| PART I, LINE 1, PART III, LINE 1 |
NORWICH UNIVERSITY'S MISSION IS TO GIVE OUR YOUTH AN EDUCATION THAT SHALL BE AMERICAN IN CHARACTER - TO ENABLE THEM TO ACT AS WELL AS TO THINK - TO EXECUTE AS WELL AS TO CONCEIVE - "TO TOLERATE ALL OPINIONS WHEN REASON IS LEFT FREE TO COMBAT THEM" - TO MAKE MORAL, PATRIOTIC, EFFICIENT, AND USEFUL CITIZENS, AND TO QUALIFY THEM FOR ALL THOSE HIGH RESPONSIBILITIES RESTING UPON A CITIZEN OF THIS FREE REPUBLIC. NORWICH'S MISSION STATEMENT IS UNIQUE IN HIGHER EDUCATION. WE KNOW EXACTLY WHO WE ARE, WHY WE ARE HERE, AND WHERE WE ARE GOING. WE ARE ABLE TO BE VERY SPECIFIC: THE DISTINCTIVE TERMS AND PHRASES FOUND IN THIS MISSION STATEMENT PROVIDE IMPORTANT CLUES IN UNDERSTANDING THE ESSENCE OF THIS ORGANIZATION, AND ULTIMATELY THE DIRECTIONS WE WILL SEEK AND THE OUTCOMES WE WILL REQUIRE OF OUR STUDENTS. THE MOST DISTINGUISHING TERMS ARE: AMERICAN IN CHARACTER, GLOBAL IN PERSPECTIVE, MUTUAL RESPECT, SERVICE, THINKING AND ACTING, CONCEIVING AND EXECUTING, MAKING MORAL AND PATRIOTIC CITIZENS, MAKING USEFUL CITIZENS, AND QUALIFYING GRADUATES FOR RESPONSIBILITIES OF A FREE REPUBLIC. THESE, AS WELL AS OTHER DISTINGUISHING OUTCOMES OF THE NORWICH EXPERIENCE ARE DISCUSSED BELOW: AMERICAN IN CHARACTER MEANS THAT WE TEACH STUDENTS TO UNDERSTAND AND HOLD DEAR THOSE VALUES AND PRINCIPLES UPON WHICH THIS FREE REPUBLIC WAS ESTABLISHED. THE AMERICAN EXPERIENCE WAS UNIQUE AND WORLD CHANGING IN ITS DEVELOPMENT. IT WAS BUILT UPON THE FUNDAMENTALS OF DEMOCRACY AND THE NOTION THAT PEOPLE HAVE INALIENABLE RIGHTS. WE WANT OUR STUDENTS TO KNOW THE PRINCIPLES AND THE EVENTS IN WHICH THESE PRINCIPLES MANIFESTED WHICH LEAD UP TO THE GREAT AMERICAN EXPERIMENT, THE HISTORY OF OUR SUCCESSFUL JOURNEY, AND THE REASONS WHY THE PRINCIPLES MANIFESTED IN THE BILL OF RIGHTS, THE CONSTITUTION, AND THE DECLARATION OF INDEPENDENCE ARE WORTH FIGHTING FOR. THROUGHOUT THE ENTIRE STUDENT EXPERIENCE, BOTH ACADEMIC AND EXTRACURRICULAR, WE TEACH THIS VALUE AND ENSURE THAT OUR STUDENTS UNDERSTAND ITS MEANING. GLOBAL IN PERSPECTIVE MEANS THAT OUR STUDENTS SHOULD UNDERSTAND THAT THE USA IS NOT ALONE IN THIS WORLD. THE WORLD IS A COMPLEX PLACE, AND CIVILIZATION AND ITS CULTURES ARE CONSTANTLY EVOLVING. DEFINING THE ENTIRE WORLD WITH AMERICAN VALUES DISTORTS THE REALITY OF A MULTICULTURAL PLANET AND LIMITS ONE'S PERSPECTIVE ON THE