Attach to Form 990 or Form 990-EZ.
See separate instructions.| (i) Name of supported organization |
(ii) EIN |
(iii) Type of organization (described on lines 1- 9 above or IRC section (see instructions)) |
(iv) Is the organization in col. (i) listed in your governing document? |
(v) Did you notify the organization in col. (i) of your support? |
(vi) Is the organization in col. (i) organized in the U.S.? |
(vii) Amount of support? |
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|---|---|---|---|---|---|---|---|---|---|
| Yes | No | Yes | No | Yes | No | ||||
| (1)
ROGER WILLIAMS MEDICAL CENTER |
050258959 | 03 | Yes | 0 | |||||
| (2)
SAINT JOSEPH HEALTH SERVICES OF RI |
050259026 | 03 | Yes | 0 | |||||
| (3)
CHARTERCARE HEALTH PARTNERS FOUNDATION INC |
260236669 | 07 | Yes | 0 | |||||
| Total | 0 | ||||||||
| Calendar year(or fiscal year beginning in) | (a) 2006 | (b) 2007 | (c) 2008 | (d) 2009 | (e) 2010 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 1 | Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grants.") .... | ||||||
| 2 | Tax revenues levied for the organization's benefit and either paid to or expended on its behalf....... | ||||||
| 3 | The value of services or facilities furnished by a governmental unit to the organization without charge.. | ||||||
| 4 | Total. Add lines 1 through 3.. | ||||||
| 5 | The portion of total contributions by each person (other than a governmental unit or publicly supported organization) included on line 1 that exceeds 2% of the amount shown on line 11, column (f).. | ||||||
| 6 | Public Support. Subtract line 5 from line 4. | ||||||
| Calendar year(or fiscal year beginning in) | (a) 2006 | (b) 2007 | (c) 2008 | (d) 2009 | (e) 2010 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 7 | Amounts from line 4.. | ||||||
| 8 | Gross income from interest, dividends, payments received on securities loans, rents, royalties and income from similar sources.. | ||||||
| 9 | Net income from unrelated business activities, whether or not the business is regularly carried on.. | ||||||
| 10 | Other income. (Explain in Part IV.) Do not include gain or loss from the sale of capital assets.. | ||||||
| 11 | Total support (Add lines 7 through 10). | ||||||






| Calendar year(or fiscal year beginning in) | (a) 2006 | (b) 2007 | (c) 2008 | (d) 2009 | (e) 2010 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 1 | Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grants.") . | ||||||
| 2 | Gross receipts from admissions, merchandise sold or services performed, or facilities furnished in any activity that is related to the organization's tax-exempt purpose...... | ||||||
