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) 2020 | (b) 2021 | (c) 2022 | (d) 2023 | (e) 2024 | (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) 2020 | (b) 2021 | (c) 2022 | (d) 2023 | (e) 2024 | (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) 2020 | (b) 2021 | (c) 2022 | (d) 2023 | (e) 2024 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 1 | Gifts, grants, contributions, and membership fees received. (Do not include any "unusual grants.") . | 19,505,255 | 417,059 | 19,922,314 | |||
| 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 | 5,292,432 | 5,509,695 | 6,196,309 | 6,951,708 | 7,197,793 | 31,147,937 |
| 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 | 24,797,687 | 5,509,695 | 6,196,309 | 7,368,767 | 7,197,793 | 51,070,251 |
| 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.) | 51,070,251 | |||||
Calendar year
(or fiscal year beginning in)
![]() |
(a) 2020 | (b) 2021 | (c) 2022 | (d) 2023 | (e) 2024 | (f) Total | |
|---|---|---|---|---|---|---|---|
| 9 | Amounts from line 6... | 24,797,687 | 5,509,695 | 6,196,309 | 7,368,767 | 7,197,793 | 51,070,251 |
| 10a | Gross income from interest, dividends, payments received on securities loans, rents, royalties and income from similar sources.. | 162,761 | 347,515 | 416,272 | 607,032 | 846,381 | 2,379,961 |
| b | Unrelated business taxable income (less section 511 taxes) from businesses acquired after June 30, 1975. | ||||||
| c | Add lines 10a and 10b. | 162,761 | 347,515 | 416,272 | 607,032 | 846,381 | 2,379,961 |
| 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.).. | 24,960,448 | 5,857,210 | 6,612,581 | 7,975,799 | 8,044,174 | 53,450,212 |
| 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 | |
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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 2024 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-2024 |
(iii) Distributable Amount for 2024 |
|
|---|---|---|---|---|
| 1 Distributable amount for 2024 from Section C, line 6 | ||||
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2
Underdistributions, if any, for years prior to 2024 (reasonable cause required-- explain in Part VI).
See instructions. |
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| 3 Excess distributions carryover, if any, to 2024: | ||||
| a From 2019....... | ||||
| b From 2020....... | ||||
| c From 2021....... | ||||
| d From 2022....... | ||||
| e From 2023....... | ||||
| fTotal of lines 3a through e | ||||
| g Applied to underdistributions of prior years | ||||
| h Applied to 2024 distributable amount | ||||
|
i
Carryover from 2019 not applied (see instructions) |
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| j Remainder. Subtract lines 3g, 3h, and 3i from line 3f. | ||||
| 4Distributions for 2024 from Section D, line 7: | ||||
| $ | ||||
| a Applied to underdistributions of prior years | ||||
| b Applied to 2024 distributable amount | ||||
| c Remainder. Subtract lines 4a and 4b from line 4. | ||||
|
5
Remaining underdistributions for years prior to 2024, 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 2024. 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 2025. Add lines 3j and 4c. |
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| 8 Breakdown of line 7: | ||||
| a Excess from 2020..... | ||||
| b Excess from 2021..... | ||||
| c Excess from 2022..... | ||||
