Attach to Form 990 or 990-EZ.
Information about Schedule O (Form 990 or 990-EZ) and its instructions is at| Return Reference | Explanation |
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| Form 990, Part VI, Section B, line 11 | THE TAX RETURN AND AUDIT WILL BE REVIEWED AND APPROVED BY THE BOARD AUDIT AND EXECUTIVE COMMITTEES PRIOR TO FILING. AS SOON AS THE RETURN IS READY TO FILE, IT WILL BE DISTRIBUTED TO THE FULL BOARD FOR THEIR REVIEW AND APPROVAL. IN ORDER TO PROTECT THE PRIVACY OF DONORS, A PUBLIC DISCLOSURE COPY OF THE RETURN WILL BE REVIEWED. EVERYONE WILL BE GIVEN TIME TO REVIEW AND ASK QUESTIONS. ONCE ALL OF THIS IS DONE, CCCP WILL FILE THE RETURN. |
| Form 990, Part VI, Section B, line 12c | ANY MEMBER OF THE BOARD OF DIRECTORS WHO KNOWINGLY HAS A CONFLICT OF INTEREST OR A PERCEIVED CONFLICT OF INTEREST WITH RESPECT TO ANY MATTER COMING BEFORE THE BOARD OF DIRECTORS SHALL NOT VOTE IN CONNECTION WITH THE MATTER. |
| Form 990, Part VI, Section B, line 15 | THE ORGANIZATION UTILIZES A DELIBERATE PROCESS THAT IS DERIVED FROM CORPORATE HUMAN RESOURCES BEST PRACTICES TO REVIEW THE PERFORMANCE AND SET THE SALARY AND BONUS FOR THE CEO. THE CEO IS EMPLOYED UNDER A PERSONAL SERVICES AGREEMENT NEGOTIATED AND APPROVED BY THE EXECUTIVE COMMITTEE (EC) OF CHARLOTTE CENTER CITY PARTNERS (CCCP) BOARD OF DIRECTORS. THE FOLLOWING OUTLINES THE TIMING AND PROCESS FOR OUR PERFORMANCE AND COMPENSATION PROCEDURES OF CCCP THAT OPERATE ON A JULY 1 TO JUNE 30 FISCAL YEAR. IN THE SPRING OF EACH YEAR, THE ANNUAL PERFORMANCE OBJECTIVES OF THE CEO ARE RECOMMENDED BY THE PERSONNEL AND COMPENSATION COMMITTEE (PCC) AND THEN CONSIDERED AND APPROVED BY EC OF THE BOARD OF DIRECTORS PRIOR TO JUNE 30. IN THE SPRING THE FOLLOWING YEAR, THE ANNUAL PERFORMANCE OF THE CEO IS EVALUATED AGAINST THESE OBJECTIVES BY THE PCC AND FINALIZED AND APPROVED BY THE EC. CEO COMPENSATION IS DETERMINED BY THE EC BASED ON A COMBINATION OF DATA SOURCES INCLUDING A PERFORMANCE EVALUATION AGAINST GOALS AND OBJECTIVES AS WELL AS NATIONAL COMPENSATION BENCHMARKING STUDIES IN 2013 AND 2016. THE CCCP PRESIDENT & CEO IS ASSESSED ON THE FOLLOWING EXECUTIVE COMPETENCIES: (1) VISION (2) INNOVATION (3) MANAGING/LEADING CHANGE (4) STRATEGIC PLANNING (5) INTERNAL/EXTERNAL LEADERSHIP (6) DECISION MAKING (7) ABILITY TO MOTIVATE, INSPIRE, CREATE FOLLOWERSHIP AMONG ALL CONSTITUENCIES AND (8) INTEGRITY/ETHICS. THE PROCESS FOR DETERMINING COMPENSATION USES BEST PRACTICES, THIRD PARTY CONSULTANTS, AND RESEARCH AND NATIONAL BENCHMARKS. A COMPENSATION STUDY IS PERFORMED FOR ALL OTHER EMPLOYEES ANNUALLY. THE PERFORMANCE REVIEW PROCESS INCLUDES TWO YEARLY REVIEWS, ONE IN JUNE AND ONE IN JANUARY. DURING THE REVIEW IN JUNE, THE MANAGER CONSIDERS PERFORMANCE COMMITMENTS, OBJECTIVES AND GOALS FOR THE CLOSING FISCAL YEAR AND SETS UPCOMING COMMITMENTS, OBJECTIVES AND GOALS FOR THE NEXT FISCAL YEAR. THE JANUARY MID-YEAR REVIEW IS USED TO EVALUATE PERFORMANCE AT THE HALF-WAY POINT. IN JUNE, SALARY IS SET FOR THE NEXT YEAR, BASED ON BOTH BUDGETARY CONSIDERATIONS FOR THE ORGANIZATION AS WELL AS PERFORMANCE AND ACHIEVEMENT OF OBJECTIVES AND GOALS. SOME EMPLOYEES HAVE THE POTENTIAL FOR "EARNED INCOME" FOR PERFORMANCE AGAINST SPECIFIC GOALS AND OBJECTIVES OR FOR EXTRAORDINARY PERFORMANCE. FOR KEY EMPLOYEES, THE PERSONNEL AND COMPENSATION COMMITTEE APPROVES ANY EARNED INCOME BONUSES AWARDED. |
| Form 990, Part VI, Section C, line 19 | THE ORGANIZATION'S GOVERNING DOCUMENTS, CONFLICT OF INTEREST POLICY AND FINANCIAL STATEMENTS ARE AVAILABLE TO THE PUBLIC UPON REQUEST. |
| FORM 990, PART XIi, LINE 2C | THE AUDIT COMMITTEE OF THE BOARD OF DIRECTORS APPROVES THE SELECTION OF THE AUDIT FIRM. THE AUDIT COMMITTEE REVIEWS THE AUDIT WITH THE AUDITORS PRIOR TO PRESENTATION TO THE executive COMMITTEE AND TO THE FULL BOARD OF DIRECTORS. |
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