| 3 | Gross receipts from activities that are not an unrelated trade or business under section 513.. | ||||||
| 4 | Tax revenues levied for the organization's benefit and either paid to or expended on its behalf... | ||||||
| 5 | The value of services or facilities furnished by a governmental unit to the organization without charge.. | ||||||
| 6 | Total. Add lines 1 through 5. | ||||||
| 7a | Amounts included on lines 1, 2, and 3 received from disqualified persons... | ||||||
| b | Amounts included on lines 2 and 3 received from other than disqualified persons that exceed the greater of $5,000 or 1% of the amount on line 13 for the year. | ||||||
| c | Add lines 7a and 7b.. | ||||||
| 8 | Public Support (Subtract line 7c from line 6.) | ||||||
| Calendar year (or fiscal year beginning in) | (a) 2006 | (b) 2007 | (c) 2008 | (d) 2009 | (e) 2010 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 9 | Amounts from line 6... | ||||||
| 10a | Gross income from interest, dividends, payments received on securities loans, rents, royalties and income from similar sources.. | ||||||
| b | Unrelated business taxable income (less section 511 taxes) from businesses acquired after June 30, 1975. | ||||||
| c | Add lines 10a and 10b. | ||||||
| 11 | Net income from unrelated business activities not included in line 10b, whether or not the business is regularly carried on. | ||||||
| 12 | Other income. Do not include gain or loss from the sale of capital assets (Explain in Part IV.) | ||||||
| 13 | Total support (Add lines 9, 10c, 11 and 12.). | ||||||




| Facts And Circumstances Test |
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| Explanation |
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Attach to Form 990 or 990-EZ.| Identifier | Return Reference | Explanation |
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| SIGNIFICANT CHANGES TO THE ORGANIZATION'S DOCUMENTS | FORM 990, PART VI, SECTION A, LINE 4 | ST JOSEPH HEALTH SERVICES FOUNDATION, INC. (SJ FOUNDATION): THE SJ FOUNDATION IS A NONPROFIT SOLE MEMBER OF SJHSRI. THE SJ FOUNDATION HAS BEEN LISTED IN THE OFFICIAL CATHOLIC DIRECTORY AND FROM THAT DERIVES ITS 501(C)3 STATUS AS AN EXEMPT ORGANIZATION WHOSE MISSION IS TO RAISE FUNDS FOR THE SPECIFIC PURPOSE OF SJHSRI. AUGUST 22, 2011, SJ FOUNDATION CHANGED ITS NAME TO CHARTERCARE HEALTH PARTNERS FOUNDATION INC (CCHP FOUNDATION), REMOVED ITSELF FROM THE OFFICIAL CATHOLIC DIRECTORY, AND BECAME A SUBSIDIARY OF CHARTERCARE HEALTH PARTNERS (CCHP). EFFECTIVE WITH THE CHANGE IN NAME, THE ARTICLES OF INCORPORATION WERE AMENDED. THE CCHP FOUNDATION IS A NOT-FOR-PROFIT CORPORATION WHOSE MISSION IS TO RAISE FUNDS FOR THE BENEFIT OF CCHP AND ITS AFFILIATES. |
