The francophone version of the annual community report is available on Hôpital Montfort’s website.

Hôpital Montfort June 2015

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MESSAGE FROM THE PRESIDENT OF THE BOARD OF TRUSTEES AND FROM THE CHIEF EXECUTIVE OFFICER

Inspired by our “Top 30” prize, awarded to Hôpital Montfort for being among the top 30 employers in the National Capital Region, this annual report to the community is an overview of our successes and challenges over the year 2014-2015, which translate into “30 reasons to love Montfort.” This report addresses the five major directions of our strategic orientation for the period 2011 to 2015, namely, the offer of quality clinical care, improvement of our performance, a healthy workplace, our partnerships with the community and our academic identity. We also provide a snapshot of the activities of two key partners: the Montfort Hospital Foundation and the Association des bénévoles de l’Hôpital Montfort. Lastly, the report includes our financial statements for the last year. As we come to the end of our five-year strategic orientation, it is worthwhile to take a moment to reflect on the path we have travelled. The period that followed the inauguration of the New Montfort has been a time of extraordinary growth, during which the hospital doubled in square footage, capacity, services offered and number of employees. With the expansion of the New Montfort, the inauguration of the Institut de recherche de l’Hôpital Montfort, gaining status as a teaching hospital as well as our Accreditation with exemplary standing, the last years have seen major advances in our quest for excellence and are cause for celebration. However, with our new reality come new challenges, including the health system funding reform in Ontario. Along with many of the province’s other hospitals, we have had to contend with a freeze on our basic funding since 2012-2013. Yet, our costs continue to grow each year, particularly through inflation and wage increases. As you will see in our Financial Statements, we have had to condense our expenses in 2014-2015 as compared to previous years. We have explored every possible way to diminish costs and improve efficiency. We have also had to reduce the number of positions in certain teams in order to meet our budget forecasts. We have done so with compassion and rejected any proposal that represented a risk to our patients’ well-being and security. These initiatives have made it possible for us to balance our budget, but we are walking a tight line and will have to be prudent in the years to come. The economic landscape has changed and we have to adapt to this new reality, while pursuing our vision of being a hospital of choice through our personalized patient care, work environment, teaching and research. Without further ado, please join us in celebrating “30 reasons to love Montfort.”

M. Alain-Michel Sékula, Dr Bernard Leduc, President of the Board of Trustees Chief Executive Officer

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TABLE OF CONTENTS

MESSAGE FROM THE PRESIDENT OF THE BOARD OF TRUSTEES AND FROM THE CHIEF EXECUTIVE OFFICER ...... 3 6 GOOD REASONS TO GET CARE AT MONTFORT ...... 5 7 GOOD IMPROVEMENT IDEAS AT MONTFORT...... 7 8 GOOD REASONS TO WORK AT MONTFORT ...... 9 5 GOOD REASONS TO BE A PARTNER OF MONTFORT ...... 12 4 GOOD REASONS TO LEARN AND TO DISCOVER AT MONTFORT ...... 14 SEVERAL GOOD REASONS TO GIVE TO MONTFORT ...... 17 330 GOOD REASONS TO VOLUNTEER AT MONTFORT ...... 20 BOARD OF TRUSTEES ...... 22 MEDICAL ORGANIZATION ...... 23 FINANCIAL STATEMENTS ...... 24

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6 GOOD REASONS TO GET CARE AT MONTFORT

1. Accreditation with Exemplary Standing The year 2014-2015 kicked off with a great feat: a visit from Accreditation Canada, which led to our Accreditation with Exemplary Standing. Accreditation Canada is an independent organization that assesses 5700 health establishments across the country, as part of a continuous improvement process for achieving excellence and safety in health care and services. Four visitors from Accreditation Canada conducted a survey of Hôpital Montfort from April 27 to May 2, 2014, and noted a compliance rate of 98.3% with the organization’s recommended standards. In light of that visit, Accreditation Canada rendered its decision and, on September 10, 2014, we celebrated our Accreditation with Exemplary Standing, the highest possible distinction.

