Compensation agreements are based on the complexity of our health care system, the experience of the person in the job, comparable postings and demands of the position.

The Excellent Care For All Act (ECFAA) requires that the compensation of CEO’s and other executives be linked to the achievement of performance improvement targets laid out in the Quality Improvement Plan of every health care organization (beginning with hospitals) in Ontario.

As part of our commitment to transparency and accountability, and in accordance with Ontario’s Broader Public Sector Accountability Act (BPSAA), which 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 MHA reports the travel, meal and hospitality expenses or our Board of Directors, Chief Executive Officer and Senior Leadership Team twice a year on November 30 and May 31.

The MHA Board, in its determination of performance based targets and percentages, has considered the recommendations made by the Ministry of Health Long Term Care (MOHLTC), local and broader hospital implementation plans, the current salaries of the MHA executive and their position related to Ontario Hospital Association (OHA) benchmarks along with the current provincial wage freeze. For each of our executives, 2% of compensation is linked to achievement of targets laid out in the Quality Improvement Plan.

MHA Performance-Based Compensation Plan-Narrative (2015-16)

MHA’s Executive Compensation Program applies to designated executives which include the:

  • President & Chief Executive Officer
  • Vice President, Finance & Chief Financial Officer
  • Vice President, Clinical Services and Chief Nursing Executive
  • Vice President, Strategic Partnerships
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