Hospice at Greensboro Inc

“The executive committee consists of at least five members of the board of directors, including the chair, the vice chair, the secretary and treasurer and one or more at-large members ofthe board of directors nominated by the board chair and approved annually by the board of directors. The executive committee shall have the full authority and power to act for the board of directors in the interim between meetings of the board of directors. Minutes of the meetings of the executive committee shall be kept, and any action taken shall be reported to the board of directors at the next regular meeting. The immediate past chair of the board may serve as an ex-officio non-voting member of the executive committee for one year, whether or not his or her regular board term has expired.”

“The cfo reviews the tax return before it is signed and filed. The finance committee also reviews the tax return after it is signed but before it is filed.”

“The conflict of interest policy is distributed and discussed with all employees at general orientation. Employees are required to sign an acknowledgement indicating they have received and read the policy. Periodically at staff meetings, the policy is reviewed. Annually, the board of directors must sign an acknowledgement indicating that they have received and read the policy. All board members are required to disclose any conflict of interest and recuse themselves from input, decision making or voting related to the conflict.”

“The ceo's salary is evaluated by the board of directors annually. The ceo's base salary is determined using benchmark market data obtained from the hospice salary and benefits report published by the hospital and healthcare compensation service in cooperation with the national association for homecare and hospice. This is the most comprehensive survey done by hospice organizations and it is widely used. At the beginning of every fiscal year, the board chair and the ceo jointly develop quantifiable objectives to measure and evaluate the ceo's performance. These include indicators such as: quality, employee satisfaction, employee turnover rates, volume (average daily census) targets, net margin, and medication cost per day. The organization maintains a salary schedule for all exempt and non-exempt positions. Compensation for officers and other key employees is determined through the use of this schedule. Each is reviewed annually by comparing to benchmarks positions within the hospice market and related salary and wage data. Where needed, appropriate, and feasible, pay ranges may be modified, with board approval, to more closely reflect the market. The process described here was last completed in 2025.”

“The organization's governing documents, conflict of interest policy, and financial statements are available upon request.”

“During the year, the organization added two new medicaid-funded community-based waiver programs, cap-c (community alternatives program for children) and cap-da (community alternatives program for disabled adults). These programs provide non-medical supportive services, including personal care assistance, respite care, and case management, to eligible children and adults who meet institutional-level care criteria but are able to remain safely in their homes. The purpose of these programs is to support independent living, reduce unnecessary institutionalization, and provide relief and support to caregivers, while remaining fully aligned with the organization's charitable healthcare mission.”

“The process for oversight and selection of an independent accountant has not changed from the prior year.”