| d Excess from 2023..... | ||||
| e Excess from 2024..... | ||||
| Facts And Circumstances Test |
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| Return Reference | Explanation |
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| Software ID: | |
| Software Version: |
| Return Reference | Explanation |
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| FORM 990 | STATEMENT REGARDING CORPORATE STRUCTURE: AS OF DECEMBER 31, 2024 THE HOMEWOOD GROUP OF COMPANIES CONSISTS OF A PARENT CORPORATION, FIVE 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 LIVING MINISTIRES, INC. 52-1892688 SUBSIDIARIES: HOMEWOOD LIVING WILLIAMSPORT, INC. 52-0619001 (FORMER SINGLE CORPORATION BEFORE RESTRUCTURING) HOMEWOOD LIVING PLUM CREEK, INC. 52-1931788 HOMEWOOD LIVING MARTINSBURG, INC. 52-1931790 HOMEWOOD LIVING FREDERICK, INC. 52-1931794 HOMEWOOD LIVING FOUNDATION, INC. 52-1892689 HOMEWOOD LIVING SPRING HOUSE, INC. 20-5189952 (BECAME PART OF THE GROUP IN 2007.) AS REQUIRED BY THE INTERNAL REVENUE SERVICE, EACH COMPANY IN THE HOMEWOOD GROUP FILES A SEPARATE FORM 990. HOMEWOOD LIVING MINISTRIES, 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 LIVING 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 LIVING MINISTRIES 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 LIVING MINISTRIES 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. |
| FORM 990, PAGE 2, PART III, LINE 4A | HOMEWOOD LIVING MINISTRIES, 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 LIVING 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, HOMEWOOD LIVING MINISTRIES, 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, HOMEWOOD LIVING MINISTRIES, INC. PROCESSES THE PAYROLL FOR ALL OF THE SUBSIDIARY ORGANIZATIONS. ALL OF THE PAYROLL TAX REPORTS ARE SUBMITTED BY HOMEWOOD LIVING MINISTRIES, 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 LIVING MINISTRIES, INC. 26 HOMEWOOD LIVING WILLIAMSPORT, INC. 271 HOMEWOOD LIVING PLUM CREEK, INC. 414 HOMEWOOD LIVING MARTINSBURG, INC. 354 HOMEWOOD LIVING FREDERICK, INC. 385 HOMEWOOD LIVING FOUNDATION, INC. 4 HOMEWOOD LIVING SPRING HOUSE, INC. 57 |
| 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 (COMMITTEE) SERVES IN A GOVERNANCE AND OVERSIGHT ROLE FOR THE HOMEWOOD BOARD OF TRUSTEES TO ENSURE THAT HOMEWOOD LIVING MINISTRIES(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 LIVING MINISTRIES 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 AND TO ESTABLISH A REBUTTABLE PRESUMPTION OF REASONABLE COMPENSATION. THE THREE ELEMENTS NECESSARY TO ESTABLISH THE REASONABLENESS PRESUMPTION INCLUDE COMPENSATION ARRANGEMENTS BEING APPROVED IN ADVANCE BY AN AUTHORIZED BODY OF THE ORGANIZATION (THE COMMITTEE) COMPRISED OF INDIVIDUALS WITHOUT CONFLICT OF INTEREST; THE COMMITTEE USING APPROPRIATE, COMPARABLE DATA TO MAKE ITS DECISIONS; AND THE COMMITTEE DOCUMENTING ITS DECISIONS THOROUGHLY AND TIMELY. HOMEWOOD'S TARGETED TOTAL CASH COMPENSATION FOR EXECUTIVES IS THE 70TH PERCENTILE AND WITH A 40% SPREAD IS USED TO ESTABLISH THE RANGE BETWEEN MINIMUM AND MAXIMUM TOTAL COMPENSATION, OF THE MARKET LEVELS FOR A COMPETITOR PEER GROUP COMPRISED OF SENIOR LIVING, HEALTH CARE, HOSPITALITY, AND OTHER RELATED 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. THE EXECUTIVE COMPENSATION POLICY 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 AND COMPENSATION POLICIES. 