Pikes Peak Community Foundation

“There shall be an executive committee consisting of the chair emeritus, chair, vice chair, secretary, treasurer, and such other officers or trustees as the board may determine. The executive committee shall, during intervals between the meetings of the board, possess and may exercise all of the powers of the board in the management of the affairs of the foundation including the responsibility and power over the investment policies with respect to the property of the foundation, whether held directly or through trustees, custodians or agents, and such other duties and authority as may lawfully be delegated to it by the board.”

“The staff works with our independent accounting firm to review the accuracy and completeness of the 990. When the document is in final draft, the full board of the pikes peak community foundation reviews the 990 document and asks questions to ensure completeness and accuracy. Once all information is deemed accurate and complete, we then submit the 990 to the irs.”

“The foundation has a conflict of interest policy that is applicable to all foundation trustees, committee members, employees and volunteers. Each foundation board member, employee and designated committee volunteer shall annually complete a conflict of interest disclosure form and submit it to the board chair to certify compliance with the policy. The ppcf office manager emails the board of trustees, staff, and non-trustee committee members a fillable pdf of pikes peak community foundation conflict of interest policy to be read, signed and returned, annually. Members who have conflicts of interest shall recuse themselves from any discussions or deliberations regarding the interested transaction. Documentation of any deliberations and decisions can be found in the board minutes.”

“The performance evaluation of the ceo is a two-part process - a formative assessment that occurs all year and a summative assessment that occurs at year end. The formative assessment occurs as no less than monthly meetings between the ceo and the board chair. These meetings are a chance to talk over current projects, recent achievements, and upcoming events or projects. During the meetings, the board chair takes notes on the progress of the ceo toward meeting the organization's goals as outlined in the annual workplan and overall strategic plan. The summative assessment begins at the start of the fourth quarter of the calendar year. The performance review committee (prc), appointed annually by the board chair, requests the ceo compose a self-evaluation to include: performance against job competencies, goal achievement summary, a list of any additional accomplishments, and an initial draft of the ensuing year's goals. At the same time, the prc collects additional information and feedback from board members, key volunteers,and staff as appropriate. After reviewing the ceo's self-evaluation, the prc meets to draft its comments/feedback. The prc then meets with the ceo to discuss the performance review and finalizes the annual evaluation. The board chair then presents a brief performance review summary to the executive committee in executive session. Approval is needed from the executive committee for the ensuing year's annual goals. The executive committee may discuss/recommend a change to the ceo's compensation at this time for subsequent board approval. At its annual meeting in executive session, the board chair provides a brief performance review summary for the entire board. The board chair may, at this time, recommend a compensation change for the ceo. Compensation surveys from mountain state employers council and the council on foundations and philanthropy colorado are used to determine this compensation change. The board chair also presents the list of proposed goals for the ensuing year. Board members discuss and come to consensus on goals and compensation adjustments, if any. The board adjourns from executive session and votes to approve the performance review, compensation, and goals for the ensuing year. Following board approval, the board chair meets with the ceo to finalize the annual review process. This process was last performed in 2021. The organization reviews compensation for all staff on a regular basis through the use of salary surveys and comparison data for philanthropic entities of comparable sizes, type and geographic location to set compensation and benefits levels. This analysis and all salaries are approved by the ceo on an annual basis. This review was last performed in 2021.”

“The organization's governing documents, conflict of interest policy, and financial statements are available upon request at the organization's office.”

“Pikes peak community foundation began a new program service, the philanthropy collective. The philanthropy collective is a consortium of philanthropic organizations and individuals that exists to learn, share expertise, collaborate, and leverage resources to address the region's most significant challenges and actualize its potential. It addresses the systemic challenges and opportunities of the philanthropic sector.”

“The process for overseeing and selecting an independent accountant has not changed from the prior year.”