Executive Compensation Policy and Framework BLUEWATER HEALTH

Transcription

1 Executive Compensation Policy and Framework BLUEWATER HEALTH 1. Background The Province of Ontario introduced The Broader Public Sector Accountability Act in 2010 (BPSAA), which introduced controls on compensation, expenses, perquisites, business documents and procurement in the Broader Public Sector (BPS). This included an immediate freeze on certain executive compensation. In 2012, the Act was amended to extend the freeze to all elements of compensation for designated executives. This 2012 amendment was made to apply until a new provincial compensation framework for the BPS becomes effective. The BPSAA applied to all public designated employers including universities, colleges, hospitals and school boards. This included Bluewater Health. Executive compensation has been frozen since years. In 2014, the Province began the process of developing public sector compensation frameworks to manage executive compensation in the BPS. The Broader Public Sector Executive Compensation Act of 2014 (BPSECA) authorized the government to establish frameworks, and set out principles that all designated employers must follow. These included ensuring that there is a consistent and evidencebased approach to setting compensation, ensuring that there is a balance between managing compensation costs while allowing employers to attract and retain the talent they seek, and ensuring that there is transparency in how executive compensation decisions are made. Following consultation with multiple stakeholders in the BPS, in 2016 the Province introduced Ontario Regulation 304/16 in support of the BPSECA, effective September 6, This Regulation lays out the details and implementation timelines for executive compensation for all employers within the BPS. The Regulation states that all BPS employers must have a compensation framework in place for designated executives. The framework must be compliant with the Regulation, and have been available for community feedback for a thirty-day period. The requirements of the BPSECA and Ontario Regulation 304/16 have been considered, and the following Policy developed to ensure that Bluewater Health is compliant with the requirements. 2. Description of Hospital and Role of the Executive Team Bluewater Health is located in Ontario within the Erie St. Clair Local Health Integration Network and encompasses Bluewater Health located in Sarnia, and Charlotte Eleanor Englehart Hospital of Bluewater Health located in Petrolia. Our staff, physicians and volunteers number nearly 2,500, making Bluewater Health Sarnia-Lambton s largest public-sector employer. At Bluewater Health, the Senior Leadership Team is accountable for a budget of approximately $177,000,000, across two campuses in Sarnia and Petrolia. The Team provides strategic leadership so the organization can achieve four key priorities set out in the strategic plan - Quality Care, Exceptional Relationships, Outstanding Performance, Inspired People driving innovation to assure community members receive the right care, in the right place, at the right time by the right provider. 3. Designated Executives Positions J u l y 2 8, P a g e 1

2 The Executive Compensation Regulation applies to all designated executives and all designated employers under the BPSECA. Designated employers include public hospitals. Designated executives are individuals who meet two criteria. First, the person is the head of a designated employer regardless of title; or is a vice-president, chief administrative officer, chief operating officer or any other executive regardless of title. Second, the person is entitled to receive or could potentially receive $100,000 or more in cash compensation in a given calendar year. Total cash compensation includes base salary and any pay for performance. At Bluewater Health, the designated executives include the following positions: President & Chief Executive Officer; Chief of Professional Staff; Chief Nursing Executive; Vice President, Operations (2 positions); Chief, Communications & Public Affairs; Integrated Vice-President, Mental Health & Addictions Bluewater Health, Canadian Mental Health Association Lambton Kent For summary job descriptions for each position, please see the Appendix. 4. Compensation Philosophy Bluewater Health has a long, rich, public legacy of care in the communities it serves, and is Sarnia-Lambton s largest public-sector employer. The work at the hospital touches the lives of the thousands of people each year. The Executive Compensation Program is designed to be competitive in attracting and retaining the talent necessary to continue this legacy and support achievement of the hospital s strategic and operational goals. The ECP recognizes the performance of executives in achieving provincially set quality indicators, attainment of the Quality Improvement Plan, and meeting the H-SAA (Hospital Service Accountability Agreement) responsibilities, to optimize better health outcomes and experiences. The Executive Compensation Program enables Bluewater Health to retain leaders who will drive the Hospital s commitment to: Quality Care assuring the right care, in the right place, at the right time, by the right provider; Outstanding Performance optimizing roles, resources, revenues, technology and innovation; Exceptional Relationships expanding innovative partnerships and collaborations to improve experiences, services, transitions and community health; Inspired People advancing the hospital s culture of kindness with an intention to learn, lead, collaborate and celebrate. The Executive Compensation Program at Bluewater Health shall meet the following goals: The compensation program shall meet all legislative requirements including, but not limited to the Broader Public Sector Accountability Act, Broader Public Sector Executive Compensation Act, Excellent Care for All Act, Employment Standards Act and Pay Equity Act. The compensation program will always be maintained within the financial means of Bluewater Health. The compensation program shall accurately and equitably assess the internal value of a role. J u l y 2 8, P a g e 2

