Spokane Regional Sports Commission

“The board of directors has an executive committee consisting of the board's chair, vice chair, and treasurer. The executive committee does not have the authority of the board in reference to amending, altering or repealing the articles of incorporation or bylaws; electing, appointing or removing any committee member, board member, or officer; adopting a plan of merger or consolidation; authorizing the sale, lease or exchange of all or substantially all of the organization's property and assets other than in the ordinary course of business; authorizing the organization's voluntary dissolution or adopting a plan for the distribution of the organization's assets; or amending, altering or repealing any board resolution that by its terms shall not be amended, altered or repealed by such committee.”

“The 990 was prepared by an independent accounting firm and was reviewed by management and the board prior to filing.”

“All board members and principal officers sign a conflict of interest policy statement annually. In connection with any actual or possible conflict of interest, an interested person is required to disclose the existence of the financial interest and is given the opportunity to disclose all material facts to the board or executive committee. The interested person is required to recuse themselves from involvment with the decisions or discussion in which they believe they are conflicted. The executive committee or board monitors any potential conflicts and decides whether a conflict exists. If one does exists, the chairperson may appoint a disinterested person or committee to investigate alternatives. The pertinent facts of the discussions and decisions regarding potential or actual conflicts of interest are kept in the minutes.”

“When the ceo was hired, the board of directors evaluated the existing salary structure in place, compared to nonprofit leadership positions in appropriate/comparative markets that we had info on. For all other employees, we rely on companalyst for comparability data. This is a third-party tool that takes into consideration geography of organization, direct reports, size of budget, competencies/skill needed, title, education, level of role (entry, mid, leadership, executive) and organizational structure (for profit/non-profit). A formal salary survey was completed in 2024. Spokane sports has made significant progress in enhancing its approach to compensation by partnering with hr consulting firm swifthr and implementing a comprehensive compensation philosophy and tool, companalyst. For all spokane regional sports commission 91-1353931 employees, except the ceo we have relied on companalyst. The tool that takes into consideration geography of organization, direct reports, size of budget, competencies/skill needed, title, education, level of role (entry, mid, leadership, executive) and organizational structure (for profit/non-profit). The ceo and human resource manager collaborated to develop and implement the philosophy, and have opted to compensate staff in/around the 65th percentile. This is in comparison to people with the same title/role at a similar organization and is with the intent to retain and grow talent. Employees also have a 10% bonus potential, based on their salary/40hr week rate.”

“The organization's governing documents are available upon request.”

“The organization has a committee that assumes responsibility for oversight of the audit and this has not changed from the prior year.”