Versiti Inc.

“Form 990 review versiti, inc. Utilizes grant thornton llp to complete the irs form 990 and related schedules. Following completion, they are reviewed by the controller 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 versiti, inc. 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 versiti, inc. Directly compensates 10 of its employees/officers. These 10 officers provide services to the supported organizations, per a formal cost reimbursement agreement. Versiti and its affiliates greatly value the generous contributions of the individuals and organizations that support our mission within the community we serve. In order to ensure proper stewardship of our charitable resources, versiti and its affiliates follow a formalized process to confirm that compensation provided to our executive leadership team is fair, reasonable, and not excessive when compared to other executives. This process also helps us ensure that our compensation program supports the retention of experienced, highly-qualified executives who are committed to our mission. The compensation committee of the versiti board of directors, acting in its capacity as the compensation committee, sets and monitors the compensation philosophy for the organization. Other than the versiti president and 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 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 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. In order to assess the reasonableness of executive compensation arrangements, the compensation committee obtains and reviews appropriate comparability data collected by the human resource department and a qualified 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. A copy of the compensation committee's minutes is also provided to the versiti board of directors. Versiti has an incentive program for executives, directors, management, investigators and staff described in detailed written policies approved by the compensation committee annually. Evaluation and compensation review -ceo - each year, the executive/compensation committee evaluates the 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. -executives - each year, the versiti ceo reviews the performance of each executive and the achievement of their individual goals and objectives. The versiti ceo presents his/her recommendations to the compensation committee, which reviews and approves recommended compensation ranges, and approves final salary and incentive payments. Executives are positioned within the appropriate salary range based upon the: -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 e”

“ORGANIZATION'S DOCUMENTS OPEN TO THE PUBLIC THE ORGANIZATION MAKES ITS GOVERNING DOCUMENTS, CONFLICT OF INTEREST POLICY, AND FINANCIAL STATEMENTS AVAILABLE UPON REQUEST TO THE PUBLIC DURING NORMAL BUSINESS HOURS AND AT THE ORGANIZATION'S LOCATION. Part VII 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. THE PRESIDENT AND CEO HOURS REPORTED BY THE FILING ORGANIZATION ARE REFLECTIVE OF HOURS SPENT ON SUPERVISION OF THE AFFILIATE GROUP.”