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. EXECUTIVE COMPENSATION POLICY: HOMEWOOD LIVING MINISTRIES (HOMEWOOD) IS AN ORGANIZATION PROVIDING CARE AND SERVICES TO OVER 2,000 SENIORS RESIDING ON OUR FIVE CAMPUSES IN MARYLAND AND PENNSYLVANIA. AS A LARGE AND COMPLEX ORGANIZATION GUIDED BY OUR COMMITMENT TO CARING FOR SENIORS IN OUR LOCAL COMMUNITIES, HOMEWOOD VIEWS EXECUTIVE COMPENSATION AS AN IMPORTANT PART OF OUR ABILITY TO ATTRACT AND RETAIN THE TALENT NECESSARY TO ENSURE CONTINUED SUCCESSFUL OPERATIONS AND SERVICE. HOMEWOOD HAS THUS, DEVELOPED OUR EXECUTIVE COMPENSATION PHILOSOPHY AND PLAN TO ENABLE EFFICIENT AND CONSISTENT ADMINISTRATION OF OUR EXECUTIVE COMPENSATION PROCESSES. ALL REFERENCES TO EXECUTIVES IN THIS DOCUMENT INCLUDE THE PRESIDENT/CEO AND THE VICE PRESIDENTS. HOMEWOOD'S EXECUTIVE COMPENSATION PLAN IS DESIGNED TO SUPPORT A "BEST PRACTICES" APPROACH TO THE GOVERNANCE OF EXECUTIVE PAY UTILIZING THE FOLLOWING COMPONENTS: 1. COMPETITIVENESS - TOTAL CASH COMPENSATION COMPRISED OF BASE SALARY AND VARIABLE CASH INCENTIVES FOR EXECUTIVES WILL BE BENCHMARKED TO COMPETITOR ORGANIZATIONS AND TARGETED AT THE 70TH MARKET PERCENTILE AS IDENTIFIED BY AN INDEPENDENT EXECUTIVE COMPENSATION CONSULTANT'S MARKET SURVEY. HOMEWOOD'S PEER GROUP OF COMPETITOR ORGANIZATIONS WILL BE DRAWN FROM INDUSTRIES/SECTORS WITH WHICH HOMEWOOD EXCHANGES TALENT AS REPRESENTED BY DATA CALIBRATED FOR HOMEWOOD'S OPERATIONS FROM THE MOST RECENT CHIEF EXECUTIVES OF MULTI-SITE ORGANIZATIONS (CEMO), ERI SENIOR CARE AND HOSPITAL, COMPANALYST HOSPITALITY, AND THE HOSPITAL AND HEALTHCARE SYSTEM (HCS) CORPORATE COMPENSATION SURVEYS. ANALYSIS AND SUMMARY OF SURVEY DATA WILL BE ADMINISTERED BY AN INDEPENDENT THIRD PARTY CONSULTANT. 2. USE OF DATA - IN DEVELOPING THE ORGANIZATION'S EXECUTIVE COMPENSATION RANGES, COMPETITIVE MARKET DATA IS USED TO ESTABLISH THE 70TH PERCENTILE OF THE MARKET, AND A 40% SPREAD IS USED TO ESTABLISH THE RANGE FROM MINIMUM TO MAXIMUM (20% BELOW AND 20% ABOVE THE TARGET). THE LOWER PORTION OF THE RANGE IS WHERE LESS EXPERIENCED EXECUTIVES 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 - HIGHLY EXPERIENCED; CONSISTENTLY EXCEEDS EXPECTATIONS 3. PERFORMANCE EVALUATION - THE CEO'S ANNUAL PERFORMANCE REVIEW WILL BE OVERSEEN BY THE BOARD CHAIR. THE CHAIR WILL RECEIVE FEEDBACK FROM THE EXECUTIVE COMMITTEE, PREPARE THE WRITTEN REVIEW DOCUMENT, AND PRESENT THE REVIEW TO THE CEO. PERFORMANCE APPRAISALS FOR THE CEO WILL NORMALLY BE COMPLETED WITHIN ONE MONTH AFTER THE PRESENTATION OF THE AUDITED ANNUAL FINANCIAL STATEMENTS. THE CEO'S PERFORMANCE WILL BE CONSIDERED IN DETERMINING THE CEO'S TOTAL COMPENSATION. THE CEO IS RESPONSIBLE FOR SETTING THE EVALUATION TIMETABLE FOR OTHER KEY EXECUTIVES. EACH POSITION IS EVALUATED, IN WRITING, ANNUALLY. THE INDIVIDUAL EXECUTIVE'S LEVEL OF PERFORMANCE WILL HAVE A DIRECT IMPACT ON SALARY ADJUSTMENTS RECEIVED AND INCENTIVES EARNED BY AN EXECUTIVE. THE CEO WILL PROVIDE AN OVERVIEW OF EACH EXECUTIVE'S PERFORMANCE WHEN PRESENTING COMPENSATION RECOMMENDATIONS TO THE COMMITTEE. 