| FORM 990 REVIEW PROCESS | FORM 990, PART VI, SECTION B, LINE 11 | THE COMPLETION OF THE FORM 990 BEGINS WITH AN OPENING MEETING ATTENDED BY CHARTERCARE'S CONTROLLER AND KPMG LLP, AN INDEPENDENT TAX CONSULTANT. THE MEETING CONSISTS OF A REVIEW OF THE ORGANIZATIONAL STRUCTURE, SIGNIFICANT CHANGES IN OPERATIONS OR PROGRAM ACTIVITIES FROM THE PRIOR YEAR, AND OVERVIEW OF CHANGES IN THE FORM 990. THE FINANCE DEPARTMENT GATHERS THE REQUIRED INFORMATION AND POPULATES THE FORM 990 IN CONJUNCTION WITH KPMG LLP. ONCE COMPLETED, THE DRAFT FORM 990 IS REVIEWED WITH SENIOR MANAGEMENT TO ENSURE INDIVIDUALS ARE PROVIDED TIME TO REVIEW AND APPROVE THE FORM 990 PRIOR TO THE DEADLINE. AFTER THE INTERNAL REVIEW IS COMPLETED, THE FORM 990 IS PROVIDED TO CHARTERCARE'S FINANCE COMMITTEE FOR THEIR REVIEW AND COMMENTS. A MEETING IS HELD TO REVIEW THE FORM 990 AND DISCUSS ANY QUESTIONS AND COMMENTS. UPON FINANCE COMMITTEE APPROVAL, A FINAL COPY OF THE FORM 990 IS DISTRIBUTED TO EACH VOTING BOARD MEMBER AND FILED WITH THE TAXING AUTHORITY |
| CONFLICT OF INTEREST POLICY | FORM 990, PART VI, SECTION B, LINE 12 | THE CONFLICT OF INTEREST POLICY INCLUDED IN THE BY-LAWS IS TO PROTECT THE CORPORATION'S INTEREST WHEN IT IS CONTEMPLATING ENTERING INTO A TRANSACTION OR ARRANGEMENT THAT MIGHT BENEFIT THE PRIVATE INTEREST OF AN OFFICER OR TRUSTEE OF THE CORPORATION. IN CONNECTION WITH ANY ACTUAL OR POSSIBLE CONFLICTS OF INTEREST, AN INTERESTED PERSON MUST DISCLOSE THE EXISTENCE OF HIS OR HER FINANCIAL INTEREST AND ALL MATERIAL FACTS TO THE OFFICERS, TRUSTEES, AND MEMBERS OF ANY COMMITTEES WITH BOARD-DELEGATED POWERS CONSIDERING THE PROPOSED TRANSACTION OR ARRANGEMENT. ON AN ANNUAL BASIS, EACH MEMBER OF THE BOARD IS REQUIRED TO COMPLETE A CONFLICT OF INTEREST STATEMENT AND ALL RESPONSES ARE SUBMITTED AND REVIEWED BY LEGAL COUNSEL. ANY ACTUAL AND POSSIBLE CONFLICTS OF INTEREST ARE REVIEWED WITH THE BOARD OF TRUSTEES. |
| COMPENSATION POLICY | FORM 990, PART VI, SECTION B LINE 15 | CHARTERCARE EMPLOYEE SALARIES AND BENEFITS ARE PAID BY ROGER WILLIAMS MEDICAL CENTER AND SAINT JOSEPH HEALTH SERVICES OF RI. EACH EMPLOYEE DEVOTES A PORTION OF HIS OR HER TIME TO VARIOUS CHARTERCARE AFFILIATES. SALARY EXPENSES ARE THEN APPROPRIATELY ALLOCATED AND CHARGED TO CHARTERCARE'S RELATED ENTITIES. EFFECTIVE FOR THE CALENDAR YEAR BEGINNING JANUARY 2010, CCHP ESTABLISHED A CHARTERCARE COMPENSATION POLICY AND