2025-11-14T16:13:12-05:00 2024-12-31 520783935 SMITH ELLIOTT KEARNS & COMPANY LLC 19405 EMERALD SQUARE STE 1400 HAGERSTOWN MD 21742 990 2024-01-01 521892688 HOMEWOOD LIVING MINISTRIES INC HOME 3015821626 16107 ELLIOTT PARKWAY WILLIAMSPORT MD 21795 WENDY S CRAMPTON VP FINANCE/CFO 3015821626 2025-11-14 true true ERIN CLARK CPA P01388029 3017335020 2025-11-14 2024 2025-03-06 01:10:19Z EXTENDED TO 11172025 X WENDY S CRAMPTON 16107 ELLIOTT PARKWAY WILLIAMSPORT MD 21795 21568895 false X WWW.HOMEWOOD.COM X 1994 MD THE MISSION OF HOMEWOOD IS TO HONOR CHRIST THROUGH FAITHFUL SERVICE TRO SENIROS AND ONE ANOTHER. 12 11 1511 11 0 417059 0 0 802049 1878710 7044906 7277798 8264014 9156508 0 0 5130691 5656602 0 0 2327576 1377012 7458267 7033614 805747 2122894 49451590 51844783 1886657 2329088 47564933 49515695 X THE MISSION OF HOMEWOOD IS TO HONOR CHRIST THROUGH FAITHFUL SERVICE TRO SENIROS AND ONE ANOTHER. false false 243151 HOMEWOOD LIVING MINISTRIES, INC. IS A PARENT COMPANY WHICH SERVES THE HOMEWOOD COMMUNITIES WITH ADMINISTRATIVE SUPPORT, CENTRALIZED ACCOUNTING INCLUDING BILLING AND COLLECTIONS, COMPUTER AND TECHNICAL SUPPORT, HUMAN RESOURCES, PURCHASING, AND FUNDRAISING THROUGH THE HOMEWOOD LIVING FOUNDATION. ALL OF THE SUBSIDIARY COMPANIES ARE TAX EXEMPT ORGANIZATIONS. THE HOMEWOOD GROUP OF COMPANIES PRIMARILY PROVIDES A CONTINUUM OF CARE FOR ELDERLY PERSONS IN BEAUTIFUL RETIREMENT COMMUNITIES AND NURSING HOMES IN FIVE LOCATIONS: FREDERICK, MARYLAND; WILLIAMSPORT, MARYLAND; HANOVER, PENNSYLVANIA; MARTINSBURG, PENNSYLVANIA; AND EVERETT, PENNSYLVANIA. THESE FACILITIES CONTAIN A TOTAL OF 1,149 INDEPENDENT LIVING COTTAGES AND APARTMENTS, 288 ASSISTED LIVING UNITS, AND 451 NURSING HOME BEDS. THE NURSING HOME BEDS ARE PROVIDED FOR SKILLED AND SPECIAL MEMORY CARE. 243151 true false false false false false false false false true true false false true false true false true false false false false false false false false false false false true false false false false false false false false false false false false false true false false false true X 339 0 true 1511 true false false false false false false false false false false false false X 12 11 true false false false false false false true true false false true true true false true true true true false X WENDY S CRAMPTON 3015821626 16107 ELLIOTT PARKWAY WILLIAMSPORT MD 217950250 THAD ROTHROCK PRESIDENT/CE 40.00 2.00 X X 991860 0 135654 RICHARD P MILLER VP OPERATION 40.00 6.00 X 611065 0 59335 WENDY S CRAMPTON VP FINANCE/C 40.00 7.00 X 433034 0 88853 MICHAEL KOLIAS VP TECHNOLOG 40.00 0.00 X 390759 0 29855 LISA D DEFIBAUGH VP MARKETING 40.00 0.00 X 351582 0 51067 STEVEN L PLASTERER DIRECTOR PUR 40.00 0.00 X 184935 0 32626 JOHNNA MARX DIR CLINICAL 40.00 0.00 X 192384 0 20631 SCOTT G ROEHR VP HUMAN RES 40.00 1.00 X 162967 0 19563 HEATHER GROSS FINANCIAL PL 40.00 0.00 X 155450 0 18861 SALLY A HELCH DIR. OF HEAL 40.00 0.00 X 146218 0 7397 MICHAELA A FISHER CONTROLLER 40.00 0.00 X 117112 0 12478 DOUGLAS BECKER SECRETARY 1.00 2.00 X X 0 0 0 RICHARD BICE DIRECTOR 1.00 1.00 X 0 0 0 SCOTT BRUNK DIRECTOR 1.00 1.00 X 0 0 0 JUDY L WINFIELD HANCOCK DIRECTOR 1.00 2.00 X 0 0 0 MIKE LINE DIRECTOR 1.00 2.00 X 0 0 0 G STEVEN MCKONLY VICE CHAIR 1.00 1.00 X X 0 0 0 KARL MORRIS DIRECTOR 1.00 2.00 X 0 0 0 KEN NOREEN DIRECTOR 1.00 1.00 X 0 0 0 DERRICK PERRY DIRECTOR 1.00 1.00 X 0 0 0 RANDY SCOTT CHAIR 1.00 2.00 X X 0 0 0 RICK SMITH DIRECTOR 1.00 2.00 X 0 0 0 3737366 476320 11 false true false PREMISE HEALTH EMPLOYER SOLUTIONS 5500 MARYLAND WAY 120 BRENTWOOD TN 37027 MEDICAL SERVICE 741563 INSIGHTS WITH AMY COACHING & CONSULT 2220 OTAY LAKES RD SUITE 502-807 CHULA VISTA CA 91915 COACHING 176700 PRELUDE SERVICES 5095 RITTER ROAD STE 112 MECHANICSBURG PA 17055 IT SUPPORT 118456 MARINER WEALTH ADVISORS 5700 W 112TH ST SUITE 200 OVERLAND PARK KS 66211 CONSULTING 103107 SAVEONSP LLC 40 LA RIVIERE DR SUITE 310 BUFFALO NY 142024329 101213 5 766376 