Attach to Form 990 or Form 990-EZ.
Go to
www.irs.gov/Form990 for instructions and the latest information.
| (i) Name of supported organization | (ii) EIN | (iii) Type of organization (described on lines 1- 10 above (see instructions)) | (iv) Is the organization listed in your governing document? | (v) Amount of monetary support (see instructions) | (vi) Amount of other support (see instructions) | |
|---|---|---|---|---|---|---|
| Yes | No | |||||
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Total |
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Calendar year
(or fiscal year beginning in)
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(a) 2018 | (b) 2019 | (c) 2020 | (d) 2021 | (e) 2022 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 1 | Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grant.") .. | ||||||
| 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)
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(a) 2018 | (b) 2019 | (c) 2020 | (d) 2021 | (e) 2022 | (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. Do not include gain or loss from the sale of capital assets (Explain in Part VI.).. | ||||||
| 11 | Total support. Add lines 7 through 10 | ||||||
Calendar year (or fiscal year beginning in) ![]() |
(a) 2018 | (b) 2019 | (c) 2020 | (d) 2021 | (e) 2022 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 1 | Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grants.") . | 19,505,255 | 19,505,255 | ||||
| 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 | 5,126,089 | 5,292,512 | 5,292,432 | 5,509,695 | 6,196,309 | 27,417,037 |
| 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 | 5,126,089 | 5,292,512 | 24,797,687 | 5,509,695 | 6,196,309 | 46,922,292 |
| 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.) | 46,922,292 | |||||
Calendar year (or fiscal year beginning in) ![]() |
(a) 2018 | (b) 2019 | (c) 2020 | (d) 2021 | (e) 2022 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 9 | Amounts from line 6... | 5,126,089 | 5,292,512 | 24,797,687 | 5,509,695 | 6,196,309 | 46,922,292 |
| 10a | Gross income from interest, dividends, payments received on securities loans, rents, royalties and income from similar sources.. | 94,523 | 104,993 | 162,761 | 347,515 | 416,272 | 1,126,064 |
| b | Unrelated business taxable income (less section 511 taxes) from businesses acquired after June 30, 1975. | ||||||
| c | Add lines 10a and 10b. | 94,523 | 104,993 | 162,761 | 347,515 | 416,272 | 1,126,064 |
| 11 | Net income from unrelated business activities not included on 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 VI.) .. | ||||||
| 13 | Total support. (Add lines 9, 10c, 11, and 12.).. | 5,220,612 | 5,397,505 | 24,960,448 | 5,857,210 | 6,612,581 | 48,048,356 |
| Section A - Adjusted Net Income | (A) Prior Year |
(B) Current Year (optional) |
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| 1 | Net short-term capital gain | 1 | ||||
| 2 | Recoveries of prior-year distributions | 2 | ||||
| 3 | Other gross income (see instructions) | 3 | ||||
| 4 | Add lines 1 through 3 | 4 | ||||
| 5 | Depreciation and depletion | 5 | ||||
| 6 | Portion of operating expenses paid or incurred for production or collection of gross income or for management, conservation, or maintenance of property held for production of income (see instructions) | 6 | ||||
| 7 | Other expenses (see instructions) | 7 | ||||
| 8 | Adjusted Net Income (subtract lines 5, 6 and 7 from line 4) | 8 | ||||
| Section B - Minimum Asset Amount | (A) Prior Year |
(B) Current Year (optional) |
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| 1 | Aggregate fair market value of all non-exempt-use assets (see instructions for short tax year or assets held for part of year): | 1 | ||||
| a | Average monthly value of securities | 1a | ||||
| b | Average monthly cash balances | 1b | ||||
| c | Fair market value of other non-exempt-use assets | 1c | ||||
| d | Total (add lines 1a, 1b, and 1c) | 1d | ||||
| e |
Discount claimed for blockage or other factors (explain in detail in Part VI): |
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| 2 | Acquisition indebtedness applicable to non-exempt use assets | 2 | ||||
| 3 | Subtract line 2 from line 1d | 3 | ||||
| 4 | Cash deemed held for exempt use. Enter 0.015 of line 3 (for greater amount, see instructions). | 4 | ||||
| 5 | Net value of non-exempt-use assets (subtract line 4 from line 3) | 5 | ||||
| 6 | Multiply line 5 by 0.035 | 6 | ||||
| 7 | Recoveries of prior-year distributions | 7 | ||||
| 8 | Minimum Asset Amount (add line 7 to line 6) | 8 | ||||
| Section C - Distributable Amount | Current Year | |||||
| 1 | Adjusted net income for prior year (from Section A, line 8, Column A) | 1 | ||||
| 2 | Enter 85% of line 1 | 2 | ||||
| 3 | Minimum asset amount for prior year (from Section B, line 8, Column A) | 3 | ||||
| 4 | Enter greater of line 2 or line 3 | 4 | ||||
| 5 | Income tax imposed in prior year | 5 | ||||
| 6 | Distributable Amount. Subtract line 5 from line 4, unless subject to emergency temporary reduction (see instructions) | 6 | ||||
| Section D - Distributions | Current Year | |
|---|---|---|
| 1 Amounts paid to supported organizations to accomplish exempt purposes | 1 | |
|
2
Amounts paid to perform activity that directly furthers exempt purposes of supported organizations, in excess of income from activity |
2 | |
| 3 Administrative expenses paid to accomplish exempt purposes of supported organizations | 3 | |
| 4 Amounts paid to acquire exempt-use assets | 4 | |
| 5 Qualified set-aside amounts (prior IRS approval required - provide details in Part VI) | 5 | |
| 6 Other distributions (describe in Part VI). See instructions | 6 | |
| 7Total annual distributions. Add lines 1 through 6. | 7 | |
|
8
Distributions to attentive supported organizations to which the organization is responsive (provide details in Part VI). See instructions |
8 | |
| 9 Distributable amount for 2022 from Section C, line 6 | 9 | |
| 10 Line 8 amount divided by Line 9 amount | 10 | |
| Section E - Distribution Allocations (see instructions) |
(i) Excess Distributions |
(ii) Underdistributions Pre-2022 |
(iii) Distributable Amount for 2022 |
|
|---|---|---|---|---|
| 1 Distributable amount for 2022 from Section C, line 6 | ||||
|
2
Underdistributions, if any, for years prior to 2022 (reasonable cause required-- explain in Part VI).