CHARTERCARE EXECUTIVE INCENTIVE PLAN. EXECUTIVE COMPENSATION PHILOSOPHY STATEMENT: THE DEVELOPMENT AND ADMINISTRATION OF THE EXECUTIVE COMPENSATION PROGRAM ARE GUIDED BY CHARTERCARE'S MISSION, STRATEGIC PLANS, AND STATUS AS A CHARITABLE TAX-EXEMPT ORGANIZATION AND THE FIDUCIARY RESPONSIBILITY OF ENSURING THAT COMPENSATION AND BENEFITS PAID TO EMPLOYEES ARE WITHIN THE FINANCIAL RESOURCES AVAILABLE, ARE REASONABLE AND COMMENSURATE WITH THE PRODUCTIVITY, SERVICES AND VALUE RECEIVED. THE FIDUCIARY RESPONSIBILITY IS TO COMPENSATE EXECUTIVES REASONABLY AND COMPETITIVELY WITHIN THE FINANCIAL RESOURCES OF THE ORGANIZATION AND COMMENSURATE WITH FAIR VALUE FOR SERVICES RECEIVED, IN ACCORDANCE WITH BOARD GOVERNANCE BEST PRACTICES AND APPLICABLE LAWS AND REGULATIONS. THE BOARD OF DIRECTORS OF CHARTERCARE INTENDS THAT ITS ANNUAL SALARY AND INCENTIVE COMPENSATION DECISIONS WILL BE MADE IN SUCH A WAY AS TO QUALIFY UNDER THE REBUTTABLE PRESUMPTION OF REASONABLENESS AS DEFINED BY SECTION 4958 OF THE INTERNAL REVENUE CODE ON INTERMEDIATE SANCTIONS. CONSISTENT WITH THE STATED COMMITMENTS BY CHARTERCARE AND/OR ITS AFFILIATES, COMPENSATION AND BENEFITS POLICIES, PROCESSES AND GUIDELINES ARE DESIGNED AND ADMINISTERED IN SUCH A WAY AS TO COMPLY WITH ALL LAWS AND TO PROVIDE FAIR TREATMENT FOR ALL EMPLOYEES REGARDLESS OF RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN, AGE, DISABILITY OR ANY OTHER CATEGORY PROTECTED BY LAW. FACTORS DETERMINING INDIVIDUAL EXECUTIVES' SALARIES INCLUDE: SPECIFIC SKILL SETS OF THE EXECUTIVES SUCH AS EDUCATION, EXPERIENCE, SPECIALTY SKILLS AND COMPETENCIES RELATED TO EACH EXECUTIVE POSITION; THE SALARY RELATIONSHIP WITH SIMILARLY SITUATED EXECUTIVES IN COMPARABLE ORGANIZATIONS AND THE FINANCIAL STATUS OF THE INSTITUTION. THE BOARD HAS DELEGATED RESPONSIBILITY OF EXECUTIVE COMPENSATION REVIEW TO THE EXECUTIVE COMMITTEE. TOTAL CASH COMPENSATION (TCC): TOTAL CASH COMPENSATION CONSISTING OF BASE SALARY AND INCENTIVE COMPENSATION ARE COMPONENTS OF THE EXECUTIVE COMPENSATION PROGRAM THAT CHARTERCARE EXECUTIVE EMPLOYEES RECEIVE IN RETURN FOR THEIR WORK CONTRIBUTIONS AND ACCOMPLISHMENTS. TOTAL CASH COMPENSATION IS BASED ON EXECUTIVE PERFORMANCE, INCLUDING THE ACCOMPLISHMENT OF GOALS AND OBJECTIVES AS WELL AS THE MANNER IN WHICH THE WORK IS DONE. CHARTERCARE TARGETS TOTAL CASH COMPENSATION FOR ITS EXECUTIVES AT THE 50TH PERCENTILE OF COMPENSATION RANGES FOR SIMILAR POSITIONS IN COMPARABLE ORGANIZATIONS. CASH COMPENSATION FOR EXECUTIVES COVERED BY THIS OVERVIEW IS ADMINISTERED VIA TWO COMPENSATION PROGRAM COMPONENTS: BASE AND INCENTIVE COMPENSATION. THIS IS IN RECOGNITION THAT A PORTION OF EACH EXECUTIVE'S CASH COMPENSATION (INCENTIVE COMPENSATION) IS "AT RISK" BASED ON THE ACCOMPLISHMENT OF ORGANIZATIONAL AND INDIVIDUAL GOALS AND OBJECTIVES. TOTAL CASH COMPENSATION IS MADE UP OF TWO COMPONENTS: 1. BASE SALARY: TARGETED AT THE 5% BELOW MARKET SALARY MEDIAN (50TH PERCENTILE) FOR CHARTERCARE'S PEER GROUP. 