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        <ExplanationTxt>THE BOARD RESERVES THE RIGHT TO PROVIDE DISCRETIONARY PERFORMANCE BONUSES. THE BOARD ENSURES TOTAL COMPENSATION INCLUDING ANY BONUSES IS REASONABLE IN THE MARKET.</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>FORM 990, PART VI, SECTION B, LINE 11B</FormAndLineReferenceDesc>
        <ExplanationTxt>THE ORGANIZATION'S ACCOUNTANTS PREPARE THE FORM 990 WHICH IS REVIEWED BY MANAGEMENT AND LEGAL COUNSEL. THE FORM 990 IS CIRCULATED TO THE BOARD OF DIRECTORS PRIOR TO FILING.</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>FORM 990, PART VI, SECTION B, LINE 12C</FormAndLineReferenceDesc>
        <ExplanationTxt>WHENEVER A DIRECTOR OR OFFICER HAS A FINANCIAL OR PERSONAL INTEREST IN ANY MATTER COMING BEFORE THE BOARD OF DIRECTORS, THE BOARD SHALL ENSURE THAT: 1.THE INTEREST OF SUCH OFFICER OR DIRECTOR IS FULLY DISCLOSED TO THE BOARD OF DIRECTORS. 2.NO INTEREST OF SUCH OFFICER OR DIRECTOR MAY VOTE OR LOBBY ON THE MATTER OR BE COUNTED IN DETERMINING THE EXISTENCE OF A QUORUM AT THE MEETING OF THE BOARD OF DIRECTORS AT WHICH SUCH MATTER IS VOTED UPON. 3.ANY TRANSACTION IN WHICH A DIRECTOR OR OFFICER HAS A FINANCIAL OR PERSONAL INTEREST SHALL BE DULY APPROVED BY MEMBERS OF THE BOARD OF DIRECTORS NOT SO INTERESTED OR CONNECTED AS BEING IN THE BEST INTEREST OF THE ORGANIZATION. 4.PAYMENTS TO THE INTERESTED OFFICER OR DIRECTOR SHALL BE REASONABLE AND SHALL NOT EXCEED FAIR MARKET VALUE. 5.THE MINUTES OF MEETINGS AT WHICH SUCH VOTES ARE TAKEN SHALL RECORD SUCH DISCLOSURE, ABSTENTION, AND RATIONALE FOR APPROVAL. CONSUMERS RESEARCH ENSURES COMPLIANCE WITH ITS CONFLICT OF INTEREST POLICY THROUGH PERIODIC INTERNAL MONITORING OF ADHERENCE TO ITS POLICIES AND PROCEDURES AND BY HAVING EMPLOYEES ACKNOWLEDGE AND SIGN THE CONFLICT OF INTEREST POLICY UPON HIRING. VIOLATION OF CONFLICT OF INTEREST POLICY MAY RESULT IN DISCIPLINE, UP TO AND INCLUDING TERMINATION OF EMPLOYMENT.</ExplanationTxt>
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      <SupplementalInformationDetail>
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        <ExplanationTxt>PROCESS FOR DETERMINING COMPENSATION (NAMELY THE EXECUTIVE DIRECTOR AND KEY EMPLOYEES): REVIEW AND APPROVAL BY INDEPENDENT PERSONS, COMPARABILITY DATA, AND CONTEMPORANEOUS SUBSTANTIATION OF THE DELIBERATION AND DECISION MARKET SURVEY (GEOGRAPHY) AND SALARY HISTORY WITHIN THAT REGION. 1.AN EXECUTIVE COMMITTEE (COMPRISED OF MEMBERS OF THE BOARD OF DIRECTORS NOT EMPLOYED BY THE NONPROFIT) RECOMMEND THE PROPOSED SALARY OF THE EXECUTIVE DIRECTOR (OR KEY EMPLOYEE) AND THE FULL BOARD OF DIRECTORS INDEPENDENTLY REVIEWS AND APPROVED THE SALARY. 2.THE EXECUTIVE COMMITTEE USES COMPARABILITY DATA, SUCH AS SALARY SURVEYS FROM SIMILAR NONPROFITS (I.E. SIMILAR MISSION FOCUS, BUDGET SIZE AND GEOGRAPHIC REGION). 3.THE BOARD OF DIRECTORS DOCUMENTS ITS CONSIDERATION AND APPROVAL OF THE COMPENSATION IN THE MINUTES OF THE BOARD MEETING.</ExplanationTxt>
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        <ExplanationTxt>THIS ORGANIZATION DOES NOT MAKE SUCH DOCUMENTS AVAILABLE.</ExplanationTxt>
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        <ExplanationTxt>PUBLIC RELATIONS: PROGRAM SERVICE EXPENSES 2,417,484. MANAGEMENT AND GENERAL EXPENSES 0. FUNDRAISING EXPENSES 0. TOTAL EXPENSES 2,417,484.</ExplanationTxt>
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</Return>