2. The AIDET tool We want our patients to have the best experience possible when they come to Hôpital Montfort, starting with their very first contact with our staff. This is why we have implemented a new tool this year: AIDET©. AIDET is a standardized method for establishing first contact with the patient. Five letters, five actions that ensure the quality of patient reception: Acknowledge the patient and their family when you meet them. At Montfort, this also means greeting them in French first. This is referred to as the active service offer in French. Introduce yourself to the patient, their family and colleagues you are meeting for the first time. Duration: Inform people of the expected duration of your interaction. Explain your role at the Hospital and the care or services you provide. Thank the patient for their cooperation. Being greeted with respect and compassion is the first step in a unique and memorable experience. It’s a way of saying to our patients: “You can trust us.”

3. Patient rounds One of the most significant changes introduced over the last year is the daily patient rounds by clinical managers, with the goal of improving their experience at Montfort. During these rounds, now deployed in most of our care sectors, clinical managers meet some of the patients, based on the average duration of their hospital stay and the number of new admissions. Some 100 patients are seen each day.

5 The time slot from Monday to Friday, 9:30 a.m. to 12:30 p.m. has become a period of no appointments, committees or other commitments for clinical managers so that they can devote this time to daily patient rounds.

4. Phone and Skype preadmission interviews As part of the LEAN project in surgery, members of the team recommended several ways to simplify patient preadmission. One suggestion for simple consultations with patients who do not require diagnostic tests was to organize a phone appointment between the patient and a preadmission nurse. This was tested in March 2015 with real patients and three preadmission nurses. A video-interview was also done using Skype, a free software. These trials were very successful, and truly appreciated by both nurses and patients. Patients were particularly happy not to have to come into the hospital for an appointment that by phone only took an average of 20 minutes. A patient living in Pembroke pointed out that her telephone interview saved her a half-day of travelling to and from the Hospital, to say nothing of transportation costs.

5. Our new healthy menu for patients In May 2014, Hôpital Montfort was the first in the region to adopt the new “Simply Good” menu, developed in collaboration with Healthcare Food Services (HFS) and five Ottawa region hospitals. The new menu offers quality food while responding to patient preferences and dietary restrictions (diabetic, gluten-free, etc.). The team is now making adjustments in order to offer more choices to people on therapeutic diets (cardiac, diabetes, renal, vegan). A new formula has made is possible to make economies of scale and reduce the quantity of waste for greener food services. We have also added variety to our meals for a more eye-catching plate.

6. Our first organ donation In 2013, Hôpital Montfort started to offer an organ and tissue recovery service under the Trillium Gift of Life Network Act. Over the last several months there have been many opportunities to collect organs or tissues but, for various reasons, the process was never completed. That changed in January 2015 when a family generously agreed to make an organ donation following the neurological death of a loved one. The intensive care team, with the assistance of the perioperative care team and the Trillium Network successfully carried out Hôpital Montfort’s first organ collection. This act has saved several lives. Staff members who participated in this organ collection are still filled with emotion when they talk about the moment of silence that preceded the operation as well as the deep respect that informed the entire process.

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7 GOOD IMPROVEMENT IDEAS AT MONTFORT

1. Deployement of Operation 3Rs In November 2014, during a series of public meetings, the CEO launched Operation 3Rs, a staff-wide consultation with the following objectives: Reduce spending in order to improve our cost per weighted case, while Respecting staff and patients, in order to Reach success for the future. During these meetings, staff members were informed about Ontario’s health system funding reform as well as the core funding base that has been frozen for three years, forcing Montfort, and many other hospitals, to increase efficiency while reducing “cost per weighted case.” To achieve this ambitious goal, we called on our front-line staff to share their ideas on how to save money without affecting the quality of patient care. Since Operation 3Rs was launched, some 70 cost-saving suggestions were made by staff and new ideas are put forward every week. To date, 33 suggestions have been put into practice or are currently being implemented, while 20 others are still being reviewed.

2. Bye-Bye blue card In our effort to improve patient safety, we have bid adieu to the blue card and the addressing machine. In March 2015, Hôpital Montfort switched to a barcode system for patient identification. From now on, barcode identification labels will be put on bracelets, forms and any material used to identify new patients. This change is an important step towards the electronic health record. Soon, any new information added to a patient record will be available via our clinical information network. The next step will pave the way to new services such as automatically downloaded glucose meter results and the monitoring of bedside medication delivery. Ultimately, this project will increase efficiency, while improving patient safety.

