Holland Bloorvie\v  

Kids Rehabilitation Hospital   

January 3, 2012  

SENIOR MANAGEMENT TEAM

 HoHand fl!onnciew Kids Rehabmtatfon HoilPitG! 150 Kilgour f{oad To1·onto Ort Canada !V14G 1R8 T 416 425 6220 T 800 363 2440 F 416 425 6591 www.holfandb!oorview.ca  A teaching hospital fully affi!iated with the University of Toronto

 EXECUTIVE COMPENSATION POLICIES AND PRACTICES

   

Holland Bloorview has a comprehensive and rigorous executive performance management and compensation program. Each year, members of the Senior Management Team (Executive Team) have their performance measured through a large number of metrics that are tied directly to the annual compensation of the executive. The Performance Appraisal and Compensation Committee ·at the Board of Trustees (Board) review the compensation of the President & CEO and makes an assessment of whether or not the Board approved annual goals and objectives have been achieved. This yearly evaluation is tied to compensation. The Board approves the compensation policy for the Executive Team..

 

 Annual Cash Compensation

 The Compensation program is designed to ensure that the Hospital is able to attract and retain high performing executives who are focused on the achievement of the Hospitals key priorities and goals. Each of the components of this program is outlined ori the following table.

 The compensation program is designed to ensure that total cash compensation is appropriately competitive. The total compensation for the President & CEO and the Executive Team is reviewed periodically to ensure that compensation levels are competitive recognizing the complexity of the Hospital, the provincial mandate,academic intensity and the functional accountabilities of each executive role. Comparative markets include; the Toronto Academic Health Science Network,the Ontario Hospital Association Region 3 (Toronto) senior positions, and all OHA hospitals with a similar budget. It is the President & CEO's responsibility to manage the compensation system for Executive Team according to the compensation policy.

 A key element of this program is the Hospitals Performance Incentive Plan. This plan ensures that 10% of Vice President and 15% of the CEO's annual compensation is "at risk" for the achievement of both the Hospitals and Executives key priorities and objectives.

 Annually the Board approves the Performance Goals of the Hospital relating to both the Strategic Plan (5 to 8 goals) and the six goals in the Hospitals Quality Improvement Plan (QIP). In addition the CEO will approve up to two portfolio objectives and one development objective for each executive.

 Performance against both the Hospital and Individual goals is assessed annually and forms the basis for determining what Performance Incentive award is appropriate. In addition, legislative requirements, market competitiveness and other fiscal conditions are considered when determining the appropriateness of Base Salary increases.

 The Board approves all changes to the CEO's compensation. The CEO approves changes to the Executive Team and reports to the Board on the actions taken.

   

2 

Benefits  

Hospital executives participate in the Hospital's Benefit program which provides comparable benefits to all participating employees. These benefits provide comprehensive coverage to meet the needs of employees and their families.Benefits may include,medical, vision, dental, life and income protection benefits.

 Each executive is entitled to participate in the Hospitals Flexible Benefits Allowance and Auto Allowance programs. These programs are summarized on the attached table.

 In addition, sabbatical leave is provided for research and education purposes to the Vice President Medicine and Academic Affairs. Leave is 3 months for each five years of service.

 Pension

 All executives participate in HOOPP which provides comparable pension benefits to other participating Hospitals. Each executive contributes 11% of annual compensation to the plan.

 In addition to participation in the HOOPP arrangement, the CEO is entitled to a lump sum award at the end of her contract equal to one month's salary (to a cap of $30,000 per month) for each year served. To date the accrued award is 11 months. This plan was established to recognize a shortfall in the CEO's pensionable service in HOOPP.  Termination  

Each executive is entitled to appropriate termination protection which is consistent with market practice. On termination of employment without cause the CEO is entitled to 18 months severance and Vice Presidents 12 to 24 months depending on the unique circumstances. If an executive is terminated for just cause, no severance is paid.

3 

COMPONENTS OF COMPENSATION PROGRAM  

Exolanation CEO Vice Presidents  

Total Compensation (Reported on 2010 Salary Disclosure)

 Compensation is determined through performance metrics and an external compensation benchmarking review. Executive Committee of the Board of Trustees approves President & CEO compensation each year and the compensation plan of each executive.

Sheila Jarvis, President & CEO:$491,246

Golda Milo-Manson, Vice President Medicine & Academic Affairs: $359,832

 Ben Sybring, Vice President Corporate Services: $205,044

 '

Judy Hunter, Vice President, Human Resources, Organizational Development & Business Affairs $203,000

 Tom Chau, Vice President, Research $240,000

 Donna Kline, Chief, Communications & Strategy $130,260

 Compensation at Risk (Variable Compensation)

 Each year 10% to 15% of the Executive's compensation is considered to be at risk and is held and measured against achievement of goals and objectives.