HISTORY OF MAN'S JOURNEY TO THE PRESENT TIME. BECAUSE AMERICA IS A LEADER IN THE WORLD, AND BECAUSE OUR STUDENTS ARE DESTINED TO BE LEADERS IN AMERICA, WE MUST UNDERSTAND AND RESPECT ALL POINTS OF VIEW AS PART OF GAINING THE WISDOM TO LEAD. THROUGHOUT THE ENTIRE STUDENT EXPERIENCE, BOTH ACADEMIC AND EXTRACURRICULAR, WE TEACH THIS VALUE AND ENSURE THAT OUR STUDENTS UNDERSTAND ITS MEANING. MUTUAL RESPECT, SOCIAL GRACES, AND POLITENESS. MUTUAL RESPECT IS A CORNERSTONE OF CIVILIZATION AND A FOUNDATION OF ACADEMIA. IT IS WHAT INITIATES A SALUTE; IT IS WHAT ALLOWS TWO PEOPLE TO APPRECIATE EACH OTHER FOR THE VALUE THAT THEY BRING TO THE RELATIONSHIP, NO MATTER HOW LASTING OR TEMPORARY THE RELATIONSHIP IS. IT IS COMMON HUMAN DECENCY, KINDNESS, AND A CORNERSTONE OF A CIVIL SOCIETY. MUTUAL RESPECT TURNS INTO LASTING FRIENDSHIP. ITS SUCCESSFUL BREEDING AT NORWICH UNIVERSITY IS A PRIMARY REASON WHY PEOPLE DEVELOP CLOSE RELATIONSHIPS WITH THOSE THEY OTHERWISE MIGHT NOT. IN ADDITION TO MUTUAL RESPECT, NORWICH STUDENTS AND GRADUATES ARE KNOWN FOR THEIR GRACE IN SOCIAL SITUATIONS AND THEIR POLITENESS. THE NORWICH ENVIRONMENT BREEDS THIS CHARACTERISTIC. THROUGHOUT THE ENTIRE STUDENT EXPERIENCE, BOTH ACADEMIC AND EXTRACURRICULAR, WE TEACH THESE VALUES AND ENSURE THAT OUR STUDENTS PRACTICE THEM. SERVICE IS AN INTEGRAL PART OF THE NORWICH EXPERIENCE. LEADERS SERVE, AND WE TRAIN LEADERS. WE SEEK TO INCULCATE THIS VALUE IN OUR STUDENTS, IN PART BY ENSURING THAT THEY DIRECTLY EXPERIENCE IT. EXPERIENCING "SERVICE TO OTHERS BEFORE SELF" IS A VITAL PART OF EACH STUDENT'S MATURATION PROCESS. STUDENTS TAKE WITH THEM FROM NORWICH THE EXPECTATION THAT SERVICE WILL BE A LIFELONG COMMITMENT. THROUGHOUT THE ENTIRE STUDENT EXPERIENCE, BOTH ACADEMIC AND EXTRA-CURRICULAR, WE TEACH THIS VALUE AND ENSURE THAT OUR STUDENTS EXPERIENCE IT. |
| FORM 990, PART VI, SECTION B, LINE 11 |
THE BOARD OF TRUSTEES AUDIT COMMITTEE REVIEWS AND COMMENTS ON THE FORM 990, INCLUDING SCHEDULE B BEFORE IT IS FILED. AN ELECTRONIC COPY OF FORM 990, NOT INCLUDING SCHEDULE B, IS DISTRIBUTED TO ALL BOARD MEMBERS BEFORE THE RETURN IS FILED. A PAPER COPY OF THE SCHEDULE B, PHYSICALLY LOCATED ON THE UNIVERSITY CAMPUS, IS AVAILABLE FOR ANY BOARD MEMBER TO REVIEW ONCE THE AUDIT COMMITTEE COMPLETES THEIR INITIAL REVIEW. |
| FORM 990, PART VI, SECTION B, LINE 12C |
