Hôpital Montfort 2015-2016 Budget

March 26, 2015 - Today, Hôpital Montfort has reached a crossroads in its history amidst a new set of economic circumstances.

The years after the New Montfort’s inauguration were a time of outstanding growth: the hospital doubled its floor space along with its capacity, services and number of employees.

Today, health services represent the major item in Ontario’s provincial budget, and health expenditures are expected to increase. Over the past three years, the province has changed its approach to hospital funding in order to balance its budget.

As many other hospitals, Montfort has had to absorb a funding freeze on its base budget since 2012-13. In addition, it must now reduce its 2015-2016 expenses by $4 million compared to its 2014-2015 budget of $216 million, despite the fact that its expenditures increase every year, particularly due to inflation and wage increases.

Last November, Hôpital Montfort’s management team launched a major efficiency improvement and cost-cutting campaign. Managers and staff suggested ways of reducing costs and augmenting efficiency. Any suggestion that could have compromised patient well-being or safety was dismissed. Among other things, we reduced spending on finance, communications and human resources; we lowered printing costs; we restricted external training and travel costs and we eliminated managerial positions that had become vacant.

These savings and efficiency initiatives moved us closer to a balanced budget, although we remain short of our target.

Montfort is now compelled to reduce the number of positions bvon a few teams to reach its budget forecasts. This is the first time since 1996 such action is required. Needless to say, the decision was reached after every other avenue was exhausted.

Thirteen positions could be affected: nine full-time positions and four part-time positions, primarily in office support functions. Nursing teams will not be affected.

Montfort is committed to collaborate with its union partners to keep the number of involuntary departures to a minimum. For example, the individuals affected may be entitled to retraining for reassignment to other areas of the hospital, or could receive an early retirement or buyout offer.

To place things in perspective, each year, over 200 of a total average 1,750 employees leave Montfort voluntarily.

Hôpital Montfort is not in a budget crisis. However, the economic landscape has changed and the hospital must adapt to the new reality.

The delivery of quality health care to patients remains the reason for Hôpital Montfort’s existence, and the impact of the reorganization will not affect patients. Hôpital Montfort is following its vision to be a hospital of choice for personalized patient care, as a work place and for education and research.

Information :       

Department of communications
613-746-4621, ext. 2049