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CEO薪酬途径
The Chief Executive Officer (CEO) is the only employee of the District who is hired directly by the Washington Township Health Care District 董事会.
In setting the CEO’s compensation, the Board considers data provided by an independent health care compensation consultant, Integrated Healthcare 策略/亚瑟J. 加拉格尔 & 公司, and any other factors the 董事会认为重要.
The District has a long-standing philosophy of wage parity for all employees, 包括CEO. Wage parity means the CEO is not paid at the top of the scale nor compensated towards the bottom. 该地区的 compensation philosophy of marketplace parity establishes a base salary for the CEO at around the 65th percentile of the CEO’s peer group with a possible incentive award of up to 25% of base salary. 基准测试 executive compensation based on peer group data is standard practice for establishing reasonable compensation for executives working for non-profits.
According to the CEO’s Employment Agreement, the Board was due to consider an annual base salary adjustment and incentive award by October 31, 2022, for the fiscal year ended June 30, 2022. 由于缠绵 impact of the 新型冠状病毒肺炎 Pandemic and other factors, the Board’s consideration 推迟到2023年4月12日.
On April 12, 2023, at the Board’s regular meeting, the Board considered a base salary adjustment and an incentive award. 在采取任何行动之前， the Board reviewed a report from Arthur J. 加拉格尔 & 公司. 加拉格尔 is a leading healthcare compensation consultant in the United States. Hundreds of healthcare systems use 加拉格尔’s services as an independent consultant to satisfy Internal Revenue regulations for determining the 合理补偿范围.
The 加拉格尔 Report assesses the competitiveness of cash compensation 为首席执行官. Appendix A of the 加拉格尔 Report includes a list of similarly situated California organizations in 加拉格尔’s 专有数据库. The 加拉格尔 Report for the current fiscal year, dated 2023年3月, was posted on the District’s website for this 议程项目.
The 加拉格尔 Report provides the Board with appropriate comparability data in accordance with IRS regulations. 在报告中，加拉格尔回顾了 background data on the District for the 2021-2022 and 2022-2023 fiscal 年. 加拉格尔 then compiled data on compensation levels for California healthcare systems regressed for size using data from 加拉格尔’s 专有数据库 and salary surveys. 基于上述，加拉格尔 prepared market charts summarizing compensation survey data at the 25th, 50th, and 65th percentiles for the California peer group. 图表如下 prepared for both base salary and total cash compensation.
At the April 12, 2023, meeting, the Board considered the CEO’s performance for the fiscal year ended June 30, 2022. 委员会成员评论说 the CEO’s performance was outstanding, particularly given the unprecedented challenges of the 新型冠状病毒肺炎 Pandemic. 特别是在CEO的领导下 leadership the District achieved a positive EBITDA budget variance of $28,652,000 which will fund needed capital improvements and state of the 艺术技术. The District is continuing to grow its affiliation with UCSF including the establishment of a Washington-UCSF Health Cancer 服务 合资企业. Also, under the CEO’s leadership, Alameda County designated Washington as the next Level 2 创伤 Center in Alameda County.
With these achievements in mind, the Board decided to adjust the CEO’s 基本工资提高到65%的95%th 百分位数，等于955,700美元. The Board also indicated that the adjustment was consistent with its intent to adjust the CEO’s base salary to make progress toward setting the CEO’s base salary at the 65th percentile over time, consistent with the Board’s compensation philosophy.
In addition, the Board awarded the CEO an incentive award of $120,000, also due to the CEO’s outstanding performance. 摘要： CEO’s performance can be found in the CEO’s memo to the Board (posted as part of this 议程项目). Under the terms of the Employment Agreement, the CEO was eligible to receive an incentive award of up to 25% of base salary or $215,250. 虽然 the CEO’s performance justified a maximum award of $215,250, the Board felt that a $120,000 award was appropriate given the anticipated financial challenges facing the District.
To review the CEO's contract, click on the link below: