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| ASI'S ONLINE CFI REFRESHER COURSE (EFIRC) WAS UPDATED AND RELEASED IN EARLY | NOVEMBER 2023. IN ADDITION TO CONTENT UPDATES, THE COURSE NOW RESIDES IN AN HTML INTERFACE FOR OPTIMAL USE ON MOBILE DEVICES. IN 2023, THERE WERE 6,131 EFIRC COMPLETIONS, ABOUT TWO PERCENT MORE THAN THE TARGET OF 5,985. WEBINAR AND SEMINAR PRESENTATIONS WERE DELIVERED TO AUDIENCES AT MORE THAN 35 NATIONWIDE LOCATIONS, ORGANIZATIONS, AND EVENTS. ASI RELEASED 25 NEW VIDEOS IN 2023 THAT INCLUDED THE FOLLOWING: 1. SEVEN EPISODES IN AN EIGHT-PART BEYOND PROFICIENT: IFR VIDEO SERIES. THE VIDEOS WERE DEVELOPED BY LOCAL FLIGHT INSTRUCTOR AND CREATOR OF THE FLIGHTINSIGHT YOUTUBE CHANNEL, DAN GEORGE, AND PROVIDE UNIQUE PERSPECTIVES ON HOW TO FLY SAFELY IN THE DEPARTURE, EN ROUTE, AND APPROACH PROFILES UNDER INSTRUMENT FLIGHT RULES. 2. TWO ACCIDENT CASE STUDY VIDEOS, RISK STACKING AND HIGH ASPIRATIONS 3. THREE REAL PILOT STORY VIDEOS, THE HEAT OF THE MOMENT, HIDDEN HAZARD, AND COLD WEATHER CATASTROPHE 4. EIGHT NEW EARLY ANALYSIS VIDEOS COVERING RECENT, NOTABLE ACCIDENTS 5. THREE PILOT SHORT STORY VIDEOS, IDENT THE DETENT, STUCK ON A FEELING, AND INTO THE DARK 6. TWO OTHER SAFETY VIDEOS, PEAK PERFORMANCE: FLYING THE FIRE BOSS AND BEYOND PROFICIENT: UNPREDICTABLE UPSET 13 NEW "THERE I WAS" PODCASTS WERE RELEASED IN 2023 INCLUDING A SPECIAL TRIBUTE EPISODE DEDICATED TO RICHARD MCSPADDEN. PODCASTS FROM THE SERIES HAVE DOWNLOADED 3.8 MILLION TIMES SINCE ITS DEBUT IN 2017. FOUR ISSUES EACH OF ASI'S QUARTERLY NEWSLETTERS, CFI TO CFI AND USAIG'S PREMIUM ON SAFETY. BOTH NEWSLETTERS WERE DISCONTINUED AT THE END OF 2023 TO SHIFT RESOURCES TO MORE COST-EFFECTIVE PROGRAMS WITH GREATER REACH INTO THE GA COMMUNITY. LASTLY, ASI PRODUCED WEEKLY ASI TRAINING AND SAFETY TIPS, FOUR WHAT WENT WRONG? COLUMNS FOR AOPA PILOT MAGAZINE, AND MONTHLY ASI TIPS FOR BOTH AOPA PILOT AND FLIGHT TRAINING MAGAZINES. |
| FORM 990, PART VI, SECTION A, LINE 2 | BUSINESS RELATIONSHIPS THERE ARE TWO TRUSTEES (MR. TRIMBLE AND MR. CRATE) WHO HAVE A BUSINESS RELATIONSHIP OUTSIDE OF AOPA. THESE TWO TRUSTEES ARE PARTNERS IN THE SAME COMPANY. MR. CRATE'S TERM ENDED DURING 2023. |
| FORM 990, PART VI, SECTION A, LINE 6 | MEMBERS OR STOCKHOLDERS AOPA IS THE WORLD'S LARGEST CIVIL AVIATION ORGANIZATION WITH NEARLY 300,000 MEMBERS. |
| FORM 990, PART VI, SECTION A, LINE 7A | MEMBERS OR STOCKHOLDERS WHO MAY ELECT AT THE ANNUAL MEETING OF MEMBERS, AOPA MEMBERS IN GOOD STANDING ARE ENTITLED TO VOTE FOR THE AOPA BOARD OF TRUSTEES. AOPA MEMBERS ARE ENTITLED TO ONE VOTE. EACH MEMBER ENTITLED TO VOTE MAY DO SO EITHER IN PERSON OR BY PROXY. |
