United Community Action Network

“Ucan will have no less than six and no more than eighteen directors as determined by resolution of the board. Directors will be nominated and elected by the board with simple majority vote with one vote per director. At least one of the directors must be nominated by the head start policy council that is affiliated with ucan and this person must also be elected by the board. Directors will be elected in january each year and no director shall serve for more than four consecutive terms (each term is three years).”

“Line 11b explanation - the board of directors was given a copy of the 990 for review.”

“The organization has all staff and board members review the conflict of interest policy and attest to complying with it. In the policy it states that staff and board members are required to inform appropriate individuals in a reasonable time frame of any conflicts of interest when they arise.”

“Ceo, executive director or top management: the executive director's salary is determined by the board of directors. When asked by the board, human resources manager will provide salary survey information. Other officers or key employees: as stated in ucan personnel policies, ucan maintains a compensation plan for all positions. The plan includes for each position a minimum and a maximum rate. The ranges reflect the relative responsibilities of the class, availability of labor, market rates of pay and financial conditions of the agency. The executive director or designee will keep the compensation plan current by arranging for periodic studies of market salary rates and making appropriate recommendations to the board. Performance salary increases: performance salary increases are not automatically granted to employees. After an evaluation of individual work performance is completed, an employee is eligible for recognition of work performance through a performance salary increase. The program director has authority to grant increases up to five percent. Increases of five percent or more must be approved by the executive director and supported by continuous exceptional performance and be accompanied by documentation from program director. Program directors shall use discretion in making recommendations. Compensation plan adjustments: the compensation plan for ucan personnel shall provide reasonable competitive ranges of pay for each classification of employment. The executive director may make adjustments in a salary range or ranges as necessary to attract and hold competent personnel. Such salary range adjustments are to be distinguished from service anniversary salary increases as they are not intended to give recognition to length or quality of service but are to be based solely on prevailing rates of pay for the various classes of work. An adjustment in salary range does not, in and of itself, result in any salary increase for employees whose salary is in that range. Cost of living increases will only be given by the ucan board of directors at the request of the executive director and with approval of head start policy council.”

“The organization's financial statements are available via the federal audit clearinghouse on-line http://harvester.census.gov/sac/dissem/asp/incompleteentity.asp using ucan's fin. The organization's governing documents and conflict of interest policy are available upon request from the main office in roseburg.”

“Change in beneficial interests - ocf 1,835.”