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← IRVING HEALTHCARE FOUNDATION

Form 990 for tax year 2022

Filed by IRVING HEALTHCARE FOUNDATION.

Totals

Total revenue
$3,900,323
Total expenses
$2,366,673
Contributions and grants received
$3,419,265
Grants paid
$1,578,351
Program service revenue
$0
Investment income
$498,779
Other revenue
-$17,721
Total assets, end of year
$18,039,732
Total liabilities, end of year
$9,335
Net assets or fund balances, end of year
$18,030,397
Program services expenses (Part IX)
$1,760,698
Management and general expenses
$288,502
Fundraising expenses
$317,473
Program service expenses (Part III)
$1,760,698

Program services were 74.4% of total expenses calculated — Part IX's program-services column over total expenses, both as filed.

Listed in Part VII

  • Cindy Schamp

    Director

    Total calculated
    $1,060,246
    From this org
    $0
    From related orgs
    $851,708
    Other
    $208,538
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $439,514 related
    Bonus
    $0 + $373,775 related
    Other
    $0 + $38,419 related
    Deferred
    $0 + $176,421 related
    Nontaxable benefits
    $0 + $32,117 related
    Filer's total
    $0 + $1,060,246 related

  • Lazaro J Alvarez

    Director (thru 3/28/2023)

    Total calculated
    $0
    Hours/week
    1

  • Joy Apple

    Director

    Total calculated
    $0
    Hours/week
    1

  • Raveen Arora

    Director

    Total calculated
    $0
    Hours/week
    1

  • Robert H Bourgeois

    Director/Chair

    Total calculated
    $0
    Hours/week
    1

  • Joyce Flatt

    Director (thru 7/31/2022)

    Total calculated
    $0
    Hours/week
    1

  • Randall G Hubbard

    Director/Treasurer

    Total calculated
    $0
    Hours/week
    1

  • Bal Joshi

    Director

    Total calculated
    $0
    Hours/week
    1

  • Lisa Palla

    Director

    Total calculated
    $0
    Hours/week
    1

  • Sudhakar Pennam

    Director

    Total calculated
    $0
    Hours/week
    1

  • Judy Pierson

    Director/Secretary

    Total calculated
    $0
    Hours/week
    1

  • Rudy Sanchez Jr

    Director

    Total calculated
    $0
    Hours/week
    1

  • Nakia Scott

    Director

    Total calculated
    $0
    Hours/week
    1

  • Manish Sethi

    Director (thru 8/6/2022)

    Total calculated
    $0
    Hours/week
    1

  • Hitesh Soni

    Director

    Total calculated
    $0
    Hours/week
    1

  • Lila Gundy

    Director

    Total calculated
    $0
    Hours/week
    1

  • Tom Trotter

    Director

    Total calculated
    $0
    Hours/week
    1

  • Sharonda Wallace

    Director

    Total calculated
    $0
    Hours/week
    1

  • Sara Wardrup

    Director

    Total calculated
    $0
    Hours/week
    1

  • Carolyn Weinzirl

    Director

    Total calculated
    $0
    Hours/week
    1

  • Walter Skip Wilson

    Director/Vice Chair

    Total calculated
    $0
    Hours/week
    1

  • Amy Martin

    VP CFO

    Total calculated
    $445,899
    From this org
    $0
    From related orgs
    $373,384
    Other
    $72,515
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $259,080 related
    Bonus
    $0 + $89,366 related
    Other
    $0 + $24,938 related
    Deferred
    $0 + $45,094 related
    Nontaxable benefits
    $0 + $27,421 related
    Filer's total
    $0 + $445,899 related

  • John Drake

    President

    Total calculated
    $306,904
    From this org
    $267,758
    From related orgs
    $0
    Other
    $39,146
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $208,973
    Bonus
    $36,371
    Other
    $22,414
    Deferred
    $12,208
    Nontaxable benefits
    $26,938
    Filer's total
    $306,904

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, and on a Form 990-PF Part VIII's — 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

  • 1a · Health or social club dues or initiation fees
  • 1b · Written policy on the line-1a expenses
  • 2 · Substantiation required before reimbursing expenses
  • 3 · Compensation committee
  • 3 · Independent compensation consultant
  • 3 · Compensation survey or study
  • 3 · Approval by the board or compensation committee
  • 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)

