As a global leader in pediatric health care, dedicated to helping children and youth live their best lives, CHEO provides excellence in complex pediatric care, research and education. We are committed to partnering with families and the community to provide exceptional care — where, when and how it’s needed. In pursuit of our vision and values, CHEO has always prioritized direct investments in care and has sought to carefully manage and control administrative expenses.
We’ve put a lot of focus on driving down our administrative costs while providing exceptional care.
- After amalgamating with the Ottawa Children’s Treatment Centre in 2016, we reduced the number of executive positions from 12 to seven, resulting in a savings of more than $830,000 in 2018.
- Even though CHEO is a larger and more complex organization than it was in 2016, the overall number of management positions has been reduced at the top three levels of the organization.
- Since 2010, our executive salaries have been frozen.
CHEO is committed to allocating more of its resources to patient care and services.
Executive compensation framework
CHEO’s executive recruitment and compensation strategy is centered on finding the best people for the job, with salaries targeted in the mid-range for similar positions in this sector.
| Salary |
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The CEO’s salary is set by CHEO's Board of Directors. CHEO trustees have been careful to set a compensation rate that is competitive within the mid-range of the hospital sector, taking into account the scope and complexities of the position. CHEO spends more on clinical care and is very careful to ensure spending on administrative overhead is less than that of other local hospitals, and other children’s hospitals in Ontario.
In determining salaries for members of the Senior Leadership team, CHEO takes into consideration the market rates and salaries of comparable executives at other local hospitals and balances this with both the need to attract and retain highly-qualified individuals and the need to be fiscally responsible and maximize investment in patient care. Executive salaries have been reduced or frozen since 2010 and will continue to be frozen for 2019-2020. Salaries for Senior Executive Team:
As Chief of Staff, Dr. Lindy Samson’s salary is $262,000 annually. She also receives additional remuneration, not paid by the hospital, for clinical and teaching roles she performs. |
| Performance |
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The performance reviews for the CEO and the Chief of Staff are conducted by the Board of Directors. Performance reviews for other members of the executive team are conducted by the CEO, and reviewed by the Board Chair. Members of the senior executive team are eligible to receive annual variable pay of up to 6% of their annual compensation. Eligibility for performance pay is derived as a combination of corporate achievement of the Key Performance Indictor Targets as established in the hospital Quality Improvement Plan for the particular fiscal year (50%) and individual performance against individual objectives (50%) as established jointly between the Executive and the CEO, or between the CEO and the Board. This direct link between variable compensation and the Quality Improvement Plan ensure the hospital’s compliance to the Excellent Care for All Act (ECFAA). |