| FORM 990 - ORGANIZATION'S MISSION |
THE NATIONAL PERINATAL INFORMATION CENTER/QUALITY ANALYTIC SERVICES (NPIC/QAS) IS DEDICATED TO THE IMPROVEMENT OF PERINATAL HEALTH THROUGH COMPARATIVE DATA ANALYSIS, PROGRAM EVALUATION, HEALTH SERVICES RESEARCH AND PROFESSIONAL CONTINUING EDUCATION. |
| FORM 990, PAGE 6, PART VI, LINE 11B |
THE DIRECTOR OF OPERATIONS DOES AN INITIAL REVIEW OF THE DRAFT FORM 990 TO ENSURE ACCURACY. IF REVISIONS ARE REQUIRED, THE FORM 990 IS RETURNED TO THE ENGAGED ACCOUNTING FIRM FOR CORRECTIONS. A FINAL DRAFT OF THE FORM 990 IS DISTRIBUTED TO THE BOARD OF DIRECTORS FOR REVIEW. BOARD MEMBERS APPROVE OR REJECT THE FORM 990 EITHER BY EMAIL OR VOTE AT THE ANNUAL MEETING. A MAJORITY APPROVAL VOTE OF THE MEMBERS OF THE BOARD OF DIRECTORS SHALL CONSTITUTE A QUORUM FILE OF THE FORM 990 WITH THE IRS. |
| FORM 990, PAGE 6, PART VI, LINE 12C |
NPIC REQUIRES OFFICERS, DIRECTORS, AND KEY EMPLOYEES TO DISCLOSE ANNUALLY ANY CONFLICT OF INTEREST THAT COULD GIVE RISE TO CONFLICTS. OFFICERS, DIRECTORS, AND KEY EMPLOYEES ARE REQUIRED TO COMPLETE A CONFLICT OF INTEREST QUESTIONNAIRE WHICH INCLUDES A SIGNED WRITTEN STATEMENT AFFIRMING THEIR UNDERSTANDING AND COMPLIANCE OF THE REQUIRED DISCLOSURE OF KNOWN OR POTENTIAL CONFLICTS OF INTEREST. THE EXECUTIVE COMMITTEE OF THE BOARD OF DIRECTORS WILL REVIEW THESE FORMS AND DECIDE THE OUTCOME OF ANY DECLARED CONFLICTS. THIS COMMITTEE WILL REPORT THEIR FINDINGS TO THE BOARD OF DIRECTORS WHO WILL DOCUMENT THE OUTCOME IN THEIR MINUTES TO THEIR MEETINGS. |
| FORM 990, PAGE 6, PART VI, LINE 15A |
THE PRESIDENT'S COMPENSATION PROCESS: EVALUATION CRITERIA: THE PRESIDENT RECEIVES A FORMAL EVALUATION OF HIS/HER PERFORMANCE BY THE BOARD OF DIRECTORS ON AN ANNUAL BASIS. THE EVALUATION IS PART OF THE BOARD'S ANNUAL GOVERNANCE WORK BUT MAY BE INITIATED AT ANY TIME BY THE BOARD OR AT THE REQUEST OF THE PRESIDENT. THE EVALUATION IS CARRIED OUT BY THE COMPENSATION AND EVALUATION COMMITTEE AND FOCUSES ON THE FOLLOWING CRITERIA TO EVALUATE PERFORMANCE REPORT AND REPORT ITS RECOMMENDATION TO THE BOARD: 1. ACCOMPLISHMENT OF THE ORGANIZATION'S MISSION, OBJECTIVES AND STRATEGIC RESULTS FOR WHICH THE PRESIDENT IS RESPONSIBLE. 2. INSURING THAT THE BOARD IS WELL INFORMED ON ISSUES AFFECTING THE CONTINUING RELEVANCE OF THE MISSION AND THE PERFORMANCE AND REPUTATION OF THE ORGANIZATION. 3. THE BOARD AND PRESIDENT WILL AGREE IN ADVANCE ON THE SPECIFIC PERFORMANCE INDICATORS. EVIDENCE OF PERFORMANCE - THE BOARD AND PRESIDENT WILL AGREE IN ADVANCE ON HOW INFORMATION ON THE ABOVE CRITERIA WILL BE PROVIDED. THE MEANS OF GATHERING THIS INFORMATION OR DEMONSTRATING ACCOMPLISHMENT WILL INCLUDE: 1. REPORTS FROM THE PRESIDENT ON PROGRESS TOWARDS THE MISSION AND OBJECTIVES OF THE ORGANIZATION AND CURRENT STRATEGIC GOALS. 