*Note: Here's further news coverage from October after Rick Mowles was fired, and another follow from Nov. 4 detailing Mowles' $345,000 severance package
While browsing the Community Living BC Web site for information about cuts to services, I found myself comparing compensation paid to CLBC executives since the Crown corporation was started in 2005-2006. Very, very interesting.
CEO Rick Mowles has seen a 59 per cent increase in his annual compensation over the four fiscal years from 2005-06 to 2009-10, pushing him to almost $231,000. Doug Woollard, vice-president of operations and the man most often mentioned in stories about more service cuts at CLBC, has seen his compensation climb 57 per cent in that same period, to almost $176,000.
Meanwhile, the money for contracted services for people with developmental disabilities - the raison d'etre of CLBC - fell $5 million in the 2009-10 fiscal year compared to the previous year. (Can't do comparisons back to 2006, as funded services have changed.) I guess we now know why the CLBC bosses get the big bucks.
See the figures for yourself here. You'll need to go into each year's financial statements to do the comparison.
*June 23: Heard from CLBC communications and I just want to underline that the increases above are for total compensation - salary, incentive, pension, and a category called "all other compensation."
CLBC says Rick Mowles hasn't had a salary increase since 2005. But when I take his partial-year salary from fiscal-year 2006 and calculate it as a full year for comparison's sake, I still come out with his salary increasing from $138,660 to $195,000 by 2009-10, so the "zero salary increase" doesn't square with the numbers in CLBC's financials.
But at least Mowles didn't take the $21,500 incentive this year that he got in 2008-09. That has been discontinued as of the most recent fiscal year. That paid the CEO up to 15 per cent additional on top of his salary if he hit his performance targets in any given year.
Only the incentive to the CEO was discontinued. Other CLBC executives continue to receive that. Doug Woollard, Richard Hunter (VP of corporate services) and Carol Goozh (VP of policy and program development) each got more than $13,780 in performance incentives in the last fiscal year, and an additional $10,700 or so in the "all other compensation" category.
And here's what those incentive measurements are, from the CLBC Web site:
Incentive Plan Performance Measurement
CLBC’s CEO and NEOs incentive plan performance targets and measures are captured in the organization’s Operational Plan which is derived from the Strategic and Service Plan initiatives. All three documents are accessible to the public on CLBC’s web site. The main categories within the Operational Plan are as follows:
1. Transformation and Organizational Development
2. Community Supports and Services
3. Services for Children
5. Policy/Program Development
6. Community Involvement and Partnerships
7. Governance, Financial & Information Management
Operational goals within each category are assigned to CLBC executives and performance measures are assigned to each operational goal. The executive’s progress towards the achievement of stated goals is regularly monitored throughout the year and assessed at fiscal year-end. The annual review provides the basis for the performance incentive calculation.