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Nonprofiteer
← ADVENTHEALTH RIVERVIEW INC

Form 990 for tax year 2024

Filed by ADVENTHEALTH RIVERVIEW INC.

Totals

Total revenue
$15,932,075
Total expenses
$49,474,579
Contributions and grants received
$12,500
Grants paid
$377,714
Program services expenses (Part IX)
$45,010,687
Management and general expenses
$4,463,892
Fundraising expenses
$0
Program service expenses (Part III)
$45,010,687

Program services were 91.0% of total expenses calculated — Part IX's program-services column over total expenses, both as filed.

Listed in Part VII

  • Bergherm Bruce

    Director/VP (End 12/24)

    Total calculated
    $1,801,258
    From this org
    $0
    From related orgs
    $1,761,749
    Other
    $39,509
    Hours/week
    0.5 + 49.5 related

    Schedule J breakdown matched by us

    Base
    $0 + $710,394 related
    Bonus
    $0 + $518,285 related
    Other
    $0 + $533,070 related
    Deferred
    $0 + $18,516 related
    Nontaxable benefits
    $0 + $20,993 related
    Filer's total
    $0 + $1,801,258 related

  • Didenko Dima

    Dir/Treasurer

    Total calculated
    $1,356,217
    From this org
    $0
    From related orgs
    $1,197,089
    Other
    $159,128
    Hours/week
    0.5 + 49.5 related

    Schedule J breakdown matched by us

    Base
    $0 + $600,577 related
    Bonus
    $0 + $441,797 related
    Other
    $0 + $154,715 related
    Deferred
    $0 + $124,373 related
    Nontaxable benefits
    $0 + $34,755 related
    Filer's total
    $0 + $1,356,217 related

  • Ottati David

    Dir/Chairman

    Total calculated
    $3,002,459
    From this org
    $0
    From related orgs
    $2,778,371
    Other
    $224,088
    Hours/week
    0.5 + 49.5 related

    Schedule J breakdown matched by us

    Base
    $0 + $1,067,695 related
    Bonus
    $0 + $1,185,417 related
    Other
    $0 + $525,259 related
    Deferred
    $0 + $179,406 related
    Nontaxable benefits
    $0 + $44,682 related
    Filer's total
    $0 + $3,002,459 related

  • Newmyer Jason

    Dir/Pres/CEO

    Total calculated
    $605,906
    From this org
    $0
    From related orgs
    $497,401
    Other
    $108,505
    Hours/week
    50

    Schedule J breakdown matched by us

    Base
    $0 + $311,724 related
    Bonus
    $0 + $144,981 related
    Other
    $0 + $40,696 related
    Deferred
    $0 + $68,708 related
    Nontaxable benefits
    $0 + $39,797 related
    Filer's total
    $0 + $605,906 related

  • Aldridge Drew

    Director (Beg. 03/24)

    Total calculated
    $1,000
    From this org
    $1,000
    From related orgs
    $0
    Other
    $0
    Hours/week
    0.5

  • Blankenship Shannon

    Director (Beg. 03/24)

    Total calculated
    $1,000
    From this org
    $1,000
    From related orgs
    $0
    Other
    $0
    Hours/week
    0.5

  • Johnson Anthony

    Director (Beg. 03/24)

    Total calculated
    $1,000
    From this org
    $1,000
    From related orgs
    $0
    Other
    $0
    Hours/week
    0.5

  • Mayo Darrell

    Director (Beg. 03/24)

    Total calculated
    $1,000
    From this org
    $1,000
    From related orgs
    $0
    Other
    $0
    Hours/week
    0.5

  • Meyer Corey

    Director (Beg. 03/24)

    Total calculated
    $1,000
    From this org
    $1,000
    From related orgs
    $0
    Other
    $0
    Hours/week
    0.5

  • Quattlebaum Ryan

    Director (Beg. 03/24)

    Total calculated
    $618,530
    From this org
    $0
    From related orgs
    $510,558
    Other
    $107,972
    Hours/week
    0.5 + 49.5 related

    Schedule J breakdown matched by us

    Base
    $0 + $319,777 related
    Bonus
    $0 + $112,786 related
    Other
    $0 + $77,995 related
    Deferred
    $0 + $74,234 related
    Nontaxable benefits
    $0 + $33,738 related
    Filer's total
    $0 + $618,530 related

  • Schultz Michael

    Director (Beg. 06/24)

    Total calculated
    $570,004
    From this org
    $0
    From related orgs
    $570,004
    Other
    $0
    Hours/week
    0.5 + 49.5 related

    Schedule J breakdown matched by us

    Base
    $0
    Bonus
    $0 + $310,069 related
    Other
    $0 + $259,935 related
    Deferred
    $0
    Nontaxable benefits
    $0
    Filer's total
    $0 + $570,004 related

  • Schuman Jessica

    Director/Secretary (End 05/24)

    Total calculated
    $456,239
    From this org
    $0
    From related orgs
    $407,639
    Other
    $48,600
    Hours/week
    0.5 + 49.5 related

