Pro Mujer Inc.

“The form 990 was prepared by the outside accountants and reviewed by the cfo, ceo and the audit committee.”

“In all of our employment contracts, we include a conflict of interest statement and disclosure form. Furthermore, our conflict of interests policy is covered in our on-boarding policy and is part of our new-hire orientation at all levels of the organization. In addition to this, the board of directors has to complete a conflict of interest form each year. Should a conflict of interest arise, our procedures call for contacting our general counsel and ceo and, together with h.r., we meet with the person in question to resolve any issues promptly and satisfactorily.”

“THE BOARD OF DIRECTORS ARE RESPONSIBLE FOR THE PERFORMANCE EVALUATION OF THE CEO AND ARE ALSO CHARGED WITH THE RESPONSIBILITY OF REVIEWING THE CEO COMPENSATION LEVELS AGAINST MARKET DATA FOR SIMILAR POSITIONS AT SIMILAR ORGANIZATIONS. IF IT IS DETERMINED THAT AN INCREASE IN SALARY IS APPROPRIATE FOR THE CEO, THE CHAIR OF THE BOARD DIRECTS THE DIRECTOR OF H.R. IN WRITING TO MAKE THE NECESSARY ADJUSTMENTS TO THE CEO'S SALARY. FOR KEY EMPLOYEES OF THE ORGANIZATION AND OTHER OFFICERS, AN EVALUATION IS BASED ON EACH INDIVIDUAL'S PERFORMANCE AGAINST THEIR GOALS (MEASURED THROUGH AN ANNUAL PERFORMANCE REVIEW PROCESS) AND MARKET SALARIES. THE CEO BRINGS THE PROPOSED CHANGE TO THE BOARD'S EXECUTIVE COMMITTEE FOR REVIEW, TOGETHER WITH THE PERTINENT PERFORMANCE AND MARKET SALARY DATA FOR THAT POSITION. The Board approves changes in the compensation for the CEO, as previously described. APPROVAL BY THE CEO AND THE EXECUTIVE COMMITTEE OF THE BOARD ARE NEEDED. DOCUMENTATION: INDIVIDUAL PERFORMANCE AGAINST GOALS, AS EVIDENCED IN THE ANNUAL PERFORMANCE REVIEW, AND SALARY MARKET DATA FOR COMPARABLE POSITIONS AT COMPARABLE ORGANIZATIONS IN A COMPARABLE GEOGRAPHIC AREA ARE REQUIRED PARTS OF THE DOCUMENTATION PROCESS, AS IS THE RETENTION VALUE OF KEEPING A KEY EMPLOYEE. GENERALLY, THIS IS DONE AT THE END OF THE YEAR, BUT, IN RARE OCCASIONS, IT IS DONE IN MID-YEAR OR WHEN UPDATED COMPENSATION MARKET DATA BECOMES AVAILABLE THAT IS SIGNIFICANTLY DIFFERENT FROM OUR SALARY RANGES.”

“The organization's governing documents, conflict of interest policy and financial statements are not generally available to the public. These documents are made available to interested parties upon request, subject to the approval by pro mujer.”

“In 2014, Pro Mujer served over 260,000 poor women in Latin America, nearly double the number of women since 2006. -- Pro Mujer stewarded resources wisely: More than 94% of every dollar donated went to programs to serve low-income women. 2% supported fundraising. 4% supported management and administration. -- PRO MUJER PROVIDED LOW-INCOME WOMEN WITH LOANS WHICH WERE USED TO EXPAND AND DEVELOP WOMEN'S BUSINESSES. THE AVERAGE LOAN IN 2014 WAS $487. -- In 2014, Pro Mujer provided loans, savings programs, and other financial supports through more than 26,000 communal banks. -- The environment for poor women in Latin America has changed. Latin America now faces a double burden of disease in that it must both eradicate infectious diseases and address a tremendous rise in chronic diseases. Poor women are disproportionately affected. In response, Pro Mujer developed a new health service model to address specific and emergent health needs of poor women and delivered health interventions and preventive screenings. -- Finally, Pro Mujer's empowerment model includes both services to poor women and advancing women in the formal economy. Of nearly 2,100 employees, 69% in 2014 were women; 15% were former recipients of Pro Mujer's services. FORM 990, PART I, LINES 5 & 15 THE TOTAL SALARIES REPORTED ON FORM 990 ON PART I, LINE 15 AND PART IX, LINES 5-10 INCLUDES COMPENSATION OF BOTH U.S. AND FOREIGN EMPLOYEES. HOWEVER, PART, I, LINE 5 AND PART V, LINE 2A ONLY REPORT THE TOTAL NUMBER OF U.S. EMPLOYEES. IN ADDITION TO THE U.S. EMPLOYEES, PRO MUJER ALSO EMPLOYS APPROXIMATELY 2,000 FOREIGN EMPLOYEES.”

“PRO MUJER PROVIDES VITAL SERVICES TO WOMEN THROUGHOUT LATIN AMERICA. PRO MUJER Mexico serves almost 42,000 women living in 39 communities spread throughout eight states in Mexico. Pro Mujer in Mexico is the only institution in Mexico that combines microfinance with women's health and empowerment training. The financial statements in Mexico, Nicaragua, Peru, Bolivia, and Argentina were previously combined on the 990. In order to comply with presentational requirements per Treasury Regulation 301.7701-3 Mexico is not included in the current year combined returns. As a result, Pro Mujer, Inc. has presented the financial statements for fiscal year 2013 and 2014 without Pro Mujer Mexico's operations. Pro Mujer Mexico's financial statement includes $214,240 in net income, $20,720,820 in assets, $15,249,534 in liabilities, and $5,471,286 in total net assets.”

“Pro mujer's financial statements are audited on a separate basis then combined.”

“DESCRIPTION:Professional Development TOTAL EXPENSES:383413 PROGRAM SERVICES:383413”

“DESCRIPTION:Training TOTAL EXPENSES:117799 PROGRAM SERVICES:103627 MANAGEMENT AND GENERAL:12094 FUNDRAISING:2078”

“DESCRIPTION:Allowance for Loan Losses TOTAL EXPENSES:2385809 PROGRAM SERVICES:2385809”

“Description:foriegn income taxes total expenses:954829 program services:954829”

“DESCRIPTION:Other Miscellaneous Expenses TOTAL EXPENSES:1821049 PROGRAM SERVICES:1756571 MANAGEMENT AND GENERAL:38859 FUNDRAISING:25619”