Attach to Form 990 or 990-EZ.| Identifier | Return Reference | Explanation |
|---|---|---|
| CHANGES IN PROGRAM SERVICES | FORM 990, PART III, LINE 3 | DAY CARE PROGRAM WAS TRANSFERRED TO ANOTHER PROVIDER AS OF APRIL 1, 2011. |
| FORM 990, PART VI, SECTION B, LINE 11 | A COPY OF THE RETURN IS PRESENTED TO THE BOARD FOR REVIEW PRIOR TO SIGNATURE AND FILING. | |
| FORM 990, PART VI, SECTION B, LINE 12C | EACH NEW EMPLOYEE, BOARD MEMBER AND VOLUNTEER MUST READ THE HELPWISE CONFLICT OF INTEREST POLICY AND COMPLETE AN AFFIRMATION OF COMPLIANCE AND DISCLOSURE STATEMENT. THE HUMAN RESOURCES DEPARTMENT (HR) WILL SUPPLY THESE ITEMS. ANNUALLY HR WILL SEND THE CONFLICT OF INTEREST POLICY, AFFIRMATION OF COMPLIANCE, AND DISCLOSURE STATEMENT TO ALL EMPLOYEES, BOARD MEMBERS AND VOLUNTEERS. EMPLOYEES, BOARD MEMBERS AND VOLUNTEERS ARE UNDER UNINTERRUPTED OBLIGATION TO DISCLOSE ANY ACTUAL OR POTENTIAL CONFLICTS OF INTEREST. THIS WILL BE DONE BY COMPLETING AND RETURNING THE DISCLOSURE STATEMENT TO THE HR DEPARTMENT. THIS STATEMENT CAN BE OBTAINED FROM THE HR DEPARTMENT. COMPLETED DOCUMENTS ARE KEPT IN THE INDIVIDUAL PERSONNEL FILES OF EMPLOYEES AND VOLUNTEERS. THE BOARD SECRETARY KEEPS THE BOARD MEMBERS COMPLETED FORMS ON FILE. IF THE AFFIRMATION OF COMPLIANCE AND/OR DISCLOSURE STATEMENT REVEAL A POTENTIAL CONFLICT OF INTEREST, HR WILL NOTIFY THE CHIEF EXECUTIVE OFFICER (CEO) OR IN HIS/HER ABSENCE THE CHIEF OPERATING OFFICER. THE CEO WILL TAKE APPROPRIATE ACTION AND WILL NOTIFY THE BOARD. IF THE POTENTIAL CONFLICT OF INTEREST IS REVEALED BY THE CEO/DESIGNEE OR A BOARD MEMBER, THE BOARD CHAIRPERSON WILL REVIEW THIS MATTER WITH MEMBERS OF THE BOARD AND TAKE APPROPRIATE ACTION. IF IT INVOLVES THE CHAIRPERSON, THE DISCLOSURE WILL BE MADE TO THE SECRETARY OF THE BOARD WHO WILL SEND A COPY TO THE CEO/DESIGNEE. THE PROCEDURES FOR ADDRESSING CONFLICTS OF INTEREST WITH RESPECT TO A SPECIFIC TRANSACTION ARE DISCUSSED IN SECTION V OF THE CONFLICT OF INTEREST POLICY. | |
| FORM 990, PART VI, SECTION B, LINE 15 | HELPWISE INC. FOLLOWS THE SAME COMPENSATION SYSTEM AS ITS PARENT ORGANIZATION, DCI, THAT SYSTEM IS THE STATE MODIFICATION CLASSIFICATION REVIEW (MCR) SYSTEM. THE MCR SYSTEM IS USED TO CLASSIFY JOBS AND DETERMINE PAY RANGES. THE HELPWISE COMPENSATION PLAN COMPLEMENTS THE MCR SYSTEM BY OUTLINING EMPLOYEE BENEFITS, PROMOTIONS/DEMOTIONS, PAY RAISES, ETC. THE MCR SYSTEM AND COMPENSATION PLAN COVER ALL EMPLOYEES, INCLUDING THE CEO. ALL CHANGES TO THE COMPENSATION PLAN MUST BE APPROVED BY BOTH THE HELPWISE BOARD AND THE COUNTY MH/MR ADMINISTRATORS. PERIODICALLY, THE HELPWISE LEADERSHIP TEAM AND THE BOARD INFORMALLY COMPARE THE HELPWISE COMPENSATION STRUCTURE TO BENCHMARKS PRODUCED BY THE PCPA BENCHMARKING INITIATIVE. THE LAST COMPARISON TOOK PLACE IN 2007. THE HELPWISE COMPENSATION PLAN CALLS FOR ANNUAL MERIT INCREMENTS (RAISES) BASED ON AN ANNUAL EVALUATION RATING OF GOOD OR BETTER. THE ANNUAL INCREMENTS TYPICALLY RANGE FROM 1-5% DEPENDING ON FUNDING ALLOCATIONS. | |
| FORM 990, PART VI, SECTION C, LINE 19 | THE ORGANIZATION MAKES ITS GOVERNING DOCUMENTS AND OTHER REQUIRED DOCUMENTS AVAILABLE TO THE PUBLIC UPON REQUEST, WRITTEN OR VERBAL. |
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