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Nonprofiteer
← PRINCETON HOMECARE SERVICES LLC

Form 990 for tax year 2024

Filed by PRINCETON HOMECARE SERVICES LLC.

Totals

Total revenue
$17,457,574
Total expenses
$20,982,850
Contributions and grants received
$1,250
Grants paid
$0
Program services expenses (Part IX)
$18,166,633
Management and general expenses
$2,816,217
Fundraising expenses
$0
Program service expenses (Part III)
$18,166,633

Program services were 86.6% of total expenses calculated — Part IX's program-services column over total expenses, both as filed.

Listed in Part VII

  • Thompson Michael

    Director (End 12/2024)

    Total calculated
    $1,851,004
    From this org
    $0
    From related orgs
    $1,692,559
    Other
    $158,445
    Hours/week
    0.1 + 50 related

    Schedule J breakdown matched by us

    Base
    $0 + $685,196 related
    Bonus
    $0 + $509,358 related
    Other
    $0 + $498,005 related
    Deferred
    $0 + $119,531 related
    Nontaxable benefits
    $0 + $38,914 related
    Filer's total
    $0 + $1,851,004 related

  • Davis Brent

    Director (Beg 12/2024)

    Total calculated
    $1,205,817
    From this org
    $0
    From related orgs
    $1,025,347
    Other
    $180,470
    Hours/week
    0.1 + 50 related

    Schedule J breakdown matched by us

    Base
    $0 + $625,659 related
    Bonus
    $0 + $328,131 related
    Other
    $0 + $71,557 related
    Deferred
    $0 + $141,788 related
    Nontaxable benefits
    $0 + $38,682 related
    Filer's total
    $0 + $1,205,817 related

  • Brady MD Scott

    Director

    Total calculated
    $1,195,331
    From this org
    $0
    From related orgs
    $1,040,699
    Other
    $154,632
    Hours/week
    0.1 + 50 related

    Schedule J breakdown matched by us

    Base
    $0 + $627,446 related
    Bonus
    $0 + $247,201 related
    Other
    $0 + $166,052 related
    Deferred
    $0 + $124,758 related
    Nontaxable benefits
    $0 + $29,874 related
    Filer's total
    $0 + $1,195,331 related

  • Zbaraschuk Amy

    Director

    Total calculated
    $909,130
    From this org
    $0
    From related orgs
    $788,847
    Other
    $120,283
    Hours/week
    0.1 + 50 related

    Schedule J breakdown matched by us

    Base
    $0 + $451,557 related
    Bonus
    $0 + $225,673 related
    Other
    $0 + $111,617 related
    Deferred
    $0 + $79,012 related
    Nontaxable benefits
    $0 + $41,271 related
    Filer's total
    $0 + $909,130 related

  • Lowe Evelyn

    Director (End 07/2024)

    Total calculated
    $817,866
    From this org
    $0
    From related orgs
    $785,491
    Other
    $32,375
    Hours/week
    0 + 50 related

    Schedule J breakdown matched by us

    Base
    $0 + $308,950 related
    Bonus
    $0 + $114,641 related
    Other
    $0 + $361,900 related
    Deferred
    $0 + $6,900 related
    Nontaxable benefits
    $0 + $25,475 related
    Filer's total
    $0 + $817,866 related

  • Hinds Nigel

    Director/Officer

    Total calculated
    $609,104
    From this org
    $0
    From related orgs
    $555,218
    Other
    $53,886
    Hours/week
    0.1 + 50 related

    Schedule J breakdown matched by us

    Base
    $0 + $344,307 related
    Bonus
    $0 + $117,582 related
    Other
    $0 + $93,329 related
    Deferred
    $0 + $19,331 related
    Nontaxable benefits
    $0 + $34,555 related
    Filer's total
    $0 + $609,104 related

  • Wright Bryan

    Director/Chairman/CEO Home Svcs

    Total calculated
    $560,782
    From this org
    $0
    From related orgs
    $466,643
    Other
    $94,139
    Hours/week
    7.5 + 42.5 related

    Schedule J breakdown matched by us

    Base
    $0 + $302,970 related
    Bonus
    $0 + $101,790 related
    Other
    $0 + $61,883 related
    Deferred
    $0 + $71,858 related
    Nontaxable benefits
    $0 + $22,281 related
    Filer's total
    $0 + $560,782 related

  • Wheeler Mark

    VP CFO Home Svcs (Beg 02/2024)

    Total calculated
    $449,372
    From this org
    $0
    From related orgs
    $435,174
    Other
    $14,198
    Hours/week
    7.5 + 42.5 related

