Scottsdale Convention And

“The scottsdale convention and visitors bureau (cvb)is a 501 c6 organization and as such has members. Any person, association, corporation, partnership or estate in the scottsdale marketplace that meets the criteria established by the cvb executive committee and that has a supportive interest in the goals of the organization shall be eligible to apply for membership. Criteria are detailed in the membership mission statement. Applications for membership shall be on forms provided for by the cvb signed by the applicant. Any applicant approved by the president/ceo in the exercise of his or her reasonable business discretion shall become a member upon payment of membership dues. Any member may resign from the cvb upon written request. If a member resigns mid-year, dues will not be refunded upon such resignation. Any member may be suspended or expelled, at the recommendation of the cvb membership staff for conduct unbecoming to a member or prejudicial to the aims or repute of the cvb. This shall be done by a vote of the internal executive team of the cvb. Any member that is suspended or expelled from the cvb shall be refunded any unearned dues. A member meeting of the cvb may be called by the executive committee and shall be at a time and place fixed by the committee. A notice shall be provided to each member at least 10 days but not more than 60 days prior to the meeting. The president/ceo shall establish membership dues. Any member who is delinquent in dues for more than 90 days may be terminated for non-payment of dues. Membership is not transferable.”

“A formal nominating committee is elected from the scottsdale convention and visitors bureau's executive committee. The nominating committee then appoint nominees as positions become available. The nominees are presented to the full executive committee for approval.”

“The vice president of finance assists in the preparation of the form 990 and reviews it on behalf of the organization before it is signed by the president/ceo. Form 990 is also reviewed with the audit/finance committee of the board.”

“When any new vendor are proposed, the new vendor must go through an approval process and generally an rfp, where ownership is ascertained and any relationships disclosed by both staff and vendor. The board commits itself and its members to ethical and business-like conduct. This includes proper use of authority and appropriate decorum when acting as board members. Members will represent in their service to the board loyalty to the interest of the cvb members will avoid conflict of interest with respect to their fiduciary responsibilities. Members will annually disclose in writing their involvement with other organizations, vendors or any other associations that might produce a conflict of interest. Board members will not attempt to exercise individual authority over the organization, the president/ceo or the staff. To the extent that a board member may have a conflict of interest, the member is encouraged to abstain from a vote where a conflict or perceived conflict may exist.”

“The organization regularly participates in industry compensation and operational surveys. This allows the organization to obtain the most timely information as compensation and best practices on an ongoing basis. These compensation surveys are used to ensure that all employees are paid within appropriate ranges for the position and the industry. On an annual basis, the organization engages third party hr professionals to review compensation throughout the organization, including that of the president/ceo to ensure it is in line with similar jobs in other industries and within the local region. The president/ceo is evaluated on agreed upon objectives and performance measures by the chairman and the vice chairman of the board. Results of operations are evaluated in relation to the performance measures set out in the president/ceo's objectives at the beginning of the year. The result of the evaluation is documented and a salary increase, if any, is conveyed by the chairman to the vice president of finance for implementation. Each staff member has a written set of objectives to complete within a year. The results are evaluated mid-year and again at the end of the year. The employees' results are compared to the objectives, and the results and performance are documented in the written evaluation. If compensation is to be adjusted, the president/ceo approves any salary actions in writing and they are conveyed to the vice president of finance for implementation. Salary is reviewed on an ongoing basis by the executive vice president to ensure accuracy of the amounts paid.”

“The organization does make its governing documents, conflict of interest policy and financial statements available to the public. All of these documents are available upon written, in person or telephone request. The request is usually honored within 24-48 hours.”

“Public relations 562,282. Tourism 351,832. Fiesta bowl 334,509. Community/government affairs 159,206. Dues & subscriptions 149,982. Repairs and maintenance 63,228. Staff expenses 35,956. Membership development 13,456. Other taxes 12,096. Miscellaneous 4,832.”