See instructions. |
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| 3 Excess distributions carryover, if any, to 2022: | ||||
| a From 2017....... | ||||
| b From 2018....... | ||||
| c From 2019....... | ||||
| d From 2020....... | ||||
| e From 2021....... | ||||
| fTotal of lines 3a through e | ||||
| g Applied to underdistributions of prior years | ||||
| h Applied to 2022 distributable amount | ||||
|
i
Carryover from 2017 not applied (see instructions) |
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| j Remainder. Subtract lines 3g, 3h, and 3i from line 3f. | ||||
| 4Distributions for 2022 from Section D, line 7: | ||||
| $ | ||||
| a Applied to underdistributions of prior years | ||||
| b Applied to 2022 distributable amount | ||||
| c Remainder. Subtract lines 4a and 4b from line 4. | ||||
|
5
Remaining underdistributions for years prior to 2022, if any. Subtract lines 3g and 4a from line 2. If the amount is greater than zero, explain in Part VI. See instructions. |
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|
6
Remaining underdistributions for 2022. Subtract lines 3h and 4b from line 1. If the amount is greater than zero, explain in Part VI. See instructions. |
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7 Excess distributions carryover to 2023. Add lines 3j and 4c. |
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| 8 Breakdown of line 7: | ||||
| a Excess from 2018..... | ||||
| b Excess from 2019..... | ||||
| c Excess from 2020..... | ||||
| d Excess from 2021..... | ||||
| e Excess from 2022..... | ||||
| Facts And Circumstances Test |
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| Return Reference | Explanation |
|---|---|
| PART III, LINE 12 | OTHER RELATED INCOME 0 |
| Software ID: | |
| Software Version: |
Attach to Form 990 or 990-EZ.
Go to www.irs.gov/Form990 for the latest information.
| Return Reference | Explanation |
|---|---|
| FORM 990 | STATEMENT REGARDING CORPORATE STRUCTURE: AS OF DECEMBER 31, 2022 THE HOMEWOOD GROUP OF COMPANIES CONSISTS OF A PARENT CORPORATION, SIX SUBSIDIARY OPERATING COMPANIES, AND A SUBSIDIARY FOUNDATION. THIS CORPORATION STRUCTURE RESULTS FROM THE RESTRUCTURING OF A FORMER SINGLE CORPORATION EFFECTIVE JANUARY 1, 1996. THE COMPANIES CONSTITUTING THE HOMEWOOD GROUP ARE AS FOLLOWS: PARENT: HOMEWOOD RETIREMENT CENTERS, INC. 52-1892688 SUBSIDIARIES: HOMEWOOD AT WILLIAMSPORT MD, INC. 52-0619001 (FORMER SINGLE CORPORATION BEFORE RESTRUCTURING) HOMEWOOD AT HANOVER PA, INC. 52-1931788 HOMEWOOD AT MARTINSBURG PA, INC. 52-1931790 HOMEWOOD AT FREDERICK MD, INC. 52-1931794 HOMEWOOD FOUNDATION, INC. 52-1892689 HOMEWOOD AT SPRING HOUSE ESTATES, INC. 20-5189952 (BECAME PART OF THE GROUP IN 2007.) HOMEWOOD AT SHENANDOAH VALLEY, INC. 26-2624652 (BECAME PART OF THE GROUP IN 2008.) AS REQUIRED BY THE INTERNAL REVENUE SERVICE, EACH COMPANY IN THE HOMEWOOD GROUP FILES A SEPARATE FORM 990. HOMEWOOD RETIREMENT CENTERS, INC., THE PARENT COMPANY, SERVES EACH OF THE SUBSIDIARY COMPANIES WITH ADMINISTRATIVE SUPPORT, CENTRALIZED ACCOUNTING INCLUDING BILLING AND COLLECTION, COMPUTER AND TECHNICAL SUPPORT, HUMAN RESOURCES, PURCHASING, AND FUNDRAISING THROUGH THE HOMEWOOD FOUNDATION. ACCORDINGLY, APPROXIMATELY 95% OF ITS FUNCTIONAL EXPENSES ARE REPORTED AS "MANAGEMENT AND GENERAL" ON ITS