    Schedule J breakdown matched by us

    Base
    $0 + $243,813 related
    Bonus
    $0
    Other
    $0 + $191,361 related
    Deferred
    $0 + $13,865 related
    Nontaxable benefits
    $0 + $333 related
    Filer's total
    $0 + $449,372 related

  • Soccio Michael

    VP Home Based Svcs (End 03/2024)

    Total calculated
    $420,271
    From this org
    $0
    From related orgs
    $406,650
    Other
    $13,621
    Hours/week
    50

    Schedule J breakdown matched by us

    Base
    $0 + $98,670 related
    Bonus
    $0 + $77,479 related
    Other
    $0 + $230,501 related
    Deferred
    $0 + $3,886 related
    Nontaxable benefits
    $0 + $9,735 related
    Filer's total
    $0 + $420,271 related

  • McFadden Karen

    Exec. Director of Home Health

    Total calculated
    $272,403
    From this org
    $230,160
    From related orgs
    $11,931
    Other
    $30,312
    Hours/week
    0 + 50 related

    Schedule J breakdown matched by us

    Base
    $191,956
    Bonus
    $24,105 + $11,931 related
    Other
    $14,099
    Deferred
    $0 + $9,739 related
    Nontaxable benefits
    $20,573
    Filer's total
    $250,733 + $21,670 related

  • Bowers John

    Executive Director of Finance

    Total calculated
    $214,982
    From this org
    $167,263
    From related orgs
    $19,959
    Other
    $27,760
    Hours/week
    10 + 40 related

    Schedule J breakdown matched by us

    Base
    $159,466
    Bonus
    $0 + $19,959 related
    Other
    $7,797
    Deferred
    $0 + $7,347 related
    Nontaxable benefits
    $20,413
    Filer's total
    $187,676 + $27,306 related

  • Ballantyne Erica

    Director of Clinical Consumer Svcs

    Total calculated
    $213,095
    From this org
    $181,669
    From related orgs
    $21,463
    Other
    $9,963
    Hours/week
    10 + 40 related

    Schedule J breakdown matched by us

    Base
    $168,130
    Bonus
    $0 + $21,463 related
    Other
    $13,539
    Deferred
    $0 + $8,136 related
    Nontaxable benefits
    $1,827
    Filer's total
    $183,496 + $29,599 related

  • Campbell Kelly

    Director of Connect Care Coord Prgm

    Total calculated
    $205,196
    From this org
    $156,728
    From related orgs
    $0
    Other
    $48,468
    Hours/week
    10 + 40 related

    Schedule J breakdown matched by us

    Base
    $127,789
    Bonus
    $20,579
    Other
    $8,360
    Deferred
    $7,011
    Nontaxable benefits
    $41,457
    Filer's total
    $205,196

  • Rusche Randall

    Director of Business Development

    Total calculated
    $196,681
    From this org
    $186,073
    From related orgs
    $0
    Other
    $10,608
    Hours/week
    10 + 40 related

    Schedule J breakdown matched by us

    Base
    $183,482
    Bonus
    $0
    Other
    $2,591
    Deferred
    $701
    Nontaxable benefits
    $9,907
    Filer's total
    $196,681

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

  • 1a · Travel for companions
  • 1a · Tax indemnification and gross-up payments
  • 1a · Discretionary spending account
  • 1b · Written policy on the line-1a expenses
  • 2 · Substantiation required before reimbursing expenses
  • 4a · Severance or change-of-control payment
  • 4b · Supplemental nonqualified retirement plan

Answered no

  • 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
  • 7 · Other non-fixed payments
  • 8 · Paid under the initial-contract exception

The filer's explanations (Part III)

