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Nonprofiteer
← MARINERS HOSPITAL INC

Form 990 for tax year 2022

Filed by MARINERS HOSPITAL INC.

Totals

Total revenue
$105,129,826
Total expenses
$85,498,282
Contributions and grants received
$297,578
Grants paid
$7,500
Program services expenses (Part IX)
$74,554,695
Management and general expenses
$10,943,587
Fundraising expenses
$0
Program service expenses (Part III)
$74,554,695

Program services were 87.2% of total expenses calculated — Part IX's program-services column over total expenses, both as filed.

Listed in Part VII

  • Audra Hill Wallace

    Director

    Total calculated
    $13,729
    From this org
    $0
    From related orgs
    $13,729
    Other
    $0
    Hours/week
    2 + 4 related

  • Bette Brown

    Director

    Total calculated
    $0
    Hours/week
    2

  • Cale Smith

    Director

    Total calculated
    $0
    Hours/week
    2

  • Jay A Hershoff ESQ

    Chairman

    Total calculated
    $2,365
    From this org
    $0
    From related orgs
    $2,365
    Other
    $0
    Hours/week
    2 + 8 related

  • Joy C Martin

    Director

    Total calculated
    $0
    Hours/week
    2

  • Kate Deloach

    Director

    Total calculated
    $0
    Hours/week
    2

  • Patricia Davidson

    Director

    Total calculated
    $0
    Hours/week
    2

  • Sally Bauer MD

    Director

    Total calculated
    $0
    Hours/week
    2

  • Stanley Margulies MD

    Director

    Total calculated
    $0
    Hours/week
    2

  • William H Gilbert JR

    Director

    Total calculated
    $0
    Hours/week
    2

  • Drew A Grossman

    CEO

    Total calculated
    $699,682
    From this org
    $0
    From related orgs
    $570,486
    Other
    $129,196
    Hours/week
    30 + 20 related

    Schedule J breakdown matched by us

    Base
    $0 + $374,162 related
    Bonus
    $0 + $184,558 related
    Other
    $0 + $11,766 related
    Deferred
    $0 + $97,167 related
    Nontaxable benefits
    $0 + $32,030 related
    Filer's total
    $0 + $699,682 related

  • Edward G Shashaty

    Regional VP of Finance

    Total calculated
    $708,380
    From this org
    $0
    From related orgs
    $578,052
    Other
    $130,328
    Hours/week
    3 + 47 related

    Schedule J breakdown matched by us

    Base
    $0 + $384,975 related
    Bonus
    $0 + $186,013 related
    Other
    $0 + $7,064 related
    Deferred
    $0 + $90,609 related
    Nontaxable benefits
    $0 + $39,719 related
    Filer's total
    $0 + $708,380 related

  • Candy Fincke

    VP

    Total calculated
    $385,661
    From this org
    $326,284
    From related orgs
    $0
    Other
    $59,377
    Hours/week
    30 + 20 related

    Schedule J breakdown matched by us

    Base
    $211,203
    Bonus
    $107,951
    Other
    $7,130
    Deferred
    $42,834
    Nontaxable benefits
    $16,544
    Filer's total
    $385,661

  • Ronald Burke

    VP Nursing

    Total calculated
    $402,305
    From this org
    $346,299
    From related orgs
    $0
    Other
    $56,006
    Hours/week
    30 + 20 related

    Schedule J breakdown matched by us

    Base
    $196,940
    Bonus
    $105,633
    Other
    $43,726
    Deferred
    $40,345
    Nontaxable benefits
    $15,661
    Filer's total
    $402,305

  • Dawn C Stavor

    AVP Nursing

    Total calculated
    $250,789
    From this org
    $224,570
    From related orgs
    $0
    Other
    $26,219
    Hours/week
    45

    Schedule J breakdown matched by us

    Base
    $166,879
    Bonus
    $51,287
    Other
    $6,404
    Deferred
    $4,568
    Nontaxable benefits
    $21,651
    Filer's total
    $250,789

  • Deborah J Barrow

    Dir Pharmacy

    Total calculated
    $238,518
    From this org
    $210,291
    From related orgs
    $0
    Other
    $28,227
    Hours/week
    45

    Schedule J breakdown matched by us

    Base
    $170,037
    Bonus
    $33,872
    Other
    $6,381
    Deferred
    $4,283
    Nontaxable benefits
    $23,943
    Filer's total
    $238,517

  • Keith M Warren

    Advanced RN

    Total calculated
    $233,960
    From this org
    $210,946
    From related orgs
    $0
    Other
    $23,014
    Hours/week
    45