15% 10%

 Flexible Benefits Allowance

 An annual flexible benefit allowance is provided on a pro-rated basis to cover benefits outside of the current plan and per Canadian Revenue Agency guidelines (e.g. Eye Glasses, Physiotherapy, Chiropractor, etc).

$4,500 $2,000

 Auto Allowance

 An annual allowance is provided to off-set the costs of business related transportation.

$12,000 $7_,200

 Severance

 A.one time payment that iS provided in the event of a need to terminate employment without cause.

18 months (base salary)

12 - 24 months (base salary)

 Sabbatical Leave

 Leave provided for research and education

 Not Applicable

Golda Milo-Manson, Vice President Medicine & Academic Affairs:

4 

purposes. 3 months for each 5-year contract for a total of 6 months Tom Chau - Vice President Research 3 nibnths for each 5-year contract

  

Pension The Hospital participates in Based on Service Based on Service and Compensation HOOPP and (Contributory)

Compensation (Contributory)

  

Administrative Leave CEO administrative leave 11 months for was implemented for the the previous 2 CEO who had been five year employed outside Ontario contracts + one Not Applicable in an executive hospital month per year role and not contributing to of current the Hospital of Ontario contract Pension Plan during that period. Instituted to supplement five years without a vested pension.

 

 

 

Holland Blcorvie\v Kids Rehabilitation Hospitai

 Nt<H<rnd Slu.ru.vie'tt Ri,ts Rel'iab!Utai:lo.:i Hospital 150 K!lqovr Road Ton:ml:o ON Ca:;ada i'li<'G 1R8 T 41G 415 6220 r son 3&3 2440 F 4.1.6 425 659!. WWW.hDilandbJOOP!ii'OW.Ca

 December 3, 2010

 At acfling hospital fully at'1l!ic1ted wfth the University of Toronto

 PRIVATE AND CONFIDENTIAL

 Sheila Jarvis. President and CEO Holland Bloorview Kids Rehabilitation Hospital !50 Kilgour Road Toronto, Ontario M4G 1R8

 Dear Sheila:

 I am pleased to provide you with detaiLs of your renewal agreement as Pnos1de11t and Chief Executive Officer of Holland Bloorview Kids Rehabilitation Hospital (Holland Bloorview) This agreement was · ofTrustees (Board} on November 24,2010 for a term

I . andas agreed is the date, if not elected earlier, on you shall retire,

Compensation

With the implementation of Bill16, the Public Sector Compensation Restraint Act, it is not possible for the Board to increase you compensation for the period March 25, 2010 to March 31, 2012, however the compensation structure already in place can continue. You will receive a base annual salary of$416,150 and an additional performance incentive available to you in the form of an annual lump sum payment of up to 15% of yDur base salary, at the ·discretion of the Board. This incentive will be linked to the achievement of annual performance objectives pursuant to Bil146, The Excellent Care For All Act, 2010. The pertormance objectives will be agreed between ihe Board and you as part of the annual pertormance review process. Subsequent to March 31,2012 and as permissible by law, your compensation will be subject to annual salary reviews using the m?rket comparator information of current Toronto Academic Health Sciences Network (TAHSN) hospitals compensation lor Chief Executive Officers, bottom quartile.

 Benefits

 In accordance with Bill 16 your current benefit structure will continue, You will receive all regular benefits provided to full time staff at Holland Bloorview. In addition, you will receive:

 1, Your monthly automobile lease to a maximum of $1,000, plus operating costs,

2. An annual vacation of six (6) weeks,

3. Short-term sickness income benefits at one hundred percent (100%) of your base salary for six (6) months plus long-term disability coverage as per coverage provided to full time employees at Holland Bloorview.

4. An annual wellness allowance benefit of $4,500 will be provided in order to supplement your regular full time beneftts package.

5. An annual education allowance of $2, 500 will be made available to you in addition to support for other relevant educational programs approved by the Chair of the Board.

6. A personal computer will be provided to you for home use.

7. A cell phone will be provided,

8. Reimbursement for professional membership fees as approved by the Chair of the Board.   

 

2 

I    

9. An administrative leave providing for one (1) month leave with pay to a maximum of $30,000 per month, banked at the year of service provided under this contract and redeemable at the end This will be in addition to the eleven months leave with pay that was specified in (ending March 29, 2006 and March 31, 2011 ;;e ectively) and was not taken. The value of this leave at the completion <=>- I I Years service will months.

Term  

The term of this agreement is on a full time basis forlllllllllllllllllllllllllllll unless terminated as provided below.  