766376 80005 80005 80005 80005 13524721 12412387 1112334 1112334 1112334 MANAGEMENT FEES-FROM SUBSIDIA 541610 7169073 7169073 REIMBURSEMENT OF EXPENSES 900099 28720 28720 7197793 9156508 7197793 1958715 2607255 2607255 2615015 2615015 38600 38600 153360 153360 242372 242372 27417 27417 168398 168398 491928 16073 475855 5714 5714 223917 2768 221149 3411 3411 91603 91603 4235 4235 132707 132707 9827 9827 DUES, LICENSES, & SUBSCRI 214499 214499 EMPLOYEE EXPENSES 2327 2327 PUBLIC RELATIONS 1029 1029 7033614 243151 6790463 0 500 500 6912921 7186361 5045 92 563922 711510 5163350 3920500 1162099 1242850 25161849 25699611 15645254 17003859 49451590 51844783 1886657 2329088 1886657 2329088 X 47564933 49515695 47564933 49515695 49451590 51844783 X 2122894 -172132 X false true X true false X 19505255 417059 19922314 5292432 5509695 6196309 6951708 7197793 31147937 24797687 5509695 6196309 7368767 7197793 51070251 51070251 162761 347515 416272 607032 846381 2379961 162761 347515 416272 607032 846381 2379961 24960448 5857210 6612581 7975799 8044174 53450212 0.95550 0.96770 0.04000 0.03000 X 26571947 121832 427138 27120917 24660144 263424 1648379 26571947 23796349 231457 632338 24660144 23414743 381606 23796349 23414743 24414743 1.00000 false false 97092 97092 2653679 1846078 807601 2412579 2074422 338157 1242850 LOANS & ADVANCES TO AFFILIATES 16603319 DEFERRED COMPENSATION 316929 PROJECTS IN PROCESS 83611 17003859 X 8955656 -172132 -172132 9127788 28720 28720 9156508 7004894 -28720 -28720 7033614 7033614 SCHEDULE D, PAGE 2, PART V, LINE 4 HOMEWOOD HAS BENEVOLENT CARE, FACILITY IMPROVEMENT, AND RESIDENT LIFE ENRICHMENT FUNDS WHICH HAVE BEEN ESTABLISHED FOR THE PURPOSE OF BENEVOLENT CARE OF RESIDENTS AND FOR FACILITY IMPROVEMENTS. THESE FUNDS INCLUDE BOTH DONOR RESTRICTED FUNDS AND FUNDS DESIGNATED BY THE BOARD OF TRUSTEES. AS REQUIRED BY GENERALLY ACCEPTED ACCOUNTING PRINCIPLES, NET ASSET CLASSIFICATIONS ASSOCIATED WITH THESE FUNDS, INCLUDING ASSETS DESIGNATED BY THE BOARD OF TRUSTEES, ARE CLASSIFIED AND REPORTED BASED ON THE EXISTENCE OR ABSENCE OF DONOR-IMPOSED RESTRICTIONS. THE BOARD OF TRUSTEES HAS INTERPRETED THE AGREEMENTS ESTABLISHING THESE FUNDS AS REQUIRING THE PRESERVATION OF THE FAIR VALUE OF THE ORIGINAL GIFT AS OF THE DATE OF THE GIFT OF THE DONOR-RESTRICTED FUNDS, ABSENT ANY EXPLICIT DONOR STIPULATIONS TO THE CONTRARY. AS A RESULT OF THIS INTERPRETATION, HOMEWOOD CLASSIFIES AS NET ASSETS WITH DONOR RESTRICTIONS THE ORIGINAL VALUE OF GIFTS DONATED TO THESE FUNDS AND THE ORIGINAL VALUE OF SUBSEQUENT GIFTS TO THESE FUNDS. THE REMAINING FUNDS WHICH ARE DESIGNATED BY THE BOARD OF TRUSTEES ARE REPORTED AS NET ASSETS WITHOUT DONOR RESTRICTIONS. IN MAKING A DETERMINATION TO PRESERVE THESE FUNDS, MANAGEMENT CONSIDERS ATTRIBUTES SUCH AS THE DURATION AND PRESERVATION OF THE FUNDS, THE PURPOSE OF THE GIFT, GENERAL ECONOMIC CONDITIONS, THE EFFECTS OF INFLATION AND DEFLATION, THE EXPECTED TOTAL RETURN FROM INCOME AND THE APPRECIATION OF THE INVESTMENTS, AND THE OVERALL INVESTMENT POLICIES OF HOMEWOOD. THE RESIDENT LIFE ENRICHMENT ENDOWMENT FUND (RLEEF) WAS CREATED AS A BOARD-DESIGNATED ENDOWMENT FUND IN 2017. THE INTEREST FROM THIS FUND WILL BE USED TOWARD ENHANCED PROGRAMMING, ABOVE AND BEYOND BUDGETED ACTIVITIES, THAT ENHANCES THE LIVES OF THE HOMEWOOD RESIDENT FAMILY AND SURROUNDING COMMUNITY. A COMMITTEE AT EACH CAMPUS, WHICH HAS RESIDENT PARTICIPATION, IS RESPONSIBLE FOR IDENTIFYING FUNDING OPPORTUNITIES WHICH ARE THEN APPROVED BY SENIOR MANAGEMENT. SCHEDULE D, PAGE 3, PART X ALL COMPANIES OF THE HOMEWOOD CONSOLIDATED GROUP ARE NOT-FOR-PROFIT CORPORATIONS AS DESCRIBED IN INTERNAL REVENUE CODE SECTION 501(C)(3) AND ARE EXEMPT FROM FEDERAL INCOME TAX PURSUANT TO SECTION 509(A)(3) OF THE INTERNAL REVENUE CODE. HOMEWOOD FOLLOWS GENERALLY ACCEPTED ACCOUNTING PRINCIPLES, WHICH PROVIDES GUIDANCE ON ACCOUNTING FOR UNCERTAINTY IN INCOME TAXES RECOGNIZED IN AN ORGANIZATION'S