Hospital salaries too high
EDITOR: I recently sent a public records request to Sonoma Valley Hospital asking for upper-management compensation. The positions and annual salaries are as follows:
Chief Executive Officer: $402,084 (includes car allowance and bonus)
Chief Financial Officer: $212,193
Chief Revenue Officer: $212,160 (she lives 3,000 miles from Sonoma and is flown in for one week per month)
Chief Nursing Officer: $219,273
Chief Ancillary Officer: $169,748
Chief Quality Officer: $166,816
Chief Information Officer: $157,601
Chief Medical Officer: $158,308
Director ED/ICU: $160,680
Director of Facilities: $137,529
Director of Healing at Home: $168,979
Director of Human Resources: $143,852
Director of Information Systems: $135,075
Director of Materials Management: $114,285
Director, Patient Financial Services: $131,144
Director of SNF: $154,480
This is for a hospital with an average daily census of 35 to 40 patients.
The CEO has borrowed money to pay for day-to-day operating expenses and owes more than $8 million on a line of credit.
I don’t want my tax money to be wasted by a CEO who spends frivolously and is fiscally irresponsible. If the Board of Directors continues to support Kelly Mather, I will vote “no” on Measure E.
Boyes Hot Springs
Hospital salaries competitive
EDITOR: As we travel around our Valley talking to people about Measure E — which just about everyone is supporting — a question that occasionally comes up is the issue of salaries for Sonoma Valley Hospital administrators. It’s a fair question, so let us provide some context and correct the misinformation.
The Board uses salary and bonus data from various sources for hospitals our size. We are around the midpoint in our administrative salaries. We have very competent and sought-after leaders, and they are constantly getting feelers and offers from other hospitals.
As an example of our Hospital’s fiscal prudence, let’s compare our Hospital with Healdsburg District Hospital, a similar but smaller hospital. The CEO at Sonoma Valley Hospital makes $370,455 a year. That may seem like a lot, and it is, but she also serves as the COO, saving our Hospital tens of thousands of dollars per year.
In Healdsburg’s hospital there is both a CEO and a COO (something common in hospitals of every size around the country). Together their combined salaries are $527,569. That’s more than $155,000 than we pay our leaders!
We also recently consolidated two executive level positions resulting in a savings of $157,000 for SVH. The Board of Directors is constantly looking for ways to make our hospital better managed and more efficient.
We still need the parcel tax to be on sound footing, as do most hospital districts in California. The increase to the long existing parcel tax is $1 a week. The bottom line: If Measure E fails to pass, the hospital will have a major shortfall, and we will be at risk of closure. We have a state-of-the-art hospital and ER serving all comers regardless of ability to pay. Let’s be sure we keep it. Our community deserves no less.
Jane Hirsch, Peter Hohorst
Sonoma Valley Healthcare District board of directors
Second and last chance on hospital
EDITOR: Life doesn’t always offer us second chances, so when they occur we should cherish and honor them.