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.
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
2013-14 Pay for Performance Results 2013-14
HHR 2013-14 Pay for Performance Plan July2413_000
Description: Provides the system, organizational, and individual results for the CEO and Vice-Presidents for 2013-14.
Description: Provides the system, organizational, and individual results for the CEO and Vice-Presidents for 2012-13.
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
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.