Young Mens Christian Association of Honolulu

“Form 990, part iii - program service, line 4a our ymca of honolulu is committed to nurturing the potential of every child. We believe that all children deserve the opportunity to discover who they are and what they can achieve. That's why we help young people cultivate the values, skills, and relationships that lead to positive behaviors, better health, and educational achievement.our ymca programs, such as our after school and summer childcare programs, offer a range of experiences that enrich cognitive, social, physical, and emotional growth. In 2017, the ymca of honolulu provided $339,000 of program fee waivers that made participation possible for many young people in our community. In addition, the ymca of honolulu touched the lives of over 25,000 children through its youth programs.”

“Form 990, part iii - program service, line 4b the ymca of honolulu is a leading voice on health and well-being. We bring families closer together, encourage good health, and foster connections through fitness, sports, fun, and shared interests. As a result, 34,000 people in our community are receiving the support, guidance, and resources they need to achieve greater health in sprit, mind, and body. This is particularly important as our nation struggles with an obesity crisis, families struggle with work/life balance, and individuals search for personal fulfillment. Our programs are accessible, affordable, and open to all faiths, backgrounds, abilities, and income levels. In 2017, we provided $436,000 in membership fee reductions to people who otherwise would have faced economic barriers to participation.”

“Form 990, part iii - program service, line 4c our ymca believes in giving back and supporting our neighbors. We have been listening and responding to our community's most critical social needs for more than 100 years. Our drug treatment and intervention services work to eliminate substance abuse, develop self respect,increase positive adjustment in school, improve family and interpersonal relations, and find suitable employment opportunities for troubled youth. Our after-school/school's out prevention and youth mentoring programs provide youth with a safe, supervised place and assist them to develop interest in positive activities as an alternative to at-risk behaviors such as violence, gang involvement, and drug use. Our programs provide leadership development, counseling, homework assistance, substance abuse education, camping, sports and recreation. Both of these programs are examples of how the ymca of honolulu delivers training, resources, and support that effect change, bridge gaps, and overcome obstacles. In 2017,we engaged 1,000 individuals in our outreach programs in the hopes of strengthening our community and paving the way for future generations to thrive.”

“Form 990, part vi, section a, line 2 timothy johns, senior vice president of hmsa, and dr. Michael j. Chun, board member of hmsa, have a business relationship. Timothy johns, board member of hawaiian electric company, and ronald r. Cox, vice president of hawaiian electric company, have a business relationship. Wayne hamano, vice chair and chief commercial officer of bank of hawaii, and dr. Michael j. Chun, board member of bank of hawaii, have a business relationship. Steven ai, president & ceo of city mill, and jim yates, board member of city mill, have a business relationship.”

“Form 990, part vi, section b, line 11 the finance committee & the executive committee, who acts on behalf of the board of directors in months that the board does not meet, reviewed and approved form 990 prior to filing with the internal revenue service. A copy of form 990, as filed with the internal revenue service, will be provided to each and every finance committee member & board member prior to filing.”

