Aurora Area Blood Bank DBA

“Business Relationship Dale Kent and Peter Ziegler have a business relationship.”

“MEMBERS OR STOCKHOLDERS Versiti, INC. (A 501(C)(3) ORGANIZATION) IS THE SOLE CORPORATE MEMBER.”

“MEMBER OR STOCKHOLDER POWERS Versiti, INC. HAS RESERVE POWERS; INCLUDING THE ABILITY TO ELECT A MAJORITY OF DIRECTORS.”

“Form 990 review the organization utilizes grant thornton llp to complete the irs form 990 and related schedules. Following completion, they are reviewed by the controller, and the president and ceo. The draft forms are then reviewed by the compliance and audit committee prior to submission to the irs. The full board is provided a copy of the form 990 prior to filing.”

“Conflict of interest policy the organization maintains a written conflict of interest policy. On an annual basis, current directors and officers are asked to complete a disclosure form based on irs requirements that includes the following: whether they have any direct or indirect relationship either through business or family member with the organization. Whether they received compensation from any organization that shares common ownership or control with the organization. Whether they have served as an officer, director, key employee, partner or member of an entity (or shareholder of a professional corporation) doing business with the organization. These answers are accumulated, summarized and evaluated by management to determine if any conflicts exist. Identified conflicts are addressed in accordance with the written policy.”

“COMPENSATION PROCESS The Compensation Committee of the Versiti Board of Directors, acting in its capacity as the Compensation Committee, sets and monitors the compensation philosophy for Versiti and the related entities that it supports, including Aurora Area Blood Bank dba Heartland Blood Centers (Heartland). Other than the Versiti President & Chief Executive Officer, the Compensation Committee does not include members of management and is comprised entirely of individuals who do not have a conflict of interest with respect to Versiti or Heartland compensation arrangements. The Versiti President and Chief Executive Officer recuses her/himself from all discussions and approvals related to her/his compensation. The Versiti Compensation Committee reviews Heartland executive compensation arrangements to ensure such arrangements are fair, reasonable, and not excessive when compared to similarly-situated executives. Executive compensation arrangements are reviewed for reasonableness and approved by the Compensation Committee annually in accordance with the Versiti Reasonableness Review Policy. The Compensation Committee assesses the reasonableness of executive compensation arrangements after it obtains and reviews appropriate data for comparability from the human resource department and an independent compensation consultant. The Compensation Committee engages a qualified independent compensation consultant annually. The independent consultant performs an analysis of compensation levels at regional and national organizations of comparable size, scope and structure and provides the Committee with comprehensive data on the availability of similar services within the geographic area, compensation surveys, written offers from similar institutions, and other information relevant to comparability of compensation. The Compensation Committee's review, recommendations and approvals are documented concurrently in the Committee minutes, which are subsequently reviewed and approved by the Compensation Committee as reasonable, accurate and complete. Versiti and Heartland have incentive programs for the Chief Executive Officer and other Corporate Officers described in detailed written policies approved by the Compensation Committee annually. Evaluation and Compensation Review -CEO - Each year, the Executive/Compensation Committee evaluates the Versiti/Heartland CEO's performance against established objectives, determines incentive payment and merit increase based upon performance and market data provided by the third party compensation consultant, and works with the CEO to establish objectives for the next year. -Other Corporate Officers - Each year, the Versiti/Heartland CEO reviews the performance and the achievement of individual goals and objectives of each Versiti/Heartland Corporate Officer. The Versiti/Heartland CEO presents his/her recommendations to the Compensation Committee, which reviews and approves recommended compensation ranges, and approves final salary and incentive payments. Corporate Officers are positioned within the appropriate salary range based upon: -EXECUTIVE'S KNOWLEDGE, COMPETENCIES, AND EXPERIENCE, -PERFORMANCE OF THE EXECUTIVE'S AREAS OF RESPONSIBILITY, -THE EXECUTIVE'S CONTRIBUTION TO OVERALL PERFORMANCE, -THE IMPORTANCE OF RETAINING THE EXECUTIVE, -INTERNAL EQUITY CONSIDERATIONS, -THE FINANCIAL RESOURCES AVAILABLE, AND -EXECUTIVE BASE SALARY INCREASES PROVIDED IN THE COMPETITIVE MARKET”

“Organization's documents open to the public the organization makes its governing documents, conflict of interest policy, and financial statements available upon request during normal business hours at the organization's location.”

“Average hours the hours listed on form 990, part vii are representative of an average for the officers and executive team. Each individual person's weekly tally may be greater or lesser per week based on their individual roles and responsibilities within the filing organization and related parties.”