3. An automated call-back system The emergency measures committee has set up an automated telephone system to contact employees in emergency situations. This was prompted by the lessons learned during “code orange” in September 2013, when close to 20 injured victims were taken to Montfort after a serious accident involving a train and bus collision. This will allow for more rapid communication in crisis situations.

7 The project is part of a larger initiative. The next phase will be to automate the confirmation of clinic appointments, diagnoses and treatments, allowing staff to spend more time providing quality care directly to patients.

4. Update on French services During the 2014 Annual General Meeting, the members of the Association de l’Hôpital Montfort unanimously approved a change to the hospital’s language policy—the first amendment since 1988. Under the new policy, the Board of Trustees must submit to the Association a yearly report on how the language policy is being implemented at Hôpital Montfort. Based on the hospital’s mission and values, the policy is designed to enable Hôpital Montfort to fulfil its institutional role, which is to prevent assimilation by maintaining and promoting the French language, enhancing Francophone culture and promoting the solidarity and development of the Franco-Ontarian community. Hôpital Montfort received full designation in 1989 under the French Language Services Act. This is a permanent status granted by the province. The Champlain LHIN now requires us to review our designation plan as a condition to our accountability regarding services. To meet this condition, we recently updated our designation plan as a hospital that provides services in French. First and foremost, this process enables us to renew our commitment to Francophone populations, but

5. A new intranet for employees After many years of working on an archaic and limited platform, the time had come to upgrade the Hospital’s intranet. While several teams have been working together on SharePoint since 2012, the transfer of the intranet onto this modern platform occurred at the end of 2014. Since then, staff members have been constantly discovering new functions that facilitate information sharing and collaboration. The new SharePoint Portal, hosted on the cloud, is secure and accessible anywhere, anytime. Employees, doctors, residents, students and other partners can consult content and work together from their laptop, tablet or smart phone. The transition to the SharePoint platform is the first step in this initiative to revamp the intranet. Very soon, the main page will be revitalized and the menus refined, while new options will be developed and collaborative sites launched.

8 6. A busy year in infection prevention During the summer of 2014, we had to focus our efforts on quickly controlling an outbreak of Norwegian scabies, a highly infectious skin infection, in one of our patient care units. The scabies outbreak was managed efficiently and the experience served to prepare us for the Ebola epidemic in West Africa in August 2014. Thanks to the expertise of our continuing education centre, Prométhée, a simulation exercise in November 27 allowed us to validate our preparedness. Winter arrived with its share of respiratory infections. Since this year’s flu vaccine did not match the influenza strain circulating in the community, this was a particularly challenging year. Lastly, by discontinuing the screening of vancomycin-resistant enterococcus (VRE), generally not considered a “super bacteria,” we improved the care experience of patients who are carriers. We plan to redirect our resources towards broader infection control and prevention initiatives in hospitals, while saving money.

7. Prométhée, a finalist for the IAPC/Deloitte Public Sector Leadership Award The Centre Prométhée, our continuing education centre, was selected as one of the finalists competing for the 2014 IPAC/Deloitte Public Sector Leadership Award, in the health sector. This prestigious award from the Institute of Public Administration of Canada recognizes organizations that have demonstrated outstanding leadership by taking bold measures to improve Canada through advancements in management and public policy. After a presentation to the jury chaired by Deborah Newman, Ontario Deputy Minister of Training, Colleges and Universities, Centre Prométhée’s nomination was unfortunately not retained because the Centre is still young and does not have a large enough pool of evidence-based data to support its results. However, the jury members were very impressed by the Centre, which is continuing to expand.