THE CONFLICT OF INTEREST POLICY AND AFFIDAVIT IS DISTRIBUTED ANNUALLY TO BOARD OF TRUSTEES. THE COMPLETED AFFIDAVITS ARE RETURNED AND REVIEWED BY BOTH THE UNIVERSITY ADMINISTRATION AND THE AUDIT COMMITTEE OF THE BOARD OF TRUSTEES FOR CONFLICTS THAT COULD IMPAIR THE JUDGEMENT OF THE INDIVIDUALS. THE AUDIT COMMITTEE REPORTS THE RESULT OF THEIR REVIEW TO THE FULL BOARD DURING THE FALL MEETING. THE AUDIT COMMITTEE ASKS ANY TRUSTEE WITH A DISCLOSED CONFLICT OF INTEREST TO RECUSE THEMSELVES FROM BOARD CONVERSATIONS WHERE THE OUTCOME COULD AFFECT THE BUSINESS RELATIONSHIP WITH THE UNIVERSITY. |
| FORM 990, PART VI, SECTION B, LINE 15 |
THE COMPENSATION OF OFFICERS AND SENIOR ADMINISTRATORS AT NORWICH UNIVERSITY IS SET BY THE PRESIDENT WITH THE ADVICE OF THE COMPENSATION COMMITTEE OF THE BOARD OF TRUSTEES. THE PRESIDENT'S COMPENSATION IS SET BY THE BOARD OF TRUSTEES WITH THE ADVICE OF THE COMPENSATION COMMITTEE. THE PROCESS USED FOR THESE DECISIONS FOLLOWS THE GUIDELINES SUGGESTED BY THE IRS FOR COMPLIANCE WITH IRC SECTION 4958. THE PRIMARY FACTOR IN THESE DETERMINATIONS IS SALARY BENCHMARKING FOLLOWING THE METHODS USED FOR ALL STAFF AT THE UNIVERSITY. BENCHMARK COMPENSATION DATA IS OBTAINED FROM AN ANNUAL SALARY SURVEY OF HIGHER EDUCATION INSTITUTIONS CONDUCTED BY THE COLLEGE AND UNIVERSITY PROFESSIONAL ASSOCIATION FOR HUMAN RESOURCES (CUPA-HR). NORWICH UNIVERSITY COMPARES TO A SELECTED SALARY COHORT FROM THIS SURVEY. THE CURRENT COHORT INCLUDES ALL RESPONSES FROM INSTITUTIONS WITH OPERATING BUDGETS IN THE RANGE OF $60 MILLION TO $140 MILLION THAT OFFER BOTH UNDERGRADUATE AND GRADUATE DEGREES. ABOUT 205 INSTITUTIONS INCLUDED IN THE SURVEY MEET THESE CRITERIA. FOR ALL STAFF AT NORWICH, A FACTOR BASED ON TIME IN THE CURRENT JOB LEVEL IS APPLIED TO THE BENCHMARK RATE FROM THE SALARY SURVEY TO FIND AN EXPECTED MARKET RATE FOR EACH EMPLOYEE IN THE CURRENT POSITION. SALARY INCREASES ARE PROPOSED TO ASSURE THAT EMPLOYEES ARE NOT BELOW A SPECIFIED PERCENTAGE OF THE EXPECTED MARKET RATE. CURRENTLY, THE MINIMUM IS 85%. IN ADDITION TO THE SALARY BENCHMARK DATA, THE COMMITTEE CONSIDERS PERFORMANCE INFORMATION ON THE SENIOR ADMINISTRATORS PROVIDED BY THE PRESIDENT, AND THE RESULTS OF THE PERFORMANCE APPRAISAL OF THE PRESIDENT CONDUCTED BY THE BOARD. THE DIRECTOR OF HUMAN RESOURCES SERVES AS THE STAFF LIAISON TO THE COMPENSATION COMMITTEE. THE