2. INDEPENDENT VERIFICATION AND OTHER INFORMATION IS GATHERED BY THE COMMITTEE IN RELATION TO THE DETERMINATION OF AN APPROPRIATE LEVEL OF COMPENSATION. FINDINGS AND RECOMMENDATIONS - THE COMMITTEE WILL REPORT TO THE BOARD THE RESULTS OF THEIR ASSESSMENT AND MAKE A RECOMMENDATION REGARDING ADJUSTMENTS IN THE SALARY OR OTHER CONDITIONS OF EMPLOYMENT OF THE PRESIDENT. THE BOARD WILL REVIEW ITS EVALUATION WITH THE PRESIDENT AND REPORT THE OUTCOME IN THEIR BOARD OF DIRECTORS' MINUTES TO THEIR MEETING. |
| FORM 990, PAGE 6, PART VI, LINE 15B |
KEY EMPLOYEE COMPENSATION PROCESS KEY EMPLOYEE COMPENSATION IS DETERMINED BASED ON JOB RESPONSIBILITIES AND INDIVIDUAL PERFORMANCE AND EXTERNAL JOB MARKET DATA. COMPENSATION IS LINKED TO CORE COMPETENCIES AND GOAL ACHIEVEMENT. THE FOLLOWING PROCESS IS USED TO DETERMINE APPROPRIATE LEVELS OF COMPENSATION: JOB DESCRIPTION - EACH JOB HAS A WRITTEN JOB DESCRIPTION LISTING THE JOB SUMMARY, EDUCATION REQUIREMENT, EXPERIENCE, JOB SPECIFICATIONS, ADA REQUIREMENTS, AND AGE COMPETENCY FOR THE POSITION IF APPLICABLE. JOB EVALUATION - EACH JOB IS GIVEN A NUMERICAL SCORE DETERMINED BY THE TOTAL POINTS ASSIGNED TO ELEVEN FACTORS: EDUCATION, EXPERIENCE, EXERCISE OF JUDGMENT, RESPONSIBILITY, ACCOUNTABILITY, CONTACT WITH OTHERS, CONFIDENTIAL INFORMATION, DIRECTION OF OTHERS, WORKING CONDITION, SOCIAL/PSYCHOLOGIAL CONDITIONS, AND EFFORT. JOB GRADES - THE PROCESS OF JOB CONTENT EVALUATION ESTABLISHES GROUPS OF JOBS OF SIMILAR VALUE INTO JOB GRADES. PAY RANGES ARE ESTABLISHED FOR EACH JOB GRADE ACCORDING TO THE STRUCTURE CLASSIFICATION AND SERVE AS THE BASIS FOR ALL PAY DECISIONS. EACH JOB GRADE IS COMPOSED OF A MINIMUM START RATE, MIDPOINT, AND MAXIMUM. |
| FORM 990, PAGE 6, PART VI, LINE 19 |
NPIC BYLAWS AND CONFLICT OF INTEREST POLICY ARE POSTED ON THE COMPANY WEBSITE. A COPY OF THE AUDITED FINANCIAL STATEMENTS MAY BE REQUESTED VIA THE COMPANY WEBSITE. |
| FORM 990, PART VII |
LEASED EMPLOYEES - THE ORGANIZATION LEASES ALL OF ITS EMPLOYEES FROM WOMEN & INFANTS HOSPITAL OF RHODE ISLAND. ALL OF THE EMPLOYEES WORK FOR NATIONAL PERINATAL INFORMATION CENTER. THE FEES PAID FOR THE LEASED EMPLOYEES IS THE ACTUAL AMOUNTS PAID TO THE EMPLOYEES AS COMPENSATION AND BENEFITS AS LISTED IN PART IX, LINES 5 AND 24A. |
| FORM 990, PART XI |
RESPONSIBILITY FOR AUDIT: THE AUDIT COMMITTEE OF THE BOARD OF DIRECTORS, CHAIRED BY THE TREASURER, REVIEWS THE FINANCIAL GUIDELINES, RESPONDS TO THE AUDITOR'S COMMUNICATION REGARDING AUDIT ACTIVITIES, PROVIDES A DETAILED REVIEW OF THE AUDIT REPORT TO BRING FORTH ANY ISSUES THAT MAY ARISE, AND ASSISTS THE BOARD WITH THE CHOOSING OF AN AUDITOR. |
Attach to Form 990 or 990-EZ.