Termination and severance allowance  

The Agreement and your employment may be terminated in the following manner:  

1. You may terminate this agreement at any time, lor any reason upon giving no less than 180 days written notice to the Board, unless otherwise agreed to by the parties. l ou present an effective transition plan to the Board and it is agreed to by the Board, it shall not unreasonably withhold agreement to shorten the notice period. The Board in its sole discretion may waive such notice, in,wlloi&Olidn part, in which case the,.resign§tiOf]ifould be effective immediately, and provided that Holland Bloorview continues to pay your salary and benefits for the period stipulated in your notice, or for such a shorter period as mutually agreed.

 2. The Board may terminate this agreement at its absolute discretion, without any notice or payment if

there is just cause for the termination. Such action shall require a minimum seventy-five per cent (75%) vote of the entire Board. In such case, there shall be no compensation or payment, save for any remuneration earned prior to the date of termination.

 3. The Board may terminate this agreement where there is no just cause; such action shall require a

minimum seventy-five per cent (75%) vote of the entire Board. After such termination, all rights, duties and obligations of both parties shall cease. You shall be entitled to a severance allowance equal to eighteen (18) months base salary at the rate on the date of termination, plus pension contributions, banked administrative leave, health dental, life and disability insurance throughout that period in full satisfaction of any and all claims that you may otherwise have against Holland Bloorview, statutory and otherwise.

 3.1 The salary and benefits are inclusive of any entitlements to notice and/or severance pay under the

Employment Standards Act.  

3.2 Any outstanding vacation for which you are entitled at the date of termination will be paid.  

3.3 If you elect to receive a lump sum payment in lieu of certain benefits coverage during the notice period in an amount equal to the amount that Holland Bloorview would have paid to maintain the benefits during the notice period, you agree to waive any entitlement to these benefits which may include short and long term disability coverage following termination of this Agreement without notice, subject to statutory conditions. You agree to release Holland Bloorview from any claims related to disability coverage and lor benefits during the notice period.

 4. Upon receipt of written notice from you that you have Good Reason, the Board or any related .or

successor corporation may, by delivering notice to you within 14 days of receipt of notice of Good Reason, offer you "Comparable Full Time Employment". For the purposes of this section 4, comparable Full Time Employment means employment within the GTA with total compensation (including base salary, any bOnus, any pension or supplementary pension, any insured benefits and other perquisites) at ·least equivalent, in aggregate to ninety per cent (90%) of the total compensation last applicable to your position at Holland Bloorview.

3 

  

For the purposes of section 4, "Good Reason" shall mean:  

Holland Bloorview shall: i) Reduce your duties and responsibiliti&s as President and Chief Executive Officer, ii) Reduce your status, such that that would amount to a demotion; iii) Require you to apply for your position of President and Chief Executive Officer or for a similar

,gosition in order to maintain your·e;i'lployment; iv) Require you to report to a new Chief Executive Officer or to some superior authority, such that

you would no longer have the uliimate authority as President and Chief Executive Officer; or v) Reduce your salary and benefits, without your consent and for reasons,other than your

insurability; · vi) Holland Bloorview shall merge with, acquire or be acquired by, take over or be taken over by,

another corporation, or contract out work to another organization resulting in a highly material reduction of your duties and responsibilities,

 

4.1 Your terms and conditions of employment will be governed by this agreement, as amended from time to time, until you accept Comparable Full Time Employment in writing, Thereafter, your terms and conditions of employment will be as set out in the off!')r of Comparable Full Time Employment.

 4.2 If you are offered Comparable Full time Employment, but choose not to accept it within 14 days,

you shall receive a lump sum payment equivalent to 50% of an 18 months' severance payment including base salary, prorated bonus, pension, insured benefits and other perquisites.

 4.3 If you do not receive an offer of Comparable Full Time Employment by the Board or any related or

successor corporation, you shall be deemed to be terminated without cause and to be entitled to payment in accordance with the provisions of section 3, herein.

 5. The Agreement shall end without notice in the event of your death or permanent long-tenm disability.

The Board is delighted to renew your contract for another !years.

  

Sincerely,  

       

Chair, Board atTn• t""'o Holland Bloorview Kids Rehabilitation Hospital

4 

 

  

Acknowledgement  

Please signify your acceptance of an agreement with this offe[by signing a copy below and returning it to me at your first opportunity.