8 GOOD REASONS TO WORK AT MONTFORT

1. One of the Top 30 Employers in the National Capital Region Hôpital Montfort is now considered among the top 30 employers in the National Capital Region, as announced by the editors of Canada’s Top 100 Employers in February 2015. This list reflects an exceptional work environment as well as progressive and avant-garde programs. The rigorous selection process was conducted by a consultative committee responsible for evaluating organizations according to specific criteria. The award selection committee highlighted the following facts about Montfort:

9 We encourage our staff to plan for the future, with retirement planning workshops as well as a healthcare plan that extends to retirees and a defined benefit pension plan. New mothers, fathers and adoptive parents can receive financial support during their maternal or parental leave through supplementary employment insurance benefits as well as flexible hours upon their return. We offer professional upgrading in the workplace as well as a wide range of online training options, including apprenticeship programs and formal mentoring. We offer students and new graduates opportunities to gain on-the-job experience through paid internships, co-op placements and student summer jobs.

2. A quarterly survey on commitment As part of its quality improvement plan, Hôpital Montfort’s organizational objective is to increase the level of employee and physician commitment. The level of commitment has a positive impact on patient care, staff retention and stress levels at work. Since July 2014, we have been conducting a quarterly online survey to assess commitment levels. The frequency of this survey is aligned with that of the NRC-Picker client satisfaction survey, absenteeism reports and the managers’ 90-day plans. This makes it easier for management to observe correlations between various activities in their quarterly plans and impact on commitment. It also makes it possible for senior management to learn more about the impact of organizational change management on our teams, such as the deployment of AIDET.

3. Silver for the OHA’s Quality Healthcare Workplace Awards In November 2014, Hôpital Montfort received an important recognition, this time as a hospital of choice for the quality of life at work of its 1750 employees. For the second consecutive year, the hospital was awarded a silver prize at the 2014 edition of the Ontario Hospital Association’s Quality Healthcare Workplace Awards. Launched in 2010 by the Ontario Hospital Association (OHA), in collaboration with the HealthForceOntario intiative of the Ontario Ministry of Health and Long-Term Care, this prize recognizes the efforts of organizations in improving their employees’ quality of life at work and, by extension, the quality of patient healthcare.

10 4. La tournée auprès des employés Employee rounds conducted by managers really took flight in 2014. A typical round starts with a more personal conversation, after which the manager asks the employee: What is working well in your unit? Would you like someone to be recognized? Why? Do you have all the tools you need to accomplish your tasks? Do one or more systems need to be improved? (A variable question on a corporate project, like hand hygiene or the AIDET tool) Is there anything else I can do? This monthly activity gives managers an opportunity to gather relevant information in a structured manner; the tours are a form of commitment, active listening and communication, and contribute to building a relationship with the employee. The question on recognizing another employee leads each month to a virtuous chain of acknowledgments, when managers turn to people who have been recognized and inform them that their excellence at work has been noted.

5. Night rounds Another round that is becoming a tradition is the night round, conducted by members of senior management twice a year, during the Summer Forum and Employee Recognition Week. The round starts at about half past midnight and continues until the nightshift employees have been seen on each floor, around 2:30 a.m. The president and CEO and vice-presidents take the time to talk to each employee and distribute sandwiches and refreshments.

6. Healthy Foods for our employees Through its participation in the Healthy Foods initiative, Hôpital Montfort is committed to offering healthier food to its employees and patients. This initiative seeks to create settings that promote healthier eating in the region’s hospitals. It encourages an evaluation of the drinks and food offered and their replacement with healthier options, where needed. Hôpital Montfort has made gradual changes to the cafeteria menu (and Tim Horton’s, where applicable) since March 2015. For example: reduced salt and fat content in soups, use of grain and whole wheat breads for sandwiches, fewer chocolate bars and chips and the replacement of desserts and candies with natural granola bars and other healthy options. By modifying the cafeteria menu, we are showing our employees, patients and their loved ones that we are making healthy eating a more accessible option.

11 7. “I Love it Here” sweepstakes winner To mark its 90th anniversary, the Ontario Hospital Association (OHA) organized a sweepstakes on the theme “I Love it Here,” inviting health professionals across the province to share their passion and love for their workplace and the role they play there each day. Danielle Perron Roach, Project Manager in Pedagogical Development at Montfort’s Academic Affairs Department, submitted the following: “Montfort is a symbol of my Franco-Ontarian culture, identity and heritage. When I was young, my mother was taken to the Montfort emergency, and there and then I decided I wanted to work there. Here I am today, have been since 1988, and plan to stay until my retirement.” Ms Perron Roach’s enthusiastic testimonial won her one of the 10 OHA prizes.

