Hospital Statements On Compensation
Email
Print
Statement From Children's Hospital:"It is the fiduciary responsibility of the Children’s Board of Trustees to determine fair, reasonable and competitive compensation for hospital leadership.The Board determines compensation based on the job’s responsibilities and complexity, the marketplace for similar positions, as well as an assessment of the employee’s skills, experience and performance.An independent expert in compensation provides the Board with market comparability data that helps inform the Board’s decisions. Children’s senior leadership team receives total compensation that is well within the range of other executives in large, academic non-profit medical centers. Children’s executives do not have expense accounts. Included in this category of other compensation are reimbursements such as medical, fitness and relocation costs similar to other institutions.Dr. Mandell’s compensation is commensurate with the responsibilities of heading a complex academic medical center and falls within the 50th percentile of other CEO’s of peer institutions in Boston and across the country.The senior management team received no salary increase for FY10.Children’s executives do not have expense accounts. Included in this category of other compensation are reimbursements such as medical, fitness and relocation costs similar to other institutions.Bess Andrews
Director of Public Affairs
Children’s Hospital BostonStatement From Beth Israel Deaconess Medical Center:Beth Israel Deaconess Medical Center, like many large companies, had traditionally provided reimbursement for employees who use their cell phones on the job. That reimbursement was available to any employee whose work required them to be in constant contact. This was before cell phones became virtually ubiquitous in daily life. In March of 2009, we changed our policy to include only individuals who are essential for responding to outages of critical information systems and to those who are part of our disaster recovery teams.BIDMC has also provided a broad range of transportation-related subsidies for all of our employees. For example, BIDMC offers MBTA pass subsidies of up to 50 percent to encourage the use of bus, subway and commuter rail. Parking subsidies are available to all employees who park off-site. We do not subsidize parking costs for any employee who parks in garages on the BIDMC campus.The incentive program for senior leadership has been designed to make a percentage of their compensation contingent upon meeting annual individual and collective goals around priority issues such as safety, service and quality. In April, as part of BIDMC’s efforts to meet fiscal challenges this year, all members of the senior leadership team voluntarily forfeited a percentage of their base salary as well as all incentives, a policy that remains in place today. The payments reflected in the federal filing are for goals achieved through Sept. 30, 2007.Lisa Zankman
Sr. Vice President Of Human Resources
Beth Israel Deaconess Medical Center
Director of Public Affairs
Children’s Hospital BostonStatement From Beth Israel Deaconess Medical Center:Beth Israel Deaconess Medical Center, like many large companies, had traditionally provided reimbursement for employees who use their cell phones on the job. That reimbursement was available to any employee whose work required them to be in constant contact. This was before cell phones became virtually ubiquitous in daily life. In March of 2009, we changed our policy to include only individuals who are essential for responding to outages of critical information systems and to those who are part of our disaster recovery teams.BIDMC has also provided a broad range of transportation-related subsidies for all of our employees. For example, BIDMC offers MBTA pass subsidies of up to 50 percent to encourage the use of bus, subway and commuter rail. Parking subsidies are available to all employees who park off-site. We do not subsidize parking costs for any employee who parks in garages on the BIDMC campus.The incentive program for senior leadership has been designed to make a percentage of their compensation contingent upon meeting annual individual and collective goals around priority issues such as safety, service and quality. In April, as part of BIDMC’s efforts to meet fiscal challenges this year, all members of the senior leadership team voluntarily forfeited a percentage of their base salary as well as all incentives, a policy that remains in place today. The payments reflected in the federal filing are for goals achieved through Sept. 30, 2007.Lisa Zankman
Sr. Vice President Of Human Resources
Beth Israel Deaconess Medical Center
