Academy Health

“Academyhealth has a dynamic membership community of health services researchers, policymakers, and practitioners committed to supporting the development of more and better health services research, and translating the best available research and experience into useful information to assist health policy and practice leaders in addressing major health challenges.”

“Academyhealth has members that can vote for the slate of board of directors.”

“The independent tax/audit firm prepares the 990 form. The cfo and ceo review the draft form before filing. The submitted form is shared with the finance committee.”

“The policy is part of the bylaws and it was recently updated. At the beginning of each year, the board and key officials are asked to review the policy, complete the form, sign and submit (typically these are collected at the december board meeting).”

“In 2012, academyhealth hired an independent consulting firm to conduct a complete review the compensation structure (including ceo position) to assess our alignment with the current market and competitive position. As comps, the firm used published surveys reported detailed compensation data from various labor markets, including washington, dc associations, nonprofits, and organizations with 35-59 full-time employees and operating budgets of $8.0 to 15 million. The compensation data from the survey included base salary and total cash compensation data at the 25th, 50th (median), and 75th percentiles, where available. The firm also collected compensation data from peer organizations for certain senior positions. The firm along with academyhealth's hr director assessed all the job descriptions, compared the compensation for each individual job against the market and evaluated academyhealth's competitive positioning. The results: - the firm considers a salary that is between 90% and 110% of market median to be with competitive range. Based on their analysis academyhealth base salaries are on average 98% of market median. Some junior positions were below the range. - the firm identified compression at the top levels particularly at the director (level 6) and vice president (level 8) levels and therefore recommended the development of a level 7-senior director. It was reported that more nonprofits and smaller organizations are beginning to see the need for a senior level below their executive management team. The firm proposed the implementation of more detailedlevel descriptions (to better distinguish each of the varying roles, duties and responsibilities at each level) and a new salary structure for the proposed organizational levels. Creating a new salary structure will help create wider range spreads in the upper levels to allow for incumbents at that level to stay in their positions longer and to provide more opportunity for growth. How are salary increases implemented? All staff including the ceo has a job description and goals developed to be linked to annual corporate and team goals. Academyhealth now uses success factors (a cloud-based performance management system) to document and track individual progress on stated goals. At the end of the year, staff members are evaluated by their supervisor (and subordinates if the individual is a manager) on: 1) achieving specific goals, 2) core organizational competencies and 3) for managers- role specific competencies related to leadership, managing performance and project management. The result is a score by area and overall score-from 1 to 3. The scores are linked with a range of percentage increases, such as a score of 2-2.5 would equal a salary increase of 2.5-3%. The executive team and hr director (level 8 and ceo) reviews all proposed increases for those staff at level 7 and below) to ensure the increases are applied consistently and within salary bands. The ceo follows the same procedure for the executive team that she manages with consultation with the hr director who she does not supervise. Similarly, the ceo develops specific goals with stated evaluation measures including measures to achieve variable compensation/bonus. After year-end, the data is compiled and the ceo meets with the executive committee in person for a full review. The executive committee will then propose a salary increase usually based on the same range as other staff (example above) and a proposed bonus which is based on achieving stated goals and evaluated as documented at the beginning of the year. The propose increase and bonus is compared with the industry data provided by the consultants.”

“Academyhealth provides bylaws, conflict of interest data and audited financial statements to the public upon a specific request. These documents are available for the same period of disclosure as set forth in section 6104(d).”