FORM 990. THE REMAINING 5% IS ALLOCATED TO "PROGRAM SERVICES" WITH LESS THAN 1 % ALLOCATED TO FUNDRAISING RELATED ACTIVITIES. THE SUBSIDIARY OPERATING COMPANIES HAVE THE SOLE PURPOSE OF PROVIDING SERVICES TO CLIENTS. ACCORDINGLY, APPROXIMATELY 90% OF THEIR FUNCTIONAL EXPENSES ARE REPORTED AS "PROGRAM SERVICES" ON THEIR RESPECTIVE FORM 990. THE REMAINING 10% IS ALLOCATED TO "MANAGEMENT AND GENERAL" WITH LESS THAN 1 % ALLOCATED TO FUNDRAISING RELATED ACTIVITIES. THE SUBSIDIARY FOUNDATION IS INVOLVED IN PROMOTIONAL AND PUBLIC RELATIONS SUPPORT FOR THE OPERATING COMPANIES AND FUNDRAISING ACTIVITIES FOR THE BENEVOLENT FUND. IN ADDITION, THE FOUNDATION MANAGES INVESTMENTS AND MAKES GRANTS TO THE OPERATING COMPANIES IN SUPPORT OF CHARITY SERVICES. THE FOUNDATION CLASSIFIES GRANTS AND DEPRECIATION EXPENSE AS "PROGRAM SERVICES- AND ALLOCATES OTHER EXPENSES BETWEEN "MANAGEMENT AND GENERAL- AND "FUNDRAISING". |
| FORM 990, PAGE 1, PART I, LINE 6 | HOMEWOOD RETIREMENT CENTERS HAVE CONSISTENTLY PARTICIPATED IN AND HAVE HELPED TO DEVELOP PROGRAMS THAT SERVE THE BROADER COMMUNITY, THOSE WITH LIMITED RESOURCES, AS WELL AS ITS OWN RESIDENTS. AS A NOT-FOR-PROFIT, TAX-EXEMPT ORGANIZATION, HOMEWOOD RETIREMENT CENTERS FROM ITS VERY BEGINNINGS HAS PROVIDED RESOURCES TO HELP SERVE OUR COMMUNITY WHILE ALSO PROVIDING OPPORTUNITIES FOR COMMUNITY MEMBERS TO LEARN FROM AND INTERACT WITH SENIOR CITIZENS. IN 2022 HOMEWOOD RETIREMENT CENTERS CELEBRATED 90 YEARS OF SERVICE TO SENIORS. FROM OUR GENESIS, WE HAVE ACCEPTED OUR RESPONSIBILITY AS A NON- PROFIT, FAITH-BASED ORGANIZATION, TO BE ACCOUNTABLE TO OUR LOCAL COMMUNITIES AND HAVE TAKEN PRIDE IN ENGAGING THE COMMUNITY AND LIVING OUT OUR MISSION IN CREATIVE AND MEANINGFUL WAYS. IN PRIOR YEARS THE ORGANIZATION HAS REPORTED A SUMMARY OF THE YEARLY ACTIVITIES FOR EACH LOCATION FROM ITS ANNUAL SOCIAL ACCOUNTABILITY REPORT, "THE SPIRIT OF GIVING." HOWEVER, DUE TO THE COVID-19 PANDEMIC, THE SOCIAL ACCOUNTABILITY REPORT WAS NOT ISSUED FOR THE PAST THREE YEARS (2020, 2021, AND 2022.) ALL HOMEWOOD CAMPUSES AND BUILDINGS WERE CLOSED AND ONLY AUTHORIZED PERSONNEL WERE PERMITTED. VOLUNTEERS WERE UNABLE TO PERFORM IN ANY CAPACITY IN 2020 AND IN LIMITED CAPACITY IN 2021 AND 2022. IT IS THE HOPES OF THE ORGANIZATION TO BE ABLE TO RETURN TO ITS NORMAL ACTIVITIES AND ISSUE A REPORT FOR 2023. |
| FORM 990, PAGE 2, PART III, LINE 4A | HOMEWOOD RETIREMENT CENTERS, INC. IS A PARENT COMPANY WHICH SERVES THE HOMEWOOD COMMUNITIES WITH ADMINISTRATIVE SUPPORT, CENTRALIZED ACCOUNTING INCLUDING BILLING AND COLLECTIONS, COMPUTER AND TECHNICAL SUPPORT, HUMAN RESOURCES, PURCHASING, AND FUNDRAISING THROUGH THE HOMEWOOD FOUNDATION. ALL OF THE SUBSIDIARY COMPANIES ARE TAX EXEMPT ORGANIZATIONS. THE HOMEWOOD GROUP OF COMPANIES PRIMARILY PROVIDES A CONTINUUM OF CARE FOR ELDERLY PERSONS IN BEAUTIFUL RETIREMENT COMMUNITIES AND NURSING HOMES IN FIVE LOCATIONS: FREDERICK, MARYLAND; WILLIAMSPORT, MARYLAND; HANOVER, PENNSYLVANIA; MARTINSBURG, PENNSYLVANIA; AND EVERETT, PENNSYLVANIA. THESE FACILITIES CONTAIN A TOTAL OF 1,149 INDEPENDENT LIVING COTTAGES AND APARTMENTS, 288 ASSISTED LIVING UNITS, AND 451 NURSING HOME BEDS. THE NURSING HOME BEDS ARE PROVIDED FOR SKILLED AND SPECIAL MEMORY CARE. |
