| LIne 19, Revenue less expenses: |
Revenue less expenses (also known as change in net assets) is negative for the Current Year due in part to the Food Bank distributing more donated food than it received. The financial impact of this is a negative change in net assets of approximately $400,000. In addition, the Food Bank did not receive the same number of large, one-time gifts (bequests and corporate contributions) for the Current Year as it did in the Prior Year. |
| Form 990, Part VI, Section B, line 11 |
The Form 990 is reviewed by the Board for accuracy and completeness. All questions arising during this review process are resolved prior to the filing of the form. |
| Form 990, Part VI, Section B, line 12c |
A copy of the organization's conflict of interest policy is furnished annually and signed by any individual presently serving on the Board and those who may thereafter become a member of the Board. The organization's executive assistant is responsible for insuring that all forms are completed and returned in a timely manner. |
| Form 990, Part VI, Section B, line 15 |
Process for Determining Executive Compensation: 1) Goals and objectives for the Executive Director are established each fiscal year in a face-to-face meeting between the Executive Director, the Chairperson, and the Compensation Committee. These goals and objectives are then presented to the full board for approval. 2) Following the close of the fiscal year, these approved goals and objectives are reviewed by the Chairperson and the Compensation committee and discussed with the Executive Director in a face-to-face meeting. The results of this review and discussion are then presented to the full board for their approval. 3) As with other organization staff, compensation decisions for the Executive Director are based on performance (the review of which is described above). To further guide these decisions, the Chairperson and the Compensation Committee review the Executive Director section of the Northern California Compensation & Benefits survey. This is an independent survey published by Nonprofit Compensation Associates that comprises data from close to 600 Northern California nonprofit organizations, over 170 of which are social service organizations. Similar materials (e.g., compensation information for other food bank executives, other independently published compensation surveys) may be consulted as well. After reviewing comparative data, the Executive Director's annual salary and bonus are agreed to by the Chairperson and the Compensation Committee, then presented to the full board for their review. The chairperson and the compensation committee then discuss the annual salary and bonus decisions with the executive director in a face-to-face meeting. Process for Determining Officers And Key Employees' Compensation: 1) Goals and objectives for officers and key employees are established each fiscal year verbally and in writing between the officer or key employee and their direct supervisor (either the Executive Director or Chief Operating Officer). 2) At the close of the fiscal year, these goals and objectives are reviewed verbally and in writing by the direct supervisor and the officer or key employee. 3) As with other organization staff, compensation decisions for officers and key employees are based on performance (the review of which is described above). To further guide these decisions, the Executive Director (and Chief Operating Officer if the officer or key employee in question reports to this person) reviews the appropriate section of the Northern California Compensation & Benefits survey. This is an independent survey published by the center for nonprofit management that comprises data from close to 600 Northern California nonprofit organizations, over 170 of which are social service organizations. Similar materials (e.g., compensation information for other food banks, other independently published compensation surveys) may be consulted as well. After reviewing comparative data, the officer or key employee's annual compensation is established by the Executive Director (and Chief Operating Officer if the officer or key employee in question reports to this person). The compensation committee also reviews and approves the annual compensation of the Chief Financial Officer. Once finalized, the direct supervisor (either the Executive Director or Chief Operating Officer) then informs the officer or key employee of the annual compensation decision. The Executive Director also shares compensation information of organization officers and key employees with the Board of Directors. |
| Form 990, Part VI, Section C, line 19 |
The organization's governing documents, conflict of interest policy, and financial statements are made available to the public upon request. Audited financial statements and the organization's 501(c)3 letter also are available on the organization's website. |
| FORM 990, PART VII |
The compensation reported for Gary Maxworthy in Part VII was earned in his role as an employee, not as a Board member. His hours reported in part VII include 20 hours worked as an employee. |
Attach to Form 990 or 990-EZ.