Form 990 for tax year 2023

Revenue

Part VIII, the statement of revenue.

• 1f · All other contributions, gifts and grants

  $102,850

• 3 · Investment income

  total $56,926 · excluded $56,926

Functional expenses

Part IX, the statement of functional expenses.

• 1 · Grants to domestic organizations and governments

  total $247,020 · program services $247,020

• 2 · Grants to domestic individuals

  total $265,483 · program services $265,483

• 11c · Fees: accounting

  total $15,264 · management and general $15,264

• 11f · Fees: investment management

  total $55,363 · management and general $55,363

• 13 · Office expenses

  total $347 · program services $347

• 23 · Insurance

  total $938 · management and general $938

• 24a · Other expenses: MISCELLANEOUS

  total $69 · management and general $69

Balance sheet

Part X, book values.

• 2 · Savings and temporary cash investments

  beginning of year $30,233 · end of year $76,423

• 3 · Pledges and grants receivable

  beginning of year $156,200 · end of year $90,000

• 12 · Investments: other securities

  beginning of year $7,259,211 · end of year $8,168,781

• 15 · Other assets

  beginning of year $31,250 · end of year $0

• 27 · Net assets without donor restrictions

  beginning of year $4,511,689 · end of year $5,112,676

• 28 · Net assets with donor restrictions

  beginning of year $2,965,205 · end of year $3,222,528

The filer's explanations (Part III)