      

  

 

 

( " Blco:t,-ie\\'

Jilitation Hosp!tal

(  

Ho!liind B!oorview Kids Rehabilitation Hospital 150 KitgourRoad Toronto ON Canada M4G 1R8

T 416 425 6220 T 800 363 2440

F4164256591 'lli!Ww.hollandb!oorview.ca

May3,2012 A teaching hospital Mfiliated

with the UniveiSity of Toronto

I Dr. Golda Milo-Manson Vice-President,Medicine & Academic Affairs

   

Dear Golda:

 

II  

Greater Toronto's Top Employers

'".. Wli

 It is with great pleasure that I renew your contract for the position of Vice-President, Medicine & Academic Affairs with Holland Bloorview Kids Rehabilitation Hospital. Listed below are the terms and conditions of your employment.

  

Terms:

This new contract is for a five (5) year term that became effective on February 5,2012 and expireton February 5, 2017, unless terminated as provided below.

 Based on University of Toronto policy,it is unlikely that the Dean of Medicine will renew another contract with you for a further term as Vice President, Medicine at Holland Bloorview Kids Rehabilitation Hospital. With the president and CEO, you are requested to develop and present an effective succession plan to replace you as Vice President, Medicine prior to the end of this current term ending February 5, 2017.

 Accountability:

 You willcontinue to be accountable to the President and Chief Executive Officer for your duties and responsibilities as Vice-President,Medicine & Academic Affairs. Within this portfolio, you will continue your leadership responsibilities for: medicine and the medicalstaff at Holland Bloorview; for the medical consultants who provide service to Holland Bloorview;for the physician-directors who provide leadership to Holland Bloorview's key programs; and for the Chief of Dentistry and the dental services at Holland Bloorview. You will continue to lead and develop the academic strategic priority of achieving excellence andinnovation in teaching and learning at Holland Bloorview. As a member of the Senior Management Team,you are responsible for participating in the leadership of the organization,including the accomplishment of our strategic plans.

 

Compensation:  

1. Total Compensation: Your compensation will continue to be determined through performance metrics and an external compensation benchmarking review. The Executive Committee of the Board of

· Trustees approves the compensation plan of the Vice-Presidents.

o Your salary will remain at $127.90 per hour. which when annualized is equivalent to $282,652.50 based on a 42.5-hourworkweek.

 

Letter to Dr. Golda Milo-Manson PAGE2

 

 

 2. Compensation at Risk:

You will continue your participation in the Variable Compensation plan, to a maximum of 10% of your annual salary during the fiscal year 7.5% of which will be based on the achievement of annual goals and objectives approved by the President, Holland Bloorview Kids Rehabilitation Hospital. The remaining 2.5% payment is based on the successful achievement of the Executive Quality Improvement Plan initiatives that are approved by the Board.

3. Benefits & Pension:

You will continue your participation in Holland Bloorview's current Pension and Benefit programs.

4. Flexible Benefit Allowance:

You will continue to receive an annual flexible benefit allowance of $2,000 to cover benefits outside of the current plan and per the Canadian Revenue Agency guidelines.

5. Auto Allowance:

• You will continue to receive an annual allowance of $7,200 to off-set the costs of busines

related travel.

6. Vacqtion:

• You will continueto receivesix(6)weeks paid vacation per annum,accruedat the rate of 2.50 days per month.

7. Sabbatical: You will be.entitled to six(6) months sabbatical leave that was specifiedin your previous contracts (ending February 4, 2012 and February 4, 2007) which was accumulated and not taken.

8. Equipment: • Holland Bloorview will continue to make available to you a blackberry, pager and cell

phone for business use.  

Termination Without Cause:

Holland Bloorview may terminate your employment at any time following the Probationary period, without cause, upon providing you with the following:

 If your employment is terminated at anytime you are entitled to a severance allowance of eighteen ( 18) months base salary at the rate on the date of termination,Jess all applicable deductions,in satisfaction of all contractual, statutory and common law notice requirements.

 For clarity, in no event shall you receive less than this entitlement under employment or labour standards legislation,including any entitlement to termination or severance pay.

 Holland Bloorview will continue all employee and group insurance benefits for only that period, in any, required by the applicable employment or labour standards legislation and as permitted under the terms of the group insurance policy.

Letter to Dr. Golda Milo-Manson PAGE3

 

 

 Termination with Cause: Holland Bloorview may, by notice in writing, forthwith terminate your employment at any time for just cause in law, without notice or payment in lieu of notice. In such event, Holland

. Bloorview shall only be obligated to pay any salary and other statutory entitlements earned to the effective termination date.

 You may terminate this agreement at any time, for any reason upon g1v1ng no less than 180 days written notice to Holland Bloorview, unless otherwise agreed to by the parties. If you present an effective transition plan and it is agreed to,it shall not unreasonably withhold agreement to shorten the notice period. Holland Bloorview in its sole discretion may waive such notice, in whole or in part,in which case the resignation could be effective immediately, and provided that Holland Bloorview continues to pay your salary and benefits for the period stipulated in your· notice, or for such a shorter period as mutually agreed.

