Terms of Use

Code of Conduct & Ethics and Conflict of Interest


SVEF has adopted this Code of Conduct and Ethics and Conflict of Interest (this “Code”) to promote honest, ethical and lawful conduct by all employees, volunteers, officers and directors when acting on behalf of SVEF. The Code is intended to help you understand the broad principles reflecting the types of behavior SVEF expects towards constituents, donors, employees, peers and the public. In addition, independent contractors, consultants and agents who represent SVEF are expected to apply the same high standards while working on SVEF business. This Code is not intended as a stand-alone policy. It does not embody the totality of SVEF’s ethical standards, nor does it answer every ethical question or issue that you may encounter in carrying out your responsibilities for SVEF. Rather, it is one element of a broader effort to create and maintain a quality organization that gives ethical and lawful conduct the highest priority. The actions of every employee, volunteer, officer and director affect the reputation and integrity of SVEF. Therefore, it is essential that you take the time to review this Code and development a working knowledge of its provisions. You are required to complete a certificate attesting to compliance with the Code upon becoming an employee, volunteer, officer or director, and thereafter, every three years. At all times, you are expected to: 1. Avoid conflicts between your personal business and your professional role at SVEF where possible. 2. Comply with SVEF’s Conflict of Interest policy, including disclosing to the CEO or the Chair of the Audit Committee of the Board when conflicts or the appearances of conflicts exist, and pursuing the ethical handling of conflicts (whether actual or apparent) in consultation with the CEO or the Audit Committee. 3. Respect the confidentiality of sensitive information about SVEF and its constituents, donors, board and employees. 4. Provide accurate and complete information in the course of performing your duties at SVEF and communicate information in a timely manner. 5. Comply with applicable federal, state and local laws, regulations and fiduciary responsibilities. 6. Abide by the governing documents and policies of SVEF. 7. Listen to our stakeholders and make all reasonable efforts to satisfy their needs and concerns within the scope of our mission, and to strive for excellence and demonstrate professional respect and responsiveness to constituents, donors and others. 8. Make an effort to understand, respect and support our constituents from other cultures, and to contribute to an organizational culture that respects the diverse, individual contributions of staff and leadership. 9. Appropriately acknowledge the efforts and contributions from other individuals and organizations that help facilitate our goals. 10. Do not accept commissions, gifts, payments, loans, promises of future benefits or other items of value from anyone who has or may seek some benefit from SVEF in return, other than occasional gifts of nominal value that are in keeping with good business ethics. 11. Act at all times in accordance with the highest ethical standards and in the best interest of SVEF, its members, constituents, donors and reputation. 12. Implement and follow the Whistleblower Policy. Promptly report any violations of this Code in accordance with the Whistleblower Policy. 13. Be accountable personally for adhering to this Code of Ethics. 14. Seek guidance where necessary from a responsible supervisor. 15. Work in good faith for the benefit of the students we serve. Compliance, Monitoring and Reporting SVEF’s management is responsible for communicating this Code of Ethics to all members of the board of directors and staff for ensuring its adherence at all times. Whenever there is doubt about the right ethical or legal choice to make, or questions regarding any of the standards discussed or policies referenced in this Code, you should fully disclose the circumstances, seek guidance about the right thing to do, and keep asking until guidance is obtained. Those who violate the standards in this Code will be subject to disciplinary action. Failure to follow this Code, as well as to comply with applicable laws, and SVEF’s policies and procedures may result in termination of employment or termination of board service. This Code is ratified by the Board of Directors of SVEF on December, 14, 2018.




