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        <FormAndLineReferenceDesc>Schedule J, Part I, Line 3</FormAndLineReferenceDesc>
        <ExplanationTxt>The Children's Health process used to establish compensation for the corporation's CEO, President, other officers, and key employees is as follows: 1. The Human Resources Committee of the Board is responsible for setting the compensation for executives, except the President and CEO of Children's, which is set by the Board of Directors. The Committee is comprised of independent, non-employee directors with no conflict of interest regarding executive compensation. A written compensation philosophy has been developed by the Human Resources Committee for timeliness and appropriateness. The philosophy defined desired comparator groups for compensation surveys. The comparator groups are from domestic healthcare industry sectors only and do not include any non-healthcare organizations. 2. The compensation philosophy also defines target levels relative to the marketplace comparator groups for base pay, base pay plus incentive pay, and fringe benefits provided to Children's executives. A third-party consultant, Sullivan Cotter, is engaged by the Human Resources Committee and provides independent, expert consulting services in the area of executive compensation market surveying, pay and benefits program design, and administrative services. Salaries for Children's executives (except for the President and CEO) are set by comparing the salaries paid for comparable positions in integrated systems, academic medical centers, and children's hospitals in similar size and scope of services to Children's. 3. The salary for the President and CEO is set in reference to salaries paid for Presidents and CEOs of children's hospitals in similar size and scope of services to Children's. The data is compiled by Sullivan Cotter and they develop and update annually salary ranges unique to each executive position. The Human Resources Committee approves base pay for each executive (except the President and CEO, whose base pay is approved by the Board of Directors) aimed in the aggregate at approximately the middle of executive pay ranges. 4. For other officers and key employees, Children's uses a combination of job evaluation and survey data to determine the market pay range.</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>Schedule J, Part I, Line 1a First-class or charter travel</FormAndLineReferenceDesc>
        <ExplanationTxt>* The Children's Health written policy on business and educational travel prohibits first class travel except when approved in advance by the CEO or by the Board Chair.</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>Schedule J, Part I, Line 1a Travel for companions</FormAndLineReferenceDesc>
        <ExplanationTxt>* Companion travel is prohibited except when it is deemed to further Children's business activities and must be approved in advance by the CEO or Board Chair. There were no employees that received taxable income as a result of companion travel in 2015.</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>Schedule J, Part I, Line 1a Tax indemnification and gross-up payments</FormAndLineReferenceDesc>
        <ExplanationTxt>* Compensation is grossed up in limited circumstances with prior approval of the appropriate board committee. There were no employees that received taxable income as a result of grossed up compensation in 2015.</ExplanationTxt>
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        <FormAndLineReferenceDesc>Schedule J, Part I, Line 1a Housing allowance or residence for personal use</FormAndLineReferenceDesc>
        <ExplanationTxt>* In an effort to continue to attract quality leadership, Children's Health provides temporary housing allowances as a taxable benefit to executives and other key employees relocating to Dallas.</ExplanationTxt>
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        <FormAndLineReferenceDesc>Schedule J, Part I, Line 4a Severance or change-of-control payment</FormAndLineReferenceDesc>
        <ExplanationTxt>Severance Payment: * Severance - Daniel T Carney - $266,500</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>Schedule J, Part I, Line 4b Supplemental nonqualified retirement plan</FormAndLineReferenceDesc>
        <ExplanationTxt>Non-Qualified Retirement Plan: * Retirement Income Restoration Plan - Christopher J Durovich received $562,323 as taxable income from the Retirement Income Restoration Plan in 2015. Additional employees who participated in the Retirement Income Restoration Plan include Douglas G Hock, Mary E Stowe, and Patricia U Winning. * Savings Restoration Plan - Christopher J Durovich received $302,815 as taxable income from the Savings Restoration Plan. Additional employees who participated in the Savings Restoration Plan include Peter Roberts, Patricia U Winning, Douglas G Hock, Michele Chulick, Jeffrey Vawrinek, Pamela Arora, David G Biggerstaff, Mary E Stowe, Daniel T Carney, Jerry Lee, Kimberly Besse.</ExplanationTxt>
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      <SupplementalInformationDetail>