| FORM 990, PART V | FORM 990, PART V, LINE 1(A), REGARDING NUMBER OF U.S. INFORMATION RETURNS: AS THE PARENT ORGANIZATION, THE HOMEWOOD RETIREMENT CENTERS, INC. PROCESSES ALL THE PAYABLES FOR THE SUBSIDIARY ORGANIZATIONS AND PROCESSES AND FILES ALL OF THE U.S. INFORMATION RETURNS, AND NO U.S. INFORMATION RETURNS ARE FILED BY ANY OF THE SUBSIDIARY ORGANIZATIONS. FORM 990, PART V, LINE 2(A), REGARDING NUMBER OF EMPLOYEES: AS THE PARENT ORGANIZATION, THE HOMEWOOD RETIREMENT CENTERS, INC. PROCESSES THE PAYROLL FOR ALL OF THE SUBSIDIARY ORGANIZATIONS. ALL OF THE PAYROLL TAX REPORTS ARE SUBMITTED BY THE HOMEWOOD RETIREMENT CENTERS, INC. BELOW IS A BREAKDOWN OF THE NUMBER OF EMPLOYEES WORKING AT THE PARENT ORGANIZATION AND EACH OF THE SUBSIDIARY ORGANIZATIONS: NUMBER OF NAME OF ORGANIZATION EMPLOYEES HOMEWOOD RETIREMENT CENTERS, INC. 22 HOMEWOOD AT WILLIAMSPORT MD, INC. 282 HOMEWOOD AT HANOVER PA, INC. 488 HOMEWOOD AT MARTINSBURG PA, INC. 386 HOMEWOOD AT FREDERICK MD, INC. 408 HOMEWOOD FOUNDATION, INC. 3 HOMEWOOD AT SPRING HOUSE ESTATES, INC. 51 HOMEWOOD AT THE SHENANDOAH VALLEY, INC. 0 |
| FORM 990, PAGE 6, PART VI, LINE 2 | JUDY L. WINFIELD HANCOCK ALLAN HANCOCK-RELATED ORGANIZATION DIRECTOR DIRECTOR FAMILY RELATIONSHIP |
| FORM 990, PAGE 6, PART VI, LINE 11B | THE FORM 990 IS PROVIDED TO THE CHIEF FINANCIAL OFFICER OF THE PARENT ORGANIZATION AND TO THE EXECUTIVE COMPENSATION COMMITTEE OF THE BOARD OF TRUSTEES FOR REVIEW AND COMMENT BEFORE THE FORM IS FILED. THE OTHER MEMBERS OF THE BOARD OF TRUSTEES ARE NOTIFIED THAT THE FORM 990 WILL BE FILED AND IS AVAILABLE UPON REQUEST FOR THEIR REVIEW. |
| FORM 990, PAGE 6, PART VI, LINE 15A | EXECUTIVE COMPENSATION PHILOSOPHY: THE EXECUTIVE COMPENSATION COMMITTEE SERVES IN A GOVERNANCE AND OVERSIGHT ROLE FOR THE HOMEWOOD BOARD OF TRUSTEES TO ENSURE THAT HOMEWOOD MAINTAINS EXECUTIVE COMPENSATION STRATEGIES AND PRACTICES THAT ARE COMPLIANT WITH REGULATIONS, PRUDENT WITHIN THE HOMEWOOD'S RESOURCES AND ABILITY TO HONOR ITS COMMITMENTS, INTERNALLY EQUITABLE, AND ARE EXTERNALLY COMPETITIVE. THE COMMITTEE WILL REVIEW THE EXECUTIVE COMPENSATION PHILOSOPHY ANNUALLY AND MAKE ANY RECOMMENDATIONS TO THE TRUSTEES FOR FINAL APPROVAL. THE INDEPENDENT EXECUTIVE COMPENSATION COMMITTEE OF THE HOMEWOOD RETIREMENT CENTERS BOARD OF TRUSTEES, AS DESIGNATED IN THE BY-LAWS, WILL DETERMINE THE TOTAL COMPENSATION PHILOSOPHY AND COMPENSATION PACKAGES FOR SENIOR MANAGEMENT (PRESIDENT/CEO AND VICE PRESIDENTS.) THE EXECUTIVE COMPENSATION COMMITTEE WILL BE STRUCTURED, AND WILL OPERATE, IN A MANNER INTENDED TO SATISFY THE REQUIREMENTS OF THE IRS "INTERMEDIATE SANCTIONS" RULES. HOMEWOOD'S GOAL FOR SALARY RANGES ANDINCENTIVE PLANS ARE LINKED TO THE MID-POINT OF THE 70TH PERCENTILE AND A 25% SPREAD IS USED TO ESTABLISH THE RANGE MINIMUM AND MAXIMUM TO THE MARKET LEVELS FOR CCRCS AND SENIOR HOUSING/SERVICES ORGANIZATIONS REFLECTING REGIONAL AND NATIONAL BENCHMARKS. DEFERRED OR SUPPLEMENTAL BENEFITS/COMPENSATION PLANS WILL BE USED TO SUPPORT RETENTION AND SMOOTH SUCCESSION PLANNING FOR SENIOR MANAGEMENT WITH BENEFIT LEVELS TARGETED AT 70TH PERCENTILE MARKET LEVELS FOR THE CEO AND FOR THE VICE PRESIDENTS AND THE FOUNDATION PRESIDENT. BENEFITS AND PERQUISITES FOR SENIOR MANAGEMENT WILL REFLECT 70TH PERCENTILE MARKET PRACTICES. THE EXECUTIVE PAY PLAN ARCHITECTURE USED FOR IMPLEMENTATION OF THIS PHILOSOPHY WILL BE APPROVED BY THE EXECUTIVE