2. INCENTIVE COMPENSATION: A PERCENTAGE OF BASE SALARY PROVIDES EXECUTIVES WITH AWARD OPPORTUNITIES OF TOTAL CASH COMPENSATION WITH TCC (BASE PLUS INCENTIVE COMPENSATION) TARGETED AT THE 50TH PERCENTILE OF THE TCC MARKET FOR CHARTERCARE'S PEER GROUP OR SURVEY MATCHES IN REPUTABLE PUBLISHED SURVEYS OF SIMILAR POSITIONS IN COMPARABLE ORGANIZATIONS. THE TERMS AND CONDITIONS OF THE INCENTIVE PLAN ARE DEFINED IN THE EXECUTIVE INCENTIVE PLAN COMPENSATION DOCUMENT. GOALS AND OBJECTIVES, THRESHOLD, TARGET, AND MAXIMUM PAYMENTS, METRICS AND WEIGHTING ARE ESTABLISHED TO OPTIMIZE PLAN INCENTIVES WHEN ORGANIZATIONAL OBJECTIVES ARE MET. DETIALS ARE OUTLINE IN THE EXECUTIVE INCENTIVE PLAN (EIP) DOCUMENT AND EACH EXECUTIVE'S PARTICIPANT GOALS & OBJECTIVES FORM FOR ANY GIVEN PLAN YEAR. BASE SALARY STRUCTURE AND SALARY ADMINISTRATION: CHARTERCARE AND/OR ITS AFFILIATES ESTABLISHED ITS EXECUTIVE SALARY STRUCTURE AND RANGES USING MARKET DATA FOR EXECUTIVE POSITIONS WITH COMPARABLE RESPONSIBILITIES AT LIKE ORGANIZATIONS UNDER LIKE CIRCUMSTANCES (THE "PEER GROUP"). CHARTERCARE AND/OR ITS AFFILIATES REGULARLY CONDUCTS A CUSTOM PEER GROUP STUDY CONDUCTED BY AN OUTSIDE FIRM AND OR ASSESSES COMPENSATION MARKET DATA FROM REPUTABLE, COMMERCIALLY-AVAILABLE SURVEYS PREPARED BY INDEPENDENT FIRMS. USING THE "MARKET PRICING" APPROACH, CHARTERCARE'S AND/OR ITS AFFILIATES EXECUTIVE SALARY RANGES ARE ESTABLISHED WITH SALARY RANGE MIDPOINTS POSITIONED APPROXIMATING THE 50TH PERCENTILE (MEDIAN) OF THE PEER GROUP MARKET DATA FOR BASE SALARIES. SINCE CHARTERCARE AND/OR ITS AFFILIATES SETS THE SALARY RANGE MIDPOINTS AT THE MARKET MEDIAN OF BASE SALARIES, IT STRIVES FOR INDIVIDUAL SALARIES TO BE MANAGED IN THE FOLLOWING MANNER: 1. NEWLY HIRED OR INEXPERIENCED EXECUTIVES WILL BE PAID BETWEEN THE MINIMUM AND MIDPOINT OF THEIR SALARY RANGES. 2. EXECUTIVES WHO CONSISTENTLY MEET THE EXPECTATIONS OF THEIR POSITION WILL BE PAID AT OR NEAR THE MIDPOINT OF THEIR SALARY RANGES. 