Executive Pay-For-Performance: Organizational Measures of Performance. Keewatin Yatthé Regional Health Authority

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Executive Pay-For-Performance:

2014-15

Organizational Measures of Performance

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1

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

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2

System Measure

8 percentage points

Measure 1.

Northern Measure

Definition Number of vacancies by location in Mental Health,

Addictions, Home Care and Rehab Services.

Baseline and Target

Baseline: 25% reduction in vacancy (Performance Appraisal 2013-2014)

Target: There will be a 75% reduction from November, 30, 2012 in the number of total position vacant for longer than 6 months.

Calculation or Methodology Description

Target Met: 5 percentage points; by March, 31, 2015. 75% 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

Data Sources Human Resource (HR)

Data Limitations

Frequency of Data Availability Monthly and as requested

Regional Health Authority Contact Michael Quennell, Executive Director of Community

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3

Fiscal Responsibility Measure

4 percentage points

Definition 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 2014-15 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 Data Sources Finance Department and the MOH

Frequency of Data Availability Monthly through the KYRHA finance report

Regional Health Authority Contact Edward Harding, Executive Director of Finance and

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4

Organizational Measures

6 percentage points

Measure 1.

Hoshin Breakthrough: WinCIS/RIS-PACS

(1.5 points)

Definition

Implementation of WinCis/ RIS-PACS in the region through completion of the level of infrastructure and training targets noted in the A3 by March 2015.

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, 0.075 percentage points will be deducted from the 1.5 percentage point target

Data Sources IT Department/Medical Record/ X-ray Department

Frequency of Data Availability Monthly

Regional Health Authority Contact Edward Harding, Executive Director of Finance and

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5

Measure 2.

Kaizen Basics Training

(1.5 points)

Definition Number of KYRHA employees trained in Kaizen Basics

Baseline and Target Baseline: From December, 2012

Target: 85% of employees will be trained in Kaizen Basics by March 2015.

Stretch Target: By March 2015, 100% 0f the employees will be trained in Kaizen Basics.

Calculation or Methodology

Description Target Met: 0.75 percentage points

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

Data Sources KPO

Frequency of Data Availability Monthly and as requested

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6

Measure 3.

Accreditation

(1.5 points)

Definition The region is scheduled for its half-way visit in May 2015.

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

Data Sources Accreditation Canada

Frequency of Data Availability Annually and as requested

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7

Measure 4.

Attendance Management: Addressing Sick Time

(1.5 points)

Definition

The region has consistently seen an increase in sick time since 2010 with rates in 2012-13 being one of the highest in the province. The region is thereby targeting to maintain equilibrium and meet the baseline of 2013-14 while aiming for a stretch target of a 10% reduction.

Baseline: 86.57 hrs/FTE in 2013-14

Target: Maintain baseline

Stretch Target: 10% reduction in sick time usage from baseline

Stretch Target: Another 0.75 percentage points are available; for every 5% the target is surpassed, 0.375 points will be earned to a maximum of 0.75 percentage points

Data Sources Human Resources

Frequency of Data Availability Monthly

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8

Executive Behavioural/Competencies

2 percentage points

Definition

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 2013-2014)

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 Data Sources Board 360 degree Evaluation

Data Limitations The 360 degree performance evaluation rating may lend to some

subjective interpretations of the competency.

Frequency of Data Availability

Once annually

Executive Pay-For-Performance: Organizational Measures of Performance. Keewatin Yatthé Regional Health Authority