Compensation Policy & Salary Administration Practices


A. Overview Our compensation policy and salary administration practices apply to all SVEF regular and part-time staff members. It does not apply to fee for service, temporary employees or independent contractors. The goals of SVEF’s compensation policy are that it is: A. Performance-based
B. Fair and equitable
C. Provides competitive total compensation SVEF’s compensation practices aspire to motivate improved performance, attract and retain top performers, improve cost-effectiveness (by rewarding successful performance) and provide opportunities for internal collaboration through the definition of performance goals. SVEF’s compensation practices aim to be: focused and appropriate for the agency, competitive with the external market, internally equitable, in full compliance with wage and hour laws, flexible and responsive to necessary changes, understandable to employees and efficient to administer. All SVEF employees covered by this policy and practices should have access to their job description and comparative external market data. In addition, SVEF employees are entitled to know the comparative external market data on other positions when it relates to their immediate career path or to immediate promotional opportunities. Our practices are SVEF confidential. Any external requests for this information should be directed to the CEO or COO. SVEF reserves the right to change or alter this compensation administration policy and practice at any time. B. SVEF’s Compensation Philosophy To the best of the agency’s ability, we will define a salary range for each job title based on available comparative market data in the non-profit sector. SVEF’s goal is to target base salary at the median of the external market. However, many factors will influence the ultimate result (such as, available funding, individual performance, SVEF’s performance, external economic factors, etc). To ensure appropriate oversight and alignment with the external market trends, the CEO and a subset of the Board will annually review the total compensation program at SVEF. To the extent possible, each job content will be benchmarked to appropriate market data every year. The result of this review in conjunction with the annual performance evaluation will inform any individual salary action. Any salary action will be influenced by the employee’s current base pay relative to the market, i.e. employee’s job performance, employee’s job experience relative to the position, SVEF’s performance and funding availability. Recognizing that base pay is only one component of total compensation, SVEF strives for a comprehensive plan that provides competitive pay for all employees. Our program is designed to: Jobs Attract and retain a highly qualified, motivated and dedicated group of individuals; Promote external equity, enabling payment of competitive base salaries when compared to similarly situated organizations; Performance driven – provide equitable salaries in recognition of job performance and job responsibility by aligning pay with performance expectations; Promote internal equity, enabling payment of fair and equitable salaries within SVEF; Promote teamwork and foster an environment of personal and professional growth for the entire workforce; and, Consider the agency’s financial position and provide for the equitable distribution of pay throughout SVEF. All SVEF employees shall be equitably compensated for assigned duties and responsibilities without regard to race, color, religion, gender, age, national origin, marital status, or sensory, physical or mental disability, veteran status, sexual orientation or any other basis of discrimination prohibited by local, state and federal law. C. Compensation Program Summary Total compensation has many elements. In addition to base pay, and if applicable, overtime pay, SVEF has many indirect pay elements in its total compensation package. Among the indirect pay elements are: -Health and welfare plans: health coverage, life insurance, long term disability insurance, flexible spending accounts, a savings plan. -Mandated benefits: short term disability, worker’s compensation insurance, unemployment insurance and FICA (social security). -Paid time off: holidays, sick time and vacation days or school breaks. -Base Salary -An employee’s base compensation is determined by various components: job skills, job-relevant experience, performance in the job, and the comparable worth of the position both within and outside SVEF. Annual Performance Review SVEF has an annual Performance Review process for performance evaluation, development discussions, and salary planning. It is a component that goes into your manager’s recommendation for any salary action. Benefits The health and welfare of the SVEF’s employees are critical to our success. We offer eligible employees and their dependents the opportunity to participate in the agency’s medical programs. Eligible employees are also eligible to participate in Life, STD, and LTD insurance plans; flexible spending programs; and a 403(b) plan. D. Comparative Benchmarking & Salary Administration Process Each year SVEF participates in a non-profit sector benchmarking salary survey which allows us to obtain external market data to compare jobs. The process is part science and part judgment. It is very difficult to match each of our jobs in the market at a hundred percent. The process of analyzing the external data is as follows: We compare the essential major duties and responsibilities of each of our jobs to the market benchmark job with similar duties and responsibilities. Once the match is determined, we align our job at the different market segments similar to us, provided for each job such as: -Budget size -Geographic location -Field of service or service sector -Size of agency (number of employees) -Number of employees managed (for supervisor/manager jobs) We then look at the median (50th percentile) base salary of the most appropriate market segment match for each of our jobs as our target base salary, however, we create a salary range that falls between the minimum and maximum range based on experience and capabilities for that position (typically, between the 25th and 75th percentile of the market, however, circumstances may dictate broadening the range). This target base salary will be the reference point for the salary action decision if any. At the appropriate cycle during the year, your manager will make a recommendation based on your current base pay relative to the market, your job performance, SVEF’s performance, and funding availability. The CEO and a subset of the Board will review and decide on the recommendations. Any annual review salary action will be communicated to each employee in the month of January.





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