        <FormAndLineReferenceDesc>Schedule J, Part I, Line 7 Non-fixed payments</FormAndLineReferenceDesc>
        <ExplanationTxt>Non-Fixed Payments - The Human Resources Committee of the Board of Directors retains the authority to adjust annual payout percentages solely at their discretion.</ExplanationTxt>
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        <FormAndLineReferenceDesc>Form 990, Part VI, Line 1a Material differences in voting rights</FormAndLineReferenceDesc>
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        <FormAndLineReferenceDesc>Form 990, Part VI, Line 11b Review of form 990 by governing body</FormAndLineReferenceDesc>
        <ExplanationTxt>A draft of the Form 990 is presented to the corporation's Audit Committee for review. A copy of the Form 990 as filed is made available to the directors through our Board portal before it is filed.</ExplanationTxt>
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        <FormAndLineReferenceDesc>Form 990, Part VI, Line 12c Conflict of interest policy</FormAndLineReferenceDesc>
        <ExplanationTxt>Officers, directors, and key employees received a copy of the Statement of Interest form to execute. Disclosures made are reviewed by the Executive Vice President, Chief Legal Officer and General Counsel and the Chief Compliance Officer and discussed as necessary at the appropriate Board meeting to determine if further action is needed.</ExplanationTxt>
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        <FormAndLineReferenceDesc>Form 990, Part VI, Line 15a Process to establish compensation of top management official</FormAndLineReferenceDesc>
        <ExplanationTxt>The Children's Health process used to establish compensation for the corporation's CEO, President, other officers, and key employees is as follows: 1. The Human Resources Committee of the Board is responsible for setting the compensation for executives, except the President and CEO which is set by the Board of Directors. The Committee is comprised of independent, non-employee directors with no conflict of interest regarding executive compensation. A written compensation philosophy has been developed by the Human Resources Committee for timeliness and appropriateness. The philosophy defined desired comparator groups for compensation surveys. The comparator groups are from domestic healthcare industry sectors only and do not include any non-healthcare organizations. 2. The compensation philosophy also defines target levels relative to the marketplace comparator groups for base pay, base pay plus incentive pay, and fringe benefits provided to Children's executives. A third-party consultant, Sullivan Cotter, is engaged by the Human Resources Committee and provides independent, expert consulting services in the area of executive compensation market surveying, pay and benefits program design, and administrative services. Salaries for Children's executives (except for the President and CEO) are set by comparing the salaries paid for comparable positions in integrated systems academic medical centers and children's hospitals in similar size and scope of services to Children's. 3. The salary for the President and CEO is set in reference to salaries paid for Presidents and CEOs of children's hospitals in similar size and scope of services to Children's. The data is compiled by Sullivan Cotter and they develop and update annually salary ranges unique to each executive position. The Human Resources Committee approves base pay for each executive (except the President and CEO, whose base pay is approved by the Board of Directors) aimed in the aggregate at approximately the middle of executive pay ranges. 4. For other officers and key employees, Children's uses a combination of job evaluation and survey data to determine the market pay range.</ExplanationTxt>
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        <FormAndLineReferenceDesc>Form 990, Part VI, Line 19 Required documents available to the public</FormAndLineReferenceDesc>
        <ExplanationTxt>Certificate of Formation and Consolidated Financial Statements are publicly available. The conflicts of interest policy is made available upon request.</ExplanationTxt>
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        <FormAndLineReferenceDesc>Form 990, Part IX, Line 11g Other Fees</FormAndLineReferenceDesc>
        <ExplanationTxt>Consulting &amp; Professional fees - Total Expense: 1634781, Program Service Expense: 1122621, Management and General Expenses: 512160, Fundraising Expenses: ; Contract Medical - Total Expense: 6557855, Program Service Expense: 4503346, Management and General Expenses: 2054509, Fundraising Expenses: ;</ExplanationTxt>
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        <FormAndLineReferenceDesc>Form 990, Part XI, Line 9 Other changes in net assets or fund balances</FormAndLineReferenceDesc>
        <ExplanationTxt>Net Transfer of Professional Risk Liability Deposit - CIC - 3984685; Paid-in Capital - 4016230; Non-Controlling Interest in Wellness Innovations - 3779638;</ExplanationTxt>
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  </ReturnData>
</Return>