3 The compensation program shall be competitive to the market. The comparator market is detailed in the section titled External Comparator Organizations. The compensation program shall provide for the attraction, retention and motivation of the high performing executives required to meet the strategic goals of the organization by being competitive to the market, compensating for the value of a role and recognizing performance. The compensation program shall provide designated executives with 2% performance pay for achieving annual performance expectations related to the organization s Quality Improvement Plan (QIP), Strategic Plan and Operating Plan. The maximum amount of salary and performance pay that may be paid to a Bluewater Health designated executive shall be at the 50th percentile of comparator organizations who have positions comparable to the position held by the designated executive. 5. External Comparator Organizations As per the Regulations, organizations are to select a minimum of eight (8) comparators. An organization may be selected as a comparator organization if: The potential comparator organization has at least one executive who holds a position comparable to the position or class of positions held by the designated executive or class of designated executives; and The organization is comparable to the designated employer with respect to most or all of the following factors: (a) the scope of responsibilities of the executives; (b) the type of operations; (c) the industries within which the organization competes for executives; (d) size; and (e) location. In determining the external comparator organizations for Bluewater Health, the following was given consideration for the five factors: a) Scope of Responsibilities Comparator organizations were selected that had executive positions with similar responsibilities, competencies (knowledge, skill and abilities), relative complexity and level of accountability to those at Bluewater Health.The positions are responsible for the development and implementation of the strategic and operational plans for the delivery of excellent patient care. The comparator positions that were selected have substantially similar accountabilities to the job summaries outlined in the Appendix. From this perspective, the same comparator organizations are used for the President & CEO, VP Operations and CNE positions. Different comparator organizations were selected for the Chief of Professional Staff, VP Mental Health and Chief Communications & Public Affairs because many hospitals of a similar size and complexity do not have this role as a designated executive. b) Type of Operations From an operational perspective, the primary factors that were considered in selecting the comparator organizations was the hospital type and number of sites as well as community hospitals like Bluewater Health which tend to have similar programs, services and operations. Also considered was comparators that operate in rural and urban settings and act as a lead agency for health care in the community, similar to Bluewater Health. Furthermore, operating a multi-site hospital has greater complexity than single site hospitals. Therefore, additional weight was given to hospitals with more than one site like Bluewater Health which operates from two sites. c) Industry The majority of talent recruited for executive positions at Bluewater Health have a healthcare background. Therefore, public hospitals in Ontario were considered for selection of J u l y 2 8, P a g e 3

