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        <Explanation>1800 Harrison Foundation relied on a related organization that used one or more of the methods described below to establish the top management officials' compensation: - Compensation committee - Independent compensation consultant - Form 990 of other organizations - written employment contract - compensation survey or study, and - approval by the board or compensation committee of a related organization.</Explanation>
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        <ReturnReference>Severance Payment</ReturnReference>
        <Explanation>Listed persons participated in arrangements entitling them to severance benefits in the event of termination by the organization without cause or due to job elimination. Depending on position level, tenure, and termination reason, severance benefits payable under these arrangements provide for pay and health benefits continuation plus payment of accrued obligations. In addition, for some of the listed persons, severance benefits payable include prorated incentive awards for performance periods not yet ended. None of the listed persons participated in arrangements entitling them to change-of-control payments.</Explanation>
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      <Form990ScheduleJPartIII>
        <Identifier>Schedule J, Part I, line 4b</Identifier>
        <ReturnReference>Supplemental Nonqualified Retirement Plan Payment</ReturnReference>
        <Explanation>Thomas Meier $ 1,075 Kathryn Lancaster 790,314 Mark S. Zemelman 126,344 Victoria Zatkin 3,175 Some of the listed persons participated in nonqualified supplemental retirement plans. Under these plans, the organization makes annual contributions to accounts held in the name of individual participants. Contributions vary by position level and pay, and vest over time based on age and/or service. Participant accounts are credited with actual investment returns from up to four mutual funds and/or with a fixed rate of interest or a combination thereof. Unvested amounts are subject to risk of forfeiture.</Explanation>
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      <Form990ScheduleJPartIII>
        <Identifier>Schedule J, Part I, Line 7</Identifier>
        <ReturnReference>Non-Fixed Payments</ReturnReference>
        <Explanation>The organization provided non-fixed payments to some of the persons listed. Payments were made under incentive plans, based on attainment of organizational performance goals and individual performance, designed to support the organization's mission to provide high-quality, affordable care and improve the health of its members and the communities it serves.</Explanation>
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    <IRS990ScheduleO documentId="IRS990ScheduleO">
      <GeneralExplanation>
        <Identifier>Form 990, Heading, Item B, Amended Return</Identifier>
        <Explanation>Part VII and Schedule J of the return have been amended to reflect updated compensation information regarding certain deferred compensation calculations. Form 990, Part VI, Question 6 Kaiser Foundation Health Plan, Inc. is the sole member.</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part VI, Question 7a</Identifier>
        <Explanation>Under bylaws, KFHP appoints 3 directors. The corporation shall have 3-5 directors (number fixed by board). Thus, KFHP has the authority to appoint a majority of the directors. KFHP shall fill vacancies of the directors it appoints.</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part VI, Question 7b</Identifier>
        <Explanation>The single member, Kaiser Foundation Health Plan, Inc., could have approval over governance decisions.</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part VI, Question 11b</Identifier>
        <ReturnReference>Form 990 REVIEW PROCESS</ReturnReference>
        <Explanation>1. KEY INFORMATION IS OBTAINED AND/OR CONFIRMED WITH INTERNAL SOURCES INCLUDING EXECUTIVE COMPENSATION. 2. Prior to finalization, the return is reviewed with a PRICEWATERHOUSECOOPERS LLP tax advisor. 3. once signed by a PRICEWATERHOUSECOOPERS LLP tax advisor, the return and underlying data are reviewed with an officer or a member of management designated by an officer for the parent company. 4. the return is reviewed and signed by the president. 5. Copies are then provided to Board Members prior to filing.</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part VI, Question 12c</Identifier>
        <ReturnReference>Compliance Enforcement</ReturnReference>
        <Explanation>A. Regularly and Consistently Monitors Compliance with the Conflicts of Interest Policy - Kaiser Permanente regularly monitors compliance with the Conflicts of Interest Policy in 3 key ways: 1. The Kaiser Permanente Compliance Hotline is available to all employees and vendors to report actual or potential conflicts of interest. All calls are answered by a third party and provided to Kaiser Permanente's National Compliance office for review and appropriate action. Employees can report anonymously. Retaliation is prohibited. Reports of actual or potential Conflicts of Interest are generated and investigations are conducted as required and information is tracked and trended to determine if additional guidance is required to avoid or manage conflicts of interest. Compliance Hotline Reports are provided for review and action to the Kaiser Foundation Health Plan/Hospitals Boards of Directors annually. 