8. Fresh vegetables available at our door For the last few years, Rochon Garden has been offering Montfort staff the possibility of purchasing fresh fruit and vegetable baskets delivered to the hospital each week. Since summer 2014, this family business also offers hospital staff the option to buy fruits, vegetables and preserves individually. Every Wednesday at lunchtime, from mid-May to the end of October, Rochon Garden representatives are set up at the hospital’s staff entrance to sell their products and distribute vegetable baskets.

5 GOOD REASONS TO BE A PARTNER OF MONTFORT

1. Public celebrations to mark our 60th anniversary On May 23, 24 and 26, 2014, Hôpital Montfort welcomed staff, physicians, interns, residents, volunteers as well as special guests and the general public to commemorative days marking the 60th anniversary of our institution. Several hundred visitors attended the 60th anniversary exhibit, the Montfort Hospital Foundation’s reception, the Open House with its popular “stuffed animal clinic,” the cinema featuring Montfort’s 60- year history and an evening of reunions. On the heels of these festive days, three former students from the École d’infirmières Montfort and retired nurses from the Hospital as well as current nurses and a retired physician donated medical photographs, objects and artefacts, which were added to the Hospital’s archives. Many staff members and some 75 volunteers gave their time to help organize these memorable days.

12 2. A close collaboration with our neighbours at National Defence Fall 2014 was a fruitful season for the partnership between Montfort and the Canadian Forces Health Services Centre (CFHSC-Ottawa), housed in Hôpital Montfort’s D wing. On September 25, Franco-Ontarian Day, members of CFHSC-Ottawa joined members of Hôpital Montfort’s senior management for the raising of the Franco-Ontarian flag. A few days later, it was senior management’s turn to be invited to the change of command between Lieutenant-Colonel Marc Bilodeau, who led CFHSC-Ottawa since 2012, and Lieutenant-Colonel Patrick Brizay. It was an opportunity for Hôpital Montfort to highlight the fruitful collaboration between these two institutions since 2006. On October 22, these ties became even stronger after the shooting that shook downtown Ottawa. During the ensuing hours of uncertainty, the CFHSC-Ottawa wing was under complete lockdown, as were all of the National Defence buildings that day, while access to the rest of the hospital was restricted. During these sombre hours, we made sure to stay in contact and to provide food to CFHSC-Ottawa employees. The traditional Remembrance Day ceremony, organized on November 11 by Hôpital Montfort in collaboration with CFHSC-Ottawa, was particularly emotional in light of recent events.

3. A new partnership with Médecins francophones du Canada On October 30, 2014, Montfort and Médecins francophones du Canada (MFC) signed a partnership agreement to work together to reach Francophone physicians, particularly in Ontario, and offer professional development resources in French that meet the highest standards. By consolidating the offer of medical services in French, Montfort and MFC hope to better serve the Francophone community. Moreover, both organizations will be able to take advantage of their respective networks, resources and expertise in initial and continuous training in French. Representatives of Médecins francophones sat on the Scientific Committee to organize the 14th edition of Journées Montfort, which was held in April 2015.

4. Orléans Family Health Hub gets the green light In spring 2014, we received approval from the Ministry to advance to the next stage in the capital planning process for the Orléans Family Health Hub, a unique concept that Montfort has been involved in since its inception. The Hub concept is to integrate a range of specialized community services geared towards the client and the family, under one roof. What makes this project innovative is the nature of the partnership, which brings together Ottawa’s major healthcare providers and the Orléans community. Not only will it improve the coordination of care, it will also minimize the need to consult various health professionals in their respective offices. This collaboration will enhance the continuum of care for the population of Orléans. The planning of this project, now under Montfort’s leadership, is moving forward at a good pace and enjoys the support of Ontario’s Ministry of Health and Long-Term Care. Construction should begin during the second half of 2016.