FINANCIAL STATEMENTS. HOMEWOOD'S POLICY IS TO CHARGE PENALTIES AND INTEREST TO INCOME TAX EXPENSE AS INCURRED. HOMEWOOD'S INCOME TAX RETURNS ARE SUBJECT TO EXAMINATION BY THE INTERNAL REVENUE SERVICE AND STATE AND LOCAL TAXING AUTHORITIES, GENERALLY FOR A PERIOD OF THREE YEARS AFTER THE RETURNS ARE FILED. SCHEDULE D, PAGE 4, PART XI, LINE 4B OTHER INCOME NETTED WITH EXPENSES 28,720 SCHEDULE D, PAGE 4, PART XII, LINE 2D OTHER INCOME NETTED WITH EXPENSES -28,720 X X X X false true false false false true true false false THAD ROTHROCK PRESIDENT/CEO 667166 9427 315267 109750 25904 1127514 47147 RICHARD P MILLER VP OPERATIONS 432504 5877 172684 27250 32085 670400 WENDY S CRAMPTON VP FINANCE/CFO 375100 5514 52420 57250 31603 521887 11290 MICHAEL KOLIAS VP TECHNOLOGY 274719 3707 112333 27250 2605 420614 LISA D DEFIBAUGH VP MARKETING 248180 4314 99088 27250 23817 402649 STEVEN L PLASTERER DIRECTOR PURCHASING 182286 2449 200 9392 23234 217561 JOHNNA MARX DIR CLINICAL SERVICE 190352 1832 200 9651 10980 213015 SCOTT G ROEHR VP HUMAN RESOURCES 155628 7339 19563 182530 HEATHER GROSS FINANCIAL PLANNING 153449 1801 200 7881 10980 174311 SALLY A HELCH DIR. OF HEALTH CARE 139208 5490 1520 7301 96 153615 SCHEDULE J, PAGE 1, PART I, LINE 4 THAD ROTHROCK 0 40,000 0 RICHARD P. MILLER 0 10,000 0 WENDY S. CRAMPTON 0 10,000 0 MICHAEL KOLIAS 0 10,000 0 LISA D. DEFIBAUGH 0 10,000 0 SCHEDULE J, PAGE 1, PART I, LINE 6A THE EXECUTIVE COMPENSATION COMMITTEE WILL REVIEW BEST PRACTICE BENCHMARK INFORMATION INCLUDING FINANCIAL RATIOS AND TREND ANALYSIS WITH COMPARABLE MULTI-FACILITY CONTINUING CARE RETIREMENT COMMUNITIES. PERFORMANCE BENCHMARKS USED: A) MISSION B) OPERATING MARGIN RATIO C) BUDGET COMPARED TO ACTUAL D) DAYS IN ACCOUNTS RECEIVABLE E) RESIDENT/CO-WORKER SATISFACTION SURVEYS F) CENSUS G) DEBT SERVICE RATIO IN ORDER TO BE ELIGIBLE, EXCESS INCOME OVER BUDGET, EXCLUDING CONTRIBUTIONS, MUST BE 200,000 OR GREATER. SCHEDULE J, PAGE 1, PART I, LINE 6B SAME POLICY AS FOR THE ORGANIZATION. FORM 990 STATEMENT REGARDING CORPORATE STRUCTURE: AS OF DECEMBER 31, 2024 THE HOMEWOOD GROUP OF COMPANIES CONSISTS OF A PARENT CORPORATION, FIVE SUBSIDIARY OPERATING COMPANIES, AND A SUBSIDIARY FOUNDATION. THIS CORPORATION STRUCTURE RESULTS FROM THE RESTRUCTURING OF A FORMER SINGLE CORPORATION EFFECTIVE JANUARY 1, 1996. THE COMPANIES CONSTITUTING THE HOMEWOOD GROUP ARE AS FOLLOWS: PARENT: HOMEWOOD LIVING MINISTIRES, INC. 52-1892688 SUBSIDIARIES: HOMEWOOD LIVING WILLIAMSPORT, INC. 52-0619001 (FORMER SINGLE CORPORATION BEFORE RESTRUCTURING) HOMEWOOD LIVING PLUM CREEK, INC. 52-1931788 HOMEWOOD LIVING MARTINSBURG, INC. 52-1931790 HOMEWOOD LIVING FREDERICK, INC. 52-1931794 HOMEWOOD LIVING FOUNDATION, INC. 52-1892689 HOMEWOOD LIVING SPRING HOUSE, INC. 20-5189952 (BECAME PART OF THE GROUP IN 2007.) AS REQUIRED BY THE INTERNAL REVENUE SERVICE, EACH COMPANY IN THE HOMEWOOD GROUP FILES A SEPARATE FORM 990. HOMEWOOD LIVING MINISTRIES, INC., THE PARENT COMPANY, SERVES EACH OF THE SUBSIDIARY COMPANIES WITH ADMINISTRATIVE SUPPORT, CENTRALIZED ACCOUNTING INCLUDING BILLING AND COLLECTION, COMPUTER AND TECHNICAL SUPPORT, HUMAN RESOURCES, PURCHASING, AND FUNDRAISING THROUGH THE HOMEWOOD LIVING FOUNDATION. ACCORDINGLY, APPROXIMATELY 95% OF ITS FUNCTIONAL EXPENSES ARE REPORTED AS "MANAGEMENT AND GENERAL" ON ITS FORM 990. THE REMAINING 5% IS ALLOCATED TO "PROGRAM SERVICES" WITH LESS THAN 1 % ALLOCATED TO FUNDRAISING RELATED ACTIVITIES. THE SUBSIDIARY OPERATING COMPANIES HAVE THE SOLE PURPOSE OF PROVIDING SERVICES TO CLIENTS. ACCORDINGLY, APPROXIMATELY 90% OF THEIR FUNCTIONAL EXPENSES ARE REPORTED AS "PROGRAM SERVICES" ON THEIR RESPECTIVE FORM 990. THE REMAINING 10% IS ALLOCATED TO "MANAGEMENT AND GENERAL" WITH LESS THAN 1 % ALLOCATED TO FUNDRAISING RELATED ACTIVITIES. THE SUBSIDIARY FOUNDATION IS INVOLVED IN PROMOTIONAL AND PUBLIC RELATIONS SUPPORT FOR THE OPERATING COMPANIES AND FUNDRAISING ACTIVITIES FOR