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-10ISSUE DATE: April 2010REVISION DATES:REVIEW DATE: April 2011PAGE: 1 of 1SUBJECT:CHIEF OF STAFF COMPENSATIONArticle 4.10(b)(v) provides for the Board to establish measurable annual performanceexpectations in cooperation with the Chief of Staff (COS), assess COS performance annually,and determine COS compensation.The Board is responsible for establishing a fair compensation package for the position of Chiefof Staff in order to:i) attract and retain a highly skilled Chief of Staff with the requisite competencies.ii) reward meritorious performance.To assist in recruiting and retaining the best possible leadership for Kingston General Hospital(KGH), the total compensation package will be set following a rigorous review of totalcompensation levels at similar academic teaching hospitals in Ontario, including comparatorhospitals at which KGH would typically compete for executive leadership. In establishing thecompensation package, consideration will be given to market rates paid for like positions withinthe local geographic area, particularly as applicable to public sector employment. Considerationshould also be given to level of COS compensation compared to senior physician team. The keyelements of the COS total compensation structure will include base salary, benefits andperquisites in accordance with terms of the employment agreement.The Senior Leadership Assessment and Compensation (SLA&C) Committee (voting members)shall be responsible for determining the COS base salary and parameters for performancepayment and shall bring forward a recommendation to the Board of Directors. Upon mutualagreement between the Compensation Committee and the COS, or at least every three years,total compensation will be reviewed and a report and/or recommendation shall be broughtforward to the Board of Directors.Annual Processi) The SLA&C Committee shall review the base salary of the COS in April of each year.Adjustments to the base salary of the COS shall be subject to the employment contractand incumbent meeting performance expectations as determined through the annualreview process. The Compensation Committee shall look to the criteria summarizedabove and COS salaries of similar academic teaching hospitals in Ontario as a guidelineor reference point during its deliberations.ii) The SLA&C Committee will determine if a special periodic review is required that wouldentail a decision for any deviation from the COS Contract, on not only an annual salaryincrease, but also a special market adjustment.
SUBJECT:Policy # II-10COS CompensationPage 2 of 2iii)iv)The SLA&C Committee will wait for the performance evaluation summary before makinga final recommendation on the annual salary increase awarded to the COS.The SLAC Committee will present its recommendations to the Board for approval at theMay Board meeting.The COS is considered a conflicted parties in relation to his/her remuneration package and isrequired to absent him/herself from any Board meeting or committee meeting when suchmatters are discussed or any other matter addressed in their employment agreement.NOTE: It is understood that any contractual agreements between the Chief of Staff and theBoard of Directors shall supercede this policy.
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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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