COMPENSATION COMMITTEE FROM TIME TO TIME. THE CEO WILL BE RESPONSIBLE FOR MAKING RECOMMENDATIONS TO THE COMMITTEE CONCERNING SUBORDINATE PAY, ENSURING THAT THOSE RECOMMENDATIONS REFLECT HOMEWOOD'S OVERALL PHILOSOPHY. THE EXECUTIVE COMPENSATION COMMITTEE WILL KEEP THE FULL BOARD INFORMED OF KEY DECISIONS, AND WILL CONSIST OF INDEPENDENT DECISION MAKERS WHO DO NOT PERFORM PAID SERVICES FOR HOMEWOOD, WHO ARE NOT RELATED TO THE EXECUTIVES AND WHO OTHERWISE MEET THE "NO CONFLICT-OF-INTEREST" RULES OF THE IRS INTERMEDIATE SANCTIONS RULES. TRUSTEES APPROVED: SEPTEMBER 2006, DECEMBER 2012, APRIL 2015, MARCH 22, 2018, JUNE 3, 2021. EXECUTIVE COMPENSATION PLAN ARCHITECTURE: HOMEWOOD'S EXECUTIVE REWARD PLAN IS DESIGNED TO SUPPORT A "BEST PRACTICES" APPROACH TO THE GOVERNANCE OF EXECUTIVE PAY UTILIZING THE FOLLOWING COMPONENTS: 1. TOTAL COMPENSATION PRACTICES WILL BE BENCHMARKED TO COMPARABLE CCRCS AND SENIOR HOUSING/SERVICE ORGANIZATIONS WITH SIMILAR MISSIONS AND GROWTH STRATEGIES REFLECTING REGIONAL AND NATIONAL RESULTS AT THE 70TH PERCENTILE MARKET LEVELS FOR TOTAL ANNUAL CASH COMPENSATION, WITH EARNINGS OPPORTUNITIES TIED TO MISSION, PERFORMANCE, AND GROWTH GOALS. MULTIPLE SURVEYS WILL BE USED TO IDENTIFY THEMES AND TRENDS. IN DEVELOPING THE ORGANIZATION'S EXECUTIVE SALARY RANGES, THE COMPETITIVE MARKET DATA IS USED TO ESTABLISH THE RANGE MIDPOINT, AND A 25% SPREAD IS USED TO ESTABLISH THE RANGE MINIMUM AND MAXIMUM. (10% ABOVE AND 15% BELOW THE TARGET). THE LOWER PORTION OF THE RANGE IS WHERE LESS EXPERIENCED EXECUTIVES (I.E., NEW TO THE POSITION) ARE COMPENSATED. THE MIDDLE OF THE RANGE, IMMEDIATELY AROUND THE TARGET (OR "GOING RATE"), IS WHERE FULLY EXPERIENCED EXECUTIVES WHO MEET ALL PERFORMANCE EXPECTATIONS SHOULD BE REMUNERATED. EXECUTIVES WHO ARE HIGHLY EXPERIENCED AND CONSISTENTLY EXCEED JOB EXPECTATIONS SHOULD BE PAID IN THE UPPER PORTION OF THE RANGE. MINIMUM NEW OR LITTLE EXPERIENCE; PARTIALLY MEETS EXPECTATIONS MIDPOINT (TARGET) EXPERIENCED; MEETS EXPECTATIONS MAXIMUM FULLY SEASONED; CONSISTENTLY EXCEEDS EXPECTATIONS 2. PERFORMANCE APPRAISAL - THE CHAIR AND VICE CHAIR OF THE BOARD OF TRUSTEES WILL OVERSEE THE PREPARATION AND PRESENTATION OF THE PERFORMANCE APPRAISAL FOR THE CEO ANNUALLY. PERFORMANCE APPRAISALS FOR THE CEO WILL NORMALLY BE COMPLETED THE LAST QUARTER OF THE FISCAL YEAR. THE CEO IS RESPONSIBLE FOR SETTING THE EVALUATION TIMETABLE FOR OTHER KEY EXECUTIVES. EACH POSITION IS EVALUATED, IN WRITING, ANNUALLY. 3. THE EXECUTIVE REWARD PLAN WILL GENERALLY USE NON-QUALIFIED DEFERRED COMPENSATION PLANS AS A RETENTION METHOD FOR THE CEO AND VPS/FOUNDATION PRESIDENT WITH BENEFIT LEVELS TARGETED AT 70TH PERCENTILE MARKET LEVELS FOR THE CEO AND VPS/FOUNDATION PRESIDENT. THE EXECUTIVE REWARD PLAN WILL ENABLE HOMEWOOD TO ATTRACT, MOTIVATE, AND RETAIN MANAGEMENT TALENT NEEDED TO CARRY OUT ITS MISSION AS WELL AS SMOOTH SUCCESSION OF THE CEO AND VPS/FOUNDATION PRESIDENT. THE EXECUTIVE REWARD PLAN WILL GENERALLY USE A MODERATE LEVEL OF INCENTIVE OR "AT RISK" COMPENSATION TO MOTIVATE AND REWARD THE EXECUTIVE TEAM'S PERFORMANCE. 4. THE EXECUTIVE COMPENSATION COMMITTEE WILL BE RESPONSIBLE FOR MANAGING THE PARTICIPANTS' TOTAL REWARD PACKAGE, WITH THE CEO BEING RESPONSIBLE FOR MAKING RECOMMENDATIONS TO THE COMMITTEE CONCERNING SUBORDINATE REWARD PACKAGES, REFLECTING HOMEWOOD'S OVERALL PHILOSOPHY. IT IS RECOGNIZED THAT THE COMMITTEE MAINTAINS DISCRETIONARY AUTHORITY TO MAKE FINAL DETERMINATIONS AS TO WHETHER AND TO WHAT EXTENT TO PAY INCENTIVE COMPENSATION. 