4. BASE SALARY - BASE SALARY IS FIXED PAY FOR ONGOING PERFORMANCE OF JOB RESPONSIBILITIES. BASE PAY WILL BE TARGETED AT THE 70TH MARKET PERCENTILE AS DETERMINED BY AN INDEPENDENT EXECUTIVE COMPENSATION CONSULTANT'S MARKET SURVEY REPORT DISCUSSED ABOVE. SURVEY DATA, PAST EXPERIENCE, AND CURRENT PERFORMANCE WILL BE CONSIDERED WHEN DETERMINING ANNUAL SALARY ADJUSTMENTS. THE BASE SALARY FOR A NEW EXECUTIVE WILL TYPICALLY BE ESTABLISHED BETWEEN THE 50TH AND THE 70TH MARKET PERCENTILES DEPENDENT ON THE NEW EXECUTIVE'S PAST EXPERIENCE. IF A NEW EXECUTIVE BEGINS WITH A BASE SALARY BELOW THE 70TH PERCENTILE, A SCHEDULE SHOULD BE PREPARED TO MOVE THE EXECUTIVE TO THE 70TH PERCENTILE OVER AN APPROPRIATE (ESTIMATED ___ YEARS) PERIOD. THIS BASE SALARY TARGET IS IMPORTANT BECAUSE HOMEWOOD NEEDS AND EXPECTS ITS EXECUTIVES TO BE FUNCTIONING AT A HIGH LEVEL AND, THUS, SHOULD BE COMPENSATED COMPETITIVELY. PRIOR TO AN EXECUTIVE REACHING THE 90TH PERCENTILE FOR A POSITION, THE COMMITTEE WILL CONSIDER RELEVANT FACTORS AND DETERMINE IF THE SALARY WILL BE CAPPED OR IF THE EXECUTIVE'S SALARY WILL BE ALLOWED TO EXCEED THE MAXIMUM SALARY PARAMETER OF THE 90TH MARKET PERCENTILE. EXCEPTIONS TO THE SALARY MAXIMUM MUST BE DEFENSIBLE AND DOCUMENTED IN THE COMMITTEE'S MINUTES. 5. VARIABLE COMPENSATION - AS NOTED ABOVE, TOTAL CASH COMPENSATION, WHICH INCLUDES BASE SALARY AND VARIABLE COMPENSATION IN THE FORM OF INCENTIVES, OR "AT RISK" COMPENSATION, WILL SIMILARLY BE TARGETED AT THE 70TH MARKET PERCENTILE AS DETERMINED BY AN INDEPENDENT EXECUTIVE COMPENSATION CONSULTANT'S COMPETITIVE COMPENSATION SURVEY REPORT. SPECIFIC CORPORATE AND INDIVIDUAL PERFORMANCE MEASURES WILL BE UTILIZED TO DETERMINE EACH EXECUTIVE'S ELIGIBILITY FOR INCENTIVE COMPENSATION WITH A DEFINED MAXIMUM AMOUNT. PERFORMANCE MEASURES FOR THE CORPORATION AND CEO ARE DETERMINED BY THE BOARD AND/OR EXECUTIVE COMPENSATION COMMITTEE IN COLLABORATION WITH THE CEO. PERFORMANCE MEASURES FOR VICE PRESIDENTS ARE DETERMINED BY THE CEO. IF DEFINED CORPORATE PERFORMANCE MEASURES ARE ACHIEVED, EXECUTIVES PERFORMING AT TARGETED PERFORMANCE LEVELS WILL TYPICALLY RECEIVE AN INCENTIVE APPROXIMATING THE 70TH PERCENTILE BENCHMARK. EXECUTIVES UNDERPERFORMING MAY RECEIVE A REDUCED INCENTIVE OR NO INCENTIVE. EXECUTIVES ACHIEVING MAXIMUM TARGETS, MAY RECEIVE AN INCENTIVE MORE THAN THE 70TH PERCENTILE BENCHMARK; HOWEVER, INCENTIVE OPPORTUNITIES WILL BE DESIGNED NOT TO RESULT IN PAYMENTS EXCEEDING THE 90TH PERCENTILE FOR TOTAL CASH COMPENSATION. 6. INCENTIVE PAYMENT REQUIREMENTS - UNLESS SPECIFICALLY AGREED IN WRITING, EXECUTIVES MUST BE EMPLOYED FULL-TIME FOR AT LEAST SIX MONTHS TO BE ELIGIBLE FOR AN INCENTIVE. IF AN EXECUTIVE WORKS LESS THAN A FULL YEAR, THE INCENTIVE, IF PAID, WILL BE PRORATED BASED ON THE NUMBER OF MONTHS EMPLOYED FULL-TIME. UNLESS OTHERWISE APPROVED BY THE COMMITTEE, TO RECEIVE AN INCENTIVE PAYMENT, EXECUTIVES MUST BE CURRENTLY EMPLOYED BY HOMEWOOD AT THE TIME OF PAYOUT EXCEPT IN T |
| FORM 990, PAGE 6, PART VI, LINE 15B | HOMEWOOD'S WAGE ADMINISTRATION GUIDELINES FOR THE CALENDAR BUDGET YEAR 2024: 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. ADDITIONAL 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 2024 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 3% 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 2024 YEAR. CO-WORKERS ACTIVELY EMPLOYED AS OF JANUARY 1, 2024 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 2024 STARTING RATE.) WAGE INCREASES WILL BE EFFECTIVE THE PAY PERIOD OF JANUARY 7, 2024 TO JANUARY 20, 2024 FOR THE JANUARY 26, 2024 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. |
| 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 | OTHER INCOME NETTED WITH EXPENSES -28,720 OTHER INCOME NETTED WITH EXPENSES 28,720 |
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