13 5. A safety net between hospital and community During the first weeks following discharge from a psychiatric unit, patients present a high risk of relapse. To ease the transition from hospital to community for patients with a mental health diagnosis, a provincial model for discharging patients hospitalized in mental health units was studied in nine Ontario hospitals: the Transitional Discharge Model (TDM). In the Ottawa region, Montfort was the hospital testing this innovative approach. Funded by the program Adopting Research to Improve Care (ARTIC) by the Council of Academic Hospitals of Ontario (CAHO), the Transitional Discharge Model establishes a safety net between hospitals and the community: hospital staff members continue to provide care until the patient is directed to a community-based healthcare professional. The TDM also pairs discharged patients with peers who have successfully reintegrated into the community following the diagnosis of a psychiatric disorder. This initiative was made possible by the support Montfort received from Psychiatric Survivors of Ottawa.

4 GOOD REASONS TO LEARN AND TO DISCOVER AT MONTFORT

1. A collaboration with the University of Ottawa that is closer than ever This year, the University of Ottawa and Hôpital Montfort worked more closely than ever on student placement, particularly in occupational therapy-physiotherapy, speech therapy and nutrition. The School of Rehabilitation Sciences asked us to accept a greater number of students from occupational therapy-physiotherapy and speech therapy programs, so that each Francophone student could have at least one training experience at Hôpital Montfort during their education. In all, 12 occupational therapy students were given observerships in the field of inpatient mental health, community and physical health settings. This experience provided interprofessional training as well as skills in safe patient transfers. As of January 2015, observerships were organized for the 36 students in the University of Ottawa’s physiotherapy program. In spring 2015, the Hospital piloted 2:1 training in physiotherapy, in which two students were paired with one supervisor. Montfort’s team of dietitians welcomed five students from the University of Ottawa’s clinical nutrition program, for their final training from February to June 2015.

14 2. Mario Charlebois receives the award for “Educator of the Year” Mario Charlebois, therapeutic assistant at Hôpital Montfort since 2000, won the 2015 Laurier CEPEO, honouring “the Educator of the Year.” This award, from Ottawa’s Association des communautés francophones (ACFO), was presented at the Gala du Prix Bernard Grandmaître in February 2015, after a nomination by the team at La Cité college. Whether he is supervising students or assisting physiotherapists and occupational therapists, Mario is passionate about his work and about sharing his knowledge. Mario helps physiotherapists and occupational therapists assess their patients, and ensures continuity of the exercise programs he sets up. Mario describes the therapeutic assistant as “the physiotherapist’s eyes and ears.” What makes Mario such an effective educator? It could be his passion and desire to share his knowledge, or as Mario says, it may just be a “gift” for working with students.

3. The IRHM features exciting new research Several research projects on the relationship between chronic disease and mental health, led by teams at the Institut de recherche de l’Hôpital Montfort (IRHM), garnered attention in 2014-2015. To name only a few… Breast cancer: learning how to manage the fear of relapse For breast cancer survivors, particularly those who are young or have children, the most commonly cited difficulty following treatment is the fear of relapse. Until recently, there was no targeted treatment to more effectively manage this fear, which causes psychological distress that adversely affects quality of life. Under the leadership of Dr. Sophie Lebel, psychologist and researcher at the IRHM and professor at the University of Ottawa’s School of Psychology, a group of researchers developed a cognitive- existential therapy group that seems to decrease the fear of relapse in cancer survivors in six sessions. An individualized version of this therapy is currently being assessed among people with colorectal cancer. Montfort is also leading a study to test this therapy remotely (telehealth) among Francophones who have cancer and live in a language-minority situation.Diabète et dépression : impliquer le conjoint dans le traitement du patient Diabetes and depression: enrolling spouses in patient treatment Dr. Paul Greenman is a researcher at the IRHM, a psychologist at Montfort’s Health Psychology Service and a professor of psychology at the Université du Québec en Outaouais. After noticing the high number of people with diabetes who develop symptoms of depression, he is now conducting a study in which the spouses of diabetes patients participate in the psychological treatment process.

