Turning Point of the Central Coast

“The initial review of the form 990 is done by the cfo and the ceo. Subsequent to this review, the draft is forwarded to the audit committee for their review. The audit committee is comprised of two accounting professionals and the ceo of another non-profit organization. The audit committee reviews the draft and recommends changes, if necessary. A final draft of the 990 reflecting any amendments is prepared and made available to the full board of directors prior to its filing.”

“The organization regularly and consistently monitors and enforces compliance with the conflict of interest policy through annual written disclosures.”

“For the ceo positions, the board compensation review committee compared data for the most recent year for which the best comparability data is available (source: economic research institute, eri, data) and information previously reviewed. The current ceo has a masters degree, various credentials and over 30 years of successful nonprofit corporation experience. Based on the number of employees, turning point of central california is now in the top one tenth of one percent of all corporations in the united states (source: us census bureau statistics 2007 economic census-00.1% of 5,930,132 firms have over 500 employees). For the ceo position, the projected total compensation was about 90% of the median for similar size and service type agencies. Agency revenue is expected to be 55 million for the 2014/2015 fiscal year. Based on this analysis the total compensation package for the ceo position was deemed within an acceptable range. It is the policy of the turning point agency board of directors to keep salary levels for all personnel competitive with the public sector as well as with comparable occupation groups of the private sector when possible. Turning point administrators shall see that when possible salaries are adjusted annually to meet changes in the cost of living and to correct inequities. Turning point salary ranges shall provide for increases based on merit and performance evaluations. The board compensation review committee reviews comparison information available. The committee reviews and compares salaries paid to top management and key employees of turning point to those found in the eri report for agencies of similar category and size. No one with a conflict of interest or potential conflict of interest is allowed to be involved in the deliberations of salaries. The committee contemporaneously documents its review, deliberations and determinations in the form of committee reports to the board of directors. The committee also reviewed comparability data (source: eri) for the other top administrative positions within the agency including the chief financial officer, the chief operating officers, the legal counsel/regional executive director, the regional executive directors and the human resources director positions. The people in these positions all have extensive experience and education. The committee looked at the actual comparability data for the 2013/2014 years. Based on the data reviewed, it was determined that none of the total compensation packages could be considered unreasonable or excessive since all fell either close to or below the median.”

“Governing document, conflict of interest policy, and financial statements are available to the public upon request.”