3. EXECUTIVES WHO CONSISTENTLY EXCEED THE EXPECTATIONS OF THEIR POSITION WILL BE PAID BETWEEN THE MIDPOINT AND THE 75TH PERCENTILE OF THEIR SALARY RANGES. IN RARE CASES WHERE RECRUITMENT OF NEW EXECUTIVES DICTATES, AN EXECUTIVE MAY BE PAID BETWEEN THE 75TH PERCENTILE AND MAXIMUM OF HIS OR HER SALARY RANGE. IN SUCH CASES, JUSTIFICATION FOR ADDITIONAL INCENTIVE COMPENSATION PAYOUT SHALL BE REVIEWED IN ADVANCE BY THE BOARD AND MAINTAINED IN THE OFFICIAL RECORDS OF THE EXECUTIVE COMMITTEE OF CHARTERCARE FUNCTIONING AS THE COMPENSATION COMMITTEE. NO EXECUTIVE IS PAID ABOVE THE MAXIMUM OF THE PAY RANGE. GIVEN PRESENT STRATEGIC PLANS BY CHARTERCARE TO OPERATIONALIZE THE INTEGRATION OF ROGER WILLIAMS MEDICAL CENTER AND ST. JOSEPH HEALTH SERVICES AND EXPAND AND DIVERSIFY ITS SERVICES, THE ORGANIZATION RECOGNIZES THAT RETENTION AND RECRUITMENT OF PERSONNEL MAY NEED TO OCCUR IN THE BROADER HEALTH CARE SERVICES. THE BOARD OF DIRECTORS OF CHARTERCARE INTENDS THAT ITS ANNUAL SALARY AND INCENTIVE COMPENSATION DECISIONS WILL BE MADE IN SUCH A WAY AS TO QUALIFY UNDER THE REBUTTABLE PRESUMPTION OF REASONABLENESS AS DEFINED BY SECTION 4958 OF THE INTERNAL REVENUE CODE ON INTERMEDIATE SANCTIONS. INCENTIVE COMPENSATION PLAN AND ADMINISTRATION: INCENTIVE COMPENSATION IS BASED ON AN ANALYSIS OF COMPETITIVE PRACTICE USING THE SAME RESEARCH METHODOLOGY BY AN INDEPENDENT COMPENSATION CONSULTANT AS IN STUDYING BASE SALARIES IN ACCORDANCE WITH BEST PRACTICES AND THE REQUIREMENTS OF THE GUIDELINES ON INTERMEDIATE SANCTIONS. PLAN SPECIFICS ARE CONTAINED IN TWO DOCUMENTS: THE "MASTER CHARTERCARE AND/OR ITS AFFILIATES EXECUTIVE PLAN COMPENSATION" AND "ANNUAL CHARTERCARE AND/OR ITS AFFILIATES EXECUTIVE PLAN COMPENSATION". FURTHER, THE PRIMARY FACTORS WHICH WILL DEFINE ORGANIZATIONAL OR TEAM GOALS AND OBJECTIVES WILL BE: ADMINISTRATIVE AND ORGANIZATIONAL RATIONALIZATION, SERVICE LINE INTEGRATION, AND CLINICAL OPTIMIZATION. INCENTIVE PLAN GOALS WILL BE STRUCTURED TO PROVIDE REWARDS FOR ACHIEVING THE ECONOMIES, EFFICIENCIES, AND IMPROVED QUALITY AND SERVICE THAT THE CREATION OF CHARTERCARE PROMISES. THERE IS AN EXPLICIT LINKAGE BETWEEN OUR SUCCESS IN IMPLEMENTING STRATEGIC AND OPERATING PLANS WITH THE PAYMENT OF INCENTIVE COMPENSATION. TOTAL REMUNERATION: TOTAL REMUNERATION IS DEFINED AS TOTAL CASH COMPENSATION PLUS STANDARD BENEFITS, SUPPLEMENTAL EXECUTIVE BENEFITS, AND PREREQUISITES. CHARTERCARE TARGETS TOTAL REMUNERATION FOR ITS EXECUTIVES AT THE 50TH PERCENTILE OF COMPENSATION RANGES FOR SIMILAR POSITIONS IN COMPARABLE ORGANIZATIONS. THE EXECUTIVE COMMITTEE, FUNCTIONING AS THE EXECUTIVE COMMITTEE OF THE BOARD, IS CHARTERED WITH MAKING DECISIONS REGARDING TOTAL REMUNERATION IN ACCORDANCE WITH QUALIFYING UNDER THE REBUTTABLE PRESUMPTION OF REASONABLENESS AS DEFINED BY SECTION 4958 OF THE INTERNAL REVENUE CODE ON INTERMEDIATE SANCTIONS. |
