Elias E Tucker Trust Fund C/O CMMC

“Members or stockholders: the only member of the elias e tucker trust fund shall be central maine medical center. Members of the board of directors shall be appointed by the sole member of the corporation.”

“Members or stockholders: the only member of the elias e tucker trust fund shall be central maine medical center. Members of the board of directors shall be appointed by the sole member of the corporation.”

“Members or stockholders: the only member of the elias e tucker trust fund shall be central maine medical center. Members of the board of directors shall be appointed by the sole member of the corporation.”

“Form 990 is reviewed internally by management before filing with the irs.”

“Monitoring compliance with conflict of interest policy: officers and directors complete an annual conflict of interest statement which is reviewed by the chairman of the board and conforms to the conditions contained within the corporation's bylaws, which meet or exceed the current irs reporting thresholds. In areas of conflict by the chairman, the vice-chairman reviews. Additionally, as part of the annual form 990 preparation process, a separate questionnaire is provided, which includes distributions to key employees, covering reporting areas of loans, grants, business relationships, and other conflicts. These questionnaires are reviewed by the finance department for reportable items for the form 990. In the case of a possible conflict, the board would review the situation and take actions deemed appropriate for the possible or actual conflicts of members of the board or the executive officers. In the case of key employees, the review and actions taken would be performed by their direct supervisor.”

“Executive compensation policy: central maine healthcare (cmhc) has established and follows a deliberative transparent process which meets irs regulations for " rebuttable" presumption of reasonableness. A standing executive compensation committee (ecc), comprised of independent members of board leadership, exists to undertake the process of determining compensation for the chief executive officer, chief financial officer, chief medical officer, president of central maine medical center, physician practice executive, president of rumford hospital, and president of bridgton hospital. The process guidelines and authority of the ecc are set out in the executive compensation philosophy and responsibilities charter which was approved by the cmhc board. The entire chmc board participates in the annual performance evaluation of each executive, including a review of accomplishments relative to goals and objectives derived from the strategic plan. The ecc reviews the results of the annual performance evaluation and appropriate comparability data based on several factors recommended by an independent executive compensation consultant, who specializes in not-for-profit hospitals and health systems, and our attorney's factors used in determining comparability to the organization including geography, organizational complexity, facility type, ownership type, and any other factors deemed relevant by the committee's consultants, or its attorneys. Using this information, the ecc annually reviews the executives' compensation to determine if modification to base salary is warranted, and reviews the executives' accomplishments to determine if any variable pay is to be awarded. The entire process is then documented contemporaneously with the decision making process and approved thereafter in accordance with the irs guidance. The compensation paid to key employees is reviewed by the vice president of human resources and organizational development. During the review process, the central maine healthcare compensation manager providers market data on comparable positions from comparative groups of healthcare organizations that are appropriately similar in terms of their revenue, geographic location, number of employees, number of staffed hospital beds, etc. Human resources provides at a minimum four sets of comparability data from the most recent national healthcare specific compensation surveys ( e. G. Watson & wyatt, sullivan & cotter, the hay group, mercer, etc) for reference. These surveys report pay rate data that is typically aged less than 6 months. Central maine healthcare and affiliates strive to pay at the market average or slightly above it for key employees. Once the compensation manager and the vice president of human resources and organizational development have finalized recommendations based on this empirical data, they are presented to the presidents of each hospital that supervise the key employees, and the ceo of central maine healthcare, for review, edits, and approval. This process typically occurs during the last month of the fiscal year in preparation for the next fiscal year. Central maine healthcare documents the basis for its determination for key employees' compensation and maintains this contemporaneously substantiated material in the human resources department.”

“Public disclosure: the organization's governing documents and conflict of interest policy are available upon request in the organization's administrative offices. The financial statements of the organization are included in the most recently filed form 990 and provided, upon request, in that format unless the specific request deems a different format more appropriate.”

“Board member compensation: no members of the board of directors received compensation for their duties as directors. Steve littleson is employed as president of central maine healthcare corporation and his compensated time is spent in that capacity. Hector tarraza and david salko are both physicians and their compensated time is spent in that capacity.”

“The organization has not changed its oversight process during the tax year.”