5. THE COMMITTEE WILL MEET SEMI-ANNUALLY OR MORE OFTEN AS NEEDED AND KEEP THE FULL BOARD INFORMED; ENSURING THAT THE BOARD KNOWS THE PROCESSES USED BY THE COMMITTEE AND ALL KEY DECISIONS RELATED TO THE CEO'S AND VPS'/FOUNDATION PRESIDENT PAY. THE COMMITTEE WILL PROTECT THE CONFIDENTIALITY OF INCUMBENT EXECUTIVE DATA IN ALL REPORTS TO THE FULL BOARD. 6. THE EXECUTIVE COMPENSATION COMMITTEE SHALL CONSIST OF INDEPENDENT DECISION MAKERS WHO DO NOT PERFORM PAID SERVICES FOR HOMEWOOD, HAVE NO PERSONAL FINANCIAL INTERESTS NOR ANY FAMILY RELATIONSHIPS WITH THE EXECUTIVES AND WHO OTHERWISE SATISFY THE "NO CONFLICT-OF-INTEREST" RULES OF THE IRS INTERMEDIATE SANCTIONS RULES. THE CHAIR OF THE BOARD OF TRUSTEES SERVES AS THE CHAIR OF THIS COMMITTEE. THE COMMITTEE WILL BE COMPOSED OF NO LESS THAN FIVE (5) MEMBERS FROM THE TRUSTEES. COMMITTEE MEMBERS SHALL BE APPOINTED BY THE BOARD CHAIR FROM AMONG THE MEMBERSHIP OF THE BOARD. (SEE TRUSTEES BYLAWS) DETAILED MINUTES OF THE MEETINGS ARE KEPT AND APPROVED AT THE NEXT FOLLOWING COMMITTEE MEETING. 7. AFFIRM ANNUALLY COMPLIANCE WITH THE VARIOUS REQUIREMENTS OF THE IRS INTERMEDIATE SANCTIONS RULES IN ORDER TO ENSURE ENJOYMENT OF THE "REBUTTABLE PRESUMPTION" OF REASONABLENESS OF HOMEWOOD'S EXECUTIVE COMPENSATION PACKAGES. 8. WORK DIRECTLY WITH INDEPENDENT ADVISORS AND/OR RECEIVE SALARY SURVEYS FROM THIRD PARTIES. 9. A COPY OF THE HOMEWOOD RETIREMENT CENTERS AND FOUNDATION'S ANNUAL FORM 990, AS PROFESSIONALLY PREPARED BY HOMEWOOD'S AUDITORS WILL BE E-MAILED TO THE EXECUTIVE COMPENSATION COMMITTEE 72 HOURS PRIOR TO FILING FOR REVIEW AND COMMENT. ECC APPROVED NOVEMBER 21, 2006, REVISED 11/6/08, 6/4/10, 4/8/16, 9/8/17, 12/2/21. EXECUTIVE COMPENSATION PLAN FRAMEWORK: THE EXECUTIVE COMPENSATION FRAMEWORK PROVIDES THE DETAILS AND PROCESS IN MEETING THE OBJECTIVES OF THE COMPENSATION PHILOSOPHY AND ARCHITECTURE. THE REFERENCE TO EXECUTIVES IN THIS DOCUMENT INCLUDES THE PRESIDENT/CEO AND THE VICE PRESIDENTS. 1. HOMEWOOD WILL PRIMARILY USE THE MOST RECENT CEMO (AAHSA), ERI SENIOR CARE AND THE HCS SURVEYS TO BENCHMARK BASE SALARIES AS WELL AS INCENTIVE COMPENSATION. THE AVERAGE OF THE THREE MID POINTS WILL BE USED AS THE METHOD TO DETERMINE THE 70TH PERCENTILE RANGE. THE VPHR WILL PROVIDE SUMMARY DATA OF THE SURVEYS AND A TALLY SHEET OF CURRENT TOTAL COMPENSATION FOR THE CEO AND VPS'/FOUNDATION PRESIDENT. THE SURVEYS WILL ALSO BE AVAILABLE FOR REVIEW. ANALYSIS AND SUMMARY OF SURVEY DATA WILL GENERALLY BE ADMINISTERED BY AN INDEPENDENT THIRD PARTY CONSULTANT. 2. HOMEWOOD'S EXECUTIVE COMPENSATION WILL HAVE FOUR COMPONENTS. ALL COMPONENTS WILL SUPPORT THE RETENTION, REWARD AND SMOOTH SUCCESSION PLANNING OF EACH POSITION. A) BASE COMPENSATION: SALARY INCREASES - IN GRANTING SALARY INCREASES FOR THE CEO, MISSION OBJECTIVES, PERFORMANCE OF THE ORGANIZATION AND THE POSITION'S INCREASED JOB RESPONSIBILITIES, IN ADDITION TO THE COMPETITIVE SALARY POSITION AND RANGE, MAY BE CONSIDERED. FOR THE CEO AND VICE PRESIDENTS, SALARY INCREASES ARE ESTABLISHED BY THE COMPENSATION COMMITTEE AND RANGES ARE REPORTED TO THE BOARD OF TRUSTEES, BASED ON THE ANNUAL INCREASE