Inperium Management Services Inc

“The 990 is distributed to the board of directors for final review.”

“The human resources department maintains employee conflict of interest policies. Employees have the policy explained to them when hired through orientation and would be required to complete all disclosures at that time, subsequent to the initial orientation review and signature by the employee. The conflict of interest policy is annually reviewed at an all-staff meeting, where the policy is explained and employees have an opportunity to ask questions and complete the required disclosures. If/when a potential conflict is reported or identified, it is reviewed for each unique circumstance by human resources, such as personal relationship conflict of supervisor/subordinate. In the event of such a conflict, each employee would be interviewed to ascertain if any inappropriate behavior or pressure/influence was exhibited. The supervisor subordinate relationship will immediately be halted and a transfer to other areas would occur to eliminate the conflict if inappropriate behavior is discovered. Depending on the severity of that behavior, disciplinary actions up to, and including, termination may occur. The conflict of interest policy is completed by all employees annually and by board members at one of the annual quarterly meetings. The secretary of the board maintains these forms.”

“Sources used in the development of executive director compensation annual increases include the following: annual chief executive officer grid included in the cost report instructions, charity navigator websites where the ceo compensation study is used for market place comparisons, comparison of 990 tax returns of comparable not-for-profit organizations for executive salaries and executive salaries as a percentage of total revenues, annual agency revenue/expense growth, additions of new services and programs, governor's annual budget defining cola's to mh/id providers during annual budget preparation. The proposed increases for all executive staff are then applied to determine availability/appropriateness of increases within budget limitations. An analysis is performed to review agency growth between fiscal years. This analysis, along with the schedule of expenses per county, is presented to the board of directors for their review. During this review, the board of directors uses the sources mentioned above of proposed increases, and the board will approve any and all increases at the april board meeting. Approved increases will commence at the beginning of each fiscal year for the ceo, coo, cfo, and all other vice presidents. Final approval of annual salary increases lies with supportive concepts for families, inc board of directors, once approved. All rate pay verification forms are completed by the vice president of human resources and presented for signature to employees and board members once completed. The forms are submitted to the fiscal department for entry into computer payroll software for security and internal control purposes. The cfo and vice president of finance jointly enter and review executive compensation increases for accuracy and entry into payroll software. These forms are maintained and stored in the ceo's office for all executive director positions. Supportive concepts for families, inc will comply with requests from all funding entities for review of their executive compensation policies and procedural establishment of amounts. This documentation is maintained by and located in the cfo's office.”

“Documents are available upon request.”

“Documents are available upon request.”