Golden Gate University

“Ggu's accounting firm completes the form 990 for the university. The controller submits the form 990 to the cfo for review and discussion. As needed, the discussion is held with the accounting firm and revisions are made. The final draft of the form 990 shall be posted to the ggu board of trustees intranet page and a message shall be communicated to the trustees that the final draft form 990 is available for review. Audit committee members are asked to review the form 990 prior to the next scheduled audit committee meeting. During that audit committee meeting, the accounting firm will present the form 990 to the committee; and the form shall be discussed and reviewed by the committee members, the accounting firm, and ggu staff. All discussion is documented in the audit committee meeting minutes. If necessary, revisions are made. If revisions are made, the revised form 990 shall be reposted to the website and a message shall be communicated that the revised document is available for review.”

“Each new member of the board of trustees will receive, in his or her orientation package, a copy of the golden gate university conflict of interest policy accompanied by the conflict of interest policy questionnaire. Prior to the new trustee's induction into the board, he or she will sign and date the form, and submit it to the secretary to the board for inclusion in board records. At the annual board meeting each year, all trustees shall complete a new conflict of interest policy questionnaire, and submit it to the secretary to the board for inclusion in board records. Board members who fail to submit an updated questionnaire may be subject to expulsion from golden gate university's board of trustees. If a conflict is believed to exist, the board of trustees or its committees will resolve the question in the absence of the potentially interested person. If a conflict exists, the trustee shall abstain from voting on such matters under consideration by the board of trustees or its committees. Each new full-time employee will receive, in his or her orientation package, a copy of the golden gate university conflict of interest policy accompanied by the conflict of interest policy questionnaire. The new employee will sign and date the questionnaire within 30 days of his or her date of hire and submit it to the human resources department. The questionnaire will be filed in the employee's official personnel file maintained by the human resources department.”

“All officers - the executive committee will administer this executive compensation policy by: - assessing the nature and scope of each officer position - assessing the basis for which compensation is paid to individuals holding such positions including unique background, experience, personal skills, exceptional performance, additional duties and abilities, and challenges facing the organization that require the use of such attributes or skills - obtaining appropriate and comparable compensation market data including data from the following: - similarly situated organizations, both for-profit and tax-exempt, for functionally comparable positions - the availability of similar specialties in the geographic area - independent compensation surveys by nationally recognized independent firms vice presidents - the board of trustees authorizes the president to establish compensation recommendations for the vice president of academic affairs and the vice president of business affairs based on his assessment of each individual's performance and scope of the position and comparable compensation market data as described above. The executive committee of the board will then meet with the president to discuss and review his recommendations, and approve, request additional information or amend the recommendation on the basis of their discussions. President - the executive committee meets independently of the president to discuss performance relative to the position description. During these deliberations, the committee also considers input obtained from other board members, staff, faculty, and other informed community leaders. Once a consensus is reached regarding performance, a similar discussion is held concerning compensation relative to annual benchmark and established objectives. The committee presents its findings and recommendations, in an executive session without the president present, to the full board for review and approval. The committee and/or the board chair (a member of the committee) then meet with the president to discuss and document strengths, weaknesses, and goals for the upcoming year. Compensation for the upcoming year is also discussed and documented.”

“Upon request to the office of the cfo. In addition we provide our audited financial statements to moody's, standard and poor's, our bond trustee, and the u.s. Department of education.”

“Mary canning was the dean of the school of tax and accounting through 3/13/14. She is a former employee on form 990, part vii as a result of her position as a key employee on the prior year return. She received compensation in calendar year 2014 for her part-year service as the dean and her subsequent role as an associate professor.”

“Volunteers at ggu reported include members of the board of trustees, deans' advisory boards, alumni association board of directors, and a few advisory boards for specific areas and campuses (e.g., ggu forensic accounting advisory board, ggu intellectual property law center advisory board, ggu tax advisory board - los angeles, ggu tax advisory board - seattle)”

“Actuarial change in split interest trust -19,941.”