4 comparators. d) Size When assessing the size of potential comparator organizations, primary consideration was given to total operating budget (revenue) and number of staff, with secondary consideration being given to the number of beds operated by the comparator hospitals. e) Location Bluewater Health operates within the Erie St. Clair LHIN. One similar sized hospital within the Erie St. Clair LHIN is considered to be a good comparator. Given the lack of appropriate comparators within a close geographic proximity along with the mobility of talent and the number of personal factors that can influence where people live and work, consideration was given to similar hospitals (based on size, operations and complexity) throughout Ontario. Also, there is a limited supply of qualified candidates in the Sarnia area which makes it challenging to recruit executives. Comparators were selected who have similar challenges. The comparator organizations for Bluewater Health represent a combined analysis for the factors above, and are as follows: President & Chief Executive Officer Vice President Operations Chief Nursing Executive Hospital Operating Number # of Organization Name Type LHIN Budget of Beds # of Staff Sites Bluewater Health Community Erie St. Clair $177 M 320 1,577 2 Orillia Soldiers Memorial Hospital Community North Simcoe Muskoka $127 M 230 1,000-1,999 1 Chatham Kent Health Alliance Community Erie St. Clair $140 M ,350 2 Huron Perth Health Alliance Community South West $132 M ,000-1,999 4 Sault Area Hospital Community North East $205 M 293 1,850 2 Guelph General Hospital Community Waterloo Wellington $142 M 182 1,300 1 Queensway Carleton Hospital Community Champlain $200 M 264 1,955 1 North Bay Regional Health Centre Community North East $249 M 401 > 2,000 1 Quinte Healthcare Community South East $196 M 265 1,700 4 Cambridge Memorial Hospital Community Waterloo Wellington $127 M ,100 1 Brant Community Healthcare System Community Hamilton Niagara Haldimand Brant $166 M 262 1,000-1,999 2 Joseph Brant Hospital Community Hamilton Niagara Haldimand Brant $153 M ,400 1 Chief of Professional Staff J u l y 2 8, P a g e 4

5 For the Chief of Professional Staff position, the same comparators were used as for the three positions above. From that list, only the comparator hospitals below have a Chief of Staff position that has a similar scope of administrative responsibilities as at Bluewater Health. Organization Hospital Operating Number Name Type LHIN Budget of Beds # of Staff Sites Bluewater Health Community Erie St. Clair $177 M 320 1,577 2 Cambridge Memorial Hospital Community Waterloo Wellington $127 M ,100 1 Huron Perth Health Alliance Community South West $132 M ,000-1,999 4 Chatham Kent Health Alliance Community Erie St. Clair $140 M ,350 2 Queensway Carleton Hospital Community Champlain $200 M 264 1,955 1 Brant Community Healthcare System Community Hamilton Niagara Haldimand Brant $166 M 262 1,000-1,999 2 Sault Area Hospital Community North East $205 M 293 1,850 2 Guelph General Hospital Community Waterloo Wellington $142 M 182 1,300 1 Quinte Healthcare Community South East $196 M 265 1,700 4 Chief Communications & Public Affairs The Chief Communications & Public Affairs is not a common executive position within community hospitals. Therefore, the comparator organizations for this position branched out to include different types of hospitals that have a position with leadership responsibility for communications and public affairs. Operating Number # of Organization Name Hospital Type LHIN Budget of Beds # of Staff Sites Bluewater Health Community Erie St. Clair $177 M 320 1,577 2 Joseph Brant Hospital Community Hamilton Niagara Haldimand Brant $153 M ,400 1 Markham Stouffville Hospital Community Central $213 M 265 1,900 2 Hotel Dieu Kingston Acute Teaching South East $86 M Less than Royal Ottawa Health Group Addictions & Mental Health Champlain $165 M ,000-1,999 1 Women's College Hospital Acute Teaching Central $143 M Less than Holland Bloorview Acute Teaching Central $86 M Less than Royal Victoria Regional Health Centre Community North Simcoe Muskoka $330 M > 2,000 1 Providence Care CCC & Rehab South East $123 M ,000-1,999 1 J u l y 2 8, P a g e 5

