Greencroft Manor II Inc.

“The organization is under a management agreement with greencroft retirement communities inc. (grc), a related tax-exempt organization, for the management of greencroft manor ii operations. The current agreement renews automatically on a year to year basis.”

“Greencroft goshen, central manor, manor ii and manor iii's (gg) philosophy is to compensate team members in a fair manner for the worth of work provided within the current market value range for each position in the organization. Gg conducts periodic review of the market to develop average wages for positions within greencroft goshen. Greencroft goshen starts team members that meet the minimum requirements for the position at/or near the starting wage. We make adjustments to the starting wage based on years of experience in that specific position. Our compensation philosophy for team members of our organization is based on various tiers. The first tier is general team members. We have hired an outside consultant to develop a compensation system for all of greencroft goshen's positions. The consultants developed a system with wage scales that use the marketplace average for key positions as the starting point for the scales. The wages scales have a minimum, a 25th percentile, a 50th percentile (average) a 75th percentile and a maximum. We strive to keep our average for positions at the mid-point of a range developed by our consultants. Periodically we hire a consultant to update the marketplace average for several key positions. The consultant will use area marketplace data, leadingage data, and other industry data to develop the average. Our compensation philosophy for management and executive team members (directors and vice president) of our organization is slightly different. The second tier is management team members. The wage scale system is the same for our team members. However, our policy states that directors are like other team members and can earn up to the 100th percentile of the range for their position. Our third tier is vice president team members. The wage scale system is the same for our team members. However, there is one difference. The policy states that vice presidents can earn up to the 100th percentile of the range for theirposition. The range uses the median as the mid-point not the average. Generally, the median is below the average. The overall compensation policy and the vp compensation policy are approved by the greencroft communities (gc) board of directors. The greencroft goshen (gg) board reviews the compensation policies. Annually the gc board and the gg board review the compensation of their respective executive teams. They compare current wages with national data provided by leadingage. The boards review the current wage, the percentile ranking of the employee in his/her respective range and the median of the marketplace compared to the mid-point of the employee's range. The boards document these meetings and actions taken in their board minutes. The gg board has reviewed the base wage and the variable pay for the president of greencroft goshen. In the fiscal year 2023 (irs 990 year 2022) this position was at the 82nd percentile of the range for this position in base compensation and the 95th percentile for total compensation.”

“See narrative for part vi, section a, line 6”

“See narrative for part vi, section a, line 6”

“A final draft of the full form 990, including all applicable schedules, is presented by our tax advisors to the organization's audit committee at a regularly scheduled meeting. A copy of the final draft is then provided to each board member prior to its filing. This allows the board of directors and management to review and provide comments and explanations regarding the form.”

“Board members and officers are required to annually disclose any conflicts of interest they may have with the organization. The treasurer reviews each policy statement signed by these individuals to determine if any conflicts have occurred and need to be brought to the attention of the board. If a conflict arises, the respective board member will abstain him/herself from any related discussion, vote or similar action on the matter.”

“Greencroft goshen, central manor, manor ii and manor iii's (gg) philosophy is to compensate team members in a fair manner for the worth of work provided within the current market value range for each position in the organization. Gg conducts periodic review of the market to develop average wages for positions within greencroft goshen. Greencroft goshen starts team members that meet the minimum requirements for the position at/or near the starting wage. We make adjustments to the starting wage based on years of experience in that specific position. Our compensation philosophy for team members of our organization is based on various tiers. The first tier is general team members. We have hired an outside consultant to develop a compensation system for all of greencroft goshen's positions. The consultants developed a system with wage scales that use the marketplace average for key positions as the starting point for the scales. The wages scales have a minimum, a 25th percentile, a 50th percentile (average) a 75th percentile and a maximum. We strive to keep our average for positions at the mid-point of a range developed by our consultants. Periodically we hire a consultant to update the marketplace average for several key positions. The consultant will use area marketplace data, leadingage data, and other industry data to develop the average. Our compensation philosophy for management and executive team members (directors and vice president) of our organization is slightly different.the second tier is management team members. The wage scale system is the same for our team members. However, our policy states that directors are like other team members and can earn up to the 100th percentile of the range for their position. Our third tier is vice president team members. The wage scale system is the same for our team members. However, there is one difference. The policy states that vice presidents can earn up to the 100th percentile of the range for their position. The range uses the median as the mid-point not the average. Generally, the median is below the average. The overall compensation policy and the vp compensation policy are approved by the greencroft communities (gc) board of directors. The greencroft goshen (gg) board reviews the compensation policies. Annually the gc board and the gg board review the compensation of their respective executive teams. They compare current wages with national data provided by leadingage (formerly american association of homes and services for the aging - aahsa). The boards review the current wage, the percentile ranking of the employee in his/her respective range and the median of the marketplace compared to the mid-point of the employee's range. The board document these meetings and actions taken in their board minutes. The gg board has reviewed the base wage and the variable pay for the president of greencroft goshen. In the fiscal year 2023 this position was at the 82nd percentile of the range for this position in base compensation, the 95th percentile for total compensation and at the 160th percentile of the market for the variable pay compensation. This process was last performed in fiscal year 2023.”

“Governing documents, financial statements, and conflict of interest policies are not required disclosures pursuant to internal revenue code (irc) section 6104. These documents are not available to the public at this time.”

“The organization's employees are paid by greencroft goshen, inc (ein 35-1270709), a related tax-exempt organization. These employees are included in the form w-3, transmittal of wage and tax statements, that is filed by greencroft goshen.”

“The audit process has not changed from the prior year.”

“Transfer to affiliate: $1,500,000”