| EXECUTIVE INCENTIVE PLAN (EIP) SUMMARY: | GOALS AND OBJECTIVES OF THE 2010 EIP: | TO PROVIDE INCENTIVE COMPENSATION TO CHARTERCARE AND/OR ITS AFFILIATES EXECUTIVES, AS PROVIDED IN THE "MASTER EXECUTIVE INCENTIVE COMPENSATION PLAN" DOCUMENT, TO REWARD THE ACHIEVEMENT OF SPECIFIC SHORT- AND LONG-TERM SYSTEM OBJECTIVES AND STRATEGIES AS DOCUMENTED IN THE OPERATING PLAN AND DEPARTMENTAL IMPLEMENTATION TEAM OBJECTIVES. THE PRIMARY FACTORS WHICH WILL DEFINE ORGANIZATIONAL AND TEAM GOALS/OBJECTIVES WILL BE FOCUSED ON ACHIEVING KEY STRATEGIC INITIATIVES INCLUDING, BUT ARE NOT LIMITED TO, PATIENT CARE QUALITY AND SAFETY, PATIENT SATISFACTION, EMPLOYEE SATISFACTION, PHYSICIAN SATISFACTION, FINANCIAL PERFORMANCE, OPERATING EFFICIENCIES, SERVICE-LINE INTEGRATION, CLINICAL OPTIMIZATION AND VOLUME GROWTH. THE ORGANIZATIONAL FINANCIAL GOAL(S) WILL IDENTIFY MEASURABLE SAVINGS FOR THE PLAN YEAR SUCH AS OPERATING MARGIN, GROSS MARGINS, NET OPERATING INCOME, REVENUE GROWTH, NET INCOME, AND RETURN ON ASSETS. ALTHOUGH INDIVIDUAL OBJECTIVES WILL BE ASSIGNED TO DRIVE ORGANIZATIONAL ACHIEVEMENT, NO PAYMENTS ARE DUE UNLESS THE ABOVE REFERENCED FINANCIAL GOALS ARE ACHIEVED. THIS INCENTIVE PLAN PROVISION IS CALLED A "TRIGGER". PLAN YEAR DEFINITION: JANUARY 1ST THROUGH DECEMBER 31ST OF ANY GIVEN YEAR. ELIGIBLE EMPLOYEES: THE FOLLOWING EXECUTIVE POSITIONS ARE ELIGIBLE TO PARTICIPATE IN THE PLAN AND AT THE TARGET AND MAXIMUM AWARDS SPECIFIED BELOW: PLAN PARTICIPANT INCENTIVE TARGET AND MAXIMUM AWARDS (% OF ANNUAL BASE SALARY) PRESIDENT AND CHIEF EXECUTIVE OFFICER TARGET AWARD 20% MAXIMUM AWARD 25% SENIOR VICE PRESIDENT, CHIEF FINANCIAL OFFICER TARGET AWARD 20% MAXIMUM AWARD 25% VICE PRESIDENT CHIEF INFORMATION OFFICER TARGET AWARD 20% MAXIMUM AWARD 25% SENIOR VICE PRESIDENT & GENERAL COUNSEL TARGET AWARD 20% MAXIMUM AWARD 25% VICE PRESIDENT, MEDICAL AFFAIRS & CHIEF MEDICAL OFFICER TARGET AWARD 20% MAXIMUM AWARD 25% VICE PRESIDENT, PLANNING & NETWORK DEVELOPMENT TARGET AWARD 20% MAXIMUM AWARD 25% VICE PRESIDENT, EXTERNAL AFFAIRS TARGET AWARD 20% MAXIMUM AWARD 25% VICE PRESIDENT, HUMAN RESOURCES TARGET AWARD 20% MAXIMUM AWARD 25% VICE PRESIDENT, EXTENDED CARE SERVICES TARGET AWARD 20% MAXIMUM AWARD 25% VICE PRESIDENT PATIENT SERVICES, CHIEF NURSING OFFICER TARGET AWARD 20% MAXIMUM AWARD 25% ELIGIBLE EXECUTIVES WILL BE PROVIDED WITH A COPY OF THE EXECUTIVE INCENTIVE PLAN (EIP) AND "MASTER EXECUTIVE INCENTIVE COMPENSATION PLAN" DOCUMENTS PRIOR TO ANY GIVEN PLAN YEAR. FUNDING: THE PLAN MAY BEGIN TO FUND AT 85% OF FINANCIAL TARGET ACHIEVEMENT. AT THE SOLE DISCRETION OF THE BOARD, A