| FORM 990, PART VI, SECTION A, LINE 6 |
THE TRUSTEES OF THE GENERAL SERVICE BOARD OF ALCOHOLICS ANONYMOUS, INC, A RELATED ORGANIZATION, ARE THE MEMBERS OF A.A. WORLD SERVICES, INC. |
| FORM 990, PART VI, SECTION A, LINE 7A |
THE TRUSTEES OF THE GENERAL SERVICE BOARD OF ALCOHOLICS ANONYMOUS, INC, A RELATED ORGANIZATION, ARE THE MEMBERS OF A A WORLD SERVICES, INC AND, AS SUCH, ELECT THE A A WORLD SERVICES BOARD OF DIRECTORS. |
| FORM 990, PART VI, SECTION B, LINE 11B |
THE FORM 990 IS PREPARED BY AN INDEPENDENT ACCOUNTANT AND IS REVIEWED BY THE ORGANIZATION'S CHIEF FINANCIAL OFFICER AND GENERAL MANAGER FOR ACCURACY AND COMPLETENESS. IN ADDITION, THE DRAFT IS THEN REVIEWED BY THE ORGANIZATION'S INTERNAL AUDIT COMMITTEE AND FINANCE COMMITTEE. AFTER COMMITTEE REVIEW, THE DRAFT IS FORWARDED TO THE AAWS BOARD OF DIRECTORS FOR REVIEW AND COMMENT BEFORE FILING WITH THE IRS. |
| FORM 990, PART VI, SECTION B, LINE 12C |
CONFLICT OF INTEREST FORMS ARE SIGNED BY PROSPECTIVE AAWS MEMBERS, DIRECTORS, OFFICERS, AND KEY EMPLOYEES AS THEY ARE APPOINTED. ALL AAWS MEMBERS, DIRECTORS, OFFICERS, AND KEY EMPLOYEES SIGN CONFLICT OF INTEREST FORMS AT THE ANNUAL MEETING WHICH IS HELD BY MANAGEMENT. |
| FORM 990, PART VI, SECTION B, LINE 15A |
THE SALARY OF THE GENERAL MANAGER IS REVIEWED ANNUALLY BY THE AAWS BOARD, WHO CONTRACT THE SERVICES OF AN OUTSIDE COMPENSATION CONSULTANT. THE OUTSIDE COMPENSATION CONSULTANT COMPARES THE GENERAL MANAGER'S SALARY TO THE SALARIES OF CEO'S/EXECUTIVE DIRECTORS IN APPROPRIATE ORGANIZATIONS AND RECOMMENDS AN APPROPRIATE RANGE FOR THE INCREASE. FOR THE GENERAL MANAGER'S SALARY, THE RECOMMENDED RANGE OF INCREASE IS REVIEWED, DISCUSSED AND APPROVED DURING THE EXECUTIVE SESSION OF THE AAWS BOARD. AAWS BOARD MEMBERS THEN MEET WITH THE GENERAL MANAGER, REVIEW HIS/HER PERFORMANCE AND DETERMINE HIS/HER INCREASE. ANY INCREASE IS THEN COMMUNICATED IN WRITING TO THE CHIEF FINANCIAL OFFICER FOR IMPLEMENTATION. PERFORMANCE OF SENIOR MANAGEMENT IS REVIEWED ANNUALLY BY THE GENERAL MANAGER, IN COLLABORATION WITH THE DIRECTOR OF HUMAN RESOURCES, WHO APPROVES SALARY INCREASES. COMMENSURATE WITH INDIVIDUAL PERFORMANCE AAWS HAS IN PLACE A COMPENSATION POLICY WITH PARAMETERS AND PROCEDURES THAT ARE FOLLOWED TO PROVIDE A FRAMEWORK FOR THE SETTING OF EMPLOYEES' SALARIES WITH REFERENCE TO BOTH ORGANIZATIONAL PLACEMENT OF INDIVIDUAL JOBS AND EMPLOYEES PERFORMANCE .AN OUTSIDE COMPENSATION CONSULTANT PERFORMS ANALYSIS OF THE JOB DESCRIPTIONS OF AAWS MANAGERS AND PROVIDES BENCHMARKING DATA BASED ON SIMILAR ROLES IN THE NYC NON-PROFIT SECTOR EVERY THREE YEARS OR AS NEEDED. AAWS MAY ADJUST INTERNAL SALARY RANGES ANNUALLY BASED ON THE CURRENT LABOR MARKET. ADDITIONAL OVERSIGHT IS PROVIDED BY THE GENERAL SERVICE BOARD TRUSTEES COMPENSATION COMMITTEE WHICH REQUESTS A FORMAL REPORT FROM THE DIRECTOR OF HUMAN RESOURCES, WHO MAY CONFER WITH THE COMPENSATION CONSULTANT WHICH INCLUDES A REVIEW AND DOCUMENTATION OF EXECUTIVE COMPENSATION, THE ORGANIZATION'S POLICY AND PHILOSOPHY AND COMMENTS ON THE OVERALL COMPENSATION STRUCTURE. |
| FORM 990, PART VI, SECTION C, LINE 19 |
THE ORGANIZATION MAKES ITS GOVERNING DOCUMENTS, CONFLICT OF INTEREST POLICY, AND FINANCIAL STATEMENTS AVAILABLE TO THE PUBLIC UPON REQUEST. THE ORGANIZATION'S FINANCIAL STATEMENTS ARE ALSO AVAILABLE FROM THE NEW YORK STATE CHARITIES BUREAU. |
| FORM 990, PART XII, LINE 2C: |
THE PROCESS HAS NOT CHANGED FROM THE PRIOR YEAR. |
| FORM 990, PART VII, SECTION A, (B): |
ALTHOUGH ALL COMPENSATION IS PAID BY THE ORGANIZATION, COMPENSATED EMPLOYEES AND OFFICERS SPEND TIME ON TASKS FOR A RELATED ORGANIZATION. HOURS ARE ALLOCATED ACCORDINGLY. |
Attach to Form 990 or 990-EZ.