 Please review, sign and return a copy of this letter to Judy Hunter, Vice President Hurnan Resources and Organization Development by May 11.2012confirming the details described above.

 We are delighted to renew your contract for another five years.

Yours Truly,

President and CEO Holland Bloorview Kids Rehabilitation Hospital

 

 Please sign below to indicate that you have read, understood, and agree to the terms and conditions as outlined above.

 

 

December 14,2011

,..,..,......

lioU:and Bloo:rview  

Kids Rehabilitation Hospital

  Hetland !Bborview IGnis Rehabi!hation Hospita 150 Kilgour Road Toronto ON Canada M4G 1R8 T 416 425 5220 T 800 363 2440 F 416 425 6591 lN'!fJw.hcd!andhioor\tleV'Ua

 A c'lc ing hcilpitnl ufW'iatcd with the tlnivmclty oiToror.to

 

Ben Sybring Vice-President, Corporate Services

   

Dear Ben:

 

  Grea.fer Toronto's Top Employers !IDE

 

Iam writing to confirm details of your employment contract with Holland Bloorview Kids Rehabilitalion Hospibl. With ihe implementation of Bill16,ihe Public Sector Compensation RestraintAct,it is not possible to increase your compensation for the period March 25,2010to March 3L 2012,however the compensation structure already in place can continue. As outlined in detail below you are eligible lo receive a maximum lump sum payment· of 10% of your annual salary per fiscal year; This incentive will be _linked to Ihe achievement of annual performance objectives pursuant to Biii46,The Excellent Care For All Act 2010. The performance objectives will be agreed between you, I and the Boord, as port of tho annual performance review process. Subsequent to March 31,2012,ond os permissible by law,your compensation will be subject i'o annual salary reviews using market comparator information, as per the compensation policy for the executive team.

 As Vice-President Corporate Services:

 1. Total Compensation:

Compensation is determined through performance metrics and on external compensaiion benchmarking review. The Executive Committee of the Board of Trustees approves ·lhe compensation plan of lne Vice-Presidents.

o A salary of $95.03 per hour. which when. annualized is equivalent to $185,308.50 based on a 37.5-hour workweek.

2. Compensation at Risk:

• Participation in i·he Variable Compensation plan, to a maximum of 10%of your annual salary during the fiscal year, 7.5% of which will be based on the achievement of annual goals and objectives approved by the President and CEO of Holland Bloorview Kids Rehabilitation Hospital. The remaining 2.5% payment is based on ihe successful achievement of the Executive Quality Improvement Plan initiatives that are approved by the Board.

3. Benefits & Pension:

Participation in Holland Bloorview's current Pension and Benefit programs.

4. Flexible Benefit Allowance:

An annual flexible benefit allowance of $2,000 to cover benefits oulside of the current plan and per the Canadian Revenue Agency guidelines.

5, Aui·oAIIowance:

An annual allowance of $7,200 to off-set the costs of business related travel.

6. Vacaiion:

Six (6) weeks poid vocation per annum. accrued at the rote of 2.50 doys per month.     

 

 

 

 

Letter to Ben Sybring PAGE2

 7. Termination Without Couse: Holland Bloorview may terminate your employment at any t·ime following the Probalionary period, without cause, upon providing you with the following:

 If your employment is terminoled at anytime, you are entitled to a severance allowance of twenty-four (24) months base salary at the rate on the day of terminaHon, less all applicable deductions, in satisfaction of oil controctuol, statutory ond common low notice requirements.

 For clarity, in no event shall you receive less than this entitlement under employment or labour standards legislaHon, including ony entitlement to termination or severance pay.

 Holland Bloorview will continue all employee and group insurance benefits for only thot period, in any, required by the applicable employment or labour standards legislation and as permitted under the terms of the group insurance policy.

 Termination with Cause: Holland Bloorview may, by notice in writing,forthwith terminate your employment· at any time for just cause in law. without notice or payment in lieu of notice. In such event. Holland Bloorview shall only be obligated to pay any salary and other statutory entitlemen·l·s earned to the effective termination date.

 You may.tenminate this agreement at any time, for any reason upon giving no less than 1SO days written notice to Holland Bloorview, unless otherwise agreed to by the parties. If you present· an effective transition plan and it is agreed to. it shell net unreasonably withhold agreementto shorten the notice period. Holland BloONiew in its sole discretion may waive such notice, in whole or in part. in which case the resignaHoncould be effective immediately,and provided that Holland Bloorview continues to pay your salary and benefits for the period stipulated in your notice, or for such a shorter period as mutually ogreed.

 Please review, sign and return a copy of this leiter to Judy Hunter. Vice President. Human Resources and Organization Development by December 28. 2011 confirming the detoils described obove.