“FORM 990, PART VI, SECTION B, LINE 12C THE CFO IS CHARGED WITH MONITORING PROPOSED OR ONGOING TRANSACTIONS FOR CONFLICTS OF INTEREST AND ADDRESSING ANY POTENTIAL OR ACTUAL CONFLICTS. PURSUANT TO THE CONFLICTS OF INTEREST POLICY, AN ANNUAL CONFLICT OF INTEREST QUESTIONNAIRE, AIMED AT DETERMINING ANY FAMILY AND BUSINESS RELATIONSHIPS AND TRANSACTIONS OR OTHER TRANSACTIONS THAT MAY POSE A POTENTIAL CONFLICT, IS DISTRIBUTED TO ALL COVERED PERSONS (I.E., BOARD MEMBERS, OFFICERS AND KEY EMPLOYEES). COVERED PERSONS ARE REQUIRED TO DISCLOSE REAL OR POTENTIAL CONFLICTS AT THE TIME WHEN SUCH CONFLICTS ARISE. WHEN SOMEONE BECOMES A COVERED PERSON AND ANNUALLY THEREAFTER, EACH COVERED PERSON IS REQUIRED TO SIGN A STATEMENT AFFIRMING THAT HE/SHE: (1) HAS RECEIVED A COPY OF THE CONFLICTS OR INTEREST POLICY; (2) HAS READ THE POLICY AND UNDERSTANDS SAID POLICY; AND (3) AGREES TO COMPLY WITH ALL REQUIREMENTS OF THE POLICY, INCLUDING COMPLETING THE CONFLICTS OF INTEREST QUESTIONNAIRE. If it is determined that an officer, director or Key employee has a conflict of interest, the person is asked to leave the meeting during the discussion of, and the vote on, the arrangement involving the conflict of interest or the appearance of a conflict of interest. The Board of directors discusses the arrangement and its alternatives. If a more advantageous arrangement is not reasonably attainable under circumstances that would not give rise to a conflict of interest or the appearance of a conflict of interest, the board of directors determines by a majority vote of disinterested members that the arrangement is in the Y's best interest, is fair and reasonable to the Y and whether to enter the arrangement. The minutes of the board contains the persons who disclosed or otherwise were found to have a conflict of interest and the nature of the conflict of interest. The minutes of the board also contain the names of the persons who were present for the discussion and the vote relating to the arrangement, the content of the discussion (including any action taken to determine whether the conflict of interest was in the Y's best interest and any alternatives to the proposed arrangement), and a record of any votes taken in connection therewith.”

“FORM 990, PART VI, Lines 15A & 15B The YMCA of Honolulu's Board of Director Compensation Committee (the "Committee") is comprised solely of independent directors, none of which have a conflict of interest with respect to the compensation arrangement, and is accountable for setting a reasonable compensation for the CEO. The Committee develops, consistent with the organization's philosophy and principles, the annual performance goals and criteria to be used in determining merit increases and incentive compensation criteria for the CEO. The Association's written records include: (1) terms of the arrangement with the disqualified person (including the date the arrangement was approved); and (2) a description of any comparable data used. Appropriate comparability data for both the fixed and incentive compensation is obtained from the following: (1) via the YMCA-USA, the national organization that charters all YMCA organizations across the USA, and (2) via surveys of local based, similar sized companies, both for-profit and not-for-profit, with similar responsibilities. Comparability data used is drawn from similarly qualified persons in functionally comparable positions at similarly situated organizations in Hawaii and on the mainland. The Committee also obtains a written opinion on the appropriateness of the CEO's fixed & incentive compensation from the Human Resources Committee, and develops a recommendation that is approved by both the Executive Committee and the Board of Directors. THE EXECUTIVE COMMITTEE MET IN FEBRUARY 2017 TO DETERMINE THE AMOUNT OF FIXED & INCENTIVE COMPENSATION, IF ANY, TO PAY THE CEO BASED OFF OF THE 2016 PERFORMANCE GOALS AND EVALUATIONS. The minutes of the meetings to determine compensation include a list of members present, the actions approved by the Executive Committee and the Board of Directors, and a description of the comparability data used. The Board of Directors has appointed the CEO in charge of setting reasonable compensation packages for its other senior staff who are also officers or key employees of the YMCA of Honolulu. The CEO in conjunction with the HR director, and consistent with the organization's philosophy and principles, develops the annual performance goals and criteria to be used in determining merit increases and incentive compensation criteria for YMCA's employees. The ASSOCIATION'S written records include: (1) terms of the arrangement with the disqualified person (including the date the arrangement was approved); and (2) a description of any comparable data relied upon by the CEO & HR director. Appropriate comparability data is obtained via the YMCA-USA, the national organization that charters all YMCA organizations across the USA. Comparability data used is drawn from similarly qualified persons in functionally comparable positions at similarly situated organizations in Hawaii and on the mainland. This analysis for key employee compensation was last performed in JANUARY 2017.”

“FORM 990, PART VI, SECTION C, LINE 19 While federal tax laws do not mandate that the organization's governing documents, conflict of interest policy and financial statements be made available for public inspection, the organization makes its financial statements and prior years' Form 990 available on its website.”