Part I, Line 1a
The filing organization is a part of the system of healthcare organizations known as AdventHealth. Members of the filing organization's executive management team that hold the position of Vice-President or above are compensated by and on the payroll of Adventist Health System Sunbelt Healthcare Corporation (AHSSHC), the parent organization of the healthcare system known as AdventHealth. AHSSHC is exempt from federal income tax under IRC Section 501(c)(3). The filing organization reimburses AHSSHC for the salary and benefit cost of those executives listed in Part VII that are on the payroll of AHSSHC. At the direction of AHSSHC, and in accordance with the reserved powers in the filing organization's governing documents, the executive team listed on Part VII provides services to the filing organization. Travel for companions: AHSSHC has a Corporate Executive Policy that provides a benefit to allow for a traveling AHSSHC executive to have his or her spouse accompany the executive on certain business trips each year. Typically, reimbursement is only provided to certain executive leaders and is usually limited to one business trip per year beyond the annual AdventHealth President's Council business meeting and other meetings where the spouse is specifically invited. The AHSSHC Corporate Executive Spousal Travel Policy was originally approved and reviewed by the AHSSHC Board Compensation Committee, an independent body of the AHSSHC Board of Directors. All spousal travel costs reimbursed to the executive are considered taxable compensation to the executive. Tax Indemnification and gross-up payments: AdventHealth has a system-wide general policy addressing gross-up payments provided in connection with employer-provided benefits (other than relocation assistance provided to executives). Under the policy, certain taxable business-related reimbursements that are provided to any employee may be grossed up at a 25% rate upon approval by the filing organization's CEO and CFO. Additionally, employees at the Director level and above are eligible for gross-up payments on gifts received for board of director services. Discretionary spending account: Occasional discretionary spending amounts are periodically provided to eligible executives who attend annual business meetings such as the AdventHealth President's Council, CFO Conference or the CMO/CNO business meeting. Payments provided to each executive are considered taxable compensation to the executive.
Part I, Line 3
The individuals who serve on the executive management team of the filing organization are appointed and compensated by Adventist Health System Sunbelt Healthcare Corporation (AHSSHC). Compensation and benefits provided to these individuals is determined pursuant to policies, procedures, and processes of AHSSHC that are designed to ensure compliance with the intermediate sanctions laws as set forth in IRC Section 4958. AHSSHC has taken steps to ensure that processes are in place to satisfy the rebuttable presumption of reasonableness standard as set forth in Treasury Regulation Section 53.4958-6 with respect to its active executive-level positions. The AHSSHC Board Compensation Committee (the Committee) serves as the governing body for all executive compensation matters. The Committee is composed of certain members of the Board of Directors (the Board) of AHSSHC. Voting members of the Committee include only individuals who serve on the Board as independent representatives, who hold no employment positions with AHSSHC and who do not have relationships with any of the individuals whose compensation is under their review that impacts their best independent judgment as fiduciaries of AHSSHC. The Committee's role is to review and approve all components of the executive compensation plan of AHSSHC. As an independent governing body with respect to executive compensation, it should be noted that the Committee will often confer in executive sessions on matters of compensation policy and policy changes. In such executive sessions, no members of management of AHSSHC are present, other than the Chief People Officer, who remains at the request of the Chairman/committee to provide assistance/information as needed. The Committee is advised by an independent third-party compensation advisor. This advisor prepares all the benchmark studies for the Committee. Compensation levels are benchmarked with a national peer group of other not-for-profit healthcare systems and hospitals of similar size and complexity to AdventHealth and each of its affiliated entities. The following principles guide the establishment of individual executive compensation: - The salary of the President/CEO of AdventHealth will not exceed the 50th percentile of comparable salaries paid by similarly situated organizations; and - Other executive salaries shall be established using market medians. The compensation philosophy, policies, and practices of AHSSHC are consistent with the organization's faith-based mission and conform to applicable laws, regulations, and business practices. As a faith-based organization sponsored by the Seventh-day Adventist Church (the Church), AHSSHC's philosophy and principles with respect to its executive compensation practices reflect the conservative approach of the Church's mission of service and were developed in counsel with the Church's leadership.
Part I, Lines 4a-b
During the year ending December 31, 2024, Evelyn Lowe and Michael Soccio received severance payments in the amount of $147,140 and $209,490, respectively. Pursuant to the AHSSHC Corporate Executive Policy governing executive severance, severance agreements for executives operating at the Vice President level and above are entered into upon eligibility to facilitate the transition to subsequent employment following an involuntary separation from employment with AdventHealth. Executives on the filing organization's management team that hold the position of Vice-President or above are compensated by and on the payroll of Adventist Health System Sunbelt Healthcare Corporation (AHSSHC), the parent organization of the healthcare system known as AdventHealth. In recognition of the contribution that each executive makes to the success of AdventHealth, AdventHealth provides supplemental executive retirement benefit plans to eligible executives. As the supplemental executive retirement benefit plans were updated in 2020 and certain individuals still participate as grand-fathered participants in certain plans, the narrative below discusses all