Raices Sagradas Community Mental Health

“The executive director, compliance officer, and board of directors review the form 990 prior to filing.”

“Regular monitoring: in collaboration with department heads, our dedicated compliance team conducts regular reviews to ensure all staff members know and comply with our policies. This includes systematically checking procedures, documentation, and practices to identify potential deviations. Internal audits: internal audits are conducted to assess the organization's overall compliance with policies. These audits are designed to identify areas of improvement and potential risks and ensure that our policies are effectively integrated into daily operations. Feedback mechanism: we encourage an open feedback mechanism where employees can report potential non-compliance issues without fear of reprisal. This helps us address issues proactively and ensures that everyone has a role in maintaining a compliant and ethical organizational culture.”

“Key components of our compensation process: 1. Independent review: an independent review is a cornerstone of our compensation process. Our board chair is responsible for reviewing and making recommendations regarding executive compensation. This ensures objectivity and impartiality in the decision-making process. 2. Utilization of comparability data: raices will analyze comparability data from relevant sources to establish fair and competitive compensation packages. This may include salary and individual performance surveys, industry benchmarks, and data from comparable organizations. Using such data ensures that our compensation packages align with prevailing standards in the nonprofit sector. 3. Contemporaneous substantiation: the deliberation and decision-making process regarding executive compensation is documented contemporaneously. Meeting minutes, records, and documentation of discussions are maintained to provide a clear and comprehensive account of the factors considered, the rationale behind decisions, and any relevant comparability data utilized. 4. External compensation consultants: sometimes, we may engage external compensation consultants with expertise in nonprofit executive compensation. This external perspective adds a layer of objectivity and ensures that our compensation decisions are well-informed and competitive. 5. Annual review and adjustment: our compensation process is not a one-time but an ongoing, annual process. Our board chair will conduct regular executive compensation reviews to account for organizational financial health changes, market conditions, and individual performance. This iterative approach ensures that our compensation remains fair and competitive and reflects the organization's goals. 6. Compliance with legal and regulatory standards: our compensation process is designed to comply with all relevant legal and regulatory standards. This includes adhering to applicable laws governing executive compensation in the nonprofit sector. Legal counsel may be consulted to ensure our practices align with current regulations. By incorporating these elements into our compensation process, raices sagradas seeks to ensure that the compensation of top management officials is fair, competitive, and aligned with the organization's mission and financial health. This approach reflects our commitment to responsible governance and ethical stewardship of organizational resources.”

“The organization makes its governing documents and financials available on their website and upon request.”

“Mental health services: program service expenses 111,358. Management and general expenses 0. Fundraising expenses 0. Total expenses 111,358.”