Centri Tech Foundation

“The form 990 is prepared by an outside accountant, and reviwed by the board of directors before filing with the irs.”

“All employees and directors are required to sign and attest to understanding and abiding by the organization's code of business conduct and ethics. The code of conduct policy is administered and enforced at every level of centri tech foundation for internal and external affairs. Training, education and implementation is generally supervised by the head of human resources, the president, and ctf's general counsel. Regular reviews of financial activities and vetting of partnership, supplier and grant agreements by organization's leadership.”

“This policy outlines the framework for determining compensation for the president of the centri tech foundation ("ctf"). The objective is to establish a fair and transparent process that aligns with our mission, attracts and retains talented leaders, and ensures appropriate use of resources. This policy requires approval by independent members of the ctf board and incorporates the use of comparability data to determine compensation. Ctf is committed to providing competitive compensation to attract and retain a qualified president who can effectively lead the organization in achieving its mission. Compensation will be set at a level that is reasonable and not excessive, taking into account the organization's financial resources and the president's responsibilities, qualifications, and performance. The ctf board of directors shall establish a compensation committee ("committee") composed of independent board member(s) who have no conflicts of interest with the president or other organizational stakeholders. Recommendations related to the president's compensation package, including salary, benefits, bonuses, and any other incentives, shall be reviewed and approved by the independent members of the ctf board based on the committee's findings, comparability data, and substantiation of the deliberation process. The committee shall utilize relevant comparability data to determine compensation for the president. Such data may include industry knowledge by committee members, compensation surveys conducted by reputable organizations, compensation studies specific to the non-profit sector, and compensation data from similar organizations of comparable size and complexity. The comparability data should cover relevant positions within the non-profit sector and take into consideration factors such as geographic location, organization size, mission focus, and industry standards. The committee shall consider both the median and the range of compensation data to establish a reasonable and competitive compensation package. The committee may engage external compensation consultants, as necessary, to assist in gathering and analyzing the comparability data and provide expert advice. Base salary: the base salary should reflect the president's responsibilities, experience, qualifications, and performance. It should be competitive within the non-profit sector and commensurate with the size and complexity of the organization. Benefits: the organization may provide a comprehensive benefits package, including health insurance, retirement plans, vacation, and other fringe benefits. The benefits should be reasonable and consistent with industry standards. Bonuses and incentives: performance-based bonuses and incentives may be considered to reward exceptional performance and achievement of strategic goals. Such bonuses should be tied to predetermined performance metrics and be based on measurable outcomes. The committee shall maintain documentation of the decision-making process, including minutes of board meetings, discussions, and supporting materials used in determining compensation. The committee shall conduct an annual review of compensation paid to the president to ensure ongoing alignment with the organization's goals, consideration of the organization's financial health, and changing market conditions. The review process should include an assessment of the president's performance and strategic objectives. Ctf shall disclose compensation in accordance with applicable legal requirements, such as the internal revenue code and any other relevant regulatory or reporting obligations. This compensation policy shall be reviewed periodically by the cft board and updated as necessary to reflect best practices and comply with legal and regulatory requirements.”

“UPON REQUEST.”

“Registration fee, state & federal: program service expenses 0. Management and general expenses 1,012. Fundraising expenses 0. Total expenses 1,012. Bank fees: program service expenses 0. Management and general expenses 364. Fundraising expenses 0. Total expenses 364. Consultants: program service expenses 23,150. Management and general expenses 135,600. Fundraising expenses 0. Total expenses 158,750.”

“There were no changes to the oversight process from the prior year.”