GUIDELINES RECOMMENDED BY THE COMMITTEE. THE CEO WILL BE RESPONSIBLE FOR MAKING RECOMMENDATIONS TO THE COMMITTEE CONCERNING SUBORDINATE PAY, ENSURING THAT THOSE RECOMMENDATIONS REFLECT HOMEWOOD'S OVERALL PHILOSOPHY. B) INCENTIVE COMPENSATION: THIS WILL BE IN THE FORM OF TAXABLE COMPENSATION OR ADDITIONAL EMPLOYER CONTRIBUTION TO THE 401A PLAN AS DETERMINED BY HOMEWOOD. THIS MAY ALSO BE AN EMPLOYER CONTRIBUTION TO THE 457(B) PLAN. THIS IS VARIABLE PAY BASED ON HOMEWOOD'S PERFORMANCE. AN INDIVIDUAL MAY REQUEST THAT A PORTION (UP TO APPLICABLE IRS LIMITS AND SUBJECT TO APPLICABLE IRS DEADLINES) OF THE PORTION PAID IN TAX |
| FORM 990, PAGE 6, PART VI, LINE 15B | WAGE ADMINISTRATION GUIDELINES FOR THE CALENDAR BUDGET YEAR 2022: HOMEWOOD'S WAGE ADMINISTRATION PROGRAM LOOKS AT BASE PAY RATES THAT TAKE INTO CONSIDERATION IF IT IS: O INTERNALLY EQUITABLE. O EXTERNALLY COMPETITIVE. O AFFORDABLE/COST EFFECTIVE. O LEGAL/DEFENSIBLE. O UNDERSTANDABLE. O APPROPRIATE FOR THE ORGANIZATION. O APPROPRIATE FOR THE WORKFORCE. HOMEWOOD'S WAGE ADMINISTRATION PROGRAM APPLIES PRINCIPLES TO ASSIST IN THE RETENTION AND RECRUITMENT OF CO-WORKERS. HOMEWOOD'S GOAL IS TO PAY WAGES IN THE 60TH PERCENTILE IN THE LONG-TERM CARE INDUSTRY FOR MOST POSITIONS TAKING INTO CONSIDERATION THE GEOGRAPHIC AREA. SOME POSITIONS REQUIRE A HIGHER PERCENTAGE DUE TO MARKET CONDITIONS. HOMEWOOD WILL USE THE PA LEADING-AGE STATE WAGE SURVEY TO BENCHMARK STARTING WAGES, IMPLEMENT MARKET WAGE ADJUSTMENTS AND REVIEW WAGE CEILINGS. OTHER WAGE SURVEYS WILL ALSO BE USED TO COMPARE DATA IN OUR INDUSTRY AS WELL AS OTHER INDUSTRIES. HOMEWOOD'S GOAL FOR THE STARTING WAGE AND AVERAGE WAGE WILL BE THE 60TH PERCENTILE. WHEN EITHER THE AVERAGE WAGE OR STARTING WAGE DOES NOT MEET THIS STANDARD A MARKET WAGE ADJUSTMENT WILL BE CONSIDERED. IT IS AT HOMEWOOD'S DISCRETION TO HAVE A HIGHER PERCENTILE THAN THE 60TH FOR SOME POSITIONS. A MARKET ADJUSTMENT IS CONSIDERED WHEN A SPECIFIC POSITION IS DETERMINED TO BE BELOW THE 60TH PERCENTILE FOR THAT GEOGRAPHIC AREA. THE MARKET ADJUSTMENT IS DETERMINED BY THE DOLLARS NEEDED TO REACH THE 60TH PERCENTILE. A FIXED DOLLAR AMOUNT IS GIVEN TO CO-WORKERS IN THAT JOB CATEGORY. HOMEWOOD'S GOAL AND PRACTICE IS TO LIMIT WAGE INCREASES FOR CO- WORKERS AT OR ABOVE THE 95TH OR ABOVE PERCENTILE OF THE PA LEADING-AGE STATE WAGE SURVEY FOR THAT PARTICULAR POSITION. WAGE INCREASES FOR CO- WORKERS AT OR ABOVE THE 95TH PERCENTILE WILL RECEIVE 50% OF THEIR PERFORMANCE WAGE INCREASE. HOMEWOOD'S UNDERLYING PHILOSOPHY FOR WAGE INCREASES WILL BE BASED ON PERFORMANCE, ON THE POSITION, ON THE CURRENT PAY RATE AND MARKET COMPARISONS. HOMEWOOD EVALUATES AND CONSIDERS EACH CO-WORKER'S CURRENT PAY BEFORE DETERMINING THE APPROPRIATE WAGE ADJUSTMENT. THE WAGE ADMINISTRATION PROGRAM IS PROVIDED TO SERVE AS A GUIDELINE IN A SYSTEMATIC APPROACH TO WAGE ADJUSTMENTS. WAGE INCREASES FOR THE CALENDAR YEAR 2023 ARE SEPARATED INTO THE FOLLOWING THREE COMPONENTS: 1. THE AVERAGE WAGE OF EACH JOB CATEGORY (OR ANOTHER DETERMINED WAGE BASED ON WAGE SURVEYS) WILL BE USED AS THE BASIS TO ESTABLISH THE WAGE INCREASE. A PAY GRID IS ESTABLISHED FOR EACH POSITION WHICH HAS A DOLLAR/CENTS AMOUNT LINKED TO THE EVALUATION POINTS. WAGE ADJUSTMENTS ARE ADMINISTERED BASED ON THE CO-WORKER'S PERFORMANCE AND DOES NOT TAKE INTO CONSIDERATION LONGEVITY. EXAMPLE: IF ALL CO-WORKERS IN A JOB CATEGORY HAVE THE SAME TOTAL POINTS FROM THE EVALUATION THEY ALL WILL RECEIVE THE SAME DOLLAR/CENTS PER HOUR INCREASE. 