       

President and CEO Holland Bloorview Kids Rehabilitation Hospital

 Please sign below to indicate that you hove read, understood, and agree to the terms and conditions as outlined above.

 

 

rr, Holland Bloorvitw Kids Rehabilitation Hospital

   

May 14, 2014  

Dr. Judy Hunter

  \ Holland Bloorview

Kids Rehabilitation Hospital

150 !(ilgour Road

TorontO ON Canada M4G 1R8

T 416 425 6220

T 800 363 2440 f416 425 6591 www.hollandbloorview.ca

A teaching hospital affiliated with the University of Toronto

cjo Human Resources, Organizational Development and Business Affairs  

 Dear Judy,

 Congratulations! I am pleased to confirm your n?W leadership responsibility for business and international affairs and process improvement effective May 12, 2014.

 In addition to your current role serving as executive lead for Human Resources and Organizational Development, you will be responsible for leading the development of business strategy afld planning, process improvement including the use of LEAN improvement science and an of our intern;'ltional business, including our current partnership with SickKids International in Qatar. :

 As a result of your expanded portfolio, effective May 12, 2014, your title will change to Vice President,Human Resources, Organizational Development & Business Affairs and your rate will increase to $104.11per hour ($203,000.00 annwalized). Your vacation and benefit entitlements and all other terms and conditions of employment will remain unchanged.

 Judy, we vah,Je your contribution and anticipate your work with us will continue to be rewaroing. Pl<::!ase review, sign and return a copy of this letter to Human Resources bY May 20 •. 2014 indicating your acceptance of this offer.

       

 President and C:hief EXeCUtiVe OffiC<::!r

 l'!tn.Ploymel'lt stated in this letter.

 

   

Dr. Judy  

 (Please return this l.etter to Human Resources. You may keep the second copy for your records.)

 copy: Employee File

 

GREATER TORONTO'S TOP1'1!.m EMPLOYERS '70t!Oe>!f '";1<'11"";;

'"'""'''"'"'"'"'"

   ,;,_;, p

  

 

 

wJrxJ.Oilluana""  

ruimlaJrvx•ew  Ho nd Bgoorv!ew ;{iris Reh;;;;bmtatloil Hosplits: 150 Kilgour Road

Kids Rehabilitation Hospital   

Greater Toronto's Top Employers fl!ill

Toronto ON Ca-nada !'14G 1R8 T 416 425 6220 T 800 363 2440 lr 4164256591 www.hollandbioorview.ca  A teaching hospital fully affiliated with the University of Toronto

 

  

January 27, 2012  

Dr.Tom Chou, Ph.D. Holland Bloorview Kids Rehabilitation Hospital 150 Kilgour Road Toronto, Ontario M4G IRS

Dear Tom:

We are pleased l'o offer you the full time position of Vice President of Research, Director of the Research Institute (BRI) at Holland Bloorview Kids Rehabilitation Hospital (Holland Bloorview), a fully affiliated Academic Health Science Centre with the University of Toronto. TillS employment is on a full-time basis effective Aprtll,2012 and will be for a term of five years renewable following a satisfactory external review, unless terminated as provided below. The implementation of the external review of BRIand the performance of the Director BRImust occur prior to the conclusion of this contract.

 As Vice-President, Research and Director of the ·Bioorview Research Institute:

 1. TotalCompensation:

Compensation is determined through performance metrics and an external compensation benchmarking review. The Executive Committee of the Board of Trustees approves the compensation plan of the Vice-President on on annual basis.

o A salary of $123.07 per hour. which when annualized Is equivalent to $240,000.00 based on a 37.5-hour workweek.

2. Compensation at Risk:

Participation in the Variable Compensation plan, to a maximum of 10% of your annual salary during the fiscal year 7.5% of which will be based on the achievement of annual goals and objectives approved by the President Holland Bioorvlew Kids Rehabilitation Hospital. The remaining 2.5% payment is based on the successful achievement of the Executive Quoliiy Improvement Plan initiaiives that are approved by the Board.

3. Benefits & Pension: Participation in Holland Bloorview's current Pension and Benefit programs.

 

4. Flexible Benefit Allowance:

• An annual flexible benefit allowance of $2,000 to cover benefits outside of the current plan and per the Canadian revenue Agency guidelines.

5. Academic Allowance: An annual academic allowonceot $7,500for professional development to include professional membership costs.and conference travel. You will be provided with appropriate office space, computer. and administrative support, which is according to the usual Departmental policies.

6. Auto Allowance:

An annual allowance of $7,200 to off-set the costs of business related travel.  

