TY 2020 Form 990 Schedule J

(A) Name and Title		(B) Breakdown of W-2 and/or 1099-MISC compensation			(C) Retirement and other deferred compensation	(D) Nontaxable benefits	(E) Total of columns (B)(i)-(D)	(F) Compensation in column (B) reported as deferred on prior Form 990
(A) Name and Title		(i) Base compensation	(ii) Bonus & incentive compensation	(iii) Other reportable compensation	(C) Retirement and other deferred compensation	(D) Nontaxable benefits	(E) Total of columns (B)(i)-(D)
1Christopher J Durovich Former Officer and Director (CHST Pres. & CEO)	(i) (ii)	0 ------------- 1,367,076	0 ------------- 1,616,060	0 ------------- 1,079,328	0 ------------- 32,423	0 ------------- 41,039	0 ------------- 4,135,926	0 ------------- 0
2Richard P Goode Former Officer	(i) (ii)	0 ------------- 0	0 ------------- 0	0 ------------- 1,830,749	0 ------------- 0	0 ------------- 0	0 ------------- 1,830,749	0 ------------- 0
3James Herring Former Officer	(i) (ii)	0 ------------- 117,692	0 ------------- 234,014	0 ------------- 19,257	0 ------------- 19,500	0 ------------- 473	0 ------------- 390,936	0 ------------- 0
4Claud Kern Wildenthal MD PhD Former Officer	(i) (ii)	0 ------------- 372,163	0 ------------- 0	0 ------------- 0	0 ------------- 0	0 ------------- 0	0 ------------- 372,163	0 ------------- 0
5David T Berry President	(i) (ii)	0 ------------- 622,506	0 ------------- 283,091	0 ------------- 218,451	0 ------------- 208,430	0 ------------- 31,993	0 ------------- 1,364,471	0 ------------- 0
6Jeremiah Radandt EVP Fin & CFO	(i) (ii)	0 ------------- 568,835	0 ------------- 229,425	0 ------------- 49,032	0 ------------- 187,563	0 ------------- 41,534	0 ------------- 1,076,389	0 ------------- 0
7Amy Yeager EVP, CLO & Secretary	(i) (ii)	0 ------------- 432,519	0 ------------- 158,686	0 ------------- 5,400	0 ------------- 127,949	0 ------------- 39,348	0 ------------- 763,901	0 ------------- 0

Schedule J (Form 990) 2020

Page 3

Part III

Supplemental Information

Provide the information, explanation, or descriptions required for Part I, lines 1a, 1b, 3, 4a, 4b, 4c, 5a, 5b, 6a, 6b, 7, and 8, and for Part II. Also complete this part for any additional information.

Return Reference	Explanation
Schedule J, Part I, Line 3 Arrangement used to establish the top management official's compensation	Childrens Health Clinical Operations (The "Corporation") has no employees. Certain individuals identified herein as Officers of the Corporation are employed and compensated by a related organization, Children's Health System of Texas (CHST). The Individuals perform services for the Corporation, and in some cases other related organizations, by arrangement between CHST and such organization(s). Therefore, compensation decisions for the officers were determined by the related organization following CHST compensation's policy. in their duties as officer of the corporation, they have no influence over the compensation process performed by CHST. The CHST process for determining executive compensation is as follows: The Human Resources Committee (Committee) of the CHST Board is responsible for setting the compensation for executives. The Committee is comprised of independent, non-employee directors. A written compensation philosophy has been developed by the Human Resources Committee for timeliness and appropriateness and defines the desired peer groups for compensation surveys. The HR Committee engages the services of an independent compensation consultant for executive compensation. COMPENSATION PROGRAM COMPONENTS: The elements of total compensation provided to CHST executives include: - Cash compensation (i.e., base salary, short-term and long-term incentive compensation, and/or other cash compensation), determined in consideration of competitive market practices, organizational and individual performance, recruitment and retention considerations, and other relevant factors. - Standard benefits, assisting in each executive's medical, dental, disability, life insurance, time off, and retirement needs, reflective of the employment status (i.e., full or part time) of the executive. - Supplemental benefits, including supplemental insurance, retirement benefits, and/or other supplemental benefits determined by the Committee to be appropriate and reasonable in relation to marketplace practices. Compensation and benefits decisions are made in consideration of each executive's position, responsibilities, skills, effort, and performance, in relation to documented practices within the appropriate comparator group(s). PEER GROUP: The Committee has defined its primary peer group for executives as not-for-profit health care organizations similar in size, structure, and complexity. This group will include leading pediatric health systems as well as integrated health systems and academic medical centers. - Data will be compiled in a manner consistent with the IRS Intermediate Sanctions rules of federal tax law, to reflect what is "ordinarily paid to like executives by like enterprises under like circumstances." - In certain circumstances, market data from additional comparator groups (e.g., research institutions, insurance industry, and general industry companies) may also be referenced. - The specific nature of the role at CHST will be considered when adding comparator groups outside of the primary peer group, and the Committee will discuss and agree on the appropriateness of adding comparator groups whenever the specific nature of the CHST role requires additional comparator groups to be used.
Schedule J, Part I, Line 4b Supplemental nonqualified retirement plan	Savings Restoration Plan: Employees who received taxable income from the Savings Restoration Plan include: Christopher Durovich - $157,933 Executive Defined Contribution Retirement Plan (EDCRP): Employees who received taxable income from the EDCRP include: David Berry - $182,830, Christopher Durovich - $660,818, James Herring - $17,654, and Jeremiah Radandt - $41,723. Employees who participated in and have contributions to the EDCRP include: David Berry - $197,030, Christopher Durovich - $12,923, Jeremiah Radandt - $176,163, and Amy Yeager - $116,549.