PART I, LINE 3

JBBBS PERSONNEL COMMITTEE CHARTER CHARGE: THE PERSONNEL COMMITTEE IS AN AD HOC COMMITTEE OF THE BOARD. THE PERSONNEL COMMITTEE IS CHARGED WITH THE DETERMINATION OF COMPENSATION FOR THE CEO AND TOP MANAGEMENT. A WELL-GOVERNED ORGANIZATION IS MORE LIKELY TO BE A TAX-COMPLIANT ORGANIZATION, IRS RULES SET FORTH EXPECTATIONS FOR A GOVERNANCE PROCESS THAT INVOLVES THE BOARD IN DECISION MAKING REGARDING COMPENSATION, AS WELL AS DISCLOSURE AND TRANSPARENCY FOR EXECUTIVE COMPENSATION FOR TAX EXEMPT ORGANIZATIONS. THE PERSONNEL COMMITTEE IS RESPONSIBLE FOR A THOROUGH REVIEW OF THE COMPENSATION OF NEW AND CONTINUING EXECUTIVES, DOCUMENTING THE DISCUSSIONS AND DECISIONS, AND REPORTING THESE DETAILS TO THE BOARD OF DIRECTORS FOR APPROVAL. SPECIFIC RESPONSIBILITIES: SPECIFIC RESPONSIBILITIES OF THE PERSONNEL COMMITTEE SHALL INCLUDE: 1.REVIEW THE COMPENSATION OF ALL NEWLY-HIRED EXECUTIVES AS WELL AS REVISIT THESE EXECUTIVE SALARIES ON AN ANNUAL BASIS. 2.PERFORM AN ANALYSIS OF THE CEO'S (AND OTHER TOP MANAGEMENT) COMPENSATION IN ORDER TO DETERMINE IF IT IS COMPARABLE TO SIMILAR JOBS IN THE JBBBS MARKET. A SALARY SURVEY OF NONPROFITS THAT ARE OF A SIMILAR SIZE IN OUR LOCAL GEOGRAPHY SHOULD BE PERFORMED. THE ANALYSIS SHOULD INCLUDE ALL COMPONENTS OF COMPENSATION: BOTH SALARY AND BENEFITS, CURRENT AND DEFERRED SALARY, PENSIONS, SEVERANCE, HOUSING ALLOWANCES, CLUB MEMBERSHIPS, ETC. 3.JUSTIFYING THAT THE AMOUNT JBBBS COMPENSATES EXECUTIVES IS EQUAL TO THE VALUE THE ORGANIZATION RECEIVES. 4.PROVIDING CONTEMPORANEOUS DOCUMENTATION DEMONSTRATING THAT THE COMMITTEE HAS DISCUSSED EXECUTIVE COMPENSATION. THE PERSONNEL COMMITTEE SHOULD TAKE WRITTEN MINUTES INCLUDING THE COMPENSATION SURVEY USED, A DISCUSSION OF THE VALUE JBBBS WILL BE OR IS RECEIVING FROM EACH EXECUTIVE, AND ANY CONCERNS OR DISSENTIONS IN THE DETERMINATION OF THE FINAL COMPENSATION. 5.DEMONSTRATING THAT THE PERSONNEL COMMITTEE'S DECISIONS HAVE BEEN REVIEWED BY THE ENTIRE BOARD, HAVE BEEN DISCUSSED AND UNDERSTOOD, AND HAVE BEEN ENTERED INTO THE MINUTES OF THE ENTIRE BOARD. THE REVIEW WITH THE ENTIRE BOARD SHOULD INCLUDE A DESCRIPTION OF THE TOTAL COMPENSATION AND RELATED BENEFITS PAID TO THE EXECUTIVES - SO THAT ALL BOARD MEMBERS UNDERSTAND THE TOTAL COMPENSATION PACKAGE AND CONTRACTS FOR CURRENT AND FUTURE PAYOUTS WITH JBBBS EXECUTIVES. 6.ENSURE NO ONE IN A POSITION TO HIRE OR DETERMINE COMPENSATION FOR AN EXECUTIVE IS RELATED TO THAT EXECUTIVE. 7.MAKE INQUIRIES OF STAFF TO DETERMINE THAT STATE AND FEDERAL LAWS AND REGULATIONS THAT AFFECT EMPLOYMENT ARE FOLLOWED. 8.ENSURE THAT EACH EXECUTIVE HAS A CURRENT JOB DESCRIPTION, DOCUMENTED ANNUAL OBJECTIVES, AND YEARLY PERFORMANCE REVIEWS THAT INCLUDE TRAINING AND CAREER PATH PLANNING. 9.OTHER ITEMS THAT THE PERSONNEL COMMITTEE MAY CONSIDER INCLUDE; EMPLOYEE HANDBOOKS, HUMAN RESOURCE POLICIES, STAFF PLANNING, BENEFITS SELECTION, PENSION CONSIDERATIONS, AND VACATION/HOLIDAY SCHEDULES FOR FULL-TIME AND PART-TIME EMPLOYEE.. IN ADDITION, THE PERSONNEL COMMITTEE SHALL HAVE SUCH POWERS AND DUTIES AS SHALL FROM TIME TO TIME BE DELEGATED TO IT BY THE JBBBS BOARD OF DIRECTORS. MEMBERSHIP/TERM: 1. THE PERSONNEL COMMITTEE SHALL CONSIST OF A CHAIR AND AT LEAST 3 ADDITIONAL MEMBERS. THE PRESIDENT OF THE BOARD OF DIRECTORS SHALL APPOINT THE CHAIRS OF THE COMMITTEES IN CONSULTATION WITH OTHER MEMBERS OF EXECUTIVE COMMITTEE. MEMBERS ARE EXPECTED TO ATTEND THE MEETINGS IN PERSON, AND DISCUSS EXCUSED ABSENCES FROM A MEETING IN ADVANCE WITH THE COMMITTEE CHAIR. 2. THE CHAIR OF THE PERSONNEL COMMITTEE SHALL SERVE A MAXIMUM OF THREE TERMS OF ONE YEAR. 3. FOR MEMBERS, SERVICE ON THE PERSONNEL COMMITTEE SHALL BE LIMITED TO TWO TERMS OF THREE YEARS EACH UNLESS A MEMBER IS MADE CHAIR OR VICE CHAIR OF THE PERSONNEL COMMITTEE. AFTER THE PERMITTED TERMS, AT LEAST ONE YEAR MUST PASS BEFORE AN INDIVIDUAL CAN ACCEPT A NEW APPOINTMENT TO THE PERSONNEL COMMITTEE. GOVERNANCE: MATTERS ARE TO BE DECIDED BY A VOTE OF A MAJORITY OF THE MEMBERS THEN PRESENT AT A MEETING. ACTION MAY BE TAKEN WITHOUT A MEETING WITH WRITTEN CONSENT BY A MAJORITY OF MEMBERS. THE PERSONNEL COMMITTEE MAY ADOPT ITS OWN RULES OF PROCEDURE FOR THE CONDUCT OF ITS BUSINESS SO LONG AS THE RULES ARE CONSISTENT WITH THE ARTICLES OF ORGANIZATION AND BYLAWS OF JBBBS AND PROVIDED THAT THE BOARD OF DIRECTORS MAY FROM TIME TO TIME REVIEW OR MODIFY SUCH RULES OF PROCEDURE. CONFLICT OF INTEREST POLICY: MEMBERS OF THE PERSONNEL COMMITTEE SHOULD EXCUSE THEMSELVES FROM VOTES IF THERE IS A CONFLICT OF INTEREST BETWEEN THE COMMITTEE'S WORK AND A VOLUNTEER'S OTHER COMMUNITY OR PROFESSIONAL OBLIGATIONS. MEETING LOCATION/FREQUENCY: THE PERSONNEL COMMITTEE SHALL MEET APPROXIMATELY TWO TIMES PER YEAR. MEETING DATES SHALL BE SET ANNUALLY IN ADVANCE [BASED ON AVAILABILITY OF MEMBERS TO ATTEND].