THE BENEVOLENT FUND. IN ADDITION, THE FOUNDATION MANAGES INVESTMENTS AND MAKES GRANTS TO THE OPERATING COMPANIES IN SUPPORT OF CHARITY SERVICES. THE FOUNDATION CLASSIFIES GRANTS AND DEPRECIATION EXPENSE AS "PROGRAM SERVICES- AND ALLOCATES OTHER EXPENSES BETWEEN "MANAGEMENT AND GENERAL- AND "FUNDRAISING". FORM 990, PAGE 1, PART I, LINE 6 HOMEWOOD LIVING MINISTRIES HAVE CONSISTENTLY PARTICIPATED IN AND HAVE HELPED TO DEVELOP PROGRAMS THAT SERVE THE BROADER COMMUNITY, THOSE WITH LIMITED RESOURCES, AS WELL AS ITS OWN RESIDENTS. AS A NOT-FOR-PROFIT, TAX-EXEMPT ORGANIZATION, HOMEWOOD LIVING MINISTRIES FROM ITS VERY BEGINNINGS HAS PROVIDED RESOURCES TO HELP SERVE OUR COMMUNITY WHILE ALSO PROVIDING OPPORTUNITIES FOR COMMUNITY MEMBERS TO LEARN FROM AND INTERACT WITH SENIOR CITIZENS. FORM 990, PAGE 2, PART III, LINE 4A HOMEWOOD LIVING MINISTRIES, INC. IS A PARENT COMPANY WHICH SERVES THE HOMEWOOD COMMUNITIES WITH ADMINISTRATIVE SUPPORT, CENTRALIZED ACCOUNTING INCLUDING BILLING AND COLLECTIONS, COMPUTER AND TECHNICAL SUPPORT, HUMAN RESOURCES, PURCHASING, AND FUNDRAISING THROUGH THE HOMEWOOD LIVING FOUNDATION. ALL OF THE SUBSIDIARY COMPANIES ARE TAX EXEMPT ORGANIZATIONS. THE HOMEWOOD GROUP OF COMPANIES PRIMARILY PROVIDES A CONTINUUM OF CARE FOR ELDERLY PERSONS IN BEAUTIFUL RETIREMENT COMMUNITIES AND NURSING HOMES IN FIVE LOCATIONS: FREDERICK, MARYLAND; WILLIAMSPORT, MARYLAND; HANOVER, PENNSYLVANIA; MARTINSBURG, PENNSYLVANIA; AND EVERETT, PENNSYLVANIA. THESE FACILITIES CONTAIN A TOTAL OF 1,149 INDEPENDENT LIVING COTTAGES AND APARTMENTS, 288 ASSISTED LIVING UNITS, AND 451 NURSING HOME BEDS. THE NURSING HOME BEDS ARE PROVIDED FOR SKILLED AND SPECIAL MEMORY CARE. FORM 990, PART V FORM 990, PART V, LINE 1(A), REGARDING NUMBER OF U.S. INFORMATION RETURNS: AS THE PARENT ORGANIZATION, HOMEWOOD LIVING MINISTRIES, INC. PROCESSES ALL THE PAYABLES FOR THE SUBSIDIARY ORGANIZATIONS AND PROCESSES AND FILES ALL OF THE U.S. INFORMATION RETURNS, AND NO U.S. INFORMATION RETURNS ARE FILED BY ANY OF THE SUBSIDIARY ORGANIZATIONS. FORM 990, PART V, LINE 2(A), REGARDING NUMBER OF EMPLOYEES: AS THE PARENT ORGANIZATION, HOMEWOOD LIVING MINISTRIES, INC. PROCESSES THE PAYROLL FOR ALL OF THE SUBSIDIARY ORGANIZATIONS. ALL OF THE PAYROLL TAX REPORTS ARE SUBMITTED BY HOMEWOOD LIVING MINISTRIES, INC. BELOW IS A BREAKDOWN OF THE NUMBER OF EMPLOYEES WORKING AT THE PARENT ORGANIZATION AND EACH OF THE SUBSIDIARY ORGANIZATIONS: NUMBER OF NAME OF ORGANIZATION EMPLOYEES HOMEWOOD LIVING MINISTRIES, INC. 26 HOMEWOOD LIVING WILLIAMSPORT, INC. 271 HOMEWOOD LIVING PLUM CREEK, INC. 414 HOMEWOOD LIVING MARTINSBURG, INC. 354 HOMEWOOD LIVING FREDERICK, INC. 385 HOMEWOOD LIVING FOUNDATION, INC. 4 HOMEWOOD LIVING SPRING HOUSE, INC. 57 FORM 990, PAGE 6, PART VI, LINE 2 JUDY L. WINFIELD HANCOCK ALLAN HANCOCK-RELATED ORGANIZATION DIRECTOR DIRECTOR FAMILY RELATIONSHIP FORM 990, PAGE 6, PART VI, LINE 11B THE FORM 990 IS PROVIDED TO THE CHIEF FINANCIAL OFFICER OF THE PARENT ORGANIZATION AND TO THE EXECUTIVE COMPENSATION COMMITTEE OF THE BOARD OF TRUSTEES FOR REVIEW AND COMMENT BEFORE THE FORM IS FILED. THE OTHER MEMBERS OF THE BOARD OF TRUSTEES ARE NOTIFIED THAT THE FORM 990 WILL BE FILED AND IS AVAILABLE UPON REQUEST FOR THEIR REVIEW. FORM 990, PAGE 6, PART VI, LINE 15A EXECUTIVE COMPENSATION PHILOSOPHY: THE EXECUTIVE COMPENSATION COMMITTEE (COMMITTEE) SERVES IN A GOVERNANCE AND OVERSIGHT ROLE FOR THE HOMEWOOD BOARD OF TRUSTEES TO ENSURE THAT HOMEWOOD LIVING MINISTRIES(HOMEWOOD) MAINTAINS EXECUTIVE COMPENSATION STRATEGIES AND PRACTICES THAT ARE COMPLIANT WITH REGULATIONS, PRUDENT WITHIN THE HOMEWOOD'S RESOURCES AND ABILITY TO HONOR ITS COMMITMENTS, INTERNALLY EQUITABLE, AND ARE EXTERNALLY COMPETITIVE. THE COMMITTEE WILL REVIEW THE EXECUTIVE COMPENSATION PHILOSOPHY ANNUALLY AND MAKE ANY RECOMMENDATIONS TO THE TRUSTEES FOR FINAL APPROVAL. THE INDEPENDENT EXECUTIVE COMPENSATION COMMITTEE OF THE HOMEWOOD LIVING MINISTRIES