Hendrick Medical Center

“HMC HAS CONTRACTS FOR THIRD PARTIES TO MANAGE THE FOLLOWING: URGENT CARE CLINIC IS MANAGED BY PREMIER HEALTH CONSULTANTS, WHICH IS PAID THROUGH THE CLINICS' OPERATING EXPENSES. ICU OPERATIONS ARE MANAGED BY PITTSBURGH CRITICAL CARE ASSOCIATES INC. EMERGENCY DEPARTMENT IS MANAGED BY QUANTUM PLUS, LLC & TEXAS MIDWEST EMERGENCY PHYSICIANS, P.A. There is no reportable compensation to current or former officers, directors, trustee, key employees or highest compensated employees.”

“Article 1, section 4 of the bylaws provides, in part, that the baptist general convention of texas appoints at least 75% of the members of the board of trustees.”

“Article vii of the restated articles of incorporation provides, in part, that an amendment of article ii relating to the purpose of the corporation and article vi relating to the number and method of the election or appointment of the board of trustees shall occur only with the consent of the baptist general convention of texas or its executive board.”

“The organization engages an outside accounting firm to prepare form 990. Once prepared, the form is reviewed by the organization's internal accountants and administrative management. The form is then posted on a governance portal for the board to access prior to filing.”

“The organization sends out a conflict of interest questionnaire annually to all trustees of the board and to the executive employees. The questionnaires are reviewed by our outside auditors prior to the annual audit and by the organization's director of compliance to identify possible conflicts of interest and other financial relationships under the conflict of interest policy.”

“A comprehensive review of compensation is conducted by an independent party at least every three years. The review was conducted in fall of 2024 by gallagher benefit services, inc. This report presents the results of the analysis of salary, incentive, total cash compensation (salary plus incentive), benefits, and total compensation (total cash and benefits). Integrated healthcare strategies (ihs) worked with the personnel committee to formally define an executive total compensation philosophy. Hendrick health's current philosophy is to use ranges built around the median of the market with a 50% spread from minimum to maximum. Incentive opportunity levels are competitive with practices of peer groups and benefits will be delivered at market competitive levels. Severance and perquisites reflect a conservative philosophy. The committee determined that the peer group would be primarily regional not for-profit hospitals of similar size and complexity. National peer group will be used for reference purposes where appropriate or if a comparable regional peer group is not available. The hendrick health personnel committee has the delegated responsibility for the executive compensation program by the board of trustees. The committee: sets the overall executive compensation philosophy to be implemented by hendrick health; sets compensation components for the president and ceo; reviews, discusses and makes decisions based on the president and ceo's recommendations for his direct reports; reports a summary of the process back to the board of trustees along with the actual compensation approved for the president and ceo; and approves all incentive goals and awards.”

“A comprehensive review of compensation is conducted by an independent party at least every three years. The review was conducted in fall of 2024 by gallagher benefit services, inc. This report presents the results of the analysis of salary, incentive, total cash compensation (salary plus incentive), benefits, and total compensation (total cash and benefits). Integrated healthcare strategies (ihs) worked with the personnel committee to formally define an executive total compensation philosophy. Hendrick health's current philosophy is to use ranges built around the median of the market with a 50% spread from minimum to maximum. Incentive opportunity levels are competitive with practices of peer groups and benefits will be delivered at market competitive levels. Severance and perquisites reflect a conservative philosophy. The committee determined that the peer group would be primarily regional not for-profit hospitals of similar size and complexity. National peer group will be used for reference purposes where appropriate or if a comparable regional peer group is not available. The hendrick health personnel committee has the delegated responsibility for the executive compensation program by the board of trustees. The committee: sets the overall executive compensation philosophy to be implemented by hendrick health system; sets compensation components for the president and ceo; reviews, discusses and makes decisions based on the president and ceo's recommendations for his direct reports; reports a summary of the process back to the board of trustees along with the actual compensation approved for the president and ceo; and approves all incentive goals and awards.”

“The organization makes its governing documents, conflict of interest policy, and financial statements available to the public upon request.”

“Contract Labor - Nursing - Total Expense: 10203216, Program Service Expense: 10203216, Management and General Expenses: , Fundraising Expenses: ; Contract Labor - Other - Total Expense: 7083534, Program Service Expense: 7431492, Management and General Expenses: -347958, Fundraising Expenses: ; Contract Labor - Int'l Travel - Total Expense: 18622882, Program Service Expense: 18622882, Management and General Expenses: , Fundraising Expenses: ; Contract Labor - Therapy - Total Expense: 250554, Program Service Expense: 250554, Management and General Expenses: , Fundraising Expenses: ; Contract Labor - Pharmacists - Total Expense: 165192, Program Service Expense: 165192, Management and General Expenses: , Fundraising Expenses: ; Purch Svc - Medical - Total Expense: 11056833, Program Service Expense: 10385840, Management and General Expenses: 670993, Fundraising Expenses: ; Purch Svc - Lab/Diag - Total Expense: 3849615, Program Service Expense: 3849615, Management and General Expenses: , Fundraising Expenses: ; Purch Svc - Collections - Total Expense: 2269963, Program Service Expense: 6986, Management and General Expenses: 2262977, Fundraising Expenses: ; Purch Scv - Consulting - Total Expense: 378237, Program Service Expense: 77264, Management and General Expenses: 300973, Fundraising Expenses: ; Purch Svc - Affiliates - Total Expense: 2729909, Program Service Expense: 2516751, Management and General Expenses: 213158, Fundraising Expenses: ; Purch Svc - Laundry/Linen - Total Expense: 2267245, Program Service Expense: 2106364, Management and General Expenses: 160881, Fundraising Expenses: ; Purch Svc - LPPF & TEHP - Total Expense: 21315150, Program Service Expense: , Management and General Expenses: 21315150, Fundraising Expenses: ; Purch Svc - Other Services - Total Expense: 44137813, Program Service Expense: 26147198, Management and General Expenses: 17990615, Fundraising Expenses: ; Prof Fees - Physicians - Total Expense: 4604483, Program Service Expense: 4542022, Management and General Expenses: 62461, Fundraising Expenses: ; Prof Fees - Consulting - Total Expense: 2743760, Program Service Expense: 664146, Management and General Expenses: 2079614, Fundraising Expenses: ; Prof Fees - Other - Total Expense: 832299, Program Service Expense: 218007, Management and General Expenses: 614292, Fundraising Expenses: ;”

“Transfers between affiliates - -65765003; change in unrestricted hmcf net assets - 405139; change in unrestricted hmob net assets - 1588676; contributions recorded to net assets - -3422109; change in interest of hmcf net assets - 3597026; equity earnings in subsidiaries - 44602080; other differences - 9064;”