Executive Contracts & Expenses
Executive Compensation
EXECUTIVE COMPENSATION
St. Joseph’s Healthcare Hamilton is committed to accountability and transparency as part of our stewardship of the resources entrusted to us by the public. The table below outlines the components of the current compensation of executives. In accordance with the 1996 Public Sector Salary Disclosure Act, organizations that receive public funding from the Province of Ontario are required to disclose names, positions, salaries and taxable benefits of employees who earn $100 000 or more within the calendar year. These disclosures can be found on the Government of Ontario Website.
EXECUTIVE COMPENSATION DISCLOSURE AND PERFORMANCE MANAGEMENT
St. Joseph’s Healthcare Hamilton executive compensation is based on assessment of a role’s responsibilities, accountabilities and job duties and factors in the evolving environment individuals work in, and the complexity of the role to which an individual is entrusted. The executive compensation philosophy at St. Joseph’s Healthcare Hamilton is to align with the 50th percentile of benchmarked organizations based on size, scope and complexity. In alignment with the Excellent Care for All Act (ECFAA), each year, members of the executive team have their performance measured through a number of performance and quality improvement metrics that are tied directly to the annual at risk pay portion of the compensation of executives. The Human Resources Committee of St. Joseph’s Healthcare of the Joint Boards of Governors (Board) assess whether the Board approved annual performance and quality improvement metrics for executives have been achieved. The Board approves the compensation policy and practices of executives.
St. Joseph’s Healthcare Hamilton is a top academic health sciences center that relies on attracting and retaining leadership talent. Strong leadership talent is essential in meeting the needs of our staff, physicians, volunteers and learners to enable them to provide and/or perform compassionate care, education and research for our communities and beyond.
St. Joseph's Healthcare Hamilton’s executive compensation structure is as follows:
| Executive Role | Salary Range Minimum to Maximum |
At Risk Pay Hold Back from Salary |
Monthly Car Allowance | Standard Executive Benefit Package |
| Vice President |
$240 000 to $275 000 |
5% | $600 | Yes |
| Executive Vice President |
$315 000 to $400 000 |
|||
| President | $500 000 | 10% | $1 000 |
Dr. Michael Heenan, President, St. Joseph's Healthcare Hamilton – Contract
Executive Leadership Team Organizational Chart.
Additional Information
Severance: Severance is only provided upon termination of employment without cause, and is used to mitigate financial loss until another position can be found. Severance is aligned with Employment Standards Act (ESA). There is no voluntary resignation allowance or retirement allowance provided.
Parking: Executives pay for parking consistent with rates charged for all other staff parking in similar spaces.
Monthly Car Allowance: A monthly auto allowance is provided to offset costs of business-related transportation. This is a taxable benefit.
Health/Flexible Spending Account: This spending account is also provided to non-executive management as part of the employee benefit plan.
SERPs, RRSP Contributions, Club Membership: None exist in St. Joseph’s Healthcare Hamilton contracts.
Please Note:
The compensation figures provided in this compensation overview may not align with figures provided each year through the Ministry of Finance salary disclosure. These amounts may differ as a result of a number of factors:
- Annual salary disclosure is based on a January 1 – December 31 calendar year while St. Joseph’s Healthcare Hamilton’s compensation program is based on fiscal year (April 1 – March 31).
- In certain fiscal years there may be one additional pay period.
- The amount of the pay at risk compensation is based on performance and may not be consistent year to year.