Community Resource Center

“Schedule 990 is prepared by the chair and reviewed by the executive director or ceo. Once it is approved by the executive director or ceo, it is forwarded to the board for their review.”

“Each director, principal officer, and member of a committee with governing board-delegated powers shall annually sign a statement that affirms such person: 1. Has received a copy of the conflict-of-interest policy, 2. Has read and understands the policy, 3. Has agreed to comply with the policy, and 4. Understands the organization is charitable and in order to maintain its federal tax exemption requires it must engage primarily in activities that accomplish one or more if its tax-exempt purposes. To ensure the organization operates in a manner consistent with charitable purposes and does not engage in activities that could jeopardize its tax-exempt status, periodic reviews shall be conducted. The periodic reviews shall, at a minimum, include the following subjects: 1. Whether compensation arrangements and benefits are reasonable, based on competent survey information, and the result of arm's-length bargaining 2. Whether partnerships, joint ventures, and arrangements with management organizations conform to the organization's written policies for goods and services, further charitable purposes, and do not result in inurement, impermissible private benefit, or in an excess benefit transaction. Each person is required to disclose annually his/her corporate (either non-profit or for-profit) directorships, key positions, and employment, as well as his/her memberships in organizations; contracts, business activities, and investments with organizations; his/her other relationships and activities, and their primary business or occupation.”

“The board has the authority to hire, employ, and compensate such personnel as are needed to execute the mission of community resource center (crc). Role of the executive committee: the executive committee is a permanent committee of the board. Among the responsibilities and authority of the executive committee is that relating to executive compensation. This committee is responsible for the hiring and evaluation of the principal administrator of the agency. The committee reviews compensation practices and programs for the executive director or ceo, provides leadership in this area, and reports its determinations to the full board. Composition executive committee membership is appointed as specified in the bylaws. Duties and responsibilities: -review and approve cash and noncash compensation policies applicable to the executive director or ceo. -establish and periodically review crc's compensation philosophy to ensure the policy appropriately supports the organization's purpose and mission, attracts and retains key executives at a reasonable cost, and enhances the mission and purpose of the organization. -act on behalf of the board in setting executive compensation policy and making decisions with respect to the compensation of the executive director or ceo by reviewing the annual base salary levels and performance evaluations. -establish reasonable compensation levels by: 1. Assessing the nature and scope of the executive position 2. Assessing the basis for which compensation is paid to an individual holding this position including unique background, experience, personal skills, exceptional performance, additional duties and abilities, and challenges facing the organization that require the use of such attributes for skills 3. 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 4. Document the basis for the determination of the reasonable compensation, including performance evaluations and market data. Appointment information: the committee shall review and recommend all executive director or ceo appointments, changes in title, acting, or interim appointments. The written confirmations of employment, which are considered notices of employments rather than contracts, shall be reviewed and approved by the board chair prior to issuance. The board authorizes the executive director or ceo, in consultation with the executive committee, to establish a job evaluation system and compensation policies. These shall comply with state and federal legislation, and shall be established and implemented to promote the goals of internal equity, reward for meritorious performance, effective recruitment, and retention of the staff. The board authorizes the executive director or ceo to establish a set of pay ranges and classification assignments for the staff. The board authorizes the executive director or ceo to make administrative adjustments as defined below, when such an adjustment is necessary: - to compensate for an administrative error, - to conform to other provisions of the compensation program, - or because it has been otherwise demonstrated to be the best interest of the organization. The board authorizes the executive director or ceo to establish compensation policies for personnel actions including promotion, transfer, demotion and reclassification. The executive committee of the board shall review and approve the compensation policies established by the executive director or ceo.”

“The financial statements are made available to the public upon request.”