BOARD OF TRUSTEES, AS DESIGNATED IN THE BY-LAWS, WILL DETERMINE THE TOTAL COMPENSATION PHILOSOPHY AND COMPENSATION PACKAGES FOR SENIOR MANAGEMENT (PRESIDENT/CEO AND VICE PRESIDENTS.) THE EXECUTIVE COMPENSATION COMMITTEE WILL BE STRUCTURED, AND WILL OPERATE, IN A MANNER INTENDED TO SATISFY THE REQUIREMENTS OF THE IRS "INTERMEDIATE SANCTIONS" RULES AND TO ESTABLISH A REBUTTABLE PRESUMPTION OF REASONABLE COMPENSATION. THE THREE ELEMENTS NECESSARY TO ESTABLISH THE REASONABLENESS PRESUMPTION INCLUDE COMPENSATION ARRANGEMENTS BEING APPROVED IN ADVANCE BY AN AUTHORIZED BODY OF THE ORGANIZATION (THE COMMITTEE) COMPRISED OF INDIVIDUALS WITHOUT CONFLICT OF INTEREST; THE COMMITTEE USING APPROPRIATE, COMPARABLE DATA TO MAKE ITS DECISIONS; AND THE COMMITTEE DOCUMENTING ITS DECISIONS THOROUGHLY AND TIMELY. HOMEWOOD'S TARGETED TOTAL CASH COMPENSATION FOR EXECUTIVES IS THE 70TH PERCENTILE AND WITH A 40% SPREAD IS USED TO ESTABLISH THE RANGE BETWEEN MINIMUM AND MAXIMUM TOTAL COMPENSATION, OF THE MARKET LEVELS FOR A COMPETITOR PEER GROUP COMPRISED OF SENIOR LIVING, HEALTH CARE, HOSPITALITY, AND OTHER RELATED ORGANIZATIONS REFLECTING REGIONAL AND NATIONAL BENCHMARKS. DEFERRED OR SUPPLEMENTAL BENEFITS/COMPENSATION PLANS WILL BE USED TO SUPPORT RETENTION AND SMOOTH SUCCESSION PLANNING FOR SENIOR MANAGEMENT. THE EXECUTIVE COMPENSATION POLICY USED FOR IMPLEMENTATION OF THIS PHILOSOPHY WILL BE APPROVED BY THE EXECUTIVE COMPENSATION COMMITTEE FROM TIME TO TIME. THE CEO WILL BE RESPONSIBLE FOR MAKING RECOMMENDATIONS TO THE COMMITTEE CONCERNING SUBORDINATE PAY, ENSURING THAT THOSE RECOMMENDATIONS REFLECT HOMEWOOD'S OVERALL PHILOSOPHY AND COMPENSATION POLICIES. THE EXECUTIVE COMPENSATION COMMITTEE WILL KEEP THE FULL BOARD INFORMED OF KEY DECISIONS AND WILL CONSIST OF INDEPENDENT DECISION MAKERS WHO DO NOT PERFORM PAID SERVICES FOR HOMEWOOD, WHO ARE NOT RELATED TO THE EXECUTIVES, AND WHO OTHERWISE MEET THE "NO CONFLICT-OF-INTEREST" RULES OF THE IRS INTERMEDIATE SANCTIONS. EXECUTIVE COMPENSATION POLICY: HOMEWOOD LIVING MINISTRIES (HOMEWOOD) IS AN ORGANIZATION PROVIDING CARE AND SERVICES TO OVER 2,000 SENIORS RESIDING ON OUR FIVE CAMPUSES IN MARYLAND AND PENNSYLVANIA. AS A LARGE AND COMPLEX ORGANIZATION GUIDED BY OUR COMMITMENT TO CARING FOR SENIORS IN OUR LOCAL COMMUNITIES, HOMEWOOD VIEWS EXECUTIVE COMPENSATION AS AN IMPORTANT PART OF OUR ABILITY TO ATTRACT AND RETAIN THE TALENT NECESSARY TO ENSURE CONTINUED SUCCESSFUL OPERATIONS AND SERVICE. HOMEWOOD HAS THUS, DEVELOPED OUR EXECUTIVE COMPENSATION PHILOSOPHY AND PLAN TO ENABLE EFFICIENT AND CONSISTENT ADMINISTRATION OF OUR EXECUTIVE COMPENSATION PROCESSES. ALL REFERENCES TO EXECUTIVES IN THIS DOCUMENT INCLUDE THE PRESIDENT/CEO AND THE VICE PRESIDENTS. HOMEWOOD'S EXECUTIVE COMPENSATION PLAN IS DESIGNED TO SUPPORT A "BEST PRACTICES" APPROACH TO THE GOVERNANCE OF EXECUTIVE PAY UTILIZING THE FOLLOWING COMPONENTS: 1. COMPETITIVENESS - TOTAL CASH COMPENSATION COMPRISED OF BASE SALARY AND VARIABLE CASH INCENTIVES FOR EXECUTIVES WILL BE BENCHMARKED TO COMPETITOR ORGANIZATIONS AND TARGETED AT THE 70TH MARKET PERCENTILE AS IDENTIFIED BY AN INDEPENDENT EXECUTIVE COMPENSATION CONSULTANT'S MARKET SURVEY. HOMEWOOD'S PEER GROUP OF COMPETITOR ORGANIZATIONS WILL BE DRAWN FROM INDUSTRIES/SECTORS WITH WHICH HOMEWOOD EXCHANGES TALENT AS REPRESENTED BY DATA CALIBRATED FOR HOMEWOOD'S OPERATIONS FROM THE MOST RECENT CHIEF EXECUTIVES OF MULTI-SITE ORGANIZATIONS (CEMO), ERI SENIOR CARE AND HOSPITAL, COMPANALYST HOSPITALITY, AND THE HOSPITAL AND HEALTHCARE SYSTEM (HCS) CORPORATE COMPENSATION SURVEYS. ANALYSIS AND SUMMARY OF SURVEY DATA WILL BE ADMINISTERED BY AN INDEPENDENT THIRD PARTY CONSULTANT. 