Center for Healthcare Supply Chain Rsrch Formerly Hdma Research & Ed Foundation

“The bylaws were updated in 2016 to fully reflect the organization's transition to their new legal name "HDA Research Foundation".”

“Each Director of the Foundation is to be selected by a majority of the HDA Executive Committee with recommendations from the Foundation's current Board Chairman, Vice Chairman, President and EVP.”

“INFORMATION NEEDED TO COMPLETE FORM 990 IS PULLED TOGETHER AND COMPILED BY THE Foundation'S TREASURER AND REVIEWED WITH HDA'S AUDITING FIRM. THE Foundation'S PRESIDENT, EVP & COO, AND TREASURER REVIEW THE SIGNIFICANT FORM 990 INFORMATION AND MEET WITH THE TAX MANAGER FROM OUR AUDITING FIRM TO AGREE ON HOW TO ADDRESS ANY QUESTIONS OR CHANGES IN REQUIREMENTS.”

“THE Foundation HAS A WRITTEN CONFLICT OF INTEREST POLICY. ALL EMPLOYEES AND BOARD MEMBERS ARE COVERED BY THE POLICY. A CONFLICT OF INTEREST COMPLIANCE CERTIFICATION IS REQUIRED TO BE SIGNED BY BOTH BOARD MEMBERS AND STAFF annually. IF A CONFLICT OR POTENTIAL CONFLICT IS IDENTIFIED, THE Foundation'S PRESIDENT AND EVP WILL DETERMINE WHAT RESTRICTIONS WILL BE IMPOSED ON THE PERSONS INVOLVED.”

“The processes described below are used by the Healthcare Distribution Alliance, a related exempt organization. COMPENSATION SETTING PROCESS Foundation PRESIDENT THE PRESIDENT OF THE Foundation HAS A FIVE-YEAR EMPLOYMENT CONTRACT WITH HDA. THIS AGREEMENT IS REVIEWED AND AGREED TO BY THE EXECUTIVE COMMITTEE OF THE BOARD OF DIRECTORS OF HDA AND SIGNED BY THE CHAIRMAN OF HDA'S BOARD. EACH YEAR, THE CHAIR AND VICE CHAIR OF THE HDA BOARD REVIEW THE PRESIDENT'S PERFORMANCE, PREPARE A WRITTEN PERFORMANCE REVIEW AND DETERMINE THE AMOUNT OF ANY BONUS AND ANNUAL SALARY INCREASE. ANY COMPENSATION CHANGES ARE COMMUNICATED IN WRITING TO THE HDA'S EXECUTIVE VICE PRESIDENT & COO (WHO IS ALSO THE TREASURER FOR THE Foundation) FOR IMPLEMENATION. IN SETTING THE PRESIDENT'S COMPENSATION, THE HDA EXECUTIVE COMMITTEE UTILIZES AN INDEPENDENT COMPENSATION CONSULTANT AND THE FORM 990 OF OTHER ORGANIZATIONS. COMPENSATION SETTING PROCESS FOR OTHER Foundation KEY EMPLOYEES THE OTHER Foundation KEY EMPLOYEE IS THE EVP & COO. HDA'S CEO, EVP & COO, AND THE VP OF HUMAN RESOURCES REVIEW ALL OTHER STAFF COMPENSATION AT THE END OF THE CALENDAR YEAR. A WRITTEN PERFORMANCE REVIEW IS REQUIRED FOR EACH EMPLOYEE. EACH POSITION HAS A SALARY RANGE, WHICH IS UPDATED BY AN INDEPENDENT OUTSIDE CONSULTANT APPROXIMATELY EVERY THREE YEARS. THE PRESIDENT, TREASURER AND HDA'S VP OF HUMAN RESOURCES ALSO LOOK AT WHERE EMPLOYEES' COMPENSATION FALLS WITHIN THEIR SALARY RANGES (BASED UPON THE MOST RECENT JOB DESCRIPTIONS) AND MAKE RECOMMENDATIONS TO THE PRESIDENT ON ANY "PARITY" ADJUSTMENTS, ON A CASE-BY-CASE BASIS. IN ADDITION, ALL SUPERVISORS WHO REQUEST ANNUAL BONUSES FOR ANY OF THEIR EMPLOYEES MUST SUBMIT A WRITTEN PROPOSAL. THESE PROPOSALS ARE REVIEWED BY THE PRESIDENT, TREASURER AND HDA'S VP OF HUMAN RESOURCES AND APPROVED BY THE PRESIDENT.”

“The organization does not make its governing documents available to the public.”

“The foundation's mission is to conduct research and education that creates knowledge and identifies business practices that improve the efficiency, safety and the integrity of the healthcare supply chain. To provide thought leadership to further enhance the safety and security of the healthcare supply chain through future-focused study and programming.”

“Consultants: Program service expenses 140,105. Management and general expenses 250. Fundraising expenses 0. Total expenses 140,355.”

“There is no change to the audit review process from the prior year.”