| Terms of Employment for OSMH Senior Team |
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| To view the full individual Executive Contracts, please click here. The signatures have been covered to reduce the risk of identity theft. A summary of all Executive Contracts is provided in the table below. |
| Summary of Executive Contracts |
| Terms of Employment | Elisabeth Riley | Donald Atkinson | Cheryl Harrison | Angela Harwood | Doug Murray |
| Title: | President and Chief Executive Officer | Chief of Staff, and VP – Medical Affairs | Chief Nursing Executive, and VP – Patient Care Services | VP – People, Partnerships and Planning | VP – Corporate Services, and CFO |
| Term: The Chief of Staff position is filled on a five year term. All other positions are filled as permanent positions. | Effective April 14, 2008. | 5 year term effective February 1, 2007. | Attended several meetings prior to start date. Effective July 14, 2008. | Note: Agreed to work for 10 days without pay before starting in this position. Effective August 30, 2010. | Note: Agreed to attend several days of meetings without pay before starting in this position. Effective July 25, 2011. |
| Current Annual Rate of Pay: Annual rates of pay are determined by establishing an hourly rate. The actual annual salary will vary slightly on leap year when there is an extra day or on years when there is an extra pay period. | Note: Executive declined a negotiated salary increase of $10,000 after first six months. $270,000 | $220,646 | $140,000 | $150,000 | $150,000 |
| Pay Increases | No salary change | Salary increased by approximately 5% in first 2 years. | Starting salary was $130,000. Salary was to be reviewed after 6 months and, provided satisfactory performance achieved, base salary to increase to $140,000. No other salary changes. | No salary change | No salary change |
| Compensation at Risk (Pay at Risk program): The pay at risk program uses base pay, which is "at risk" based on meeting the expectations outlined on the Pay Allocation Plan submitted with the QIP. For the 2011/2012 fiscal year, the pay at risk program places 3% of the annual rate of pay at risk. It is not money in addition to the annual rate of pay. | 3% | 3% | 3% | 3% | 3% |
| Vacation: Follows the vacation policy. | 5 weeks | 5 weeks | 5 weeks | 5 weeks | 5 weeks |
| Management Compensation Time: This program is open to all management staff in lieu of time worked in excess of normally scheduled hours. | Management Compensation time was written into the contract post-hire to match the practice for all management staff 1 week. | 1 week | 1 week | 1 week | 1 week |
| Hospital Stat Holidays: Follows hospital policy for management and excluded staff | Yes | Yes | Yes | Yes | Yes |
| Continuing Education: | | Up to $5,000 per year and 10 days education leave. | Support up to $15,000 during course of employment. | | |
| External Activities | | | Up to 2 weeks per year to act as Surveyor for Accreditation Canada. | | |
| Hospital Benefits Plan: Plans are standardized | Yes | Yes | Yes | Yes | Yes |
| Parking: Monthly parking is open to staff for a monthly fee which is deducted from the annual rate of pay | Monthly fee deducted from pay | Monthly fee deducted from pay | Monthly fee deducted from pay | Monthly fee deducted from pay | Monthly fee deducted from pay |
| Professional Association Fees: Executive positions require memberships in many different associations. | To a maximum of $3,000. | 60% of the costs of membership in OMA/CMA, CPSO and CFPC to a maximum of $3,500 per year. | As approved by CEO (not written in contract). | As approved by CEO (not written in contract). | As approved by CEO. |
| Moving Expenses: Moving expenses are relative to the distance the Executive has to move. | Maximum of $40,000 with receipts. | | | Maximum of $20,000 with receipts. | Maximum of $10,000 with receipts. |
| Termination without Cause: This payment covers circumstances where the Executive is released from their position without cause. | 12 months plus one additional month per year of service after the first five years to a maximum of 24 months. Note: If terminated within the first 60 months as a result of a merger the settlement would be 24 months pay in place of above. This option is null and void as of April 2013. | Payment to end of contract OR 6 months plus 1 additional month per year of service to a maximum of 24 months, whichever is less. | 6 months plus 1 additional month per year of service to a maximum of 24 months. | 6 months plus 1 additional month per year of service to a maximum of 24 months. | 6 months plus 1 additional month per year of service to a maximum of 24 months. |
| Lump Sum: Severance agreements often outline what happens when the Executive finds employment before the end of the salary continuance period ends. These terms reduce the severance cost to the Hospital. | If alternate employment obtained during termination continuance period, Executive receives a lump sum payment equivalent to 50% of payment remaining. | If alternate employment obtained during termination continuance period, Executive receives a lump sum payment equivalent to 50% of payment remaining. | If alternate employment obtained during termination continuance period, Executive receives a lump sum payment equivalent to 50% of payment remaining. | If alternate employment obtained during termination continuance period, Executive receives a lump sum payment equivalent to 50% of payment remaining. | If alternate employment obtained during termination continuance period, Executive receives a lump sum payment equivalent to 50% of payment remaining. |
| SERPs, RRSP Contribution, Car Allowances, Other Payments: These types of payments do not exist | No | No | No | No | No |