6 Providence Healthcare CCC & Rehab Toronto Central $86 M >500 1,000-1,999 1 Integrated Vice-President, Mental Health & Addictions Bluewater Health, Canadian Mental Health Association Lambton Kent The Integrated VP Mental Health & Addictions has a specialized focus that requires experience and expertise leading the development of services in the area of mental health and addiction. Not many community hospitals have the extensive mental health services programs that this position is required to oversee both at Bluewater Health and through the partnership with CMHA Lambton Kent. Therefore, the comparator organizations for this position branched out to include different types of hospitals that have a position with leadership responsibility of mental health. Operating Number # of Organization Name Hospital Type LHIN Budget of Beds # of Staff Sites Bluewater Health Community Erie St. Clair $177 M 320 1,577 2 Hotel Dieu Grace Hospital Community Erie St. Clair $107M 299 1,125 1 Markham Stouffville Hospital Community Central $213 M 265 1,900 2 St. Joseph's Care Group CCC & Rehab North West $150 M ,150 1 Women's College Hospital Acute Teaching Central $143 M Less than Royal Ottawa Health Care Group Addiction & Mental Health Champlain $165 M ,500 1 North Bay Regional Health Centre Community North East $249 M 401 > 2,000 1 Waypoint Centre for Mental Health Centre Ontario Shores Centre for Mental Health Sciences Addiction & Mental Health North Simcoe Muskoka $137 M ,000-1,999 1 Addiction & Mental Health Central East $131 M , Comparative Analysis Details The following provides the comparative data for each of the designated executives and identifies the 50 th percentile at which the maximum salary and performance pay will be set. It is important to note that this information was gathered from the Designated Executives Compensation Survey sponsored by the Ontario Hospital Association. Most hospitals did not report if there is an at risk portion of the executives compensation. The Annual Maximum Performance Pay reported for Bluewater Health below represents the current amount of at risk pay for each position. President & Chief Executive Officer Ann Max Organization Name Title Max Base Perf Pay Max Base + Perf Pay Bluewater Health President & CEO $294,002 2% $300,000 Orillia Soldiers Memorial Hospital President & CEO $270,000 0% $270,000 Chatham Kent Health Alliance President & CEO $285,000 0% $285,000 J u l y 2 8, P a g e 6

7 Huron Perth Health Alliance President & CEO $294,860 0% $294,860 Sault Area Hospital President & CEO $297,251 0% $297,251 Guelph General Hospital President & CEO $304,337 0% $304,337 Queensway Carleton Hospital President & CEO $307,613 3% $317,613 North Bay Regional Health Centre President & CEO $289,000 13% $325,125 Quinte Healthcare President & CEO $325,000 5% $341,250 Cambridge Memorial Hospital President & CEO $285,000 20% $342,000 Brant Community Healthcare System President & CEO $350,000 0% $350,000 Joseph Brant Hospital President & CEO $356,195 0% $356, th Percentile $297,251 $317,613 Chief of Professional Staff Ann Max Max Base + Organization Name Title Max Base Perf Pay Perf Pay Bluewater Health Chief of Professional Staff $313,725 2% $320,000 Cambridge Memorial Hospital VP, Medical Affairs $240,000 0% $240,000 Huron Perth Health Alliance Chief of Staff $250,000 0% $250,000 Chatham Kent Health Alliance Chief of Staff $250,000 0% $250,000 Queensway Carleton Hospital Chief of Staff $280,000 0% $280,000 Brant Community Healthcare System Chief of Staff $280,000 0% $280,000 Sault Area Hospital Chief of Staff $362,500 0% $362,500 Guelph General Hospital Chief of Staff $370,000 0% $370,000 Quinte Healthcare Chief of Staff $400,000 5% $420, th Percentile $280,000 $280,000 Vice President, Operations Ann Max Max Base Organization Name Title Max Base Perf Pay + Perf Pay Bluewater Health Vice President, Operations $176,475 2% $180,004 Guelph General Hospital Vice President, CFO & CIO $171,433 0% $171,433 Queensway Carleton Hospital VP, Finance & Corporate Services / VP, Clinical Support, IT, Privacy $176,241 0% $176,241 Chatham Kent Health Alliance VP, CFO $177,625 0% $177,625 Huron Perth Health Alliance VP, Performance & Fiscal Health $177,899 0% $177,899 Orillia Soldiers Memorial Hospital EVP, Corporate Services & CFO $180,000 0% $180,000 Quinte Healthcare VP $175,422 3% $180,685 Cambridge Memorial Hospital VP, Finance & Corporate Services $175,000 4% $182,500 Joseph Brant Hospital VP, Finance & Corporate Services, CFO $195,234 0% $195,234 North Bay Regional Health Centre VP, Corporate $197,700 5% $207,585 Sault Area Hospital VP & CFO $189,000 10% $207,900 Brant Community Healthcare System VP, Corporate Affairs & Chief Financial Officer $230,012 4% $239,596 50th Percentile $177,899 $180,685 J u l y 2 8, P a g e 7

8 Chief Nursing Executive Organization Name Title Max Base Bluewater Health Ann Max Perf Pay Max Base + Perf Pay CNE, Interprofessional Practices & OD $171,569 2% $175,000 Orillia Soldiers Memorial Hospital VP, Regional Patient Programs $150,000 0% $150,000 Guelph General Hospital VP Patient Services & CNE $174,700 0% $174,700 Queensway Carleton Hospital VP, Patient Care $176,241 0% $176,241 Chatham Kent Health Alliance VP & CNE $177,625 0% $177,625 Huron Perth Health Alliance VP, Partnerships & Patient Experience $177,899 0% $177,899 Quinte Healthcare VP & CNO $175,422 3% $180,685 Cambridge Memorial Hospital VP, Clinical Programs & CNE $175,000 4% $182,500 North Bay Regional Health Centre VP, Clinical & CNE $197,700 5% $207,585 Sault Area Hospital VP, Clinical Operations & CNO $189,000 10% $207,900 Joseph Brant Hospital VP, Patient Care Services & CNE $214,854 0% $214,854 Brant Community Healthcare System COO / CNE $239,597 0% $239,597 50th Percentile $177,625 $180,685 Integrated Vice-President, Mental Health & Addictions Bluewater Health, Canadian Mental Health Association Lambton Kent Organization Name Title Max Base Bluewater Health Ann Max Perf Pay Max Base + Perf Pay VP, Mental Health & Addictions $161,081 2% $164,303 Hotel Dieu Grace Hospital Executive Director, Lead Agency Child and Youth Mental Health $150,000 0% $150,000 Markham Stouffville Hospital Director, Mental Health, Quality, Risk & Patient Safety $160,000 0% $160,000 St. Joseph's Care Group Vice President, Mental Health & Addiction Services $163,109 3% $168,154 Women's College Hospital Chief MarComm Officer $166,249 5% $174,561 Royal Ottawa Health Care Group Vice President, Patient Services $170,547 10% $187,602 North Bay Regional Health Centre Vice President Mental Health $183,440 5% $192,612 Waypoint Centre for Mental Health Centre Vice President, Clinical Services $196,800 0% $196,800 Ontario Shores Centre for Mental Health Sciences Vice President, Clinical Services $210,000 15% $241,500 50th Percentile $168,398 $181,082 Chief Communications & Public Affairs Organization Name Title Max Base Ann Max Perf Pay Max Base + Perf Pay J u l y 2 8, P a g e 8

