Between Royal Victoria Regional Health Centre and North Simcoe Muskoka Local Health Integration Network (LHIN). RVH and the NSM LHIN entered into an initial H-SAA effective April 1, 2008, which has been updated annually through an amending agreement.
Multi-Service Accountability Agreement (M-SAA)
Between Royal Victoria Regional Health Centre and North Simcoe Muskoka Local Health Integration Network (LHIN). The Local Health System Integration Act, 2006 requires that the LHIN and the health service provider (HSP) enter into a service accountability agreement. The service accountability agreement supports a collaborative relationship between the LHIN and the HSP to improve the health of Ontarians through better access to high quality health services, to co-ordinate health care in local health systems and to manage the health system at the local level effectively and efficiently.
The Public Sector Salary Disclosure Act, 1996 is just one measure ensuring Ontario’s public sector is transparent and accountable to taxpayers. The act requires organizations that receive public funding from the Province of Ontario to disclose annually the names, positions, salaries and total taxable benefits of employees paid $100,000 or more in a calendar year.
The act applies to organizations such as the Government of Ontario, Crown Agencies, Municipalities, Hospitals, Boards of Public Health, School Boards, Universities, Colleges, Hydro One, Ontario Power Generation, and other public sector employers who receive a significant level of funding from the provincial government.
Ontario’s hospitals operate in one of the most demanding, complex, accountable healthcare systems in all of Canada. Virtually every aspect of a hospital’s performance is regularly subject to external, independent scrutiny, including compensation of its employees. When salaries are set at RVH, they are based on many factors, including, competitive market rates, province-wide union settlements, and comprehensive evaluation conducted by an external agency. Benchmarking has show that the salaries at RVH are on par with our peer hospitals of similar size and complexity across the province.
An independent expert panel, led by the Honourable John Manley, released its comprehensive report on executive compensation in Ontario’s hospital sector and found the compensation of Ontario’s hospital CEOs is fair, reasonable and comparable to their counterparts in other public sectors.
RVH employs almost 2,600 staff members and its 2016-17 operating budget is about $317 million. The hospital logged over 450,000 patient visits last year. The responsibility of leading an organization this large and complex is extraordinary and fairly reflected in the salaries of senior executives.
The President and Chief Executive Officer (CEO) of Royal Victoria Regional Health Centre is the sole employee of the Board of Directors, as is true of all Ontario hospitals. As such, the Executive Committee of the Board of Directors determines compensation for the President and CEO through a robust and multi-step process.
To attract and retain the best, most experienced executives, a comprehensive, sustainable, best-practice model of compensation has been developed. The RVH Board of Directors also understands taxpayers want to know that their health care dollars are being spent appropriately, so it takes the issue of executive compensation very seriously. Its rigorous and consistent approach to compensation is a cornerstone of the board’s award-winning governance model.
The achievement of agreed-upon strategic goals and metrics, regular benchmarking with hospitals of similar size and complexity, along with industry compensation best practices, are all factors that the Executive Committee considers when establishing the President and CEO’s compensation package.
In 2010, the province of Ontario introduced the Excellent Care for All Act, and through it a requirement for hospitals to develop a Quality Improvement Plan. Executive compensation is now linked to achieving the performance goals outlined in our Quality Improvement Plan.
Ontario’s hospitals operate in one of the most demanding, complex, accountable healthcare systems in all of Canada. Virtually every aspect of hospitals’ performance is regularly subject to external, independent scrutiny. In that spirit of openness, RVH fully discloses the contracts of its President and CEO, Vice Presidents and Chair, Medical Advisory Committee.
The Broader Public Sector Accountability Act 2010 (BPSAA), which received Royal Assent on December 8, 2010, includes a number of new transparency and accountability mechanisms for hospitals and the broader public sector around the use of lobbyist, consultants and expenses.
RVH is committed to being open and transparent with its stakeholders and the public it serves. You will find in the links below expense claims for the following members: Board of Directors, Senior Leadership Team, past employees.
RVH has a well-developed RVH Travel and Hospitality Expense Policy in accordance with the requirements of the BPSAA.
Hospitals are responsible for all costs related to parking facilities, including construction and maintenance. The Ministry of Health and Long-Term Care does not provide any financial support for parking lots and structures. Parking revenues are used to support hospital operations and equipment replacement.
Year in Review
Strategic Energy Management Plan
As per Ontario Regulation 397/11 all public agencies shall prepare, publish, implement and make available to the public energy conservation and demand management plans.
RVH’s plan, in order to meet Ontario Regulation 397/11 will include:
- Annual energy consumption information (during the last year) is available for a full year
- Energy conservation, consumption reduction, and managing demand goals and objectives
- RVH’s senior leadership team has the approval of the Strategic Energy Management Plan