Corporate Accountability

• St. Mary's Declaration of Broader Public Sector Accountability Act (BPSAA) Compliance 2023-2024
• St. Mary's Declaration of Broader Public Sector Accountability Act (BPSAA) Compliance 2022-2023
• St. Mary’s Declaration of Broader Public Sector Accountability Act (BPSAA) Compliance 2021-2022
• St. Mary's Declaration of Broader Public Sector Accountability Act (BPSAA) Compliance 2020-2021
• St. Mary’s Declaration of Broader Public Sector Accountability Act (BPSAA) Compliance 2019-2020
• St. Mary’s Declaration of Broader Public Sector Accountability Act (BPSAA) Compliance 2018-2019
• St. Mary’s Declaration of Broader Public Sector Accountability Act (BPSAA) Compliance 2017-2018
• St. Mary’s Declaration of Broader Public Sector Accountability Act (BPSAA) Compliance 2016-2017

Under the Broader Public Sector Accountability Act, 2010 (the Act), all hospitals in Ontario are required to publicly post the expense claims made by the following individuals:

• Every member of the Board of Directors
• Chief Executive Officer/President/Administrator/Superintendent;
• Every member of the hospital’s senior management group who reports directly to the CEO/President/Administrator/Superintendent.
• Chief Operating Officer (COO) and every member of the hospital’s senior management group who reports directly to the COO.

Reports are published twice per year (November 30th for claims from April-September and May 31st for claims for October-March).  All expenses are reimbursed based on the application of the Broader Public Sector Expenses Directive (April 2011) and St. Mary’s General Hospital Business Expense Policy.

(*) Joint position with Grand River Hospital

In accordance with the 1996 Public Sector Salary Disclosure Act, organizations that receive public funding from the Province of Ontario are required to disclose the names, positions, salaries and taxable benefits of employees who earn $100,000 or more within the calendar year. The most recent disclosure can be found on the Ministry of Finance website.

Like all hospitals in Ontario, executive compensation at St. Mary’s General Hospital is tied directly to the organization’s achievement of metrics defined in its Quality Improvement Plan. Each year, members of the Senior Management Team (Executive Team) will have their performance measured against targets in patient safety, effectiveness of care, access to care, and patient-centred approach to care. The Board of Trustees measures and assesses this performance, and then determines what the executive team compensation will be for the fiscal year.

Executive Compensation Policy April, 2013

Currently, St. Mary’s “at-risk compensation” for executive team members is a claw-back of base salary, rather than a ‘bonus’ to base salary.

The following chart outlines executive compensation at St. Mary’s.  Definitions for interpretation can be found in the chart.

Executive Compensation

• The Broader Public Sector Accountability Act, 2010 (BPSAA). This act sets rules and accountabilities for hospitals, Local Health Integration Networks (LHINs) and other public sector organizations. As part of the BPSAA, all hospitals in Ontario are required to implement Ministry of Finance Procurement Directives and Expenses Directives that strengthen previous guidelines. They are also required to prepare compliance attestations and report on the use of consultants, as well as publicly post expense claim information (listed in the chart above).
• The Public Sector Salary Disclosure Act, 1996 (PSSD) requires organizations that receive public funding from the Province of Ontario to disclose annually the names, positions, salaries and total taxable benefits of employees paid $100,000 or more in a calendar year.
• The Freedom of Information and Protection of Privacy Act. The BPSAA, 2010 amends the Freedom of Information and Protection of Privacy Act (FIPPA) to make hospitals subject to FIPPA. Effective January 1, 2012, and retroactive to January 1, 2007, any records that are in to a hospital’s custody and/or control are subject to the act. This amendment does not change rules applicable to personal health information. The Personal Health Information Protection Act, 2004 to apply to hospitals’ collection, use and disclosure of personal health information. For more information, or to make a request under FIPPA, click here.

Bill S-211Fighting Against Forced Labour and Child Labour in Supply Chains Act

SMGH acknowledges and is committed to complying with Bill S-211: Act to enact the Fighting Against Forced Labour and Child Labour in Supply Chains Act (“Act”). SMGH views the Act as a necessary step forward to combat forced and child labour and to facilitate and track the work as the years progress.

• Reporting for the Fighting Against Forced Labour and Child Labour in Supply Chains Act (April 1, 2023, to March 31, 2024)

Procurement and Expenses Policies

Below you will find St. Mary’s policies policies for procurement and expenses. These policies are compliant with Ministry of Finance Procurement Directives:

• St. Mary’s General Hospital – Supply Chain Guidelines Policy
• St. Mary’s General Hospital – Authorization to Commit Funds for Equipment, Supply and Service Purchases
• St. Mary’s General Hospital – Business Expense Policy
• St. Mary’s General Hospital – Expense Reimbursement Policy
• St. Mary’s General Hospital – Perquisites Policy

If you have questions about the above postings or related policies, please contact Mike Gourlay, Vice President of Corporate Services and CFO.