    Schedule J breakdown matched by us

    Base
    $166,135
    Bonus
    $25,500
    Other
    $19,311
    Deferred
    $4,286
    Nontaxable benefits
    $18,729
    Filer's total
    $233,960

  • Sharon L Detweiler

    Dir Surgical Services

    Total calculated
    $232,578
    From this org
    $196,412
    From related orgs
    $0
    Other
    $36,166
    Hours/week
    45

    Schedule J breakdown matched by us

    Base
    $154,446
    Bonus
    $30,450
    Other
    $11,516
    Deferred
    $4,085
    Nontaxable benefits
    $32,080
    Filer's total
    $232,577

  • Theodore P Rosu Jr

    RN

    Total calculated
    $218,499
    From this org
    $185,519
    From related orgs
    $0
    Other
    $32,980
    Hours/week
    45

    Schedule J breakdown matched by us

    Base
    $164,041
    Bonus
    $19,500
    Other
    $1,977
    Deferred
    $3,841
    Nontaxable benefits
    $29,139
    Filer's total
    $218,499

Compensation is as filed in Part VII: reportable pay from this organization and from related organizations, other compensation, and hours per week. The total, marked calculated, is our sum of the three dollar columns, with a blank column counted as $0; the form itself has no total. On a Form 990-EZ the columns are Part IV's instead — compensation, contributions to benefit plans, and expense account — and the total sums those. A Schedule J breakdown is as filed: base pay, bonus, other, deferred compensation and nontaxable benefits from this organization, with any from related organizations beside each, and the filer's own total. It is shown with the Part VII listing of the same name on the same return. The form gives no key between the two, so that pairing is ours, and is marked matched by us.

Schedule J

Answered yes

  • 4b · Supplemental nonqualified retirement plan
  • 7 · Other non-fixed payments

Answered no

  • 4a · Severance or change-of-control payment
  • 4c · Equity-based compensation arrangement
  • 5a · Pay contingent on this organization's revenues
  • 5b · Pay contingent on a related organization's revenues
  • 6a · Pay contingent on this organization's net earnings
  • 6b · Pay contingent on a related organization's net earnings
  • 8 · Paid under the initial-contract exception

The filer's explanations (Part III)

