Donor Network of Arizona

“The 990 is prepared by an outside accounting firm and, upon completion, a draft is emailed to all members of the board of directors for their review and comment. After their review is complete, the firm is provided with any comments or changes and/or instructed to file the return.”

“All members of the dna board of directors will be required to complete a conflict of interest disclosure statement upon affiliation with dna or hiring and to update the statement at least annually. The chief executive director shall prepare a report for the dna board of directors' annual meeting listing all transactions between dna and dna board of directors. The report will include: - a description of the transaction and its date. - the amount of the transaction and its impact on dna. - the name of the dna board of director member involved and the name of the other entity, if any, and a description of the nature of the dna board of director's interest in the transaction. If a conflict of interest cannot be avoided, the board member who has a conflict of interest shall not vote on, participate in or attempt to influence any dna decision affected by the conflict of interest, except to provide information as specifically requested by deciding committee or body.”

“Procedure: compensation philosophy and strategy the objectives of dna's executive compensation program are to provide a competitive executive total compensation program compared to other organizations of similar size and type, particularly healthcare organizations. Dna's philosophy is to: strongly link pay with performance. Retain the talented senior management team and demonstrate that dna values them. Ensure reasonable compensation as compared to peers. It is the committee's intent to use peer data from similar positions in similar organizations under similar circumstances. Position base salary competitively at least at the median labor market as compared to peers. Ensure that dna's total compensation, including total cash compensation and employee and executive benefits, is positioned at competitive practice overall when dna meets its key goals. - dna provides an executive compensation program that integrates all elements of compensation and benefits. - base salary is market-based and reflects an individual's performance. Annually an individual's performance is evaluated relative to their position accountabilities and performance criteria as well as organizational accountabilities. - the organizational incentive plan, dna's annual incentive, rewards achievement on key organizational goals that represent success measures for organ procurement, eye and tissue organizations. Incentive goals strongly align with dna's mission. The plan rewards organization-wide performance to reinforce teamwork. A threshold of financial performance is necessary for the plan to be affordable. Procedure: compensation committee responsibilities and duties the compensation committee will meet regularly as scheduled in conjunction with board meetings. The compensation committee will be responsible to contract an outside consultant to review and trend current market data and total executive compensation to ensure executives are reasonably compensated. This will be done at a minimum of two to three years or as needed. The committee will oversee and supervise the consultant's work product. All compensation agreements and decisions made by the committee will be made independently and with due diligence. All compensation agreements and decisions will be thoroughly documented in the finance/compensation committee minutes or the executive session board minutes as appropriate. Guidelines for documentation are as follows and will include: - identification of attendees - verification and statement that no member has a conflict of interest. - documentation that those who have a conflict will be excused. - identification of source and collection of compensation data detailed documentation of the terms of the compensation being approved if compensation value differs from comparability data, the basis for determination will be stated. With each decision regarding executive compensation, the committee will be responsible to establish a "rebuttable presumption of reasonableness". In doing so, the committee will: - ensure participants are independent - make decisions based on appropriate comparability data. - ensure minutes reflect a written record of the committee's work. The compensation committee will report all decisions regarding executive compensation to the full board. The ceo's review and the other officers' reviews were performed during quarter 3 of 2022.”

“The organization's articles of incorporation, by-laws, conflict of interest policy and financial statements are made available to the public upon request.”

“In october 2021, dna detected a data incident in which attackers encrypted data from dna's systems. Upon learning of the incident, dna immediately engaged external counsel and retained a team of third-party professionals to investigate and determine the full scope of this incident. The investigation was completed with no indication of any misuse of this information. Management believes the mitigation efforts ultimately strengthened dna's network infrastructure and security significantly. Management continues to monitor the possible impacts of the incident on future operations, and it could be possible that additional losses are incurred related to the incident. Dna recorded approximately $340,000 and $575,000 of expenses related to this incident for the years ended december 31, 2022 and 2021, respectively, which is included in information technology expenses.”

“Programs (continued) public education department: the focus of our public education department is to increase organ, eye and tissue donor registration in arizona by creating and expanding public outreach programs, distributing information, and developing and expanding community partnerships. Some key public education highlights in 2022 include: - more than 4 million people have registered their decision to be a donor on the donatelifeaz registry. More than 229,000 joined the registry in 2022. - transitioned back to in person events following a hiatus caused by the pandemic. This included: - increased donate life month participation with 132 organization promoting the donate life message in april 2022. - donate life day at the d-backs, donation celebration and celebration of life tied up into one event, resulting in the largest d-backs game attendance by donation supporters (2,000+ attended), with a donor parade, first pitch, media stories on donor hero, and two special areas for attendees. - completed campus challenge, with 910 new registrations (goal 745) among 5 universities (asu, nau, pc, ottawa, ua) - targeted efforts at arizona department of transportation motor vehicle division (adot mvd) offices resulted in registry increases, including: - mvd call centers doubled their donor designation rate (ddr). The ddr is the percentage of people who check the box to be a donor over the total number of applications completed. - 30 of the 48 mvd offices increased their ddr compared to 2021 (by an avg of 4%). - 11 mvd offices achieved 40% or greater ddr (compared to only four in 2021). - 40 of the 62 authorized third party (atp) locations increased their ddr compared to 2021 (by an avg of 4.4%). - launched mvd new employee welcome kit and education, with new hires receiving a donate life arizona t-shirt upon hire and a donate life arizona polo within first 90 days. They also receive a packet of promo items and donation information. - earned 86 earned media stories, with focus on multicultural stories. - won two donate life america pinnacle awards for marketing and public relations on donation. - we had over 100 active volunteers who participated in events and activities. Our volunteers continued annual volunteer competencies to define a set of standards for volunteer knowledge and ensure accurate information is being communicated by volunteers to potential registrants. Continued virtual volunteer meetings to engage volunteers, provide ongoing education, answer questions, and give tips. Onboarded 21 new volunteers through online training module. Communicated important information and details on programs through monthly volunteer e-newsletter. - wrote and distributed eight newsletters: - adot mvd connection (2) - health care connection (2) - emergency professionals connection (1) - funeral home connection (2) - year-in-review (1)”

“Change in value of deferred compensation plan -281,815.”