    Schedule J breakdown matched by us

    Base
    $0 + $339,899 related
    Bonus
    $0 + $47,514 related
    Other
    $0 + $20,226 related
    Deferred
    $0 + $17,727 related
    Nontaxable benefits
    $0 + $30,873 related
    Filer's total
    $0 + $456,239 related

  • Knepp Tanya

    CFO

    Total calculated
    $305,508
    From this org
    $0
    From related orgs
    $260,761
    Other
    $44,747
    Hours/week
    50

    Schedule J breakdown matched by us

    Base
    $0 + $184,343 related
    Bonus
    $0 + $40,139 related
    Other
    $0 + $36,279 related
    Deferred
    $0 + $13,727 related
    Nontaxable benefits
    $0 + $31,020 related
    Filer's total
    $0 + $305,508 related

  • Rowell Cynthia

    CNO

    Total calculated
    $281,099
    From this org
    $0
    From related orgs
    $234,870
    Other
    $46,229
    Hours/week
    50

    Schedule J breakdown matched by us

    Base
    $0 + $186,061 related
    Bonus
    $0 + $35,551 related
    Other
    $0 + $13,258 related
    Deferred
    $0 + $12,329 related
    Nontaxable benefits
    $0 + $33,900 related
    Filer's total
    $0 + $281,099 related

  • Pietrantoin Joseph

    Director - Pharmacy

    Total calculated
    $201,662
    From this org
    $183,989
    From related orgs
    $0
    Other
    $17,673
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $177,465
    Bonus
    $0
    Other
    $6,524
    Deferred
    $0
    Nontaxable benefits
    $17,673
    Filer's total
    $201,662

  • Smith Jordan

    Admin. Director - Operations

    Total calculated
    $219,724
    From this org
    $170,713
    From related orgs
    $0
    Other
    $49,011
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $140,631
    Bonus
    $22,458
    Other
    $7,624
    Deferred
    $7,248
    Nontaxable benefits
    $41,763
    Filer's total
    $219,724

  • Rainey Candie

    Admin. Dir. - Clin Ancillary Services

    Total calculated
    $199,357
    From this org
    $170,137
    From related orgs
    $0
    Other
    $29,220
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $145,776
    Bonus
    $21,290
    Other
    $3,071
    Deferred
    $6,601
    Nontaxable benefits
    $22,619
    Filer's total
    $199,357

  • Densmore Elizabeth

    Exec. Director - HRBP

    Total calculated
    $185,907
    From this org
    $165,644
    From related orgs
    $0
    Other
    $20,263
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $150,855
    Bonus
    $13,209
    Other
    $1,580
    Deferred
    $7,425
    Nontaxable benefits
    $12,838
    Filer's total
    $185,907

  • GilliamDanae

    Dir. - Business Development

    Total calculated
    $165,186
    From this org
    $149,566
    From related orgs
    $0
    Other
    $15,620
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $128,939
    Bonus
    $19,440
    Other
    $1,187
    Deferred
    $5,730
    Nontaxable benefits
    $9,890
    Filer's total
    $165,186

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
  • 1a · Health or social club dues or initiation fees
  • 1b · Written policy on the line-1a expenses
  • 2 · Substantiation required before reimbursing expenses
  • 4b · Supplemental nonqualified retirement plan

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
  • 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. Health or social club dues or initiation fees: AHSSHC has a Corporate Executive Policy that addresses business development expenditures. Under this policy, to encourage executives to establish and cultivate strong working relationships with the medical community and other leaders in the community and industry, certain AdventHealth executives may be reimbursed for member dues and usage charges for a country club or other social club upon authorization. Club memberships must be approved by the AdventHealth President/CEO on an annual basis. Each AdventHealth executive who is approved for a club membership must submit an annual report describing how they used the membership to benefit their organization during the preceding year so that the AdventHealth President/CEO can determine if continuance of the club membership furthers the business interests of AdventHealth. In the current year, for this filing organization, one (1) executive listed in Part VII received reimbursement for club fees. While the club dues membership is an AHSSHC compensation policy and practice, the cost of providing this benefit is allocated to and reimbursed in whole or in part by the filing organization. Accordingly, the filing organization has checked the box in Schedule J, Part I, line 1a for health or social club dues since it has wholly or partially paid for the cost of providing this benefit.
Part I, Line 3
The individual who serves as the CEO of the filing organization is appointed and compensated by Adventist Health System Sunbelt Healthcare Corporation (AHSSHC). Compensation and benefits provided to this individual are 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, Line 4b
Certain 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.
Part I, Line 4b continued:
FLEX Plan FLEX Plan SERP II SERP III Contr. Distr.* Contr./Distr. Contr. Ottati, David $ 160,890 $ 159,135 $ 284,107 $ 0 Bergherm, Bruce $ 138,882 $ 115,882 $ 268,334 $ 0 Didenko, Dima $ 105,857 $ 82,133 $ 0 $ 0 Quattlebaum, Ryan $ 0 $ 0 $ 0 $ 55,718 Newmyer, Jason $ 0 $ 0 $ 0 $ 50,192 AHS 457(B) Distr.* Schultz, Michael $ 251,712 * 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

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
3 October 2025
IRS schema version
2024v5.2
Source object
202533189349301538

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