Infirmary Foundation Inc.

“Related party information among officers clifton inge, sr (director) and clifton inge, jr (director) have a family relationship. Clifton inge, sr (director) and mrs. H. Taylor morrissette (director) have a family relationship. G. Russell ladd, iii (director) and mrs. Edward b. Ladd (director) have a family relationship. Mrs. H. Taylor morrissette (director) and mrs. Laura clark (director) have a family relationship.”

“Election of members and their rights infirmary foundation bylaws provide that the directors will be elected by the board of infirmary health system.”

“Organization's process to review form 990 ernst & young prepared the form 990 from information provided by the infirmary foundation. The tax return is then reviewed by the accounting department with the assistance from knowledgeable employees of the reporting organization and is then reviewed by senior management.”

“Enforcement of conflicts policy officers are requred annually to review the conflict of interest policy which defines conflicts of interest and advises that all such conflicts should be avoided if possible. All officers are required to report any conflicts of interest as they become aware. It is the responisbility of the directors to disclose potential conflicts of interest at the earliest possible meeting of the board of directors.”

“COMPENSATION PROCESS FOR TOP OFFICIALS THE OFFICERS AND OTHER KEY EMPLOYEES ARE PARTICIPANTS IN THE INFIRMARY HEALTH SYSTEM'S PERFORMANCE MANAGEMENT PROGRAM. EACH EMPLOYEE HAS AN INDIVIDUAL PERFORMANCE PLAN AND IS REVIEWED ANNUALLY FOR MERIT INCREASES. THE AMOUNT OF INDIVIDUAL MERIT/SALARY INCREASES ARE DETERMINED BASED ON THE COMPA-RATIO (HOURLY RATE RELATIVE TO SALARY RANGE MIDPOINT), THE NUMBER OF MONTHS SINCE THEIR LAST INCREASE AND PERFORMANCE SCORE (RATING) AND THE ORGANIZATION'S ANNUAL MERIT GUIDELINES. EACH POSITION IS ASSIGNED A SALARY RANGE BASED ON THE HAY METHODOLOGY OF ACCOUNTABILITY, KNOW HOW AND PROBLEM SOLVING ABILITY. SALARY RANGE MIDPOINTS (THE MIDPOINT REPRESENTS 100% OF THE MARKET) INCREASE EACH YEAR BASED ON EXTERNAL MARKET DATA. THE ORGANIZATION PARTICIPATES IN NUMEROUS SALARY SURVEYS. DEPENDING ON THE POSITION, THE SURVEY DATA MAY BE INDUSTRY SPECIFIC (E.G. HEALTHCARE) OR FROM OTHER INDUSTRIES. CURRENTLY, EXECUTIVE POSITIION MARKET DATA COMES FROM WATSON WYATT, INTEGRATED HEALTHCARE STRATEGIES, SULLIVAN COTTER AND HAY CONSULTING. THE ANNUAL MERIT GUIDELINES ARE DETERMINED BY THE ORGANIZATION'S ABILITY TO PAY (BUDGET). THE ANNUAL MERIT GUIDELINES PROVIDE A MERIT INCREASE PERCENTAGE RANGE BASED ON INDIVIDUAL EMPLOYEE'S PERFORMANCE RATING AND COMPA-RATIO. FOR EXECUTIVES, THE CEO AND VP, HUMAN RESOURCES REVIEW THE SUGGESTED MERIT INCREASE AND MAKE RECOMMENDATIONS TO THE COMPENSATION COMMITTEE COMPOSED OF DIRECTORS. THE FINAL RECOMMENDATIONS OF THE COMPENSATION COMMITTEE ARE APPROVED BY THE BOARD OF DIRECTORS. THE ORGANIZATION HAD AN EXTERNAL REVIEW OF COMPENSATION PRACTICES PERFORMED BY HEWITT AND ASSOCIATES IN 2010 AND AND SULLIVAN COTTER IN 2012 and 2013.”

“Governing documents disclosure explanation the corporate charter of infirmary foundation, inc., is a matter of public record in the probate court of mobile county, al. The organization's form 990 are available upon request from the organization and for inspection at the corporate offices. The corporate bylaws, the conflict of interest policy and financial statements are not routinely made available to the public at this time.”

“All other accomplishments infirmary foundation maintains the my bodyworks exhibit at the gulf coast exploreum science center. My bodyworks is one of the most advanced health galleries in the nation and features more than 50 custom designed exhibits and professionally equipped health and biology labs. Each exhibit reveals information about anatomy, nutrition or exercise in a fun and interactive environment. Children and adults can learn more about living life to its fullest with healthy choices. The exhibit should raise awareness of careers in the healthcare industry.”