Reid Physician Associates Inc

“Each current director of reid physician associates, inc. Is appointed as a director by the board of directors of reid hospital & health care services, inc., which is comprised primarily of independent directors.”

“The corporation's only member is reid hospital & health care services, inc., which is a 501(c)(3) organization.”

“Reid hospital & health care services, inc., as the corporate member of reid physician associates, inc. May appoint and remove any director of the corporation.”

“Pursuant to the bylaws of reid physician associates, inc., reid hospital & health care services, inc. (as the corporate member of reid physician associates, inc.) holds certain reserved powers, which means that the board of directors of reid physician associates, inc. Cannot exercise these powers without the approval of reid hospital & health care services, inc.”

“This form 990 was prepared and reviewed by an outside accounting firm and legal counsel before being presented to management for review. Following management's review, the form 990 was presented to the board for final review and approval before filing.”

“Every year all key employees, officers, and directors are required to disclose any potential conflict of interest relating to reid physician associates, inc. And its affiliates. This information is reviewed by the organization's administrative staff and internal auditor. During the year each employee and officer is required to disclose any conflict of interest when it occurs. The board of directors is asked if there are any conflicts of interest issues before each and every board meeting.”

“The board of directors of reid hospital & health care services, inc. Has ultimate authority and responsibility for the compensation of reid physician associates, inc. Directors, officers, and key employees. This responsibility extends to quality of services rendered, quality of its medical staff, quality of its leadership and other financial, legal, ethical, and operational considerations. As a service team providing human services, reid physician associates, inc.'s people (leadership, medical staff, employees, and volunteers) represent the single most important asset possessed by the organization. More than any other factor (buildings, equipment, technology, etc.), the quality of human resources determines the quality of services ultimately provided to its patients and families. This commitment to quality and the stewardship of human resources serves as the foundation for reid physician associates, inc.'s employee relations posture. This applies to all aspects of employee relations at all levels. A compensation philosophy that attracts and retains qualified, high quality and committed employees at all levels is in the best interest of reid physician associates, inc. And those we serve. The president and ceo of reid hospital & health care services, inc., appointed by reid hospital & health care services, inc.'s governing board, is charged with the responsibility for developing and administering a compensation plan that reflects the previously stated philosophy and mission of reid physician associates, inc. The compensation program addresses the following goals: 1.) the ability to attract an individual who is highly qualified by reason of professional education, past experience, and personal characteristics; 2.) appropriate recognition of performance (positive or negative); 3.) maintenance of motivation for further performance at a level of excellence; 4.) retention (when desired) of leadership expertise; and 5.) fairness. It is important to note that the issue of fairness relates to the community, reid physician associates, inc., and the individual. The goal is not to minimize cost per se, nor to maximize income as a single objective. The goal is to achieve a compensation package that is fair to the community, fair to reid physician associates, inc. And fair to the individual. In meeting this fairness objective, physician compensation is evaluated and determined by the following factors: market conditions, geographic considerations, physician recruitment initiatives, third party consultations, legal review, and compensation surveys. An internal review was conducted by human resources in 2022.”

“The board of directors of reid hospital & health care services, inc. Has ultimate authority and responsibility for the compensation of reid physician associates, inc. Directors, officers, and key employees. This responsibility extends to quality of services rendered, quality of its medical staff, quality of its leadership and other financial, legal, ethical, and operational considerations. As a service team providing human services, reid physician associates, inc.'s people (leadership, medical staff, employees, and volunteers) represent the single most important asset possessed by the organization. More than any other factor (buildings, equipment, technology, etc.), the quality of human resources determines the quality of services ultimately provided to its patients and families. This commitment to quality and the stewardship of human resources serves as the foundation for reid physician associates, inc.'s employee relations posture. This applies to all aspects of employee relations at all levels. A compensation philosophy that attracts and retains qualified, high quality and committed employees at all levels is in the best interest of reid physician associates, inc. And those we serve. The president and ceo of reid hospital & health care services, inc., appointed by reid hospital & health care services, inc.'s governing board, is charged with the responsibility for developing and administering a compensation plan that reflects the previously stated philosophy and mission of reid physician associates, inc. The compensation program addresses the following goals: 1.) the ability to attract an individual who is highly qualified by reason of professional education, past experience, and personal characteristics; 2.) appropriate recognition of performance (positive or negative); 3.) maintenance of motivation for further performance at a level of excellence; 4.) retention (when desired) of leadership expertise; and 5.) fairness. It is important to note that the issue of fairness relates to the community, reid physician associates, inc., and the individual. The goal is not to minimize cost per se, nor to maximize income as a single objective. The goal is to achieve a compensation package that is fair to the community, fair to reid physician associates, inc. And fair to the individual. In meeting this fairness objective, physician compensation is evaluated and determined by the following factors: market conditions, geographic considerations, physician recruitment initiatives, third party consultations, legal review, and compensation surveys. Reid hospital & health care services, inc. Endeavors to satisfy the standards advocated by the internal revenue service for approving executive compensation.”

“The organization's governing documents, conflict of interest policy, and financial statements are made available upon request.”