THRESHOLD BONUS PAYMENT MAY BE APPROVED USING THE FOLLOWING FUNDING TRIGGERS AND AWARD PERCENTS: SYSTEM PERFORMANCE (GOAL ATTAINMENT) 85-95% PLAN FUNDING LEVEL 65% SYSTEM PERFORMANCE (GOAL ATTAINMENT) 95-99% PLAN FUNDING LEVEL 75% SYSTEM PERFORMANCE (GOAL ATTAINMENT) 100-104% PLAN FUNDING LEVEL 100% SYSTEM PERFORMANCE (GOAL ATTAINMENT) 105-109% PLAN FUNDING LEVEL 105% SYSTEM PERFORMANCE (GOAL ATTAINMENT) >110% PLAN FUNDING LEVEL 110% THE BOARD OF DIRECTORS WILL MAKE THE FUNDING LEVEL AVAILABLE TO THE PLAN UPON APPROVAL. PLAN METRICS: EACH PARTICIPANT WILL BE ASSIGNED SYSTEM-WIDE ORGANIZATIONAL OR EXECUTIVE TEAM GOALS AS WELL AS INDIVIDUAL GOALS AS DEVELOPED BY THE PRESIDENT AND CEO AND APPROVED BY THE EXECUTIVE COMMITTEE OF THE BOARD OF DIRECTORS. THE SYSTEM-WIDE GOALS WILL BE CONSISTENT FOR ALL PARTICIPANTS. THESE GOALS WILL BE A QUANTITATIVE MEASURE OF BROAD SYSTEM PERFORMANCE SUCH AS METRICS AS DEFINED ABOVE. INDIVIDUAL GOALS AND OBJECTIVES AND THEIR RELATIVE WEIGHTING FOR THE 3RD AND 4TH QUARTER ARE CONTAINED IN THE EXECUTIVE POSITION INCENTIVE PLAN GOALS AND OBJECTIVES DOCUMENT WHICH IS ATTACHED TO THIS DOCUMENT. WEIGHTING OF PLAN METRICS: PLAN GOALS WILL BE WEIGHTED FOR PURPOSES OF CALCULATING INDIVIDUAL INCENTIVE AWARDS. THE FOLLOWING SCHEDULE SHALL BE USED IN THAT PROCESS: PRESIDENT AND CEO SYSTEM-WIDE (TEAM) 70% INDIVIDUAL 20% DISCRETIONARY 10% ALL OTHER POSITIONS SYSTEM-WIDE (TEAM) 60% INDIVIDUAL 30% DISCRETIONARY 10% EXECUTIVE OBJECTIVES: OBJECTIVES MAY VARY IN WEIGHTING AS DETERMINED BY ORGANIZATIONAL AND DEPARTMENTAL PRIORITIES. AMENDMENT/TERMINATION OF THE PLAN: UPON APPROVAL BY THE BOARD OF DIRECTORS, THE PLAN MAY BE AMENDED, REVISED AND/OR TERMINATED, WITH OR WITHOUT NOTICE, AT ANY GIVEN TIME. PLAN ADMINISTRATION: THE SPECIFICS OF PLAN ADMINISTRATION ARE DEFINED IN THE "MASTER EXECUTIVE INCENTIVE COMPENSATION PLAN" DOCUMENT. |
| PUBLIC DISCLOSURE | FORM 990, PART VI, SECTION C, LINE 19 | CHARTERCARE HEALTH PARTNERS AND AFFILIATES MAKE THEIR TAX RETURNS, GOVERNING DOCUMENTS, CONFLICT OF INTEREST POLICY, AND FINANCIAL STATEMENTS AVAILABLE TO THE PUBLIC UPON REQUEST. THEIR TAX RETURNS ARE ALSO AVAILABLE ON WWW.GUIDESTAR.ORG. |
| HOURS DEVOTED FOR RELATED ORGANIZATION | FORM 990 PART VII | NAME:KENNETH H BELCHER TITLE:PRESIDENT AND CEO HOURS:4 |
| HOURS DEVOTED FOR RELATED ORGANIZATION | FORM 990 PART VII | NAME:MICHAEL CONKLIN JR TITLE:CFO/TREASURER HOURS:4 |
| HOURS DEVOTED FOR RELATED ORGANIZATION | FORM 990 PART VII | NAME:KIMBERLY O'CONNELL TITLE:VP LEGAL/SECRETARY HOURS:4 |
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