9 Bluewater Health Chief, Communications & Public Affairs $140,146 2% $142,981 Hotel Dieu Kingston Chief of Public Relations & Engagement $118,191 10% $130,010 Royal Ottawa Health Group VP, Communications & Partnerships $124,995 10% $137,495 Joseph Brant Hospital VP, Public Affairs & Communications $150,000 0% $150,000 Providence Healthcare Chief Communications Officer $156,060 0% $156,060 Markham Stouffville Hospital VP, Communications & Public Affairs $160,000 0% $160,000 Women's College Hospital Chief Communications & Marketing Officer $166,249 5% $174,561 Holland Bloorview VP, Communications & Advocacy $170,000 10% $187,000 Providence Care VP Partnerships & Chief Communications Officer $176,500 8% $191,000 Royal Victoria Regional Health Centre 7. New Salary Range and Pay for Performance VP, Strategy, Communications & Stakeholder Relations $201,176 0% $201,176 50th Percentile $160,000 $160,000 The following are the new salary ranges and maximum potential pay for performance for each designated executive position at Bluewater. Position Min Base (90% of Max) Max Base Ann Max Perf Pay Max Base + Perf Pay President & Chief Executive Officer $280,247 $311,386 2% $317,613 Chief of Professional Staff $247,059 $274,510 2% $280,000 Chief Nursing Executive $159,428 $177,142 2% $180,685 VP, Operations $159,428 $177,142 2% $180,685 VP, Mental Health $159,428 $177,142 2% $180,685 Chief Communications & Public Affairs $141,177 $156,863 2% $160, Salary and Performance-related Pay Envelope The following outlines how the new salary grids will be implemented with current designated executives and how it impacts the salary and performance-related pay envelope. Note that the Chief of Professional Staff salary is prorated based on annual time worked in the position. The maximum increase provided to those below the new salary and performance pay maximum is 5%. All other increases are below 5% and based on achieving the salary and performance pay maximum. The total proposed increase to the salary and performance-related pay envelope is 3.54%. In proposing this increase to the salary and performance-related pay envelope, the Board considered the five factors articulated in the Directive, which are summarized below. J u l y 2 8, P a g e 9

10 Financial and compensation priorities of the Ontario government. The Ontario government has approved a balanced budget in for the first time since We are encouraged and supportive of the government s balanced budget as it will provide a solid foundation as we collaborate to transform health care delivery. Compensation trends. According to the Ontario Ministry of Labour, the 11-year average from 2006 to 2016 of the annual wage base increase for the provincial public sector was 1.82%. Most of these employees also receive annual increases for progress-through-the-ranks up to the maximum of their salary ranges. Proportion of the operating budget used for executive compensation. On the budget of $177 million, Bluewater Health spent less than one percent (0.77%) on executive compensation. With the proposed increase, the amount will remain below one percent (0.79%). Impact of salary compression on attracting and retaining talent. In 2016, at Bluewater Health, there were two (2) Director positions being paid above at least one designated executive. Further a number of the designated executive positions have a salary that is less than 10% higher than the Directors that report to them. This lends itself to challenges in attracting individuals into the designated executive positions, which have significantly greater responsibility and accountability without the corresponding compensation. Expansion in the operations. Compensation of designated executives has been frozen at Bluewater Health since The hospital is expanding into the community with the addition of a bedded residential withdrawal management service. Furthermore, the strategic plan has necessitated all executives concentrating more on our community partners in order to drive system transformation. This added complexity is in addition to maintaining service volumes and wait times at the hospital, in spite of several years of funding reductions. Position Current Salary + Perf Pay 2% New Salary New Perf Pay (2%) Total New Compensation Difference % President & Chief Executive Officer $300,000 $308,823 $6,177 $315, % Chief of Professional Staff $204,000 $210,000 $4,200 $214, % Chief Nursing Executive $175,000 $177,142 $3,543 $180, % VP, Operations (1) $180,004 $177,142 $3,543 $180, % VP, Operations (2) $180,004 $177,142 $3,543 $180, % VP, Mental Health $164,303 $169,135 $3,383 $172, % Chief Communications & Public Affairs $143,000 $147,206 $2,944 $150, % Totals $1,346,311 1,393, % Annual salary adjustments for the designated executives will occur once a year beginning 12 months following the date at which this Policy comes into effect. Adjustments will be consistent with Regulation 304/16. J u l y 2 8, P a g e 10

11 9. Other Elements of Compensation Health Care & Dental Benefits Health Care Spending Account Life Insurance and Disability HOOPP Vacation Sick Leave The benefits provided to the designated executives and directors will be aligned within 3 years of implementation of the Executive Compensation Framework, as per the regulations. The President & CEO receives a car allowance of $750/month because the position is required to use a personal vehicle in the performance of job duties, particularly to travel between sites. This allowance is in lieu of any mileage or expense payments for use of the employee s vehicle on hospital business for local travel. Local travel shall be any business travel which is less than 100 km one way from Bluewater Health s Sarnia location. The two locations are approximately 30 km apart, one of which is in a rural setting, and the LHIN is a 80 km drive away. There is no public transportation available at all to travel between the two locations. J u l y 2 8, P a g e 11

