Delaware Innovation Space Inc.

“Primary responsibility for the preparation of the irs form 990 rests with disi's treasurer. The treasurer will work with and rely on disi's accountants in preparing the form 990. The form 990 will be presented as a draft to disi's president and treasurer for review prior to its filing. An open invitation shall be given to all members of disi's board of directors and to its officers to attend, at their option, the meeting at which the form 990 is to be reviewed and discussed. The treasuer will compile comments to the draft form 990 and send them to disi's independent accountants for possible revision of the form 990, to the extent deemed appropriate in their professional judgement. The final form 990 will be submitted to the treasurer for approval before filing. Once the final form 990 has been approved by the treasurer, disi will file the final form 990 as soon as reasonably practicable after receiving the signed form 990, but in no event later than (a) the 15th day of the fifth month after the close of disi's fiscal year, or (b) the extended due date of the return. The completed form 990 will be sent to the entire board prior to filing.”

“Purpose: the purpose of the conflict of interest policy is to protect delaware innovation space, inc's ("disi") interest when it is contemplating entering into a transaction or arrangement that might benefit the private interest of an officer or director of disi. This policy is intended to supplement but not replace any applicable state laws governing conflicts of interest applicable to nonprofit and chartiable corporations. Definitions: interested person: any director, principal officer, or member of a committee with board-delegated powers, who has a direct or indirect financial interest, as defined below, is an interested person. Financial interest: a person has a financial interest if the person has, directly or indirectly, through business, investment or family: a. An ownership or investment interest in any entity with which disi has a transaction or arrangement, or b. A compensation arrangement with disi or with any entity or individual with which disi has a transaction or arrangement, or c. A potential ownership or investment interest in or compensation arrangement with, any entity or individual with which disi is negotiating a transaction or arrangement. Compensation includes direct and indirect remuneration as well as gifts or favors that are substantial in nature. A financial interest is not necessarily a conflict of interest. Under the next section of this policy, a person who has a financial interest may have a conflict of interest if the appropriate board committee decides that a conflict of interest exists. Procedures: duty to disclose: in connection with any actual or possible conflict of interest, an interested person must disclose the existence of his or her financial interest and must be given the opportunity to disclose all material facts to the directors and members of committees with board delegated powers considering the proposed transaction or arrangement. Determining whether a conflict of interest exists: after disclosure of the financial interest and all material facts, and after any discussion with the interested person, he/she shall leave the board or committee meeting while the determination of a conflict of interest is discussed and voted upon. The remaining board or committee members shall decide if a conflict of interest exists. Procedures for addressing the conflict of interest: a. An interested person may make a presentation at the board or committee meeting, but after such presentation, he/she shall leave the meeting during the discussion of, and vote on, the transaction or arrangement that results in the conflict of interest. B. The chair or committee shall, if appropriate, appoint a disinterested person or committee to investigate alternatives to the proposed transaction or arrangement. C. After exercising due diligence, the board or committee shall determine whether disi can obtain a more advantageous transaction or arrangement with reasonable efforts from a person or entity that would not give rise to a conflict of interest. D. If a more advantageous transaction or arrangement is not reasonably attainable under circumstances that would not give a rise to a conflict of interest, the board or committee shall determine by a majority vote of the disinterested directors whether the transaction or arrangement is in disi's best interest and for its own benefit and whether the transaction is fair and reasonable to disi and shall make its decision as to whether to enter into the transaction or arrangement in conformity with such determination. Violations of the conflict of interest policy: a. If the board or committee has a reasonable cause to believe that a member has failed to disclose actual or possible conflicts of interest, it shall inform the member of the basis for such belief and afford the member the opportunity to explain the alleged failure to disclose. B. If, after hearing the response of the member and making such further investigation as may be warranted in the circumstances, the board”

“Disi does not currently employ persons to run its operations, but has several seconded employees. When disi determines to hire staff, it will pay only reasonable amounts of compensation set under guidelines in this policy. The objectives of disi's executive and staff compensation policies will be to attract, retain, motivate and reward executives and staff who contribute to disi's success in fulfilling its mission. Accordingly, disi will consider the following in setting executive and staff compensation: disi will compensation executives and staff for performance, skills and competencies, development and growth, and effective visible commitment to disi. Disi's executive compensation system will likely include a mixture of base salary, performance bonus, and retirement benefits as well as medical, dental and/or other insurance benefits. Disi shall not make loans to directors, executives, or staff. Disi's compensation system will include performance reviews and adjustments to base salary and benefits based on changes in the marketplace (subject to disi' financial constraints). Adjustments to individual base pay will be based on job performance including growth in mastering job competencies. All adjustments to pay will be consistent with practice in the non-profit marketplace. Any bonus payments will be based on performance review and the current financial position of disi. Disi's compensation system will be linked to a structured performance management system, with identifibale individual growth and development as well as professional achievement goals. The goals will be accompanied by identification of effective benchmarks for measuring success. Disi's compensation system should be market competitive. Generally, disi will base compensation as close as possible to the appropriate external marketplace. In setting executive and staff compensation, disi may periodically retain the services of a professional compensation consultant to assess the reasonableness of the compensation that will be paid to disi's executives in light of their duties, qualification, performance and time commitment and the reasonableness of the ranges of compensation that will be paid to the staff.”

“Governing documents are available by request at disi's office. Form 990 is also available on guidestar.org.”

“To accelerate formation and growth of science based start up businesses and new ventures by collaborating with entrepreneurs and visionaries and growing a world leading industrially and market relevant innovation ecosystem with access to state of the art facilities, people, tools, equipment, training and services.”