Aorn Foundation

“Election or removal of board members is subject to final approval by the board of directors of aorn, inc., a related, tax-exempt organization.”

“The form 990 is presented to the board of trustees for their review prior to filing the tax return.”

“During initial orientation for new board members and again at the annual board meeting, the conflict of interest policy is reviewed with the board members by the executive director and cfo. Each year board members are asked to complete an acknowledgement of receipt and disclosure form related to the conflict of interest policy and disclose any conflicts or potential conflicts. A reminder of the conflict of interest policy is a standing agenda item at each board meeting throughout the year. Board members recuse themselves from voting on matters where a potential conflict may or does exist.”

“Executive director/ceo: the director of human resources provides the board of directors compensation committee with extensive compensation benchmarking data for base and variable pay, which is obtained from a minimum of four salary survey sources which are commensurate with the role and based on organizations of similar size, revenues, and geographic location. The compensation committee will annually recommend to the board of directors the merit increase amount based on this benchmarking data and based on results of the ed/ceo's performance appraisal. The compensation committee will also recommend to the board of directors annually the bonus percentage payout according to the terms and conditions provided in the ed/ceo's employment agreement. Any compensation changes are documented and placed in the executive director's file. All other officers and key employees: for initial hires, the director of human resources provides the internal compensation committee (ed/ceo, hr director, cfo, and vp of business strategy) with a recommended compensation range commensurate with the role based on compensation data from multiple benchmarking surveys and statistics from organizations of similar size, revenues, and geographic location. The internal compensation committee, which includes the human resources director, determines the compensation amount from within the recommended ranges. Thereafter and annually, the human resources director performs annual compensation benchmarking for all positions using multiple salary surveys to ensure compensation is competitive with the market and appropriate based on consideration of internal equity factors. From this compensation benchmarking process, the human resources director identifies positions which may be eligible for a market adjustment pay increase and provides data to the ed/ceo and cfo and vp of business strategy for review and discussion and finalization of the amount to be awarded. Market adjustments are provided prior to a merit increase, which is based on employee performance and company budget. Each year, the internal compensation committee establishes a merit matrix for ranges of merit percentages which may be awarded to staff based on their performance over the past year. The human resources director provides managers and directors this merit matrix and instructions for how to determine the appropriate merit increase percentage for direct reports. Managers of direct reports make their recommendation to their vp, who has ultimate responsibility for approving the merit percentage. Any compensation changes are documented and placed in the employee's file.”

“The governing documents and conflict of interest policy are available to the public upon request. The organization's financial statements are available to the public on aorn's website.”