2. AN ADDITIONAL INCREASE MAY BE APPROVED IF PARTICULAR POSITION(S) ARE DETERMINED TO BE BELOW THE MARKET VALUE FOR THAT AREA. THIS INCREASE IS NOT REFLECTIVE OF THE CO-WORKER'S PERFORMANCE OR LONGEVITY. IT IS SOLELY BASED ON THE NEED TO BECOME MORE COMPETITIVE WITH THE SALARY. THE VICE PRESIDENT-HUMAN RESOURCES WILL MAKE INITIAL RECOMMENDATIONS FOR MARKET ADJUSTMENT CONSIDERATION. SITE EXECUTIVES WILL THEN MAKE FINAL RECOMMENDATIONS TO THE VICE PRESIDENT-HUMAN RESOURCES FOR SENIOR MANAGEMENT FINAL APPROVAL. ALL MARKET ADJUSTMENT REQUESTS BY THE SITE EXECUTIVE(S) MUST BE PROVIDED TO THE VICE PRESIDENT-HUMAN RESOURCES FOR THE BUDGET PROCESS AND PRIOR TO SEPTEMBER. 3. THE FOLLOWING WILL BE USED FOR THE DEPARTMENT DIRECTOR POSITIONS. AN INCREASE OF UP TO A MAXIMUM OF 3.25% MAY BE AWARDED WHERE PERFORMANCE EXCEEDS THE NORM IN ALL AREAS AND IS DOCUMENTED IN WRITING IN THE PERFORMANCE APPRAISAL PROCESS. THIS INCREASE WOULD BE CONSISTENT WITH OTHER DIRECTOR'S WHOSE PERFORMANCE IS SIMILAR. THE PERFORMANCE WAGE ADJUSTMENT GRID WILL USE THE PARAMETER OF THE AVERAGE WAGE BEING SET AT 2.75% FOR THE 2023 YEAR. CO-WORKERS ACTIVELY EMPLOYED AS OF JANUARY 1, 2023 MAY BE ELIGIBLE FOR THE WAGE INCREASE. GENERALLY, CO-WORKERS WHO HAVE NOT COMPLETED THE INTRODUCTORY PERIOD WOULD RECEIVE A 1.5% ADJUSTMENT. (IN LIEU OF ANY ADJUSTMENT, A CO-WORKER WHO IS HIRED IN DECEMBER MAY BE PAID THE NEW 2023 STARTING RATE.) WAGE INCREASES WILL BE EFFECTIVE THE PAY PERIOD OF DECEMBER 26, 2022 TO JANUARY 8, 2023 FOR THE JANUARY 14, 2023 PAY DAY. PERFORMANCE IS THE KEY FACTOR- NOT LENGTH OF SERVICE- FOR WAGE INCREASE CONSIDERATION. THE MERE FACT THAT A CO-WORKER HAS CONTINUED TO BE EMPLOYED BY HOMEWOOD IS NOT JUSTIFICATION FOR A WAGE ADJUSTMENT. WAGE ADJUSTMENTS MUST BE BASED UPON A THOROUGH REVIEW OF A CO-WORKER'S PERFORMANCE. EACH SUPERVISOR WILL CONDUCT A FORMAL PERFORMANCE EVALUATION ANNUALLY. THIS TIME IS USED TO PROVIDE OPPORTUNITY FOR FURTHER DEVELOPMENT TO THE CO-WORKER, SUMMARIZING EVENTS ALREADY DISCUSSED THROUGHOUT THE YEAR. THE EVALUATIONS SHOULD BE PRESENTED DURING THE MONTHS OF NOVEMBER AND DECEMBER. IF A CO- WORKER'S JOB PERFORMANCE DOES NOT JUSTIFY ANY INCREASE, THE CO-WORKER SHOULD BE PLACED ON PROBATION AND IF IMPROVEMENT IS NOT EVIDENT, TERMINATION OF EMPLOYMENT IS APPROPRIATE. STARTING WAGE RATES FOR POSITIONS WILL BE ESTABLISHED THROUGH THE BUDGET PROCESS. HUMAN RESOURCES WILL DISTRIBUTE A WORKSHEET TO INITIATE THE PROCESS. THESE RATES ARE ESTABLISHED FOR EACH FACILITY WITH FINAL HUMAN RESOURCES APPROVAL. STARTING PAY RATES ARE INTENDED TO KEEP EACH POSITION COMPETITIVE WITHIN THE JOB MARKET. TRUSTEE APPROVED 6/4/21. |
| FORM 990, PAGE 6, PART VI, LINE 19 | THE ORGANIZATION MAKES THE GOVERNING DOCUMENTS, CONFLICT OF INTEREST POLICY, AND FINANCIAL STATEMENTS AVAILABLE TO THE PUBLIC UPON REQUEST. MUCH OF THE INFORMATION IS MADE AVAILABLE TO THE RESIDENTS AS PART OF THE DISCLOSURE STATEMENTS REQUIRED BY THE STATES. |
| FORM 990, PART XI, LINE 9 | PENSION FORFEITURES NETTED WITH PENSION EXPENSE -70,000 PENSION FORFEITURES NETTED WITH PENSION EXPENSE 70,000 |
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