Elizabeth Glaser Pediatric AIDS Foundation

“Prior to the issuance of the form 990, the form was reviewed in detail by the foundation's president and chief executive officer, chief operating officer, and chief human resources officer. The ceo, coo, and chro also met with the audit committee of the board of directors to review and approve the 990 prior to its issuance. Finally, a copy was forwarded to all members of the board of directors prior to issuance.”

“Members of the foundation's governing body as well as foundation staff are asked to sign a statement requiring them to disclose any conflicts of interest on an annual basis. New hires are made aware of the foundation's policy during orientation and are asked to disclose the existence of any conflicts of interest at that time. The current policy, which covers all foundation employees, requires that all personnel immediately notify the vice president of human resources and administration as soon as potential conflicts arise. The vp of human resources and administration will then determine the appropriate channel of consideration for the conflict and respond to the disclosing party before the transaction in question may be consummated. Nonresponses are revisited by appropriate members of management.”

“In order to determine the compensation package given to the foundation's president and chief executive officer, the foundation has in the past engaged a well-known executive recruiter to accumulate compensation data for candidates from similar organizations in the not-for-profit community and has engaged an outside attorney to provide further guidance regarding the proposed compensation package. In the current year, the foundation engaged an independent consultant to look at survey data of other not-for-profit organizations of similar scope, size, and gross revenue. Based on that data, the foundation's board of directors, a body composed of persons who do not have a conflict of interest with respect to the arrangement, met in executive session to discuss the compensation package to be given to the foundation's president and chief executive officer. Documentation supporting the decision that was made is maintained by the foundation's vice president of human resources and administration.”

“In order to determine and ensure equitable compensation packages for the foundation's officers and key employees, the foundation engaged a global compensation consulting firm to help establish a global salary structure, identify key positions and match them to relevant compensation surveys to ensure the appropriate placement of positions within the salary structure, and to analyze employee's individual compensation levels, based on performance and relevant experience. In addition, throughout the year, the foundation has utilized survey data from similar organizations in the not-for-profit community as well as reviewed independent survey data looking at other not-for-profit organizations of similar size and gross revenue. Salaries for new hires and for continuing employees is adjusted as necessary based on the foundation's salary structure and the most recently available benchmark data. Based on that data, the foundation's vice president of human resources and administration and other members of management as necessary, persons who did not have a conflict of interest with respect to the compensation packages given to other officers and key employees that they supervise, agreed upon the appropriate compensation packages. Documentation supporting compensation decisions is maintained by the foundation's vice president of human resources and administration.”

“The foundation makes its annual audited financial statements as well as its irs form 990 available to the public on its website.”

“FOREIGN CURRENCY TRANSLATION ADJUSTMENT - 610908; CHANGE IN BENEFICIAL INTEREST - 6349; Total - 617257;”