Attach to Form 990 or 990-EZ.
Go to www.irs.gov/Form990 for the latest information.
| Return Reference | Explanation |
|---|---|
| FORM 990, PART VI, SECTION A, LINE 1 | IN ACCORDANCE WITH THE ASSOCIATION'S BOARD POLICY, THE PRESIDENT AND PRESIDENT-ELECT WILL BE AWARDED AN HONORARIUM TO COVER LOST WAGES/LOST WORKDAYS FOR THEIR YEAR OF SERVICE. A MINIMUM HONORARIUM OF $58,300 FOR THE PRESIDENT AND $34,650 FOR THE PRESIDENT-ELECT. |
| FORM 990, PART VI, SECTION A, LINE 6 | THE ORGANIZATION HAS THE FOLLOWING CLASSES OF MEMBERS: -VOTING MEMBERS -NON-VOTING MEMBERS |
| FORM 990, PART VI, SECTION A, LINE 7A | THE VOTING MEMBERS HAVE THE RIGHT TO ELECT ONE OR MORE MEMBERS OF THE GOVERNING BODY. |
| FORM 990, PART VI, SECTION A, LINE 7B | THE FOLLOWING ITEMS ARE SUBJECT TO APPROVAL BY THE VOTING MEMBERS OF THE ORGANIZATION: 1) CHANGES TO AORN BYLAWS 2) POSITION STATEMENTS 3) DUES INCREASES GREATER THAN $10.00 |
| FORM 990, PART VI, SECTION B, LINE 11B | THE FORM 990 IS PRESENTED TO THE BOARD OF DIRECTORS BY EMAIL FOR THEIR REVIEW WITH A FOLLOW-UP CONFERENCE CALL FOR DISCUSSION OF ANY QUESTIONS PRIOR TO FILING WITH THE IRS. |
| FORM 990, PART VI, SECTION B, LINE 12C | DURING INITIAL ORIENTATION FOR NEW BOARD MEMBERS AND AGAIN AT THE ANNUAL BOARD MEETING, THE CONFLICT OF INTEREST POLICY IS REVIEWED WITH THE BOARD MEMBERS. EACH YEAR BOARD MEMBERS ARE ASKED TO COMPLETE AN ACKNOWLEDGEMENT OF RECEIPT AND DISCLOSURE FORM RELATED TO THE CONFLICT OF INTEREST POLICY AND DISCLOSE ANY CONFLICTS OR POTENTIAL CONFLICTS. A REMINDER OF THE CONFLICT OF INTEREST POLICY IS A STANDING AGENDA ITEM AT EACH BOARD MEETING THROUGHOUT THE YEAR. BOARD MEMBERS REGULARLY RECUSE THEMSELVES FROM VOTING ON MATTERS WHERE A POTENTIAL CONFLICT MAY OR DOES EXIST. EMPLOYEES ARE REQUIRED BY THE CONFLICT OF INTEREST POLICY IN THE EMPLOYEE HANDBOOK TO DISCLOSE ALL REAL, PERCEIVED AND POTENTIAL CONFLICTS IN ADVANCE OF CONDUCTING ANY BUSINESS OR OTHER TRANSACTIONS WITH RELATED PARTIES OR OTHER ORGANIZATIONS IN WHICH THE EMPLOYEE HAS A FINANCIAL INTEREST AND/OR SERVES AS AN EMPLOYEE, ADVISOR, OFFICER OR DIRECTOR. EXECUTIVE EMPLOYEES MAKE AN ANNUAL WRITTEN DISCLOSURE OF KNOWN POTENTIAL CONFLICTS. |
| FORM 990, PART VI, SECTION B, LINE 15A | EXECUTIVE DIRECTOR/CEO: THE DIRECTOR OF HUMAN RESOURCES PROVIDES THE BOARD OF DIRECTORS COMPENSATION COMMITTEE WITH EXTENSIVE COMPENSATION BENCHMARKING DATA FOR BASE AND VARIABLE PAY, WHICH IS OBTAINED FROM A MINIMUM OF FOUR SALARY SURVEY SOURCES WHICH ARE COMMENSURATE WITH THE ROLE AND BASED ON ORGANIZATIONS OF SIMILAR SIZE, REVENUES, AND GEOGRAPHIC LOCATION. THE COMPENSATION