Executive Compensation Framework
The Broader Public Sector Accountability Act, 2010 (BPSAA) was established in 2010 to improve accountability and transparency across the broader public sector (BPS). The BPSAA imposed a 2 year salary freeze on all executive, management and non-unionized employees in the Broader Public Sector (BPS), including rates of pay, pay ranges, benefits, perquisites and other payments, with only a very limited opportunity for salary progression only if a salary grid was already in place. After the 2 year period, the freeze was removed for management and non-union employees. However, it remained in place for executives. The result is that Executive salaries and all other forms of compensation have remained frozen since 2010.
In 2014, the Broader Public Service Executive Compensation Act, 2014 (BPSECA) was passed to provide for the establishment of Executive Compensation Frameworks. Details regarding the requirements for the Executive Compensation Framework are provided in Ontario Regulation 304/16, as amended by Ontario Regulation 187/17 (the Regulations), and the Broader Public Service Executive Compensation Program Directive (the Directive).
This Draft Executive Compensation Framework for Halidmand War Memorial Hospital (HWMH) has been developed to ensure HWMH meets the requirements of the Broader Public Sector Executive Act 2014 and Ontario Regulation 3044/16. It also recognizes the need to attract, retain, motivate and develop a high performing team of executives to provide leadership as the Haldimand War Memorial Hospital and Edgewater Gardens.
The legislation requires that the Draft Executive Compensation Framework be posted on the HWMH website for a period of 30 days for public consultation and feedback. The Draft Executive Compensation Framework is available by clicking on the following link:
Haldimand War Memorial Draft Executive Compensation Framework
To send your comments, please send an email to email@example.com
We will be accepting public feedback until February 24, 2018.
Following the consultation and review of the input, a summary of the public feedback and any changes to our draft Framework will be submitted to the appropriate Ministries for final approval. Upon final Ministry approval it must then be approved for adoption by the Board of Trustees prior to implementation.
Chair of the Board