IRS Form 990s
- 2021 IRS Form 990 (for fiscal year Oct. 1, 2020 to Sept. 30, 2021)
- 2020 IRS Form 990 (for fiscal year Oct. 1, 2019 to Sept. 30, 2020)
- 2019 IRS Form 990 (for fiscal year Oct. 1, 2018 to Sept. 30, 2019)
- 2018 IRS Form 990 (for fiscal year Oct. 1, 2017 to Sept. 30, 2018)
- 2017 IRS Form 990 (for fiscal year Oct. 1, 2016 to Sept. 30, 2017)
- 2016 IRS Form 990 (for fiscal year Oct. 1, 2015 to Sept. 30, 2016)
- 2015 IRS Form 990 (for fiscal year Oct. 1, 2014 to Sept. 30, 2015)
- 2014 IRS Form 990 (for fiscal year Oct. 1, 2013 to Sept. 30, 2014)
- 2013 IRS Form 990 (for fiscal year Oct. 1, 2012 to Sept. 30, 2013)
- 2012 IRS Form 990 (for fiscal year Oct. 1, 2011 to Sept. 30, 2012)
- 2011 IRS Form 990 (for fiscal year Oct. 1, 2010 to Sept. 30, 2011)
- 2010 IRS Form 990 (for fiscal year Oct. 1, 2009 to Sept. 30, 2010)
Annual Reports
- FY 2021-2022 Annual Report
- FY 2020-2021 Annual Report
- FY 2019-2020 Annual Report
- FY 2018-2019 Annual Report
- FY 2017-2018 Annual Report
- FY 2016-2017 Annual Report
- FY 2015-2016 Annual Report
- FY 2014-2015 Annual Report
- FY 2013-2014 Annual Report
- FY 2012-2013 Annual Report
- FY 2011-2012 Annual Report
- FY 2010-2011 Annual Report
- FY 2009-2010 Annual Report
Audited Financial Statements
- FY 2021-2022 Financial Statement
- FY 2020-2021 Financial Statement
- FY 2019-2020 Financial Statement
- FY 2018-2019 Financial Statement
- FY 2017-2018 Financial Statement
- FY 2016-2017 Financial Statement
*A note on executive director (CEO) salary - copied from our annual IRS 990 form filing. Employee compensation, including executive compensation, is reviewed every year as part of the budgeting process. Executive compensation decisions coincide with the Executive Director’s performance review, which is led by the Board President with the participation and feedback from the full Board of Directors. Annual performance is one factor in considering executive and other employee pay. Alongside performance measures, the Board of Directors uses a comprehensive salary survey guide to inform executive pay. The Executive Director and board use this same salary survey to inform compensation decisions for all other employees. This survey is conducted by Training Resources for the Environmental Community and encompasses data from across the environmental/conservation sector in all of North America. The data is broken down by size of organization, region, and focus area. Oregon Wild strives to compensate employees, including the Executive Director, within the 25th percentile to 75th percentile range based on our size, budget, and location.
