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Nonprofiteer
← SUTTER ROSEVILLE MEDICAL CENTER FOUNDATION

Form 990 for tax year 2024

Filed by SUTTER ROSEVILLE MEDICAL CENTER FOUNDATION.

Totals

Total revenue
$2,795,646
Total expenses
$2,125,199
Contributions and grants received
$1,294,547
Grants paid
$1,000,132
Program service revenue
not reported
Investment income
not reported
Other revenue
not reported
Total assets, end of year
not reported
Total liabilities, end of year
not reported
Net assets or fund balances, end of year
not reported
Program services expenses (Part IX)
$1,414,670
Management and general expenses
$710,529
Fundraising expenses
$0
Program service expenses (Part III)
$1,414,670

Program services were 66.6% of total expenses calculated — Part IX's program-services column over total expenses, both as filed.

Listed in Part VII

  • Tammy Powers

    CEO, SRMC

    Total calculated
    $1,496,220
    From this org
    $0
    From related orgs
    $986,154
    Other
    $510,066
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $561,758 related
    Bonus
    $0 + $371,135 related
    Other
    $0 + $53,261 related
    Deferred
    $0 + $470,025 related
    Nontaxable benefits
    $0 + $40,041 related
    Filer's total
    $0 + $1,496,220 related

  • Ronnie Yamanaka

    CFO, Sacramento Div./SRMCF

    Total calculated
    $1,175,953
    From this org
    $0
    From related orgs
    $819,338
    Other
    $356,615
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $549,965 related
    Bonus
    $0 + $224,912 related
    Other
    $0 + $44,461 related
    Deferred
    $0 + $327,842 related
    Nontaxable benefits
    $0 + $28,773 related
    Filer's total
    $0 + $1,175,953 related

  • Raya Elias-Petros

    Chief Philanthropy Officer-SH

    Total calculated
    $1,058,747
    From this org
    $0
    From related orgs
    $958,451
    Other
    $100,296
    Hours/week
    0 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $544,058 related
    Bonus
    $0 + $361,325 related
    Other
    $0 + $53,068 related
    Deferred
    $0 + $60,757 related
    Nontaxable benefits
    $0 + $39,539 related
    Filer's total
    $0 + $1,058,747 related

  • Suzanne Zolfo

    Trustee/Dir. of Philanthropy

    Total calculated
    $291,038
    From this org
    $0
    From related orgs
    $220,600
    Other
    $70,438
    Hours/week
    2 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $182,447 related
    Bonus
    $0 + $36,645 related
    Other
    $0 + $1,508 related
    Deferred
    $0 + $40,109 related
    Nontaxable benefits
    $0 + $30,329 related
    Filer's total
    $0 + $291,038 related

  • Renee Wise

    Manager, Area II

    Total calculated
    $195,719
    From this org
    $0
    From related orgs
    $140,818
    Other
    $54,901
    Hours/week
    1 + 40 related

    Schedule J breakdown matched by us

    Base
    $0 + $113,223 related
    Bonus
    $0 + $21,819 related
    Other
    $0 + $5,776 related
    Deferred
    $0 + $25,299 related
    Nontaxable benefits
    $0 + $29,602 related
    Filer's total
    $0 + $195,719 related

  • Kay Brooks

    Trustee

    Total calculated
    $0
    Hours/week
    1

  • Anastasia Efstathiu

    Trustee

    Total calculated
    $0
    Hours/week
    1

  • Glenn Garabedian

    TRUSTEE

    Total calculated
    $0
    Hours/week
    1

  • Bonnie Marx

    Trustee

    Total calculated
    $0
    Hours/week
    1

  • Richard Osen

    TRUSTEE

    Total calculated
    $0
    Hours/week
    1

  • Larry Payne

    Trustee

    Total calculated
    $0
    Hours/week
    1

  • Jon Perlstein MD

    TRUSTEE

    Total calculated
    $0
    Hours/week
    1

  • Tara Simpson

    Trustee/Vice-Chair

    Total calculated
    $0
    Hours/week
    2

  • Joseph Whitters

    Trustee/Chair

    Total calculated
    $0
    Hours/week
    2

  • David Yee MD

    TRUSTEE/Secretary

    Total calculated
    $0
    Hours/week
    2

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

  • 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)

SCHEDULE J, PART I, LINE 3
SUPPLEMENTAL COMPENSATION INFORMATION: THE COMPENSATION FOR THE POSITION OF EXECUTIVE DIRECTOR/TOP MANAGEMENT OFFICIAL IS DETERMINED THROUGH A QUANTITATIVE POINT FACTOR REVIEW OF THE KNOW-HOW, PROBLEM SOLVING, AND ACCOUNTABILITY ASSOCIATED WITH A GIVEN POSITION AS IDENTIFIED IN THE DETAILED POSITION DESCRIPTION. ADDITIONALLY, ALL APPLICABLE MARKET SALARY SURVEY DATA IS REVIEWED TO ENSURE THE POSITION IS BOTH INTERNALLY EQUITABLE AND EXTERNALLY COMPETITIVE/MARKET APPROPRIATE. SEE SCHEDULE O NARRATIVE FOR PART VI LINE 15 FOR A FULL DESCRIPTION OF THE COMPENSATION APPROVAL PROCESS.
SCHEDULE J, PART I, LINE 4B
NONQUALIFIED RETIREMENT PLAN: CERTAIN INDIVIDUALS PAID BY SUTTER HEALTH PARTICIPATE IN A SUPPLEMENTAL NONQUALIFIED RETIREMENT PLAN. THE PURPOSE OF THE NONQUALIFIED RETIREMENT PLAN IS TO PROVIDE SUTTER HEALTH EXECUTIVES WITH A COMPETITIVE RETIREMENT BENEFIT CONSISTENT WITH SUTTER HEALTH'S OVERALL COMPENSATION PHILOSOPHY FOR ALL EMPLOYEES. CONTRIBUTIONS ARE DESIGNED TAKING INTO CONSIDERATION LOST RETIREMENT BENEFITS THAT WOULD OTHERWISE BE OBTAINED THROUGH THE QUALIFIED PENSION PLAN. SUTTER'S PLANS ARE DESIGNED CONSISTENT WITH COMPETITIVE INDUSTRY PRACTICES. THE RETIREMENT PLAN FOR SUTTER HEALTH EMPLOYEES IS A COMBINATION OF 403(B) EMPLOYER MATCH CONTRIBUTIONS AND QUALIFIED PENSION PLAN BENEFITS. SUTTER HEALTH EXECUTIVES ARE GENERALLY INELIGIBLE FOR EMPLOYER MATCH CONTRIBUTIONS. TO ENSURE A COMPETITIVE RETIREMENT BENEFIT, SUTTER HEALTH MAKES AN ANNUAL CONTRIBUTION TO A NON-QUALIFIED 457(F) PLAN FOR ITS EXECUTIVES. THE FORMULA PROVIDES 6% TO 16% OF BASE SALARY PLUS ANNUAL INCENTIVE AWARD (COMMENSURATE WITH MANAGEMENT LEVEL). UNLIKE SUTTER HEALTH'S QUALIFIED PENSION PLAN WHERE EMPLOYEE BENEFITS ARE GUARANTEED (I.E., A DEFINED BENEFIT), SUTTER'S NON-QUALIFIED PLAN BENEFITS ARE NOT GUARANTEED BY SUTTER HEALTH. INVESTMENT RISK IS BORNE 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 PRIOR TO PAYMENT BY THE COMPENSATION COMMITTEE.

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
4 November 2025
IRS schema version
2024v5.2
Source object
202533179349305368

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

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