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Nonprofiteer
← SUTTER HEALTH PACIFIC

Form 990 for tax year 2023

Filed by SUTTER HEALTH PACIFIC.

Totals

Total revenue
$22,033,332
Total expenses
$25,824,735
Contributions and grants received
$153,862
Grants paid
$0
Program services expenses (Part IX)
$24,110,946
Management and general expenses
$1,701,255
Fundraising expenses
$12,534
Program service expenses (Part III)
$24,110,946

Program services were 93.4% of total expenses calculated — Part IX's program-services column over total expenses, both as filed.

Listed in Part VII

  • JAMES E CONFORTI

    FORMER INTERIM PRES & CEO, SH

    Total calculated
    $6,356,149
    From this org
    $0
    From related orgs
    $6,356,149
    Other
    $0
    Hours/week
    0

    Schedule J breakdown matched by us

    Base
    $0
    Bonus
    $0 + $1,304,102 related
    Other
    $0 + $5,052,047 related
    Deferred
    $0
    Nontaxable benefits
    $0
    Filer's total
    $0 + $6,356,149 related

  • CONRAD VIAL MD

    President, SHP

    Total calculated
    $2,830,689
    From this org
    $0
    From related orgs
    $2,565,244
    Other
    $265,445
    Hours/week
    2 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $1,129,458 related
    Bonus
    $0 + $1,285,257 related
    Other
    $0 + $150,529 related
    Deferred
    $0 + $216,664 related
    Nontaxable benefits
    $0 + $48,781 related
    Filer's total
    $0 + $2,830,689 related

  • MARK WHEELER

    CFO, SVNAH & SH PACIFIC

    Total calculated
    $526,061
    From this org
    $0
    From related orgs
    $467,787
    Other
    $58,274
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $360,513 related
    Bonus
    $0 + $72,564 related
    Other
    $0 + $34,710 related
    Deferred
    $0 + $26,564 related
    Nontaxable benefits
    $0 + $31,710 related
    Filer's total
    $0 + $526,061 related

  • Ben Kirk

    SH VP, Legal Ops, Valley

    Total calculated
    $511,190
    From this org
    $0
    From related orgs
    $394,894
    Other
    $116,296
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $341,987 related
    Bonus
    $0 + $45,018 related
    Other
    $0 + $7,889 related
    Deferred
    $0 + $85,989 related
    Nontaxable benefits
    $0 + $30,307 related
    Filer's total
    $0 + $511,190 related

  • Celia Ona

    CHIEF MEDICAL EXECUTIVE

    Total calculated
    $453,437
    From this org
    $445,291
    From related orgs
    $0
    Other
    $8,146
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $444,055
    Bonus
    $0
    Other
    $1,236
    Deferred
    $3,864
    Nontaxable benefits
    $4,282
    Filer's total
    $453,437

  • Elena Sharipova MD

    PSYCHIATRIST

    Total calculated
    $362,048
    From this org
    $352,595
    From related orgs
    $0
    Other
    $9,453
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $352,595
    Bonus
    $0
    Other
    $0
    Deferred
    $3,864
    Nontaxable benefits
    $5,589
    Filer's total
    $362,048

  • Tina Mai

    PSYCHIATRIST

    Total calculated
    $336,340
    From this org
    $316,447
    From related orgs
    $0
    Other
    $19,893
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $309,887
    Bonus
    $0
    Other
    $6,560
    Deferred
    $3,628
    Nontaxable benefits
    $16,265
    Filer's total
    $336,340

  • Mark Linscott

    DIRECTOR/EXEC, SERVICE LINE

    Total calculated
    $256,232
    From this org
    $245,538
    From related orgs
    $0
    Other
    $10,694
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $219,900
    Bonus
    $25,500
    Other
    $138
    Deferred
    $10,575
    Nontaxable benefits
    $119
    Filer's total
    $256,232

  • Michelle Fernandez

    DIRECTOR, INPATIENT NURSING

    Total calculated
    $202,669
    From this org
    $192,596
    From related orgs
    $0
    Other
    $10,073
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $166,838
    Bonus
    $25,500
    Other
    $258
    Deferred
    $9,954
    Nontaxable benefits
    $119
    Filer's total
    $202,669

