is putting compensation frameworks in
place for the broader public sector, including
health care, that would include CEOs
and their C-suite. In anticipation of this,
I led the development of the first provincial
compensation framework for hospital
health care system leaders. It’s grounded
in best practice, and it helps a board of
directors determine the appropriate compensation
for a CEO based on a number
of complexity factors. This initiative is
important because health care is transforming
as we speak. We need to make
sure we can recruit and retain the right
leaders to lead that transformational agenda.
If government policy is not grounded
in best practice, we won’t be able to attract
and retain the people we need to lead
transformational change in the health care
sector, and ultimately ensure Ontarians
get the best health care.
I’m also involved in emerging issues –
for example, we are currently working with
a broad group of system stakeholders and
partners to help identify root causes of
workplace violence and better understand
IF YOU’RE NOT COMMITTED TO
SHARING THE RESULTS AND
IMPLEMENTING AN ACTION PLAN,
DON’T DO IT! HR WILL LOSE
CREDIBILITY IMMEDIATELY, AND IT’S SO HARD
TO GET THAT TRUST AND CREDIBILITY BACK.
how we can prevent these incidents, all
while ensuring both patients and staff are
kept safe. We’re developing a report based
on feedback from key stakeholders and presenting
it to the Ministries of Health and
Labour, which I’m very excited about. I’m
also responsible for the e-health and IT portfolios
and am a trustee on the Healthcare of
Ontario Pension Plan (HOOPP).
What do you love about your job?
JG: I love working with a great group of
people. They’re bright and full of energy
with great ideas, and that really makes
me tick! I’ve hired most of my staff, and
I love to see that through mentoring and
coaching, they’re getting to the next level
of their careers. I also love that I can influence
change at the provincial level; to me,
that is really exciting and amazing.
What are the challenges you experience
in your job?
JG: One of the challenges any association
faces is managing the expectations of its
members. The key is to engage the members
– listen to them, learn from them,
involve them in your work. This was the
approach I took in building the compensation
framework and it was successful.
hr influencer
“The talent exists, just not here.”
Continued on page 66
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64 ❚ FEBRUARY 2016 ❚ HR PROFESSIONAL