Executive Pay-For-Performance: Organizational Measures of Performance. Keewatin Yatthé Regional Health Authority
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1 Executive Pay-For-Performance: Organizational Measures of Performance Keewatin Yatthé Regional Health Authority
2 Table of Contents System Measure Measure 1. Number of vacancies by location in Mental Health, Addictions, Home Care and Rehab Services pg. 2 Fiscal Responsibility Measure....pg. 3 Organizational Measures Measure 1. Hoshin Breakthrough: WinCIS/RIS-PACS....pg.4 Measure 2. Kaizen Basics Training pg. 5 Measure 3. Accreditation.....pg. 6 Measure 4. Attendance Management: Addressing Sick Time.....pg. 7 Executive Behavioural/Competencies pg. 8 1
3 System Measure 8 percentage points Measure 1. Northern Measure Number of vacancies by location in Mental Health, Addictions, Home Care and Rehab Services. Baseline: 25% reduction in vacancy (Performance Appraisal ) Target: There will be a 75% reduction from November, 30, 2012 in the number of total position vacant for longer than 6 months. Target Met: 5 percentage points; by March, 31, % reduction from November, 30, 2013 in # of total positions vacant for longer than 6 months Target Unmet: For every 5% the target is missed, 0.5 percentage points will be deducted from the 5 percentage point target to a maximum of 5 points Target Surpassed: Another 3 percentage point are available; for every 5% the target is surpassed,.28 percentage points will be earned to a maximum increase of 3 points Human Resource (HR) Monthly and as requested Michael Quennell, Executive Director of Community Development 2
4 Fiscal Responsibility Measure 4 percentage points The region is required to submit a balanced budget and direct operations in such a way that a deficit is not incurred. Baseline Audited RHA financial statements compared to the estimates Target To achieve surplus or balanced position or deficit % less than or equal to 1% Target Met: 4 percentage points; surplus or balanced position or deficit % less than or equal to 1% Target Unmet: 0 percentage points; if deficit % greater than 1% no percentage points will be assigned for this measure Finance Department and the MOH Monthly through the KYRHA finance report Edward Harding, Executive Director of Finance and Infrastructure 3
5 Organizational Measures 6 percentage points Measure 1. Hoshin Breakthrough: WinCIS/RIS-PACS (1.5 points) Implementation of WinCis/ RIS-PACS in the region through completion of the level of infrastructure and training targets noted in the A3 by March Baseline: Failed to achieve previous target: jump start electronic medical records Completion of previous WinCIS targets through corrective action. Target: Achieve 100% of the targets in the A3 (RIS-PACS) Target Met: 1.5 percentage points Target Unmet: For every 5% the target is missed, percentage points will be deducted from the 1.5 percentage point target IT Department/Medical Record/ X-ray Department Monthly Edward Harding, Executive Director of Finance and Infrastructure/Dale West, Director of Communications 4
6 Measure 2. Kaizen Basics Training (1.5 points) Number of KYRHA employees trained in Kaizen Basics Baseline: From December, 2012 Target: 85% of employees will be trained in Kaizen Basics by March Stretch Target: By March 2015, 100% 0f the employees will be trained in Kaizen Basics. Target Met: 0.75 percentage points Target Unmet: For every 5% the target is missed, percentage points will be deducted from the 0.75 percentage point target Stretch Target: Another 0.75 percentage points are available; for every 5% the target is surpassed, 0.25 points will be earned to a maximum of 0.75 percentage points KPO Monthly and as requested Carol Gillis, KPO Director 5
7 Measure 3. Accreditation (1.5 points) The region is scheduled for its half-way visit in May Baseline: June 2013 site visit resulted in receiving accreditation with visits and report. Met 1 visit and report. Target: Meet criteria on site visit By October 2014 all evidence-base reports that are needed will be submitted Target Met: 1.5 percentage points Target Unmet: For every 5% the target is missed, percentage points will be deducted from the 1.5 percentage point target Accreditation Canada Annually and as requested Executive Director of Corporate Services 6
8 Measure 4. Attendance Management: Addressing Sick Time (1.5 points) The region has consistently seen an increase in sick time since 2010 with rates in being one of the highest in the province. The region is thereby targeting to maintain equilibrium and meet the baseline of while aiming for a stretch target of a 10% reduction. Baseline: hrs/fte in Target: Maintain baseline Stretch Target: 10% reduction in sick time usage from baseline Target Met: 0.75 percentage points Target Unmet: For every 5% the target is missed, percentage points will be deducted from the 0.75 percentage point target Stretch Target: Another 0.75 percentage points are available; for every 5% the target is surpassed, points will be earned to a maximum of 0.75 percentage points Human Resources Monthly Executive Director of Corporate Services 7
9 Executive Behavioural/Competencies 2 percentage points Essential skills and attributes the Board expects the CEO to demonstrate as a leader in the course of fulfilling his/her duties. There are a total of 16 Executive Behavioural Competencies that are used to rate the CEO under this category. The rating scale ranges from 1 (consistently does not meet novice) to 5 (outstanding performance). Baseline: 2.4 on a five point scale (Performance Appraisal ) Target: 2.8 on the rating scale Stretch Target: 3 on the rating scale Calculations based on rating scale. 5=110% 4=105% 3=100% 2=95% 1=90% of base salary rate Board 360 degree Evaluation The 360 degree performance evaluation rating may lend to some subjective interpretations of the competency. Once annually Tina Rasmussen, Board Chairperson 8
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