Return Reference

Explanation

Schedule J, Part I, Line 3 Arrangement used to establish the top management official's compensation

Childrens Health Clinical Operations (The "Corporation") has no employees. Certain individuals identified herein as Officers of the Corporation are employed and compensated by a related organization, Children's Health System of Texas (CHST). The Individuals perform services for the Corporation, and in some cases other related organizations, by arrangement between CHST and such organization(s). Therefore, compensation decisions for the officers were determined by the related organization following CHST compensation's policy. in their duties as officer of the corporation, they have no influence over the compensation process performed by CHST. The CHST process for determining executive compensation is as follows: The Human Resources Committee (Committee) of the CHST Board is responsible for setting the compensation for executives. The Committee is comprised of independent, non-employee directors. A written compensation philosophy has been developed by the Human Resources Committee for timeliness and appropriateness and defines the desired peer groups for compensation surveys. The HR Committee engages the services of an independent compensation consultant for executive compensation. COMPENSATION PROGRAM COMPONENTS: The elements of total compensation provided to CHST executives include: - Cash compensation (i.e., base salary, short-term and long-term incentive compensation, and/or other cash compensation), determined in consideration of competitive market practices, organizational and individual performance, recruitment and retention considerations, and other relevant factors. - Standard benefits, assisting in each executive's medical, dental, disability, life insurance, time off, and retirement needs, reflective of the employment status (i.e., full or part time) of the executive. - Supplemental benefits, including supplemental insurance, retirement benefits, and/or other supplemental benefits determined by the Committee to be appropriate and reasonable in relation to marketplace practices. Compensation and benefits decisions are made in consideration of each executive's position, responsibilities, skills, effort, and performance, in relation to documented practices within the appropriate comparator group(s). PEER GROUP: The Committee has defined its primary peer group for executives as not-for-profit health care organizations similar in size, structure, and complexity. This group will include leading pediatric health systems as well as integrated health systems and academic medical centers. - Data will be compiled in a manner consistent with the IRS Intermediate Sanctions rules of federal tax law, to reflect what is "ordinarily paid to like executives by like enterprises under like circumstances." - In certain circumstances, market data from additional comparator groups (e.g., research institutions, insurance industry, and general industry companies) may also be referenced. - The specific nature of the role at CHST will be considered when adding comparator groups outside of the primary peer group, and the Committee will discuss and agree on the appropriateness of adding comparator groups whenever the specific nature of the CHST role requires additional comparator groups to be used.

Schedule J, Part I, Line 4b Supplemental nonqualified retirement plan

Savings Restoration Plan: Employees who received taxable income from the Savings Restoration Plan include: Christopher Durovich - $157,933 Executive Defined Contribution Retirement Plan (EDCRP): Employees who received taxable income from the EDCRP include: David Berry - $182,830, Christopher Durovich - $660,818, James Herring - $17,654, and Jeremiah Radandt - $41,723. Employees who participated in and have contributions to the EDCRP include: David Berry - $197,030, Christopher Durovich - $12,923, Jeremiah Radandt - $176,163, and Amy Yeager - $116,549.

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