plans in which there were any participants in 2024. The SERP III plan effectively replaces the prior SERP II plan, the Executive Flex Benefit Program Plan, and the Senior Executive Death Benefit Plan for qualified executives except for certain grandfathered executive employees. SERP III Plan: The SERP III plan provides eligible executives a percentage of their base pay, which is credited to a deferred compensation account. The plan also provides for compensation deferral and selection of life insurance coverage and long-term care insurance. To be eligible to participate in the SERP III plan, executives must be on the AHSSHC corporate payroll and be either a CEO of an AdventHealth entity, an AHSSHC Vice President (VP) or VP of an AdventHealth entity with a base salary of at least $345,000 in 2024 (adjusted annually by the same percentage as IRC Section 401(a)(17) limit increases), or other leader specifically approved by the AdventHealth President. Eligible executives do not include grandfathered executives, meaning those executives who would satisfy all the eligibility requirements of the SERP II plan prior to Dec 31, 2027, had the plan not been amended and restated as of Jan. 1, 2020. Contribution credits will be established and maintained by class year accounts for each participant using tiered contribution credit percentages of annual base compensation. Contribution credit percentages range between 15% and 19% of base compensation. Contribution credits will be made each quarter in 25% increments with reductions in contributions if the executive is also a grandfathered FLEX participant (see below). SERP III provides for a class year vesting and payment schedule (7 years for each class year) with respect to amounts accumulated in the executive's deferred compensation account. Upon attainment of a normal retirement age (age 62), or upon certain other circumstances as defined in the SERP III plan document, all deferred amounts are paid immediately to the participant. For any executives working beyond the normal retirement age, future employer contributions will be made quarterly from SERP III directly to the participant as a taxable cash bonus. SERP II Plan: The SERP II plan is a defined benefit, non-tax-qualified deferred compensation plan for certain executives who have provided lengthy service to AdventHealth and/or to other Seventh-day Adventist Church hospitals or health care institutions. Under the provisions of the SERP II plan, benefits are provided to qualifying executive participants on a pro-rata schedule beginning with 20 years of service as an employee of AdventHealth and/or another hospital or health care institution controlled by the Seventh-day Adventist Church and who satisfy certain other qualifying criteria. Eligible employees are restricted to those executives who, as of January 1, 2020, satisfied, or if employment continues, will satisfy the eligibility requirements of SERP II prior to December 31, 2027. This supplemental executive retirement plan (SERP II) was designed to provide eligible executives with the economic equivalent of an annual income beginning at normal retirement age equal to 60% of the average of the participant's three, five or seven highest years of base salary from AdventHealth active employment inclusive of income from all other Seventh-day Adventist Church healthcare employer-financed retirement income sources and investment income earned on those contributions through social security normal retirement age as defined in the plan. The number of years included in highest average compensation is determined by the individual's year of entry to SERP II and by the individual's year of entry to the AdventHealth Executive FLEX Benefit Program. FLEX Plan: The Flex Plan was originally designed to provide eligible executives an opportunity to select from among a variety of supplemental benefits, including a split dollar life insurance policy and long-term care insurance, to individually tailor a benefits program appropriate to each executive's needs. In 2020, the Flex Plan was amended to exclude employed executives who are hired or promoted after a certain date from being eligible to participate in the Flex Plan except for certain insurance coverage features of the plan. The Flex Plan provides eligible participants a pre-determined benefits allowance credit that is equal to a percentage of the executive's base pay from which the cost of mandatory and elective employee benefits is deducted. The benefits allowance credit percentage for any plan year shall not be greater than the maximum dollar amount or the percentage of compensation as determined by the AdventHealth Benefits Administration Committee. For grandfathered eligible employees, the annual pre-determined Flex allowance is contributed and any funds that remain after the cost of mandatory and elective benefits are subtracted are, at the employee's option, contributed to either an IRC 457(f) deferred compensation account or to an IRC 457(b) eligible deferred compensation plan. Upon attainment of age 65, all previous 457(f) deferred amounts are paid immediately to the participant and any future employer contributions are made quarterly from the Plan directly to the participant. The Plan provides for a class year vesting schedule (2 years for each class year) with respect to amounts accumulated in the executive's 457(f) deferred compensation account. Distributions could also be made from the executive's 457(f) deferred compensation account upon attainment of age 65 or upon an involuntary separation. The account will be forfeited by the executive upon a voluntary separation. With respect to grandfathered participants, the Flex Plan documents define eligible employees to include the Chief Executive Officers of AdventHealth entities and Vice Presidents of all AdventHealth entities whose base salary was at least equal to the Internal Revenue Code Section 401(a)(17) compensation limit each year. FLEX Plan FLEX Plan SERP II SERP III Contr. Distr.* Contr./Distr. Contr. Thompson,Michael $ 124,015 $ 84,881 $ 314,383 $ 0 Brady,Scott $ 106,242 $ 91,622 $ 0 $ 0 Zbaraschuk,Amy $ 60,496 $ 63,141 $ 0 $ 0 Davis,Brent $ 0 $ 0 $ 0 $ 123,272 Lowe,Evelyn $ 18,590 $ 75,555 $ 71,217 $ 0 Hinds,Nigel $ 23,815 $ 7,474 $ 43,508 $ 0 Wright,Bryan $ 0 $ 0 $ 0 $ 53,342 * Including Investment Earnings

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
2024
Filed
4 November 2025
IRS schema version
2024v5.2
Source object
202503219349315625

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