2

 

 

    

7. Vacation &Sabbatical Leave:

Five (5) weeks paid vocation per annum,accrued at the rate of 2.08 days per month. Three months after five-years of employment for SabbaticalLeave will be provided for research and education purposes.

 As outlined in detail above. you are eligible to receive a maximum lump sum payment of 10% of your annual salary per fiscal year. This incentive will be linked.to tile achievement of annual performance objectives pursuant to Bill 46. The Excellent Core For All Act 2010. The performance objectives will be agreed between the Board and me as port of tile annual performance review process. Your compensation will be subject to annualsalary reviews using market comparator information.

 You will participate in an orientation process to the role of Vice President of Research.Director of the ResearchInstitute as designed in collaboration with me wit·hin 90 days of signing this contract. This will include six (6) months with an external executive coach, paid by Holland Bloorview.

 Holland Bloorvlew has a Chair at the University of Toronto in Paediatric Rehabilitation. We will put your name forvvard as the Chair to the University of Toronto. An annual report on outcomes of research activities supported by this endowment is required for tile University, the Hospital and the Foundation. The term for the Chair is five years. renewable.

 TerminaHon Without Cause: Holland Bloorview may terminate your employment at any time following the Probationary period, wilhout cause, upon providing you with the following:

 If your employment Is terminated within the first 12 calendar moni·hs of the dai·e you commence in this role, you will receive a lump sum paymentequalto twelve(12) months pay, less all applicable deductions, in satisfaction of all contractual, statutory and common law notice requirements.

 If your employment is terminated ai· any1ime after the first 12 calendar months, you shall receive an additional month per year of completed service up to a maximum of 18 months pay, less all applicable deductions,in satisfaction of all contractual. statutory and common law notice requirements.

 For clarity, in no event-shall you receive less than this entitlement under employment or labour standards legislation, inc!udlng any entitlement to termination or severance pay.

 Holland Bloorview will continue all employee and group insurance benefits for only that period, in any, required by the applicable employment or labour standards legislation and as permitted under the terms of the group insurance policy.

 Terminalion with Cause: Holland Bloorview may, by notice in writing, forthwith terminate your employment at any time for just cause in law, without notice or payment in lieu of notice. In such event, Holland Bloorview shall only be obligated to pay any salary and other s·tatutory entitlements earned to the effective temnination date.

3

 

 

 

 

        

You may terminate this agreement at any time, for any reason upon giving no less than 180 days written notice 'to Holland Bloorview,unless o-therwise agreed to by the parties. If you present an effective transition plan and It is agreed to, it shall not unreasonably withhold agreement to shorten the notice period. Holland Bloorview in its sole discretion may waive such notice, in whole or in part, in which case the resignation could be effective immediately, and provided that Holland Bloorview continues to pay your salary and benefits for the period stipulated in your notice,or for such a shorter period as mutually agreed.

 Ownership ollntellecluaiProperty

 All intellectual property you create while working for Holland Bloorview (on your own or with others), through work, study or research & development activities, will be the properly of Holland Bloorview. You agree to transfer to the hospital all of your rights,title and interest in intellectual property, and to provide agreements, assurances, undertakings, acknowledgements or other documents relating to the intellectual property.

 Conflict of Interest

 You will comply with all conflict of interest policies of Holland Bloorview and BRL current versions attached to·this letter.

 Performance Expectations

 The following represent key performance expectations of the role. Performance indicators and metrics aligned with these expecta1ions will be developed with me within the first 60 days of this contract.

 Commitment to and engagement in the development of the new five year strategic plan for the hospital, in collaboration with others member of the Senior Management Team; Development, implementation and evaluation of a new strategic plan for BRI aligned with the strategic plan of the hospital;

• Ongoing support,mentorship and evaluanon of scientists in BRI towards the achievement of the strategic plan; Development of new performance measures and metrics to evaluate the impact of research at BRI; Implementation of all outstanding recommendations from the previous BRIexternal review: Balanced budget for BRI.

 Please contact me at if you have any questions about any aspect of this offer, or if wish to discuss 'this offer in further detail. Please review, sign and return a copy of this letter to Judy Hunter, Vice President Human Resources and Organization Development by January 30,2012 indicating your acceptance of this offer.

 1 really look forward to working with you in your new capacity as Vice President of Research and Director of the Research lnstiMe at Holland Bloorview.

4

 

 

    

Yours Truly,

President and CEO Holland Bloorview Kids Rehabilitation Hospital

 Please sign below lo indicate fhaf you have read, understood. and agree to the terms and

 •• •

 

   

Dr. Tom Chou

 ·1. \ '' '•'

,) ., "" •'

 

 

JCU/1. '3/( 2.B( 2- Date

 

 

·)!