  • Issar Daryanani

    MANAGER, PSYCHOLOGY

    Total calculated
    $161,181
    From this org
    $149,638
    From related orgs
    $0
    Other
    $11,543
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $144,590
    Bonus
    $5,000
    Other
    $48
    Deferred
    $4,697
    Nontaxable benefits
    $6,846
    Filer's total
    $161,181

  • Steven Chaplin MD

    Director, Psychiatrist

    Total calculated
    $150,253
    From this org
    $148,514
    From related orgs
    $0
    Other
    $1,739
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $148,514
    Bonus
    $0
    Other
    $0
    Deferred
    $1,739
    Nontaxable benefits
    $0
    Filer's total
    $150,253

  • Katherine W Bennett

    DIRECTOR

    Total calculated
    $0
    Hours/week
    1

  • Millard Brown

    DIRECTOR

    Total calculated
    $0
    Hours/week
    1

  • Nicholas Hughey

    DIRECTOR

    Total calculated
    $0
    Hours/week
    1

  • Evan Leong

    DIRECTOR

    Total calculated
    $0
    Hours/week
    1

  • Dee Jay Mailer

    DIRECTOR

    Total calculated
    $0
    Hours/week
    1

  • Gidget Ruscetta

    DIRECTOR

    Total calculated
    $0
    Hours/week
    1

  • Charles Sted

    DIRECTOR/CHAIR

    Total calculated
    $0
    Hours/week
    2 + 2 related

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

  • 3 · Compensation committee
  • 3 · Independent compensation consultant
  • 3 · Compensation survey or study
  • 3 · Approval by the board or compensation committee
  • 4a · Severance or change-of-control payment
  • 4b · Supplemental nonqualified retirement plan
  • 7 · Other non-fixed payments

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
  • 8 · Paid under the initial-contract exception

The filer's explanations (Part III)