COMMITTEE WILL ANNUALLY RECOMMEND TO THE BOARD OF DIRECTORS THE MERIT INCREASE AMOUNT BASED ON THIS BENCHMARKING DATA AND BASED ON RESULTS OF THE ED/CEO'S PERFORMANCE APPRAISAL. THE COMPENSATION COMMITTEE WILL ALSO RECOMMEND TO THE BOARD OF DIRECTORS ANNUALLY THE BONUS PERCENTAGE PAYOUT ACCORDING TO THE TERMS AND CONDITIONS PROVIDED IN THE ED/CEO'S EMPLOYMENT AGREEMENT. ANY COMPENSATION CHANGES ARE DOCUMENTED AND PLACED IN THE EXECUTIVE DIRECTOR'S FILE. ALL OTHER OFFICERS AND KEY EMPLOYEES: FOR INITIAL HIRES, THE DIRECTOR OF HUMAN RESOURCES PROVIDES THE INTERNAL COMPENSATION COMMITTEE (ED/CEO, HR DIRECTOR, CFO AND VP OF BUSINESS STRATEGY) WITH A RECOMMENDED COMPENSATION RANGE COMMENSURATE WITH THE ROLE BASED ON COMPENSATION DATA FROM MULTIPLE BENCHMARKING SURVEYS AND STATISTICS FROM ORGANIZATIONS OF SIMILAR SIZE, REVENUES, AND GEOGRAPHIC LOCATION. THE INTERNAL COMPENSATION COMMITTEE, WHICH INCLUDES THE HUMAN RESOURCES DIRECTOR, DETERMINES THE COMPENSATION AMOUNT FROM WITHIN THE RECOMMENDED RANGES. THEREAFTER AND ANNUALLY, THE HUMAN RESOURCES DIRECTOR PERFORMS ANNUAL COMPENSATION BENCHMARKING FOR ALL POSITIONS USING MULTIPLE SALARY SURVEYS TO ENSURE COMPENSATION IS COMPETITIVE WITH THE MARKET AND APPROPRIATE BASED ON CONSIDERATION OF INTERNAL EQUITY FACTORS. FROM THIS COMPENSATION BENCHMARKING PROCESS, THE HUMAN RESOURCES DIRECTOR IDENTIFIES POSITIONS WHICH MAY BE ELIGIBLE FOR A MARKET ADJUSTMENT PAY INCREASE AND PROVIDES DATA TO THE ED/CEO AND CFO AND VP OF BUSINESS STRATEGY FOR REVIEW AND DISCUSSION AND FINALIZATION OF THE AMOUNT TO BE AWARDED. MARKET ADJUSTMENTS ARE PROVIDED PRIOR TO A MERIT INCREASE, WHICH IS BASED ON EMPLOYEE PERFORMANCE AND COMPANY BUDGET. EACH YEAR, THE INTERNAL COMPENSATION COMMITTEE ESTABLISHES A MERIT MATRIX FOR RANGES OF MERIT PERCENTAGES WHICH MAY BE AWARDED TO STAFF BASED ON THEIR PERFORMANCE OVER THE PAST YEAR. THE HUMAN RESOURCES DIRECTOR PROVIDES MANAGERS AND DIRECTORS THIS MERIT MATRIX AND INSTRUCTIONS FOR HOW TO DETERMINE THE APPROPRIATE MERIT INCREASE PERCENTAGE FOR DIRECT REPORTS. MANAGERS OF DIRECT REPORTS MAKE THEIR RECOMMENDATION TO THEIR VP, WHO HAS ULTIMATE RESPONSIBILITY FOR APPROVING THE MERIT PERCENTAGE. ANY COMPENSATION CHANGES ARE DOCUMENTED AND PLACED IN THE EMPLOYEE'S FILE. |
| FORM 990, PART VI, SECTION C, LINE 19 | THE GOVERNING DOCUMENTS AND CONFLICT OF INTEREST POLICY ARE AVAILABLE TO THE PUBLIC UPON REQUEST. THE ORGANIZATION'S FINANCIAL STATEMENTS ARE AVAILABLE TO THE PUBLIC ON AORN'S WEBSITE. |
| FORM 990, PART XI, LINE 9: | ASC 606 ADOPTION 2,907,449. |
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