Executive Contracts & Commitments

Muskoka Algonquin Healthcare (MAHC) has a comprehensive and rigorous executive performance management program.  Each year, members of the Senior Leadership Team have their performance measured through a number of metrics that are tied directly to the annual compensation of the executive.  A special sub-committee of the Hospital's Board of Directors reviews the compensation and performance of the Chief Executive Officer (CEO) each year and makes an assessment of whether or not the CEO has succeeded in achieving annual goals and objectives.  The CEO reviews the compensation and performance of the Senior Executive Team and makes an assessment of whether or not each individual executive has succeeded in achieving annual goals and objectives.  This yearly evaluation is tied to compensation.  

Performance Compensation Philosophy

MAHC commits to providing competitive compensation based on market practices and organizational performance which drives the desired behaviours and promotes the desired results within MAHC and the community, while recognizing individual performance against defined objectives.  

Performance Compensation Components

Senior leadership compensation is determined and approved by the CEO and based on performance metrics as well as external benchmarking analysis.  A portion of the senior leadership salary is tied to specific targets and business commitments of each senior executive.  Each senior leader receives a base pay and has a portion of pay at risk.  The senior leader has an opportunity to earn the portion of pay that is at risk by achieving annual goals and objectives.  The performance management and compensation program integrates and aligns the following key components into one program.

1. Executive Committee of the Board

The Executive Committee of the Board of Directors governs all activities related to the performance and compensation of the CEO.  The performance of the CEO is measured against leadership competencies and annual goals.

2. Performance Evaluation Program

Annually, the performance of each Senior Executive is measured against leadership competencies and annual goals.  The performance evaluation process includes a 360 degree measurement component that solicits feedback from superiors, subordinates and peers.

3. Professional Development Program

Based on feedback from the 360 degree measurement tool and other inputs, each Senior Executive must identify opportunities for growth and performance improvement. This program becomes a key component of a professional development plan.

4. Performance Goals

In addition to assessment through the 360 degree review, each year executives must set goals that are related to Quality and Safety, Finance, Strategy, Quality Improvement Plan (QIP), which is aligned to the quality of our patient care.