The table below outlines the various components of compensation provided to GRH executives.
The contract for President and CEO Malcolm Maxwell is available in Adobe PDF format(link opens in a new tab)
|Compensation component||Explanation||CEO||Vice presidents|
Reported annually on the Public Sector Salary Disclosure
Compensation is determined by the Board through salary surveys and benchmark comparisons with similar hospitals and is divided between a base salary component (approximately 75%) and pay for performance component (approximately 25%). A Committee of the Board recommends a plan for compensation, including performance targets, to the Board each year and undertakes performance reviews with the CEO at six month intervals.
Positions are evaluated using a job evaluation program and assigned to a corresponding salary grid. Progression through the salary grid is based upon hospital anniversary date and is informed by the annual performance reviews by the CEO, in accordance with legislation executive compensation program is reviewed by the Board of Directors annually.
Base salary: (positions are being updated due to recent changes in senior leadership at the hospital):
As per CEO contract.
Up to 10% of annual salary, 50% of which is directly related to the achievement of the hospital’s Quality Improvement Plan (QIP). The performance based payment is measured against achievement of agreed upon goals and objectives.
In addition to extended health, dental and life insurance benefits, the CEO and Vice Presidents are entitled to a health spending account equivalent to 1.75% of their annual salary. Note: this benefit allowance does not apply to Dr. Potts or Dr. Wren.
The CEO and Vice Presidents are enrolled in HOOPP (Healthcare of Ontario Pension Plan), a defined benefit plan. Note: Dr. Potts does not participate in the HOOPP.
Severance is only provided upon termination.
A parking spot is provided and is charged to the executive.
Car allowance / mileage
There are no car allowances provided and work related mileage is paid as per hospital policy for all staff.
Education / professional development / professional association memberships
Provided for job specific and leadership related professional development.