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Executive Compensation
St. Joseph’s Health Care London has been preparing for the extension of the Freedom of Information and Protection of Privacy Act (FIPPA), which, as of January 1, 2012 includes Ontario’s hospitals. FIPPA heralds another new step in transparency for hospitals, and St. Joseph’s remains committed to improving how we share information and engage the public.
Because we value transparency and accountability, St. Joseph’s is now proactively releasing details of compensation for current senior leaders.
Compensation is a key element in attracting and retaining highly skilled clinical and business leaders. St. Joseph’s current executive compensation complies with all applicable legislation, and also align with the very latest recommendations for health care executive compensation as contained in the Manley report released Dec. 9, 2011 - an independent assessment of compensation best practices for Ontario hospitals.
St. Joseph’s has a comprehensive performance and compensation program. Each year, a portion of CEO and senior executive compensation is directly linked to the achievement of the organization’s Quality Improvement Plan targets. For the President and CEO, additional performance objectives are also established and assessed annually by the Executive Committee of the Board of Directors.
We know that our constituents depend on us to deliver high quality, safe, compassionate care and excellence in teaching and research. These commitments are balanced with a demonstrated commitment to be good stewards of the resources entrusted to us. We continuously review and improve our processes and we are participating with the Ontario Hospital Association to develop and implement a provincial framework for executive compensation.
Marcella Grail, Chair
Board of Directors
Last updated: Thu, 2012-02-02 12:00