| FORM 990, PART VI, SECTION B, LINE 11B | FORM 990 REVIEW PROCESS IN CONJUNCTION WITH GRANT THORNTON LLP TAX SPECIALISTS, AOPA MANAGEMENT REVIEWS THE FORM 990 WITH THE AUDIT COMMITTEE PRIOR TO PRESENTING THE RETURN TO OUR BOARD OF TRUSTEES FOR REVIEW. |
| FORM 990, PART VI, SECTION B, LINE 12C | CONFLICT OF INTEREST POLICY THE AIRCRAFT OWNERS & PILOTS ASSOCIATION'S BOARD IS PROVIDED A WRITTEN "CODE OF ETHICS, CONFLICT OF INTEREST QUESTIONNAIRE AND DISCLOSURE FORM" ("FORM"). THE FORM REQUIRES PERSONS COVERED (OFFICERS, DIRECTORS, TRUSTEES AND KEY EMPLOYEES) TO ANNUALLY DISCLOSE AND UPDATE THE FORM AND PROVIDE TO LEGAL COUNSEL INTERESTS THAT COULD GIVE RISE TO CONFLICT(S). LEGAL COUNSEL REVIEWS THE ANNUAL DISCLOSURES BY ALL COVERED PERSONS. DISCLOSURES ARE REGULARY MONITORED BY COUNSEL, ANY POTENTIALLY CONFLICTING OR OTHERWISE QUESTIONABLE RESPONSES ARE FLAGGED AND THE ETHICS POLICY IS ENFORCED. |
| FORM 990, PART VI, SECTION B, LINE 15 | PROCESS FOR DETERMINING COMPENSATION THE COMPENSATION FOR THE PRESIDENT IS SET BY THE BOARD OF TRUSTEES AND COMPENSATION COMMITTEE AND CONTRACTUALLY CONFIRMED THROUGH AN EMPLOYMENT AGREEMENT BETWEEN THE BOARD AND THE INCUMBENT. THE BASE SALARY FOR THIS POSITION MAY BE ADJUSTED BY THE BOARD FROM TIME TO TIME AT ITS SOLE DISCRETION. THE PRESIDENT IS ALSO CONSIDERED ANNUALLY BY THE BOARD FOR AN INCENTIVE BONUS WHICH IS A PERCENT OF BASE SALARY. THE ACTUAL BONUS PAID IS DETERMINED BY THE BOARD BASED ON ITS ASSESSMENT OF THE PRESIDENT'S PERFORMANCE AND THAT OF THE ORGANIZATION AGAINST APPROPRIATE GOALS SET BY THE COMPENSATION COMMITTEE AND THE PRESIDENT. PERIODIC INDEPENDENT REVIEWS OF THE PRESIDENT'S COMPENSATION ARE CONDUCTED BY OUTSIDE COMPENSATION EXPERTS TO ENSURE THAT THE COMPENSATION PAID IS REASONABLE BASED ON APPROPRIATE DATA AS TO COMPARABILITY OF COMPENSATION PAID BY SIMILAR ORGANIZATIONS FOR POSITIONS OF SIMILAR SCOPE OF RESPONSIBILITY. THE COMPENSATION LEVELS AND SALARY RANGES FOR OFFICERS AND CERTAIN EMPLOYEES OF THE ORGANIZATION ARE ESTABLISHED BASED ON COMPETITIVE MARKET DATA OBTAINED THROUGH PERIODIC SALARY SURVEYS PERFORMED BY OUTSIDE COMPENSATION EXPERTS ENGAGED BY THE ORGANIZATION. THESE SURVEYS PROVIDE GUIDANCE FOR ESTABLISHING REASONABLE COMPENSATION RATES AS COMPARED TO COMPENSATION PAID BY SIMILARLY SITUATED ORGANIZATIONS FOR POSITIONS OF SIMILAR SCOPE OF RESPONSIBILITY. ALL POSITIONS ARE EVALUATED AND PLACED IN THE APPROPRIATE GRADES/SALARY RANGES. AN INDIVIDUAL EMPLOYEE'S SALARY, WITHIN THEIR ASSIGNED RANGE, VARIES DEPENDING PRIMARILY UPON EXPERIENCE AND