Part I, Line 1a
Health or social club dues or initiation fees-The organization may reimburse eligible employees for dues for a health club and/or a social club where there is a bona fide business need for the membership. Such reimbursements are treated as taxable compensation to the extent any part of the membership is used for personal use. One person listed in the Form 990, Part VII, Section A, received this benefit during the tax year.
Part I, Line 3
Process for determining compensation: The organization, a controlled affiliate of Baylor Scott & White Holdings, recognizes that those chosen to lead the organization are vital to its ongoing success and growth. Thus, it must attract, retain and engage the highest quality officers and key employees to lead the organization and help the organization maintain its national reputation for achieving high targets for medical quality, patient safety, and patient satisfaction. A significant portion of the organization's officers and key employees' total compensation is based on significant performance achievements. This strategy places a greater emphasis on the importance of the organization achieving targeted improvements in the areas of people, quality, patient satisfaction and financial stewardship, annually. Total executive compensation is part of an integrated talent management strategy developed by the Baylor Scott & White Holdings Board of Trustees and its Compensation Committee to attract, motivate, and retain the best leadership resources for the organization. Executive compensation is determined pursuant to guidelines outlined in the intermediate sanction rules under IRC Section 4958 including taking steps to meet the rebuttable presumption standard of reasonableness under Treasury Regulation 53.4958-6, as summarized below. When making compensation decisions, the organization compares itself to similarly-sized, and structured businesses including other integrated health care service systems and other similarly-sized organizations, both locally and nationally. Each year the Baylor Scott & White Holdings Board of Trustees and the Compensation Committee, on behalf of the organization through reserved powers explicitly held by Baylor Scott & White Holdings, works directly with an independent compensation consultant(s) to identify reasonable and competitive market rates as well as provide an annual review of the total compensation of the organization's top management officials and other officers and key employees to ensure total compensation is within a fair market range. The annual review included reviewing certain officers and key employees listed on the Form 990 during the current tax year. The Compensation Committee is made up of members of the Baylor Scott & White Holdings Board of Trustees, who are independent, community volunteers. Guided by the information provided by the independent compensation consultant(s), the Compensation Committee approves the annual process and methodology for setting fair market salary ranges, earned incentives, and/or benefit offerings for the organization's President, other officers and/or key employees to be comparable to similar organizations for similar services and/or positions. Furthermore, the Compensation Committee is charged with the responsibility of reviewing annually the major elements of the executive compensation program to assure designs remain consistent with the business needs, market practices, and compensation philosophy. As part of the decision-making process, the Compensation Committee will often meet in executive session to discuss and review recommendations made by the independent compensation consultant(s). No officer or key employee whose compensation is being reviewed is present during these discussions. All decisions are properly documented in the minutes of the meetings.
Part I, Line 4b
In order to recruit and retain key talent, BSW Holdings and certain tax exempt affiliates (BSWH) offers a supplemental non-qualified retirement plan to eligible employees. The plan provides an annual benefit (based on a percentage of compensation) to the employee that is paid to the employee on a future date upon vesting in the plan. The following individual(s) participated in and/or received payments (noted in parenthesis) from BSWH's supplemental non-qualified retirement plan during the tax year: Amy Martin and Cindy Schamp.
Part I, Line 7
The organization has adopted and implemented BSW Holdings', the organization's ultimate parent, Annual Incentive Program to provide a market competitive total cash compensation incentive program that is designed to attract and retain key leaders and establish greater individual accountability and alignment to business performance. Payout targets are based upon a percentage of base pay and are developed by independent third party expert(s) using comparable market competitive data within the bounds of reasonableness and that are reviewed and approved by BSW Holdings' governing body. Payout levels are based upon a combination of system, entity, and individual performance using various metrics related to quality, patient satisfaction, employee retention, and financial stewardship. BSW Holdings' governing body may approve modifications to annual incentive awards provided under the program consistent with market comparability data.

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

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.

Taxable family on this return

Schedule R Parts I, III and IV, as filed. These record ownership and control, not shared board members or money moved.

Related partnerships

Part III: related organizations taxable as a partnership, with the filer's share.

Related corporations and trusts

Part IV: related organizations taxable as a corporation or trust.

Provenance

Return type
form_990
Tax year
2022
Filed
13 May 2024
IRS schema version
2022v5.0
Source object
202441349349302329

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