Isaca Foundation

“The compensation committee of the Information Systems Audit and Control Association (ISACA) determines the compensation for the organization's executive director. The compensation committee of ISACA is provided with a compensation range by a compensation consultant. Ranges are calculated based on position, responsibilities, and a blend of the not-for-profit and for-profit sectors, which reflects the labor market in which ISACA competes for executive talent. The final report of the compensation consultant is accepted by the committee and the compensation philosophy, contract (if applicable) then serve as the basis for the determination of compensation, consisting of base salary, incentives, total cash compensation and benefits. Determination for the executive director is made by the CEO based on the accepted compensation ranges and approved by the compensation committee. The remuneration packages are reviewed annually by the compensation committee. Because compensation is determined by a related entity of ISACA Foundation, this question is answered "no" in accordance with the IRS instructions to Form 990.”

“The organization's directors are appointed by ISACA, its supported organization.”

“The organization's directors are appointed by ISACA, its supported organization.”

“The organization has no committees with authority to act on behalf of the governing body. THEREFORE, LINE 8B HAS BEEN CHECKED NO IN ACCORDANCE WITH THE INSTRUCTIONS.”

“The 2024 Form 990 for the ISACA Foundation, was prepared by Crowe LLP (Crowe), based upon information provided by ISACA Foundation. This document summarizes the review points and availability associated with the returns. The data for the return was compiled based on information prepared for the 2024 audit, as well as other accounting records. This information was submitted to Crowe for preparation of the returns. In addition to the financial information Crowe received, Crowe had an opportunity to raise questions about governance and other issues and request additional information as needed. The narrative explanations of program accomplishments and policies were coordinated with the appropriate Directors and the members of the Leadership Team. Upon completion of the returns, several layers of review were conducted: - Initial reviews of return: The initial review of the completed return was completed by the respective staff within the Finance Department. - Senior Management review: Following the initial review, the Executive Leadership Team including the ISACA CEO, ISACA CFO, Chief Marketing and Membership Officer were provided a copy of the return for a complete review and to raise comments. Comments were forwarded to Crowe for incorporation into the return. - Volunteer review: The ISACA Foundation Board of Directors were provided access to the return via Board Effect (web site) prior to its filing. Comments from these reviews were evaluated and provided to Crowe, who updated the return, if applicable.”

“The ISACA Foundation has a conflict of interest policy that defines an interested person as any director, officer, or member of a committee with governing board delegated power. An independent director is defined as described in the instructions for the IRS 990 form, or in the absence of such definition as an individual who has not in the past three years been an employee of ISACA Foundation or any entity in which ISACA Foundation has an interest; who does not have a significant business relationship with ISACA Foundation which could impact independent decision making; who does not serve as the executive of another corporation where any of ISACA Foundation's executive officers or employees serve on that corporation's compensation committee and who does not have an immediate family member who is an executive officer or employee of ISACA Foundation or who holds a position that has a significant financial relationship with ISACA Foundation. Such policy also directs board members and others to keep in confidence all ISACA Foundation confidential information; requires board members and others to disclose arrangements that may propose a conflict of interest so that the conflict of interest panel comprised of the Nominating & Governance Committee chair, board chair and ISACA CEO may evaluate such arrangements. Further, this policy details the procedures that must be used in considering a conflict of interest, periodic reviews of any compensation arrangements and other partnerships. Potential conflicts of interest are documented and monitored each year, through (1) self-proclamations made by individual volunteers who sign the participation agreements required for participation in association boards, committees, working groups and task forces; (2) disclosure of conflicts in standard consulting agreements; and (3) disclosure by ISACA Foundation employees upon hire (and annually) by review and signature of the organization's employee agreement. Consultants, volunteers, and employees are encouraged to report any conflicts that may arise throughout the year. If such instances are reported, they are dealt with at that time and based on the circumstances relating to the potential conflict.”

“The following ISACA Foundation documents are posted to the ISACA Foundation web site or provided upon request: participation agreement; ISACA Foundation's Bylaws; ISACA Foundation's Articles of Incorporation and ISACA Foundation's annual report. ISACA Foundation has an IRS Form 1023 which will be provided upon request. In addition, Form 990 is available upon request.”

“The ISACA Foundation ceased directly operating the SheLeadsTech program due to staffing changes. The program continues to operate under the direction of our parent organization, ISACA, ensuring continuity of services to the community. The mission of SheLeadsTech remains unchanged: to increase the representation of women across the digital trust workforce and elevate female leaders in technology. SheLeadsTech program services, including a webinar series, mentorship, research, discussion boards, and awards, are generally utilized by ISACA members and are often localized through chapter engagement. By aligning administration of this program with ISACA's broader community engagement and chapter operations, the organization is better positioned to advance its mission. This inclusive program provides resources to both members and nonmembers, supporting women and male allies in enabling an innovative and equitable technology workforce.”