Compensation Aligned to Corporate Performance Goals
Overall, executive performance is evaluated on the following dimensions:
- Financial metrics
- Operational metrics (quantifiable non-financial metrics including quality of care, innovation and employee satisfaction)
- Strategic leadership (achieving strategic objectives)
- Leadership competencies and styles (teamwork, communication, 360 degree)
- Board relationships
The objectives of Baycrest’s pay for performance system are to:
- Effectively communicate corporate priorities
- Align individual and organizational objectives
- Reward individual results
- Reward cooperation and team results at the executive level
- Provide an opportunity for market competitive compensation
Each Executive sets their annual goals using the following structure:
| CATEGORY #1 | CATEGORY #2 |
Team quality improvement goals Accounts for 40 percent of |
Individual goals Accounts for 60 percent of |
The executive team will develop performance goals aligned the Baycrest Quality Improvement Plan including:
The goals above are equally weighted for all executive portfolios for 2011/2012. |
Each executive will develop goals that align to the responsibilities in their portfolio including:
The weighting for the above goals varies per executive portfolio. |
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Phone: 416-785-2500