PERFORMANCE. THE ORGANIZATION HAS ADOPTED A "PAY FOR PERFORMANCE" PHILOSOPHY ALLOWING MANAGERS TO AWARD MERIT INCREASES BASED ON AN INDIVIDUAL'S PERFORMANCE AGAINST PRE-ESTABLISHED GOALS. THE ORGANIZATION'S ANNUAL MERIT INCREASE BUDGET IS APPROVED BY THE BOARD OF TRUSTEES BASED ON MARKET SURVEYS. OFFICERS AND CERTAIN EMPLOYEES ALSO PARTICIPATE IN THE ORGANIZATION'S INCENTIVE PAY PROGRAM. TARGET INCENTIVE AMOUNTS, AS A PERCENTAGE OF BASE SALARY, ARE ESTABLISHED BASED ON THE PARTICIPANT'S POSITION. THE ACTUAL BONUS PAID IS PROPOSED BY THE EXECUTIVE MANAGEMENT TEAM AND THE PRESIDENT BASED ON THEIR ASSESSMENT OF THE PARTICIPANT'S INDIVIDUAL PERFORMANCE AND THAT OF THE ORGANIZATION AGAINST PRE-ESTABLISHED GOALS. THE BOARD OF TRUSTEES AND COMPENSATION COMMITTEE REVIEW AND MAKE A FINAL DETERMINATION AS TO THE ACTUAL BONUS AMOUNT PAID TO PARTICIPANTS. NONE OF THE PERSONS MENTIONED ABOVE PARTICIPATE IN THE DELIBERATION OF THEIR COMPENSATION ARRANGEMENT AND RECUSE THEMSELVES FROM ALL OTHER DELIBERATIONS AND DISCUSSIONS RELATED TO A MATTER IN WHICH THEY MAY HAVE AN INTEREST. THE DELIBERATIONS AND DECISIONS OF THESE COMPENSATION ARRANGEMENTS ARE MAINTAINED IN CONTEMPORANEOUS DOCUMENTATION WITH OUR HUMAN RESOURCES DEPARTMENT. FORM 990, PART VI, SECTION B, LINES 16A AND 16B: JOINT VENTURES THE ORGANIZATION DOES HAVE A WRITTEN MANAGEMENT POLICY TO EVALUATE ALL CONTRACTS AND AGREEMENTS TO ENSURE THAT ALL CONTRACT AND JOINT VENTURE ARRANGEMENTS ARE IN ACCORDANCE WITH FEDERAL, STATE, AND LOCAL LAWS AND RELATED REGULATIONS. IN ADDITION, ALL JOINT VENTURE AGREEMENTS ARE REQUIRED TO BE REVIEWED BY THE ORGANIZATION'S GENERAL COUNSEL. THERE WERE NO JOINT VENTURE AGREEMENTS DURING THE YEAR. |
| FORM 990, PART VI, SECTION C, LINE 19 | HOW DOCUMENTS ARE MADE AVAILABLE TO THE PUBLIC THE ORGANIZATION DOES MAKE AVAILABLE ITS CONFLICT OF INTEREST POLICY, FINANCIAL STATEMENTS, FORM 990 RETURNS, AND FORM 1024 TO THE GENERAL PUBLIC. THE ORGANIZATION MAKES AVAILABLE ITS GOVERNING DOCUMENTS TO THE EXTENT REQUIRED BY LAW. THE PUBLIC CAN RECEIVE COPIES BY CONTACTING THE ORGANIZATION'S HEADQUARTERS. COPIES OF THE RETURNS CAN BE OBTAINED AT WWW.AOPA.ORG/ABOUT-AOPA/GOVERNANCE AND OTHER PUBLIC SITES. |
| FORM 990, PART VII, SECTION A, LINE 1: | HOURS WORKED FOR THE AOPA FOUNDATION, INC. MARK BAKER, GREG COHEN, JUSTINE HARRISON, AND ERICA SACCOIA ARE FULL-TIME EMPLOYEES OF AIRCRAFT OWNERS & PILOTS ASSOCIATION (AOPA), ALTHOUGH THEY DEVOTE APPROXIMATELY TEN HOURS PER WEEK TO THE RELATED 501(C)(3) PUBLIC CHARITY ORGANIZATION: THE AOPA FOUNDATION, INC. |
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