St. Lukes Community Development Corporation-Sugar Land

“According to the bylaws of chi st. Luke's health - sugar land hospital the entity's sole member is st. Luke's health system corporation, a texas nonprofit corporation.”

“According to the organization's bylaws, directors shall be appointed or refused by the corporate member. The corporate member may appoint one or more individuals to the board of directors, and may at any time remove, with or without cause, any member of the board of directors. According to the organization's bylaws, directors of the corporation shall be appointed by the corporate member no later than june 30 of each year. The names and qualifications of each individual accepted by the board of directors shall be submitted to the corporate member, who shall appoint or refuse each nominee in accordance with the corporate member's bylaws and with endorsement of the senior vice president of operations. The corporate member may unilaterally appoint one or more individuals to the board of directors should the board fail to furnish the corporate member with a list of individuals qualified to serve on the board of directors of the corporation. (chcf reserved rights) except as otherwise provided in the corporation's articles of incorporation or the laws of the state of organization, catholic health care federation ("chcf") shall have such rights as are reserved to the corporate member, acting in its capacity as the membership body of chcf, under the governance matrix.”

“The organization had no committees with broad authority to act on behalf of the governing body.”

“The return was made available to the officers and directors before filing. Subsequent to the return being provided to the board, the tax department files the return with the appropriate federal and state agencies, making any non-substantive changes necessary to effect e-filing. Any such changes are not re-submitted to the board.”

“The organization has a conflicts of interest ("coi") policy (the "policy") in place to protect the interests of commonspirit health ("commonspirit") in circumstances that may result in a conflict between personal interests of a person and the interests of the organization and those it serves. The policy was last updated during the tax year ended 6/30/2021. Commonspirit's coi policy applies to commonspirit, its direct affiliates and subsidiaries and any related entity the governing documents of which require the entity to comply with commonspirit policy (collectively the "system entities"). The following persons are required to disclose actual or potential conflicts of interest at least annually (via a formal system-administered survey) if the person's affiliation with commonspirit continues: - members of corporate and community boards of system entities - members of committees of corporate and community boards of system entities - members of the executive leadership team ("elt") of commonspirit - corporate officers of system entities - employees of system entities at the vice president level and above - all individuals engaged in research at institutions owned or operated by a system entity. - select employees as determined from time to time by leadership (which includes key employees and highest compensated employees as specified by the internal revenue service for form 990 purposes who are not otherwise included in the categories above). Disclosure, review, and management of perceived, potential, or actual conflicts of interest are accomplished through a defined coi disclosure review process. Each person is required to promptly and fully disclose any situation or circumstance that may create a conflict of interest as soon as she/he becomes aware of it. In addition, at the inception of an individual's relationship with commonspirit (e.g. Hiring, board appointment), and for certain positions, annually thereafter, written conflict of interest disclosure forms must be completed. A failure to disclose may result in disciplinary or corrective actions. Reported potential or actual conflicts of interest are initially reviewed by legal, corporate responsibility or research integrity staff. If necessary, a conflict of interest management plan is developed, which plan shall be subject to acceptance by the appropriate direct manager, supervisor, medical staff office, board or board committee (for board, board committee, elt or corporate officer conflicts), or other appropriate individual or body. Once accepted, the conflict of interest management plan is communicated to the person with the actual or potential conflict and the individual must conduct themselves in conformity with the plan. In the event that a transactional conflict interest arises in connection with a system entity board meeting, the conflicted individual must disclose that conflict prior to or at the beginning of the meeting in which the matter is to be considered. The conflicted individual is excluded from voting on the transaction and is prohibited from using personal influence with respect to the matter, but is not prohibited from providing input if requested to do so.”

“Form 990, part vi, line 15a - process for determining compensation - top management official: the organization's top management official's compensation was paid by commonspirit health, a related organization the commonspirit health board of stewardship trustees appoints a human resources and compensation committee, comprised exclusively of independent directors, who are accountable for approving reasonable compensation packages for each officer and certain key employees (including the president/ceo). The human resources and compensation committee approves, consistent with the organization's philosophy and principles, the annual performance goals and criteria to be used in determining merit increases and variable compensation criteria for officers and key executives. The human resources and compensation committee also engages an independent consultant as necessary and qualified independent compensation and benefits specialists (independent experts) to review, analyze and provide benchmarking data for the total compensation and benefits packages of officers and key executives. Appropriate comparable data is obtained from the independent experts, (e.g., total economic benefits paid by similarly situated organizations, both taxable and tax-exempt, for similar job responsibilities). Key deliberations of the committee are documented in meeting minutes which are approved at the next committee meeting and provided to the board of stewardship trustees. The documentation of the deliberations includes (a) the terms of the agreement approved and the date approved; (b) the members of the committee who were present during discussion of the approved agreement and those who voted on it; and (c) the comparability data obtained and relied upon by the committee and how the data was obtained. Form 990, part vi, line 15b - process for determining compensation officers/key employees: st. Luke's community development corporation - sugar land does not compensate its officers and directors directly. The sole member's parent corporation, st. Luke's health system (slhs), pays compensation for the officers and directors listed. Slhs' compensation committee meets as needed, but typically meets two times per year. This committee consists of three outside directors and its function is to make recommendations/decisions on salary and benefits for key executives. Various data is utilized in decisionmaking including compensation consultants, management's level of achievement of stipulated performance targets, external surveys, and local market conditions. Permanent minutes are prepared and reviewed by compensation committee members prior to their ratification. These minutes are sufficiently detailed to provide substantiation of the decisions made by the committee with regard to each key executive's compensation and benefits. A report is made to the full board by the compensation committee chair at which time ratification of committee action is voted by the board.”

“The organization's financial statements, conflict of interest policy and governing documents are available to the public upon request. The organization's financial statements are included in commonspirit health's consolidated audited financial statements that are available at www.commonspirit.org.”

“Written document retention and destruction policy: st luke's health system corporation and related entities have a written general policy related to document retention and destruction. Documents and records are retained for various federal, state or other jurisdiction statutes for medical or financial review on a department by-department basis.”

“Payments to vendors for entities that are part of commonspirit health (csh) are made by csh. Therefore no form 1099s are issued by the organization. Csh files the form 1099s and complies with the backup withholding rules for reportable payments to vendors and gaming winnings. The 1099s issued by chi on behalf of the organization are reported to the irs.”

“Contract services: program service expenses 2,971,225. Management and general expenses 524,334. Fundraising expenses 0. Total expenses 3,495,559. Contract labor: program service expenses 6,667,957. Management and general expenses 1,176,698. Fundraising expenses 0. Total expenses 7,844,655. Purchased services: program service expenses 1,804,990. Management and general expenses 318,528. Fundraising expenses 0. Total expenses 2,123,518. Other fees: program service expenses 3,681,350. Management and general expenses 649,650. Fundraising expenses 0. Total expenses 4,331,000.”

“Reallocation of cares act revenue 6,069,758.”

“Prior period adjustment: centralized transactions: transfers for journal entries recorded centrally at commonspirit to standardize contractual allowance methodology across all commonspirit affiliates and subsidiaries. Recorded centrally at year end and transferred to facilities in the following year.”