'. ( , Holland Bloorvie\v

 

Kids Rehabilitation Hospital

  Holland Bloorview Kids Rehabilitation Hospital 150 Kilgour Road

Toronto ON Canada M4G 1R8

T 416 425 6220

T 800 363 2440

F416425 6591

www.hollandbloorview.ca  

March 11,2013  A teaciling hosprtal affiliated with the University of Toronto

 Donna Kline Chief, Communications & Strategy

 

  

Greater Toronto's 'Top Employers rB

 

Dear Donna:  

I am writing to confirm details of your employment contract with Holland Bloorview Kids Rehabilitation Hospital. With the implementation of Bill 55, the Strong Action for Ontario Act, 2012 it is not possible to increase your compensation until a provincial balanced budget is laid before the Legislative Assembly and the Lieutenant Governor proclaims that the restraint measures have expired, however the compensation structure already in place can continue. As outlined in detail below you are eligible to receive a maximum lump sum payment of 10% of your annual salary per fiscal year. This incentive will be linked to the achievement of annual performance objectives pursuant to Bill46, The Excellent Care For All Act, 2010. The performance objectives will be agreed between you, I and the Board, as part of the annual performance review process. Subsequent to the expiration of the restraint measures and as permissible by law, your compensation will be subject to annual salary reviews using market comparator information, as per the compensation policy for the executive team.

 You will remain in your current role as Senior Advisor, Public Affairs and Strategic Plan until Juhe 7, 2013, where you will continue to work three (3) days per week, at a rate of $120.81 per hour. All other terms and conditions outlined in your employment agreement, datedDecember 6, 2012, will remain unchanged.

 Effective June 10,2013, you will commence your position as Chief, Communications & Strategy.

As Chief, Communications & Strategy:

l. Total Compensation: • Compensation is determined through performance metrics and an external

compensation benchmarking review. The Executive Committee of the Board of Trustees approves the compensation plan of the Vice-Presidents.

o A salary of $83.50 per hour, which when annualized is equivalent to $130,260.00 based on a 30.0-hour workweek.

2. Compensation at Risk:

• Participation in the Variable Compensation plan, to a maximum of 10% of your annual salary during the fiscal year, 7.5% of which will be based on the achievement of annual goals and objectives approved by the President and CEO of Holland Bloorview Kids Rehabilitation Hospital. The remaining 2.5% payment is based on the successful achievement of the Executive Quality Improvement Plan initiatives that are approved by the Board.

      

(  

 

     

3. Benefits & Pension:

• Participation in Holland Bloorview's current Pension and Benefit programs.

• Flexible Benefit Allowance:

• An annual flexible benefit allowance of $2,000 to cover benefits outside of the current plan and per the Canadian Revenue Agency guidelines.

4. Auto Allowance:

• An annual allowance of $7,200 to off-set the costs of business related travel.

5. Vacation:

• Five (5) weeks paid vacation per annum, accrued at the rate of 1.66 days per month.  

6. Termination Without Cause: Holland Bloorview may terminate your employment at any time following the Probationary period, without cause, upon providing you with the following:

 If your employment is terminated at anytime, you are entitled to a severance allowance of 12 months base salary at the rate on the date of termination, plus you shall receive an additional month per year of completed service up to a maximum of 18 months pay,less all applicable deductions,in satisfaction of all contractual, statutory and common law notice requirements.

 ·For clarity, in no event shall you receive less than this entitlement under employment or labour standards legislation, including any entitlement to termination or severance pay.

 Holland Bloorview will continue all employee and group insurance benefits for only that period,in any,required by the applicable employment or labour standards legislation and as permitted under the terms of the group insurance policy.

 Termination with Cause: Holland Bloorview may, by notice in writing, forthwith. terminate your employment at any time for just cause in law, without notice or payment in lieu of notice. In such event, Holland Bloorview shall only be obligated to pay any salol)' and other statutory entitlements earned to the effective termination date.

 You may terminate this agreement at any time, for any reason upon giving no less than 180 days written notice to Holland Bloorview, unless otherwise agreed to by the parties. If you present an effective transition plan and it is agreed to, it shall not unreasonably withhold agreement to shorten the notice period. Holland Bloorview in its sole discretion may waive such notice,in whole or in part, in which case the resignation could be effective immediately, and provided that Holland Bloorview continues to pay your salary and benefits for the period stipulated in your notice, or for such a shorter period as mutually agreed.

(  

 

 

    

Please review, sign and return a copy of this letter to Judy Hunter, Vice President, Human Resources and Organization Development, by March 15,2013 confirming the details described above.

 

President and CEO Holland Bloorview Kids Relhal::>ilillell•ion Hospital

  

 

t(kJ. I L . dOl 3 Date