Infirmary Hospice Care Inc

“The form 990 is prepared by a cpa employee of an affiliated company. The return is reviewed by the treasurer prior to signing the return.”

“Officers are required to annually 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. Directors are required to sign and return a conflict of interest statement annually. In addition, as soon as a director becomes aware of an existing or potential conflict, that director is responsible for disclosing such at the earliest possible meeting of the board of directors.”

“Officers and key employees are employees of a related organization and are paid accordingly. The officers and other key employees are participants in the related organization's performance management program. Each such employee has an individual performance plan and is reviewed annually for merit increases. The amount of individual merit/salary increase is 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 in 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. Infirmary health 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 position market data comes from watson, wyatt, integrated healthcare strategies, salaries.com 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 the 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 sullivan cotter in 2012.”

“See the response to question 15a above.”

“Hospice does not make its governing documents, conflict of interest policy or financial statements available to the general public at this time.”

“Transferred to ihs in merger 1,087,748”