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← IRVING HEALTHCARE FOUNDATION

Form 990 for tax year 2023

Filed by IRVING HEALTHCARE FOUNDATION.

Totals

Total revenue
$5,138,544
Total expenses
$3,526,140
Contributions and grants received
$4,299,144
Grants paid
$2,724,402
Program services expenses (Part IX)
$2,884,438
Management and general expenses
$268,545
Fundraising expenses
$373,157
Program service expenses (Part III)
$2,884,438

Program services were 81.8% 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
    $2,415,096
    From this org
    $0
    From related orgs
    $2,155,616
    Other
    $259,480
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $447,780 related
    Bonus
    $0 + $530,770 related
    Other
    $0 + $1,177,066 related
    Deferred
    $0 + $225,761 related
    Nontaxable benefits
    $0 + $33,719 related
    Filer's total
    $0 + $2,415,096 related

  • Joy Apple

    Director

    Total calculated
    $0
    Hours/week
    1

  • Raveen Arora

    Director

    Total calculated
    $0
    Hours/week
    1

  • Michael Awosemusi

    Director

    Total calculated
    $0
    Hours/week
    1

  • Robert H Bourgeois

    Director/Chair

    Total calculated
    $0
    Hours/week
    1

  • Sandi Brown

    Director (thru 3/6/2024)

    Total calculated
    $0
    Hours/week
    1

  • Randall G Hubbard

    Director

    Total calculated
    $0
    Hours/week
    1

  • Bal Joshi

    Director/Treasurer

    Total calculated
    $0
    Hours/week
    1

  • Araceli Medrano

    Director (thru 2/9/2024)

    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

  • Cindy Santoscoy

    Director

    Total calculated
    $0
    Hours/week
    1

  • Nakia Scott

    Director

    Total calculated
    $0
    Hours/week
    1

  • Hitesh Soni

    Director (thru 8/4/2023)

    Total calculated
    $0
    Hours/week
    1

  • Lila Gundy

    Director

    Total calculated
    $0
    Hours/week
    1

  • Jelks Oscar Ward

    Director

    Total calculated
    $0
    Hours/week
    1

  • Sara Wardrup

    Director

    Total calculated
    $0
    Hours/week
    1

  • Walter Skip Wilson

    Director/Vice Chair

    Total calculated
    $0
    Hours/week
    1

  • Howard Yu

    Director

    Total calculated
    $0
    Hours/week
    1

  • Amy Martin

    VP CFO

    Total calculated
    $464,420
    From this org
    $0
    From related orgs
    $389,259
    Other
    $75,161
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $265,677 related
    Bonus
    $0 + $96,593 related
    Other
    $0 + $26,989 related
    Deferred
    $0 + $46,153 related
    Nontaxable benefits
    $0 + $29,008 related
    Filer's total
    $0 + $464,420 related

  • John Drake

    President

    Total calculated
    $347,556
    From this org
    $311,462
    From related orgs
    $0
    Other
    $36,094
    Hours/week
    40

    Schedule J breakdown matched by us

    Base
    $214,491
    Bonus
    $72,477
    Other
    $24,494
    Deferred
    $12,516
    Nontaxable benefits
    $23,578
    Filer's total
    $347,556

  • Heather Baker

    Director Foundation

    Total calculated
    $133,232
    From this org
    $116,205
    From related orgs
    $0
    Other
    $17,027
    Hours/week
    40

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 · 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.

Provenance

Return type
form_990
Tax year
2023
Filed
12 May 2025
IRS schema version
2023v6.0
Source object
202531339349305793

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