Schedule J, Part I, Line 3 Arrangement used to establish the top management official's compensation
THE CEO OF MARINERS HOSPITAL IS COMPENSATED BY BAPTIST HEALTH SOUTH FLORIDA (BHSF), A RELATED ORGANIZATION. THE DETERMINATION OF THE COMPENSATION OF THE CEO FOLLOWS THE SAME PROCESS DELINEATED HEREIN. THE BYLAWS OF MARINERS HOSPITAL DELEGATE THE AUTHORITY TO SET EXECUTIVE COMPENSATION TO BHSF. BHSF'S COMPENSATION COMMITTEE IS COMPRISED EXCLUSIVELY OF INDEPENDENT BOARD MEMBERS WHO SERVE VOLUNTARILY WITHOUT ANY REMUNERATION, AND WHO MUST ADHERE TO A STRINGENT CONFLICT OF INTEREST POLICY THAT PRECLUDES THEM OR THEIR FAMILIES FROM DOING BUSINESS WITH BAPTIST HEALTH. THE COMMITTEE IS RESPONSIBLE FOR REVIEWING THE PERFORMANCE AND APPROVING THE COMPENSATION FOR EXECUTIVES. THE TERM "COMPENSATION" INCLUDES SALARIES, BENEFITS AND INCENTIVES. THE COMPENSATION COMMITTEE ANNUALLY ENGAGES A NATIONALLY-RECOGNIZED, INDEPENDENT CONSULTANT TO CONDUCT COMPENSATION SURVEYS AND TO ADVISE THE BOARD ON COMPENSATION POLICIES. THE COMPENSATION COMMITTEE DECISIONS ARE BASED ON THE FOLLOWING: 1. TOTAL COMPENSATION PACKAGE: RECRUITMENT AND RETENTION OF CAPABLE, PRODUCTIVE EXECUTIVES IS ACCOMPLISHED THROUGH DESIGN OF A TOTAL COMPENSATION PACKAGE THAT INCLUDES A BASE SALARY, AT-RISK INCENTIVE PAY, AND BENEFITS. IT IS THE OBJECTIVE OF BAPTIST HEALTH TO ENSURE A CONSISTENT COMPENSATION PHILOSOPHY ACROSS ALL EMPLOYEE AND LEADERSHIP LEVELS THAT REWARDS OUTSTANDING PERFORMANCE USING A CASH PLUS EMPLOYEE BENEFITS PACKAGE TARGETING THE 75TH PERCENTILE. BASE SALARIES OF FULLY PRODUCTIVE EXECUTIVES ARE INDEXED TO THE MEDIAN (50TH PERCENTILE) SALARY PAID BY SIMILAR HEALTHCARE ORGANIZATIONS. INCENTIVE PAY FOR SUPERIOR ACHIEVEMENT PROVIDES THE OPPORTUNITY FOR TOTAL CASH COMPENSATION AT THE 75TH PERCENTILE OF THE EXECUTIVE'S PEER GROUP IF THE EXECUTIVE EXCEEDS HIS/HER PERFORMANCE METRICS. 2. PERFORMANCE-BASED SALARY INCREASES: ONE OF THE KEY ELEMENTS OF BAPTIST HEALTH'S EXECUTIVE COMPENSATION PHILOSOPHY IS "PAY FOR PERFORMANCE." SALARY INCREASES ARE BASED UPON THE DEGREE TO WHICH EACH EXECUTIVE ACHIEVES HIS/HER INDIVIDUAL PERFORMANCE OBJECTIVES FOR THE YEAR, WHICH ARE TIED TO CORPORATE OBJECTIVES. GENERALLY THESE OBJECTIVES RELATE TO CLINICAL QUALITY; PATIENT, PHYSICIAN AND COMMUNITY SATISFACTION; CHARITY CARE AND MISSION GOALS; FINANCIAL PERFORMANCE AND EXPENSE MANAGEMENT. INDIVIDUAL AND GROUP PERFORMANCE AGAINST THESE OBJECTIVES IS REVIEWED BY THE COMPENSATION COMMITTEE AND BOARD OF TRUSTEES ANNUALLY AFTER THE CLOSE OF THE FISCAL YEAR. 3. MARKET-BASED SALARY INCREASES: THE BOARD'S COMPENSATION COMMITTEE REVIEWS THE MARKET VALUE OF EXECUTIVE POSITIONS ANNUALLY TO ASSURE THAT BAPTIST HEALTH'S PAY LEVELS ARE COMPETITIVE. THE INDEPENDENT CONSULTANT, SELECTED BY THE COMPENSATION COMMITTEE, OBTAINS EXECUTIVE SALARY INFORMATION FOR FUNCTIONALLY COMPARABLE POSITIONS AT HEALTHCARE INSTITUTIONS OF COMPARABLE SIZE WITHIN FLORIDA AND THE UNITED STATES. BAPTIST HEALTH'S PEER GROUP IS COMPRISED OF OTHER COMPLEX NOT-FOR-PROFIT HOSPITAL SYSTEMS OF SIMILAR SIZE. THE PEER GROUP DOES NOT INCLUDE FOR-PROFIT HOSPITALS, WHOSE COMPENSATION PRACTICES ARE FAR MORE GENEROUS (AND INCLUDE SUCH THINGS AS STOCK OPTIONS AND EQUITY/OWNERSHIP INTERESTS). 4. NO GUARANTEED SALARY INCREASES: THERE IS NO GUARANTEE OF ANNUAL EXECUTIVE SALARY INCREASES. SALARY INCREASES DEPEND UPON THE ORGANIZATION'S ABILITY TO PAY, THE EXECUTIVE'S SALARY IN RELATION TO THE MARKET, THE EXECUTIVE'S PERFORMANCE LEVEL, AND INTERNAL PAY RELATIONSHIPS TO PEERS. 