EPPP was introduced to encourage regional health authority and Cancer Agency CEOs’ and Vice Presidents’ (or equivalent) leadership and increase accountability. EPPP affected executives’ performance against a number of targets established by the Ministry. If performance targets are not met, these executives can lose up to 10% of their base salaries. If performance targets are exceeded, the executives can earn up to a maximum of 10% additional pay. An affected executive’s final rate of annual pay will range between 90% and 110% of base salary, determined by his or her specific combination of targets met and/or exceeded.
The Executive Pay-for-Performance Plan (EPPP) was introduced in 2011 as a means of enhancing accountability within the health system as well as to provide an incentive for regional health authority and Cancer Agency CEOs and Vice Presidents’ (or equivalent) to achieve specific performance targets linked to key health system goals.
The Executive Pay-for-Performance Plan (EPPP) is part of a total compensation package that positions Saskatchewan to be able to attract and retain health care leaders who can ensure the delivery of quality health care to the province’s residents. The number of performance targets vary between health regions. If performance targets are not met, executives can lose up to 10% of their base salaries. If performance targets are exceeded, executives can earn up to a maximum of 10% additional pay. An executive’s final rate of annual pay will be somewhere between 90% and 110% of base salary, determined by his or her specific combination of targets missed, met, and exceeded.
Performance measures have been chosen to ensure that executives have clear targets in line with provincial health system and regional priorities. The Ministry has established two categories: 40% of the plan value is based on province-wide (system) goals and 20% is based on fiscal responsibility. The Boards and CEO of each RHA/SCA have established three measures: 20% of the plan is based on organizational measures, 10% of the plan is based on the patient satisfaction and 10% of the plan is based on an assessment of executive behaviours or competencies linked to organizational and system values.
Executive pay for performance is composed of system wide measures as well as regional health authority specific organizational measures including patient satisfaction and behaviour measures. While many of the organizational measures would appear to be either the same or similar, the actual tools and the associated metrics used may be different between regional health authorities and as a consequence results will vary. Any comparisons of results need to take this into consideration.
2014-15 Pay for Performance
As part of government-wide fiscal restraint measures, the Executive Pay-For-Performance Plan has been suspended for the 2014-15 and 2015-16 fiscal years. Health region CEOs and Vice-Presidents will receive their base rate of pay (100 per cent of their salary) for 2014-15 and 2015-16.
2013-14 Pay for Performance Results 2013-14
Description: Provides the system, organizational, and individual results for the CEO and Vice-Presidents for 2013-14.
2012-13 Pay for Performance Documents
Description: Provides the system, organizational, and individual results for the CEO and Vice-Presidents for 2012-13.
2011-12 Pay for Performance Documents
Description: Provides definitions, baseline measures and targets for each of the organizational measures of performance.
Description: Provides the pay percentage results related to the organizational measures of performance and includes analysis and discussion.
Description: Provides the system, organizational, and individual results for each participating HHR Vice-President.
Please note that Linda Wasko-Lacey and Carolyn Glessing have retired from Heartland Health Region during the past fiscal year and as a result their replacements Jeannie Munro and Gayle Riendeau are not part of the Performance Measures for the 2011-12 Fiscal Year.
Provides the system, organizational, patient/client experience, and behavioral results for HHR CEO.