2. The Senior Vice President &amp; Chief Compliance Officer and the Vice President of Internal Audit Services annually review the directors', officers', key employees', and executives' Annual Conflicts of Interest Questionnaire disclosures and provide direction on any investigations required. Investigations are documented, tracked and trended to determine if additional controls or education is required. In addition, Conflicts of Interest Questionnaire Reports are provided for review and action to the Kaiser Foundation Health Plan/Hospitals Boards of Directors annually; and 3. Annually, as a component of the external audit, KPMG reviews the Annual Conflicts of Interest Questionnaires process completed by Directors, Officers, Key Employees, and Executives, and actions taken as a result of the disclosures. The results of the annual audit, including any findings in this area are presented to the Kaiser Foundation Health Plan/Hospitals Audit and Compliance Committee. B. Regularly and Consistently Enforces Compliance with the Conflicts of Interest Policy - To ensure consistency in the enforcement of the policy Kaiser Permanente uses the following steps as a general guideline: 1. Represented employees are subject to any corrective/disciplinary action provisions described in specific regional/national collective bargaining agreements and/or organizational policies and practices. 2. Kaiser Permanente notifies employees of the National Human Resources Policy No. 14. Corrective/Disciplinary Action Policy during new employee orientation and in annual compliance training. 3. In the event that it is necessary to discipline any employee because of, but not limited to, failure to comply with applicable legal/regulatory requirements, Kaiser Permanente policies and procedures, or the Principles of Responsibility, or for unsatisfactory performance or misconduct, coaching/counseling and/or corrective/disciplinary action may include, but is not limited to: - Oral discussion and/or warning by the employee's immediate supervisor or higher level manager to correct the problem; - Written notice, with or without final warning; - Paid or unpaid suspension, with or without final warning; - Termination of employment.</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part VI, Question 15a/b</Identifier>
        <ReturnReference>Compensation Determination</ReturnReference>
        <Explanation>The executive compensation program as administered by Kaiser Foundation Health Plan, Inc. is designed to recruit, retain and motivate qualified senior management personnel. Senior management personnel have a significant impact on the strategic and policy direction and results of the organization. Therefore, the executive compensation program is, to a significant degree, performance-based. The compensation program is reviewed annually by the Compensation Committee of the Board of Directors which evaluates and approves prior to payment all programs and payments to CEO, Executive Director and top management officials (executives). Base pay for executive positions is established at a level comparable to the relevant market. In addition, other components of the compensation program bear 'at-risk' features designed to focus on strategically important performance goals and to assist in attracting and retaining top performers. The executive compensation program is targeted at the median of the comparable external market in which the organization competes for executive leadership. Evaluation of comparable pay data is performed by an Independent Compensation, Benefit &amp; Human Resource Consulting firm. The compensation program focuses on objectives in the areas of quality of member care and service, financial soundness, and the community and social mission of the organization.</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part VI, Question 18</Identifier>
        <Explanation>Forms 990 are available on www.guidestar.org.</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part VI, Question 19</Identifier>
        <Explanation>Governing documents are available upon request. To request copies contact: Vice President - National Tax Compliance Kaiser Foundation Health Plan and Hospitals One Kaiser Plaza, Suite 15L Oakland, CA 94612</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part VII, Section A, Column B</Identifier>
        <ReturnReference>Hours For Related Organizations</ReturnReference>
        <Explanation>Individuals who are both officers and members of Boards of Directors work full time as employees as well as fulfill their board assignment. All officers work full time in their employee capacity. Full time work may require in excess of the traditional 40 hour week. Given the integrated nature of our organization, employees may provide support for various Kaiser Permanente companies. The average hours per week reported for the filing organization and related organizations was estimated.</Explanation>
      </GeneralExplanation>
      <GeneralExplanation>
        <Identifier>Form 990, Part XI, Line 9</Identifier>
        <ReturnReference>Other Changes In Net Assets or Fund Balances</ReturnReference>
        <Explanation>CURRENT YEAR CAPITAL TRANSFER OUT $3,298,305</Explanation>
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</Return>