the base pay ranges as determined through market analysis. As part of the annual budgeting process, the board reviews and approves, as appropriate, the funds to be allocated for total compensation. In addition, there is a compensation committee who reviews the compensation of the ceo. A member of the compensation committee informs the vp of finance of any changes to the ceo's compensation so they can be processed. The process is documented and secured in an undisclosed location.”

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

“Our vision is to do more for more children, families and adults; be more effective, efficient and sustainable; and continue to innovate in what we do and how we do it. During fy24, our staff embodied wfs' values by practicing empathy, while being committed to excellence in caring for those we are privileged to serve, and empowering their transformation through leveraging innovation and energizing inspiration. Also, during fy24, wfs adopted quality whole person care as our service philosophy, which aims to enhance the clinical care provided to individuals served while also helping to strengthen the way we support one another as colleagues. Quality whole person care focuses on the "whole person" through several components: addressing social determinants of health; focusing on overall wellness and interdependent dimensions of wellness; health equity, physical health; person-centered, recovery-oriented, trauma-informed approach; and community partnerships. Essentially, in order to most effectively provide, recommend, prescribe and facilitate care, we examine an individual's overall well-being.”