2. USE OF DATA - IN DEVELOPING THE ORGANIZATION'S EXECUTIVE COMPENSATION RANGES, COMPETITIVE MARKET DATA IS USED TO ESTABLISH THE 70TH PERCENTILE OF THE MARKET, AND A 40% SPREAD IS USED TO ESTABLISH THE RANGE FROM MINIMUM TO MAXIMUM (20% BELOW AND 20% ABOVE THE TARGET). THE LOWER PORTION OF THE RANGE IS WHERE LESS EXPERIENCED EXECUTIVES ARE COMPENSATED. THE MIDDLE OF THE RANGE, IMMEDIATELY AROUND THE TARGET (OR "GOING RATE"), IS WHERE FULLY EXPERIENCED EXECUTIVES WHO MEET ALL PERFORMANCE EXPECTATIONS SHOULD BE REMUNERATED. EXECUTIVES WHO ARE HIGHLY EXPERIENCED AND CONSISTENTLY EXCEED JOB EXPECTATIONS SHOULD BE PAID IN THE UPPER PORTION OF THE RANGE. MINIMUM - NEW OR LITTLE EXPERIENCE; PARTIALLY MEETS EXPECTATIONS MIDPOINT (TARGET) - EXPERIENCED; MEETS EXPECTATIONS MAXIMUM - HIGHLY EXPERIENCED; CONSISTENTLY EXCEEDS EXPECTATIONS 3. PERFORMANCE EVALUATION - THE CEO'S ANNUAL PERFORMANCE REVIEW WILL BE OVERSEEN BY THE BOARD CHAIR. THE CHAIR WILL RECEIVE FEEDBACK FROM THE EXECUTIVE COMMITTEE, PREPARE THE WRITTEN REVIEW DOCUMENT, AND PRESENT THE REVIEW TO THE CEO. PERFORMANCE APPRAISALS FOR THE CEO WILL NORMALLY BE COMPLETED WITHIN ONE MONTH AFTER THE PRESENTATION OF THE AUDITED ANNUAL FINANCIAL STATEMENTS. THE CEO'S PERFORMANCE WILL BE CONSIDERED IN DETERMINING THE CEO'S TOTAL COMPENSATION. THE CEO IS RESPONSIBLE FOR SETTING THE EVALUATION TIMETABLE FOR OTHER KEY EXECUTIVES. EACH POSITION IS EVALUATED, IN WRITING, ANNUALLY. THE INDIVIDUAL EXECUTIVE'S LEVEL OF PERFORMANCE WILL HAVE A DIRECT IMPACT ON SALARY ADJUSTMENTS RECEIVED AND INCENTIVES EARNED BY AN EXECUTIVE. THE CEO WILL PROVIDE AN OVERVIEW OF EACH EXECUTIVE'S PERFORMANCE WHEN PRESENTING COMPENSATION RECOMMENDATIONS TO THE COMMITTEE. 4. BASE SALARY - BASE SALARY IS FIXED PAY FOR ONGOING PERFORMANCE OF JOB RESPONSIBILITIES. BASE PAY WILL BE TARGETED AT THE 70TH MARKET PERCENTILE AS DETERMINED BY AN INDEPENDENT EXECUTIVE COMPENSATION CONSULTANT'S MARKET SURVEY REPORT DISCUSSED ABOVE. SURVEY DATA, PAST EXPERIENCE, AND CURRENT PERFORMANCE WILL BE CONSIDERED WHEN DETERMINING ANNUAL SALARY ADJUSTMENTS. THE BASE SALARY FOR A NEW EXECUTIVE WILL TYPICALLY BE ESTABLISHED BETWEEN THE 50TH AND THE 70TH MARKET PERCENTILES DEPENDENT ON THE NEW EXECUTIVE'S PAST EXPERIENCE. IF A NEW EXECUTIVE BEGINS WITH A BASE SALARY BELOW THE 70TH PERCENTILE, A SCHEDULE SHOULD BE PREPARED TO MOVE THE EXECUTIVE TO THE 70TH PERCENTILE OVER AN APPROPRIATE (ESTIMATED ___ YEARS) PERIOD. THIS BASE SALARY TARGET IS IMPORTANT BECAUSE HOMEWOOD NEEDS AND EXPECTS ITS EXECUTIVES TO BE FUNCTIONING AT A HIGH LEVEL AND, THUS, SHOULD BE COMPENSATED COMPETITIVELY. PRIOR TO AN EXECUTIVE REACHING THE 90TH PERCENTILE FOR A POSITION, THE COMMITTEE WILL CONSIDER RELEVANT FACTORS AND DETERMINE IF THE SALARY WILL BE CAPPED OR IF THE EXECUTIVE'S SALARY WILL BE ALLOWED TO EXCEED THE MAXIMUM SALARY PARAMETER OF THE 90TH MARKET PERCENTILE. EXCEPTIONS TO THE SALARY MAXIMUM MUST BE DEFENSIBLE AND DOCUMENTED IN THE COMMITTEE'S MINUTES. 5. VARIABLE COMPENSATION - AS NOTED ABOVE, TOTAL CASH COMPENSATION, WHICH INCLUDES BASE SALARY AND VARIABLE COMPENSATION IN THE FORM OF INCENTIVES, OR "AT RISK" COMPENSATION, WILL SIMILARLY BE TARGETED AT THE 70TH MARKET PERCENTILE AS DETERMINED BY AN INDEPENDENT EXECUTIVE COMPENSATION CONSULTANT'S COMPETITIVE COMPENSATION SURVEY REPORT. SPECIFIC CORPORATE AND INDIVIDUAL PERFORMANCE MEASURES WILL BE UTILIZED TO DETERMINE EACH EXECUTIVE'S ELIGIBILITY FOR INCENTIVE COMPENSATION WITH A DEFINED MAXIMUM AMOUNT. PERFORMANCE MEASURES FOR THE CORPORATION AND CEO ARE DETERMINED BY THE BOARD AND/OR EXECUTIVE COMPENSATION COMMITTEE IN COLLABORATION WITH THE CEO. PERFORMANCE MEASURES FOR VICE PRESIDENTS ARE DETERMINED BY THE CEO. IF DEFINED CORPORATE PERFORMANCE MEASURES ARE ACHIEVED, EXECUTIVES PERFORMING AT TARGETED PERFORMANCE LEVELS WILL TYPICALLY RECEIVE AN INCENTIVE APPROXIMATING THE 70TH PERCENTILE BENCHMARK. EXECUTIVES UNDERPERFORMING MAY RECEIVE A REDUCED INCENTIVE OR NO INCENTIVE. EXECUTIVES ACHIEVING MAXIMUM TARGETS, MAY RECEIVE AN INCENTIVE MORE THAN THE 70TH PERCENTILE BENCHMARK; HOWEVER, INCENTIVE OPPORTUNITIES WILL BE DESIGNED NOT TO RESULT IN PAYMENTS EXCEEDING THE 90TH PERCENTILE FOR TOTAL CASH COMPENSATION. 