Alliance for Academic Internal Medicine Inc.

“Aaim has 3 membership categories: founding members, associate members, and regular members. The founding members of the alliance include association of professors of medicine (apm), association of program directors in internal medicine (apdim), association of subspecialty professors d/b/a association of specialty professors (asp), clerkship directors in internal medicine (cdim), and administrators of internal medicine (aim). Associate members are any academically focused organizations that are committed to the future of academic internal medicine, rather than particular specialties within internal medicine, which have been approved as members by a unanimous vote of the board of directors. An associate member has no voting rights of any kind and shall be eligible to merge into the alliance by a unanimous vote of the board of directors at which time a council will represent the regular members of that group, and the president, past-president and president-elect will become members of the board of directors. An associate member may elect to remain in such status until terminated. An individual or a department shall be eligible to become a regular member to the extent his or her work responsibilities or its programs fit within the scope of the activities of the alliance, as determined by the board of directors in its sole discretion. All eligibility criteria, including as may be modified from time to time, are hereby incorporated by reference. Such individual or department shall only become and/or remain a member after all dues as may be required to be paid pursuant to article iv, section 4, have been paid.”

“The president, president-elect, and past president of each founding member serves on the organization's board. Those members also elect a chair, vice chair, and treasurer from a slate of nominees.”

“THE DRAFT 990 IS REVIEWED BY THE Senior Director of Business Operations AND EXECUTIVE VICE PRESIDENT, AND THEN IS REVIEWED BY THE FINANCE COMMITTEE BEFORE IT IS FILED. AN ELECTRONIC COPY OF THE FORM 990 IS DISTRIBUTED TO THE GOVERNING BODY FOR THEIR REVIEW AND APPROVAL PRIOR TO FILING.”

“On an annual basis a conflict of interest questionnaire is distributed to all aaim board and council members, aaim officers, and key staff for completion. The questionnaire includes questions regarding ownership or investment interests, compensation arrangements, and service relationships that may give rise to a conflict of interest. Once completed, forms are submitted to aaim compliance committee for review. Any potential conflicts are evaluated by the aaim compliance committee and a course of action recommended to the aaim board. During the year if potential conflicts arise, they are to be presented to the aaim compliance committee for consideration. To date no such conflicts have been identified.”

“the alliance engaged a firm specializing in human resources matters and compensation setting to conduct a market pay analysis for the president and Deputy Chief Executive Officer/EVP positions. the firm met with appropriate staff to understand the scope of the organization, job duties and responsibilities, and identify comparable organizations. for the president position, the firm utilized the most recent form 990 reports available through guidestar for 18 comparable associations and societies. comparable organizations was defined as $6-$10 mm in revenue (budget) and medical and membership organization. the results of the market analysis for the president position were documented by the firm and presented to the finance committee. the finance committee made a recommendation to the compensation committee for its negotiation of the president contract currently in effect. for the Deputy Chief Executive Officer/EVP position, the firm utilized data from the 2015/2016 asae (national) compensation and benefits study and the 2015/2016 asae greater washington area compensation and benefits study. the results of the market analysis for the Deputy Chief Executive Officer/EVP position were presented to the compensation committee for its negotiation of the Deputy Chief Executive Officer/EVP contract currently in effect. This process was most recently undertaken in the 2016 fiscal year for the president and in the 2016 fiscal year for the Deputy Chief Executive Officer. for all other officers. the alliance engaged a firm specializing in human resources matters and compensation setting to develop a compensation structure and complete market pricing for all positions. the firm provided aaim with a structure that includes the minimum, 25th quartile, midpoint, 75th quartile, and maximum for each position based on its review of several salary studies. the salary for each position was compared to the structure. the results were presented to the compensation committee for review and approval of the structure as well as any market based adjustments to compensation. each year a compensation budget is developed based on the approved compensation structure. any recommended increases based on performance or market are considered by the compensation committee. the compensation committee makes a recommendation to the finance committee to include or adjust the compensation amounts included in the annual budget approved by the board each june. this process was most recently undertaken in the 2015 fiscal year.”

“Alliance for academic internal medicine inc makes their governing documents, conflict of interest policy, and financial statement available upon request”

“The audit oversight process is unchanged from the prior year.”