SCHEDULE J, PART I, LINE 3
SUPPLEMENTAL COMPENSATION INFORMATION: THE CEO OF THIS ORGANIZATION IS AN EMPLOYEE OF SUTTER HEALTH, A RELATED TAX-EXEMPT ORGANIZATION. THE COMPENSATION COMMITTEE OF THE SUTTER HEALTH BOARD OF DIRECTORS RETAINS ULTIMATE DISCRETIONARY AUTHORITY OVER ALL ELEMENTS OF COMPENSATION TO ASSURE THAT ORGANIZATIONAL PURPOSES ARE APPROPRIATELY BEING SERVED. THE COMPENSATION COMMITTEE USES CREDIBLE INDEPENDENT DATA SOURCES AND MAINTAINS AN OBJECTIVE "ARM'S LENGTH" DECISION-MAKING PROCESS, ENSURING THE INTEGRITY OF SUTTER'S EXECUTIVE PROGRAMS AND CONSISTENCY WITH THE ORGANIZATION'S OVERALL MISSION. SEE SCHEDULE O NARRATIVE FOR PART VI, LINE 15 FOR A FULL DESCRIPTION OF THE COMPENSATION APPROVAL PROCESS COMPLETED BY SUTTER HEALTH.
SCHEDULE J, PART I, LINE 4A
SEVERANCE PAYMENTS: JAMES E. CONFORTI RECEIVED SEVERANCE PAYMENTS OF $1,599,998.
SCHEDULE J, PART I, LINE 4B
NON-FIXED PAYMENTS: SPOT AWARDS ARE INFREQUENTLY USED TO REWARD EMPLOYEES. THERE ARE NO SPECIFIC GUIDELINES FOR THE AMOUNT OF THE SPOT AWARD, AVERAGE AMOUNT OF SPOT AWARDS TEND TO NOT EXCEED 5% TO 15% OF GROSS ANNUAL SALARY. ANNUAL INCENTIVE PLAN (AIP): THE PURPOSE OF THE PLAN IS TO FOCUS EXECUTIVES ON SPECIFIC, SHORTER-TERM GOALS THAT ARE CRITICAL TO THE ACHIEVEMENT OF AFFILIATE, OPERATING UNIT AND SYSTEM-WIDE OBJECTIVES THAT DRIVE OVERALL ORGANIZATION PERFORMANCE. LONG TERM PERFORMANCE PLANS: SUTTER HEALTH ALSO EMPLOYS LONG TERM PERFORMANCE PLANS WHICH ARE DESIGNED TO FOCUS ON LONGER TERM STRATEGIC OBJECTIVES OF THE ORGANIZATION. SUTTER'S LONG TERM PERFORMANCE PLAN APPROACH IS A COMBINATION OF BOTH LONGER TERM MEASURES OF ORGANIZATION SUCCESS AND KEY ORGANIZATION STRATEGIES WHICH REQUIRE THE COMBINED EFFORT OF ALL LEADERSHIP TO ACHIEVE SUCCESS. SUTTER USES A COMMON FATE APPROACH IN THAT ALL LONG TERM PERFORMANCE PLAN PARTICIPANTS ARE MEASURED AGAINST THE SAME, ORGANIZATION-WIDE CRITERIA VS. INDIVIDUAL EFFORTS. THIS FOSTERS A COMMON PURPOSE ACROSS LEADERSHIP AND A SHARED SENSE OF ACCOUNTABILITY FOR THE OVERALL SUCCESS OF SUTTER HEALTH. IN ALL CASES, THE COMPENSATION COMMITTEE OF THE BOARD DETERMINES ACHIEVEMENT OF ORGANIZATION GOALS AND MAKES FINAL AWARD DETERMINATION WHICH MAY RESULT IN A REDUCTION OF AWARD IF APPROPRIATE. ALL SENIOR EXECUTIVE AWARDS ARE REVIEWED FOR COMPENSATION REASONABLENESS AND APPROVED BY THE COMPENSATION COMMITTEE PRIOR TO PAYMENT. BY PARTICIPANTS AND BENEFITS ARE NOT PROTECTED SHOULD SUTTER HEALTH BECOME INSOLVENT.
SCHEDULE J, PART I, LINE 7
NON-FIXED PAYMENTS: SPOT AWARDS ARE INFREQUENTLY USED TO REWARD EMPLOYEES. THERE ARE NO SPECIFIC GUIDELINES FOR THE AMOUNT OF THE SPOT AWARD, AVERAGE AMOUNT OF SPOT AWARDS TEND TO NOT EXCEED 5% TO 15% OF GROSS ANNUAL SALARY. ANNUAL INCENTIVE PLAN (AIP): THE PURPOSE OF THE PLAN IS TO FOCUS EXECUTIVES ON SPECIFIC, SHORTER-TERM GOALS THAT ARE CRITICAL TO THE ACHIEVEMENT OF AFFILIATE, OPERATING UNIT AND SYSTEM-WIDE OBJECTIVES THAT DRIVE OVERALL ORGANIZATION PERFORMANCE. LONG TERM PERFORMANCE PLANS: SUTTER HEALTH ALSO EMPLOYS LONG TERM PERFORMANCE PLANS WHICH ARE DESIGNED TO FOCUS ON LONGER TERM STRATEGIC OBJECTIVES OF THE ORGANIZATION. SUTTER'S LONG TERM PERFORMANCE PLAN APPROACH IS A COMBINATION OF BOTH LONGER TERM MEASURES OF ORGANIZATION SUCCESS AND KEY ORGANIZATION STRATEGIES WHICH REQUIRE THE COMBINED EFFORT OF ALL LEADERSHIP TO ACHIEVE SUCCESS. SUTTER USES A COMMON FATE APPROACH IN THAT ALL LONG TERM PERFORMANCE PLAN PARTICIPANTS ARE MEASURED AGAINST THE SAME, ORGANIZATION-WIDE CRITERIA VS. INDIVIDUAL EFFORTS. THIS FOSTERS A COMMON PURPOSE ACROSS LEADERSHIP AND A SHARED SENSE OF ACCOUNTABILITY FOR THE OVERALL SUCCESS OF SUTTER HEALTH. IN ALL CASES, THE COMPENSATION COMMITTEE OF THE BOARD DETERMINES ACHIEVEMENT OF ORGANIZATION GOALS AND MAKES FINAL AWARD DETERMINATION WHICH MAY RESULT IN A REDUCTION OF AWARD IF APPROPRIATE. ALL SENIOR EXECUTIVE AWARDS ARE REVIEWED FOR COMPENSATION REASONABLENESS AND APPROVED BY THE COMPENSATION COMMITTEE PRIOR TO PAYMENT.

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
2023
Filed
5 November 2024
IRS schema version
2023v5.1
Source object
202423199349316867

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

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