6. INCENTIVE PAYMENT REQUIREMENTS - UNLESS SPECIFICALLY AGREED IN WRITING, EXECUTIVES MUST BE EMPLOYED FULL-TIME FOR AT LEAST SIX MONTHS TO BE ELIGIBLE FOR AN INCENTIVE. IF AN EXECUTIVE WORKS LESS THAN A FULL YEAR, THE INCENTIVE, IF PAID, WILL BE PRORATED BASED ON THE NUMBER OF MONTHS EMPLOYED FULL-TIME. UNLESS OTHERWISE APPROVED BY THE COMMITTEE, TO RECEIVE AN INCENTIVE PAYMENT, EXECUTIVES MUST BE CURRENTLY EMPLOYED BY HOMEWOOD AT THE TIME OF PAYOUT EXCEPT IN T FORM 990, PAGE 6, PART VI, LINE 15B HOMEWOOD'S WAGE ADMINISTRATION GUIDELINES FOR THE CALENDAR BUDGET YEAR 2024: HOMEWOOD'S WAGE ADMINISTRATION PROGRAM LOOKS AT BASE PAY RATES THAT TAKE INTO CONSIDERATION IF IT IS: O INTERNALLY EQUITABLE. O EXTERNALLY COMPETITIVE. O AFFORDABLE/COST EFFECTIVE. O LEGAL/DEFENSIBLE. O UNDERSTANDABLE. O APPROPRIATE FOR THE ORGANIZATION. O APPROPRIATE FOR THE WORKFORCE. HOMEWOOD'S WAGE ADMINISTRATION PROGRAM APPLIES PRINCIPLES TO ASSIST IN THE RETENTION AND RECRUITMENT OF CO-WORKERS. HOMEWOOD'S GOAL IS TO PAY WAGES IN THE 60TH PERCENTILE IN THE LONG-TERM CARE INDUSTRY FOR MOST POSITIONS TAKING INTO CONSIDERATION THE GEOGRAPHIC AREA. SOME POSITIONS REQUIRE A HIGHER PERCENTAGE DUE TO MARKET CONDITIONS. HOMEWOOD WILL USE THE PA LEADING-AGE STATE WAGE SURVEY TO BENCHMARK STARTING WAGES, IMPLEMENT MARKET WAGE ADJUSTMENTS AND REVIEW WAGE CEILINGS. ADDITIONAL WAGE SURVEYS WILL ALSO BE USED TO COMPARE DATA IN OUR INDUSTRY AS WELL AS OTHER INDUSTRIES. HOMEWOOD'S GOAL FOR THE STARTING WAGE AND AVERAGE WAGE WILL BE THE 60TH PERCENTILE. WHEN EITHER THE AVERAGE WAGE OR STARTING WAGE DOES NOT MEET THIS STANDARD A MARKET WAGE ADJUSTMENT WILL BE CONSIDERED. IT IS AT HOMEWOOD'S DISCRETION TO HAVE A HIGHER PERCENTILE THAN THE 60TH FOR SOME POSITIONS. A MARKET ADJUSTMENT IS CONSIDERED WHEN A SPECIFIC POSITION IS DETERMINED TO BE BELOW THE 60TH PERCENTILE FOR THAT GEOGRAPHIC AREA. THE MARKET ADJUSTMENT IS DETERMINED BY THE DOLLARS NEEDED TO REACH THE 60TH PERCENTILE. A FIXED DOLLAR AMOUNT IS GIVEN TO CO-WORKERS IN THAT JOB CATEGORY. HOMEWOOD'S GOAL AND PRACTICE IS TO LIMIT WAGE INCREASES FOR CO- WORKERS AT OR ABOVE THE 95TH OR ABOVE PERCENTILE OF THE PA LEADING-AGE STATE WAGE SURVEY FOR THAT PARTICULAR POSITION. WAGE INCREASES FOR CO- WORKERS AT OR ABOVE THE 95TH PERCENTILE WILL RECEIVE 50% OF THEIR PERFORMANCE WAGE INCREASE. HOMEWOOD'S UNDERLYING PHILOSOPHY FOR WAGE INCREASES WILL BE BASED ON PERFORMANCE, ON THE POSITION, ON THE CURRENT PAY RATE AND MARKET COMPARISONS. HOMEWOOD EVALUATES AND CONSIDERS EACH CO-WORKER'S CURRENT PAY BEFORE DETERMINING THE APPROPRIATE WAGE ADJUSTMENT. THE WAGE ADMINISTRATION PROGRAM IS PROVIDED TO SERVE AS A GUIDELINE IN A SYSTEMATIC APPROACH TO WAGE ADJUSTMENTS. WAGE INCREASES FOR THE CALENDAR YEAR 2024 ARE SEPARATED INTO THE FOLLOWING THREE COMPONENTS: 1. THE AVERAGE WAGE OF EACH JOB CATEGORY (OR ANOTHER DETERMINED WAGE BASED ON WAGE SURVEYS) WILL BE USED AS THE BASIS TO ESTABLISH THE WAGE INCREASE. A PAY GRID IS ESTABLISHED FOR EACH POSITION WHICH HAS A DOLLAR/CENTS AMOUNT LINKED TO THE EVALUATION POINTS. WAGE ADJUSTMENTS ARE ADMINISTERED BASED ON THE CO-WORKER'S PERFORMANCE AND DOES NOT TAKE INTO CONSIDERATION LONGEVITY. EXAMPLE: IF ALL CO-WORKERS IN A JOB CATEGORY HAVE THE SAME TOTAL POINTS FROM THE EVALUATION THEY ALL WILL RECEIVE THE SAME DOLLAR/CENTS PER HOUR INCREASE. 2. AN ADDITIONAL INCREASE MAY BE APPROVED IF PARTICULAR POSITION(S) ARE DETERMINED TO BE BELOW THE MARKET VALUE FOR THAT AREA. THIS INCREASE IS NOT REFLECTIVE OF THE CO-WORKER'S PERFORMANCE OR LONGEVITY. IT IS SOLELY BASED ON THE NEED TO BECOME MORE COMPETITIVE WITH THE SALARY. THE VICE PRESIDENT-HUMAN RESOURCES WILL MAKE INITIAL RECOMMENDATIONS FOR MARKET ADJUSTMENT CONSIDERATION. SITE EXECUTIVES WILL THEN MAKE FINAL RECOMMENDATIONS TO THE VICE PRESIDENT-HUMAN RESOURCES FOR SENIOR MANAGEMENT FINAL APPROVAL. ALL MARKET ADJUSTMENT REQUESTS BY THE SITE EXECUTIVE(S) MUST BE PROVIDED TO THE VICE PRESIDENT-HUMAN RESOURCES FOR THE BUDGET PROCESS AND PRIOR TO SEPTEMBER. 