12 APPENDIX JOB SUMMARIES Position Title Position Description President & Chief Executive Officer Reporting to the Board of Directors, the President & Chief Executive Officer (CEO) of Bluewater Health (BWH) has responsibility for the overall operational and financial management of the organization in alignment with the policies established by the Board and applicable provincial legislation. The President & CEO is responsible to guide the implementation of strategic priorities and ensure the resources of BWH (organizational, human, information, financial) are aligned with its Mission, Vision, Principles and strategic goals. Responsibilities include: Develop and recommend to the Board a short and long-term strategy and vision for Bluewater Health. Facilitates, with the Board, key deliverables that are specific, attainable, realistic and within specific timeframes and executes same; Develop broad goals, objectives and policies aligned to the mission and strategic plan. Chief of Professional Staff Reporting to the Board of Directors and working closely with the President & CEO, the Chief of Professional Staff contributes to the strategic and operational direction of BWH for the delivery of excellent patient care and has oversight over the quality, credentialing and care provided by all Professional Staff. Responsibilities include: Ensure standards set by the College of Physicians and Surgeons are followed, and ensuring an organizational response to the Ontario Medical Association, the LHIN, and others; Lead and integrate both clinical and corporate activities and functions that are hospital wide; Connect BWH hospital services and personnel with agencies and external providers on matters relating to patient care and treatment. Chief Nursing Executive Reporting to the President & CEO and as a member of the Executive Leadership Team, the Chief Nursing Executive contributes to the development and execution of BWH s strategic and operational plans for the delivery of excellent patient care. Responsibilities include: Facilitate excellence in clinical practice and patient safety; patient advocacy (interprofessional practice for a diversified portfolio of nursing, allied and spiritual clinical professionals); Organizational development (leadership, employee engagement, talent development); Human resources (employee/labour relations; compensation; employee benefits; recruitment and retention; Employee Health & Occupational Safety Services; WSIB; student relations, and volunteer resources). J u l y 2 8, P a g e 12

13 Position Title Position Description Vice President, Operations (2 positions) Reporting to the President & CEO and as a member of the Executive Leadership Team, the Vice President, Operations contributes to the development and execution of BWH s strategic and operational plans for the delivery of excellent patient care. Responsibilities include: Overall operating performance of BWH and a diverse portfolio of corporate, clinical and clinical support services functions; External relations with community and primary care providers; Internally on medical programming, mental health and related services, emergency, seniors related services, and a variety of outreach services. Vice President, Mental Health Reporting to the President & Chief Executive Officer and as a member of the Executive Leadership Team, the Integrated Vice President, Mental Health contributes to the strategic and operational direction of BWH for the delivery of excellent patient care both within the hospital and in the community. Responsibilities include: Diversified portfolio of corporate clinical services: (1) external relations with public and government agencies, as well as members of the community, universities/colleges, and primary care mental health providers; (2) an internal focus on mental health and related services. This role is integrated with the Canadian Mental Health Association and is responsible for a regional integrated mental health and addictions program that aligns with the Erie St. Clair Local Health Integrated Network s Mental Health and Addictions Strategic goals. Chief, Communications and Public Affairs Reporting to the President & Chief Executive Officer and as a member of the Executive Leadership Team provides leadership in planning, directing and facilitating internal and external communication and public affairs strategies for corporate-wide initiatives that support our Mission, Vision, Values and strategic priorities. Responsibilities include: Facilitate and foster positive and effective communications with patients and families, as well as with internal and external stakeholders (i.e., community representatives, external committee members, and municipal boards), surrounding communities and local media; Provide input into operational decisions and processes with public perception outcomes in mind. J u l y 2 8, P a g e 13