5. AT-RISK INCENTIVE PAY: KEY EXECUTIVES WHO CONTROL SIGNIFICANT ASSETS OR WHO HAVE A MAJOR IMPACT ON OPERATIONS MAY EARN INCENTIVE PAY. THE PURPOSE OF INCENTIVE PAY IS TO FOCUS EXECUTIVE ACTION ON KEY "PERFORMANCE THRESHOLDS CORPORATE GOALS THAT ARE APPROVED BY THE BOARD'S COMPENSATION COMMITTEE. THE ACHIEVEMENT OF THESE GOALS REQUIRES EXTRAORDINARY EFFORT, COMMITMENT AND ACHIEVEMENT. THE INCENTIVE COMPONENT OF THE EXECUTIVE'S TOTAL COMPENSATION IS VARIABLE AND TOTALLY AT RISK, DEPENDING UPON THE ACHIEVEMENT OF THE AGREED-UPON GOALS. 6. PERQUISITES: BAPTIST HEALTH EXECUTIVES ARE PROVIDED WITH A COMMON SET OF PERQUISITES THAT ARE TYPICAL OF OTHER RESPONSIBLE NOT-FOR-PROFIT ORGANIZATIONS TO ENABLE THEM TO MORE EFFECTIVELY CONDUCT THEIR BUSINESS. THESE BENEFITS ARE DEEMED BY THE COMPENSATION COMMITTEE TO BE APPROPRIATE AND CONSERVATIVE.
Schedule J, Part I, Line 4b Supplemental nonqualified retirement plan
AS PART OF THE BAPTIST HEALTH SOUTH FLORIDA EXECUTIVE BENEFIT PLAN, EXECUTIVES ARE ELIGIBLE TO ALLOCATE A PORTION OF THEIR FLEXIBLE SPENDING ALLOWANCE TO A SUPPLEMENTAL SURVIVOR ACCUMULATION BENEFIT (SSAB) ACCOUNT. THE SSAB IS A LIFE INSURANCE PRODUCT THAT PROVIDES A DEFERRED RETIREMENT BENEFIT FOR THE EXECUTIVE OR A DEATH BENEFIT FOR THE EXECUTIVE'S SURVIVORS. CONTRIBUTIONS TO THE SSAB MAY BE MADE ANNUALLY TO THE PARTICIPANT'S ACCOUNT. ALL CONTRIBUTIONS ACCUMULATE, ALONG WITH INVESTMENT EARNINGS, FOR THE PERIOD THE EXECUTIVE PARTICIPATES. THE EXECUTIVE DOES NOT HAVE ACCESS TO THE CONTRIBUTIONS MADE OR THE RELATED INVESTMENT INCOME, ALL OF WHICH IS SUBJECT TO SUBSTANTIAL RISK OF FORFEITURE. PURSUANT TO THE SSAB PLAN GUIDELINES, THIS BENEFIT IS TERMINATED UPON AN EXECUTIVE REACHING AGE 65. HOWEVER, PAYMENT CAN BE DEFERRED TO A DATE AT LEAST TWO YEARS AFTER REACHING AGE 65 BUT NO LATER THAN 68. AT THAT TIME THE ENTIRE AMOUNT ACCUMULATED IS PAID OUT IN A LUMP SUM.
Schedule J, Part I, Line 7 Non-fixed payments
KEY EXECUTIVES WHO CONTROL SIGNIFICANT ASSETS OR WHO HAVE A MAJOR IMPACT ON OPERATIONS MAY EARN INCENTIVE PAY, CAPPED AT A PRE-DETERMINED PERCENTAGE OF THE EXECUTIVE'S BASE SALARY. THE PURPOSE OF INCENTIVE PAY IS TO FOCUS EXECUTIVE ACTION ON KEY "PERFORMANCE THRESHOLDS CORPORATE GOALS THAT ARE APPROVED BY THE BOARD'S COMPENSATION COMMITTEE. THE ACHIEVEMENT OF THESE GOALS REQUIRES EXTRAORDINARY EFFORT, COMMITMENT AND ACHIEVEMENT. THE INCENTIVE COMPONENT OF THE EXECUTIVE'S TOTAL COMPENSATION IS VARIABLE AND TOTALLY AT RISK, DEPENDING UPON THE ACHIEVEMENT OF THE AGREED-UPON GOALS.
Schedule J, Part II, Column (B)(ii) Executive Compensation
ALL EXECUTIVE COMPENSATION IS REVIEWED AND APPROVED ANNUALLY BY THE COMPENSATION COMMITTEE, WHICH IS COMPRISED OF INDEPENDENT UNCOMPENSATED MEMBERS OF THE BOARD OF TRUSTEES WHO HAVE CERTIFIED THAT THEY HAVE NO CONFLICT OF INTEREST WITH THE ORGANIZATION. REPORTABLE COMPENSATION INCLUDES BASE SALARY AS WELL AS PAYMENTS UNDER A FORMAL INCENTIVE PLAN, WHICH REWARDS SUCCESSFUL ACHIEVEMENT OF QUALITY, MISSION, CHARITY CARE, AND FINANCIAL CORPORATE OBJECTIVES.

Part I's answers as filed. A line not listed was left unanswered; on lines 1a and 3 that means the box was not checked.

Grants on this return

No itemized grants to organizations on this return.

Related organizations on this return

Schedule R Part II: tax-exempt organizations related to the filer by control. It does not record shared board members or money.

Provenance

Return type
form_990
Tax year
2022
Filed
13 August 2024
IRS schema version
2022v5.0
Source object
202442269349300934

Check it against the return as filed: the GivingTuesday Data Lake hosts a public copy of the original XML.

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