3. THE FOLLOWING WILL BE USED FOR THE DEPARTMENT DIRECTOR POSITIONS. AN INCREASE OF UP TO 3% MAY BE AWARDED WHERE PERFORMANCE EXCEEDS THE NORM IN ALL AREAS AND IS DOCUMENTED IN WRITING IN THE PERFORMANCE APPRAISAL PROCESS. THIS INCREASE WOULD BE CONSISTENT WITH OTHER DIRECTOR'S WHOSE PERFORMANCE IS SIMILAR. THE PERFORMANCE WAGE ADJUSTMENT GRID WILL USE THE PARAMETER OF THE AVERAGE WAGE BEING SET AT 2.75% FOR THE 2024 YEAR. CO-WORKERS ACTIVELY EMPLOYED AS OF JANUARY 1, 2024 MAY BE ELIGIBLE FOR THE WAGE INCREASE. GENERALLY, CO-WORKERS WHO HAVE NOT COMPLETED THE INTRODUCTORY PERIOD WOULD RECEIVE A 1.5% ADJUSTMENT. (IN LIEU OF ANY ADJUSTMENT, A CO-WORKER WHO IS HIRED IN DECEMBER MAY BE PAID THE NEW 2024 STARTING RATE.) WAGE INCREASES WILL BE EFFECTIVE THE PAY PERIOD OF JANUARY 7, 2024 TO JANUARY 20, 2024 FOR THE JANUARY 26, 2024 PAY DAY. PERFORMANCE IS THE KEY FACTOR- NOT LENGTH OF SERVICE- FOR WAGE INCREASE CONSIDERATION. THE MERE FACT THAT A CO-WORKER HAS CONTINUED TO BE EMPLOYED BY HOMEWOOD IS NOT JUSTIFICATION FOR A WAGE ADJUSTMENT. WAGE ADJUSTMENTS MUST BE BASED UPON A THOROUGH REVIEW OF A CO-WORKER'S PERFORMANCE. EACH SUPERVISOR WILL CONDUCT A FORMAL PERFORMANCE EVALUATION ANNUALLY. THIS TIME IS USED TO PROVIDE OPPORTUNITY FOR FURTHER DEVELOPMENT TO THE CO-WORKER, SUMMARIZING EVENTS ALREADY DISCUSSED THROUGHOUT THE YEAR. THE EVALUATIONS SHOULD BE PRESENTED DURING THE MONTHS OF NOVEMBER AND DECEMBER. IF A CO- WORKER'S JOB PERFORMANCE DOES NOT JUSTIFY ANY INCREASE, THE CO-WORKER SHOULD BE PLACED ON PROBATION AND IF IMPROVEMENT IS NOT EVIDENT, TERMINATION OF EMPLOYMENT IS APPROPRIATE. STARTING WAGE RATES FOR POSITIONS WILL BE ESTABLISHED THROUGH THE BUDGET PROCESS. HUMAN RESOURCES WILL DISTRIBUTE A WORKSHEET TO INITIATE THE PROCESS. THESE RATES ARE ESTABLISHED FOR EACH FACILITY WITH FINAL HUMAN RESOURCES APPROVAL. STARTING PAY RATES ARE INTENDED TO KEEP EACH POSITION COMPETITIVE WITHIN THE JOB MARKET. FORM 990, PAGE 6, PART VI, LINE 19 THE ORGANIZATION MAKES THE GOVERNING DOCUMENTS, CONFLICT OF INTEREST POLICY, AND FINANCIAL STATEMENTS AVAILABLE TO THE PUBLIC UPON REQUEST. MUCH OF THE INFORMATION IS MADE AVAILABLE TO THE RESIDENTS AS PART OF THE DISCLOSURE STATEMENTS REQUIRED BY THE STATES. FORM 990, PART XI, LINE 9 OTHER INCOME NETTED WITH EXPENSES -28,720 OTHER INCOME NETTED WITH EXPENSES 28,720 HOMEWOOD LIVING FREDERICK INC 7407 WILLOW ROAD FREDERICK MD 21701 521931794 CCRC MD 501C3 10 HOMEWOOD RETIREMENT CENTERS INC true HOMEWOOD LIVING PLUM CREEK INC 425 WESTMINSTER AVENUE HANOVER PA 17331 521931788 CCRC MD 501C3 10 HOMEWOOD RETIREMENT CENTERS INC true HOMEWOOD LIVING MARTINSBURG INC 437 GIVLER DRIVE MARTINSBURG PA 16662 521931790 CCRC MD 501C3 10 HOMEWOOD RETIREMENT CENTERS INC true HOMEWOOD LIVING SPRING HOUSE INC 114 VICTORIA AVENUE EVERETT PA 15537 205189952 CCRC MD 501C3 10 HOMEWOOD RETIREMENT CENTERS INC true HOMEWOOD LIVING WILLIAMSPORT INC 16505 VIRGINIA AVENUE WILLIAMSPORT MD 21795 520619001 CCRC MD 501C3 10 HOMEWOOD RETIREMENT CENTERS INC true HOMEWOOD LIVING FOUNDATION INC 16107 ELLIOTT PARKWAY WILLIAMSPORT MD 21795 521892689 FUNDRAISIN MD 501C3 12A HOMEWOOD RETIREMENT CENTERS INC true false false false true true false false false false false false true false false false false true false false HOMEWOOD LIVING WILLIAMSPORT INC D 74226 BOOK VALUE HOMEWOOD LIVING PLUM CREEK INC E 1656651 BOOK VALUE HOMEWOOD LIVING MARTINSBURG INC D 14254 BOOK VALUE HOMEWOOD LIVING FREDERICK INC D 16376680 BOOK VALUE HOMEWOOD LIVING FOUNDATION INC D 311398 BOOK VALUE HOMEWOOD LIVING SPRING HOUSE INC D 1483412 BOOK VALUE HOMEWOOD LIVING WILLIAMSPORT INC Q 1006182 COST HOMEWOOD LIVING PLUM CREEK INC Q 1942524 COST HOMEWOOD LIVING MARTINSBURG INC Q 1326025 COST HOMEWOOD LIVING FREDERICK INC Q 2654749 COST HOMEWOOD LIVING SPRING HOUSE INC Q 239592 COST