Chinook Enterprises

“A copy of the form 990 is provided, along with a checklist, to the board members for their review. Questions and comments are provided to the executive director who consults with the paid tax preparer to make appropriate entries on the form 990 prior to preparing the final return.”

“The conflict of interest policy is monitored through annual board surveys and at board meetings. The review consists of discussion about any potential conflicts that are known and assurances that arrangements with any organizations or companies conform to the policies of the organization. Any potential conflicts are properly recorded to ensure it does not result in private benefit rather than benefitting the persons served by the organization.”

“The "employee policies procedures handbook" article 3.15 below provide the compensation philosophy framework for the determination of employee's compensation. In particular, the ceo's salary adjustment is decided and approved by the board chair. Policy 3.15 compensation philosophy chinook enterprises' compensation philosophy is to create a program that supports our mission and values. Our mission-related work could not be successful without our direct staff members. The business model relies heavily on their talent, engagement, and retention. We believe our compensation program is a management tool that when aligned with an effective communication plan is fundamental to support, reinforce, and align our values, business strategy, operational & financial needs with a goal to expand our activities and sustain our mission. This will ensure we continue our long legacy of supporting full participation in community life for individuals with disabilities or other barriers. At chinook, we believe in a total compensation package approach, including cash and non-cash compensation; safe and supportive working environment to support performance delivery and self-development. Chinook enterprises' compensation program is designed to attract, motivate, and retain talented employees who drive the organization's success. We strive to provide base salary/hourly pay that meets the average market rate, resulting in employees who are fully proficient and innovative. We believe that employees consistently performing above expectations in their role should be rewarded with competitive base pay. Employees who are developing into their role would be paid an entry level wage, commensurate with the market. The market-based salary will be reviewed against a reputable salary survey and any adjustments will be submitted to the board annually in october during the budget cycle, to be awarded to employees each january. We may explore other ways to reward long-tenure employees who may hit the salary range ceiling. Note that no pay increases are guaranteed. Lastly, chinook offers an extensive benefit program that will also be reviewed annually and incorporate employee input regarding the type of benefits and the amount of benefits they wish to receive. At year end, each employee will receive a summary of their total compensation to allow them to stay informed on any adjustments and see the larger picture. Chinook enterprises would like to encourage commitment, engagement, and high performance. At the discretion of the board, we will consider providing incentive compensation for all eligible employees through a profit-sharing bonus plan. See profit sharing policy 3.25. In alignment with our company culture, we will strive to communicate openly about the strategic goals of chinook enterprises and how the design of the compensation program fits into our corporate goals and culture. The compensation process is intended to be transparent so that all employees and managers understand the goals and the outcomes of the process. Chinook enterprises will administer the compensation program in a manner that is consistent and free of discrimination and will seek continuous improvement to the process."”

“Governing documents such as articles of incorporation, bylaws, and irs favorable determination letter are routinely made available to the public upon request.”

“The process has not changed from the prior year.”

“The organization is filing this amended form 990 to correct schedule a. Upon further review, certain government contracts were incorrectly reported as excess benefit transactions/excess payments. These contracts represent payments received in the ordinary course of the organization's exempt activities and do not constitute excess benefit transactions under irc section 4958. Schedule a has been revised to remove these amounts. No other parts of the return are affected.”