FORMAL CHARGE TO THE COMPENSATION COMMITTEE OF THE BOARD IS PRESENTED BELOW. COMPENSATION COMMITTEE THIS COMMITTEE WAS ESTABLISHED IN OCTOBER 2009 BASED ON THE WORK OF THE AD HOC COMPENSATION COMMITTEE, WHICH WAS ESTABLISHED ON JUNE 10, 2005. THE PRIMARY PURPOSE OF THIS COMMITTEE IS TO ENSURE THAT THE PRESIDENT AND OTHER HIGHLY COMPENSATED EMPLOYEES ARE COMPENSATED IN A WAY THAT IS CONSISTENT WITH PERFORMANCE, LONGEVITY, MARKET EQUITY, AND IN ACCORDANCE WITH CURRENT IRS RULES AND REGULATIONS, INCLUDING THE INTERMEDIATE SANCTIONS UNDER IRC SECTION 4958. THE COMMITTEE WILL REVIEW AND PROVIDE ADVICE TO THE PRESIDENT ON COMPENSATION ISSUES FOR THE OFFICERS AND SENIOR ADMINISTRATORS AND OTHER HIGHLY COMPENSATED INDIVIDUALS, REVIEW COMPENSATION BENCHMARKS AND STUDIES DONE BY INDEPENDENT ORGANIZATIONS, AND USE APPROPRIATE COMPARABLE DATA PRIOR TO MAKING THESE RECOMMENDATIONS TO THE PRESIDENT. IN ADDITION THE COMMITTEE WILL MAKE A RECOMMENDATION TO THE FULL BOARD ON THE PRESIDENT'S COMPENSATION. DOCUMENTATION OF THE BOARD'S ACTIONS IS TO BE CONSIDERED CONFIDENTIAL AND IS TO REMAIN ON FILE WITH THE SECRETARY OF THE BOARD. COMMITTEES SHOULD USE APPROPRIATE IRS PROVIDED CHECKLISTS IN THEIR DECISION MAKING PROCESS AND DELIBERATIONS. THE DIRECTOR OF HUMAN RESOURCES WILL BE THE LIAISON. |
| FORM 990, PART VI, SECTION C, LINE 19 |
NORWICH UNIVERSITY'S GOVERNING DOCUMENTS, FINANCIAL STATEMENTS, TAX RETURNS, AND CONFLICT OF INTEREST POLICIES ARE AVAILABLE FOR REVIEW UPON REQUEST. THE NORWICH UNIVERSITY FORM 990 IS AVAILABLE FOR PUBLIC REVIEW AT WWW.GUIDESTAR.ORG. |
| FORM 990, PART VII, SECTION A, LINE 42: |
FOR THE FISCAL YEAR ENDED MAY 31, 2016, MR. SUSMANN WAS COMPENSATED BY BOTH NORWICH UNIVERSITY AND NUARI WITH EACH ENTITY ISSUING A FORM W-2. HE AVERAGES 4 HOURS PER WEEK AS THE NORWICH UNIVERSITY VICE PRESIDENT FOR STRATEGIC PARTNERSHIPS AND 36 HOURS PER WEEK AS THE NUARI PRESIDENT. THE RETURN REFLECTS IN PART VII AS COMPENSATION PAID DIRECTLY BY NORWICH UNIVERSITY IN COLUMN (D). HOWEVER, A PORTION OF THIS TIME WAS REIMBURED BY NUARI SINCE IT REFLECT THE TIME HE WAS WORKING WITH THAT ORGANIZATION. |
| FORM 990, PART XI, LINE 9: |
RELATED ENTITY NET INCOME 206,012. BOND ADMINISTRATION FEES -536,479. CHANGE IN PRESENT VALUE OF LIABILITIES 272,996. CHANGE IN SWAP VALUATION -1,721,904. |
Attach to Form 990 or 990-EZ.