Board policy manual & workplace conduct - Kingston General Hospital

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ISSUED BY:AUTHORIZED BY:CATEGORY:COMMITTEE:KGH Board of DirectorsKGH Board of DirectorsExcellent Management & LeadershipSenior Leadership Assessment &CompensationNUMBER: II-9ISSUE DATE: April 2010REVISION DATES:REVIEW DATE: April 2011PAGE: 1 of 2SUBJECT:CHIEF OF STAFF PERFORMANCE MANAGEMENTAND EVALUATIONArticle 4.10 (b)(v) of the By-law specifies that the Board of Directors will establish measurableannual performance expectations in cooperation with the Chief of Staff (COS), assess COSperformance annually, and determine COS compensation. The performance review processprovides an opportunity to recognize the COS’s level of performance, to collaboratively developthe organization’s priorities for the next fiscal year to present to the Board for approval, and toplan strategies to support the COS and the organization’s continuing growth.Guiding Principles:i) Performance management supports, reinforces and integrates the achievement ofstrategic and annual business plan results with individual performance goals. It providesrecognition and input from key stakeholders of performance outcomes.ii) Performance standards, measures and indicators should be established in thePerformance Management Plan to appropriately assess COS performance.Performance commitments and measures should be set at a level which reflects the highlevel of performance expected.iii) Performance management focuses both on improving organizational processes andstructure and on enhancing the COS’s performance. There will be recognition andreward for performance against established targets and commitments.iv) The Performance Management Plan should include reference to the COS’s expectationsfor senior physician leaders within the organization, thereby promoting a consistent andcontinuous approach to talent development succession planning, and performancemeasurement across the executive leadership group.v) The Performance Management Plan will be aligned with the fiscal year end.Process:i) The Senior Leadership Assessment and Compensation Committee (SLA&C) will jointlydevelop an annual the Performance Management Plan with the COS. This includesgoals, deliverables and metrics for the year (see policy on COS Compensation).ii) The Annual COS Performance Management Plan will be presented to the Board by theSLA&C Committee for approval before the end of Q1 each year.iii) The COS will provide the SLA&C Committee with progress reports 6 weeks after the endof each quarter so that results reporting is aligned with corporate planning andperformance cycle. The SLA&C Committee will review the COS performance against thePlan and report to the board on a quarterly basis.
SUBJECT:Policy # II-9COS Performance Management &EvaluationPage 2 of 2iv) At least once per year, the SLA&C Committee will conduct an annual review of COSperformance against the established Performance Management Plan and report to theboard within 10 weeks following the end of the Fiscal Year. This review will include inputfrom members of the board and major external stake holders and will be structuredaround the agreed Performance Management Plan.v) At the end of the review period, the board chair provides the COS with a writtenperformance evaluation and meets with the COS to discuss the board’s evaluation.vi) The SLA&C Committee will conduct a leadership competency assessment of COS onbehalf of the board, every two years, at a time separate from the annual performancereview. The tools and processes for such a review will be determined.
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SUBJECT:Policy # V-A-2Board Standin
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SUBJECT:Policy # V-A-3Position Desc
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SUBJECT:Policy # V-B-6Board Meeting
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SUBJECT:Policy #VI-2Board Commitmen
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SUBJECT:Policy #VI-7Naming of KGH A
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Appendix ANamed Recognition - KGH A
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Board policy manual & workplace conduct - Kingston General Hospital

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