15 The idea behind this approach is to strengthen the relationship between partners so that they can face the challenge of living with diabetes together. This study is being conducted in collaboration with colleagues at the IRHM and Hôpital Montfort’s diabetes clinic. Psychologist Dr. Jean Grenier; family physician Dr. Marie-Hélène Chomienne; diabetes specialist nurse Eva Argibay Poliquin; and research coordinator Vanessa Tassé, are working with Dr. Greenman to ensure the project’s success so that this new service can be offered to patients at Hôpital .Montfort. Men’s physical and mental health: “mind the heart” project receives the support of the Movember Foundation The Movember Foundation has provided $3 million in funding over three years to carry out the research project “Mind the Heart,” which will study best practices in prevention, early detection and the treatment of mood disorders, anxiety and post-traumatic stress in men suffering from heart disease. Dr. Marie-Hélène Chomienne, Dr. Paul Greenman and Dr. Jean Grenier, three researchers at the IRHM, are involved in this research project with other major partners, namely the Université de Moncton, the University of Ottawa and the Université du Québec en Outaouais. In collaboration with Dr. Jalila Jbilou at the Université de Moncton, IRHM researchers will focus their attention on the effects of anxiety, depression and post-traumatic stress in men suffering from heart disease..

4. Multidisciplinary training in the simulation laboratory As part of training in a simulation laboratory on interventions in critical situations (megacodes), developed for residents in family medicine at the University of Ottawa, the Centre Prométhée took teaching one step further by integrating students in respiratory therapy at La Cité college. As a result, training went from being unidisciplinary to truly interdisciplinary, which served to increase knowledge about the roles and responsibilities of these two professional groups as well as their communication skills and ability to work as a team. Usually, these two groups never get an opportunity to work together during their studies.

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The Foundation SEVERAL GOOD REASONS TO GIVE TO MONTFORT 1. Donations to the Hospital In 2013-2014, the Montfort Hospital Foundation gave $991,757 to Hôpital .Montfort.

2. Scholarships The Foundation recognizes the academic excellence and commitment of francophone and francophile students and is actively involved in the education and training of future health professionals. In 2014-2015, the Foundation awarded $19,500 in scholarships, including: Montfort Clinical Excellence Scholarships for French-language consolidation practicums in nursing, awarded to three students in emergency, intensive care and the Family Birthing Centre. The Montfort Hospital Foundation will be offering another six scholarships of $3,000 each to various clinical sectors in 2015-2016. Montfort-La Cité Scholarship awarded $7,500 to a respiratory therapy student. This is a three- year commitment ending in January 2016; Speech Language Pathology Francophone Scholarship: Montfort and University of Ottawa

3. Support to the Institut de recherche de l’Hôpital Montfort In 2014-2015, the Foundation contributed to the well-being and health of the population by investing $840,000 in research projects at the Institut de recherche de l’Hôpital Montfort.

4. Planned Giving As part of its planned giving program, the Foundation has life insurance benefits amounting to $1.3 million. At the end of 2014, the Foundation received three donations of shares for a total of $84,000.81. Through planned giving, the Montfort Hospital Foundation is able to count on long-term resources to help ensure its continuity and to support Hôpital Montfort’s mission.

5. Journées Montfort Throughout the year, the Foundation contributed to the success of the Journées Montfort by obtaining $112,500 in sponsorships. Journées Montfort is recognized as the most important francophone medical conference in Ontario.

17 6. National Nursing Week In recognition of our nurses, the Foundation established a partnership with the National Bank of Canada in order to obtain sponsorships for various activities during National Nursing Week, which took place from May 12, to 18, 2014.

7. Hôpital Montfort’s 60th Anniversary As part of activities marking Hôpital Montfort’s 60th anniversary, the Foundation organized a reception on Friday, May 23, 2014. Over 120 guests were in attendance. The Foundation also presented each guest with a souvenir medallion specially created to mark the 60th anniversary.

8. The Casino Lac-Leamy Sound of Light The Montfort Hospital Foundation joined forces with the Casino Lac-Leamy Sound of Light for their 19th edition, which took place from August 2 to 16, 2014. While the Sound of Light’s main site has been moved to the Canadian Museum of History, the Foundation welcomed thousands of spectators on the Ottawa side, at Nepean Point. This point offers a panoramic view of the Ottawa River and the National Capital, making it a spectacular spot to enjoy the fireworks.

9. Benefit Golf Tournament, September 9, 2014, at the Greyhawk Golf Club The Foundation’s benefit golf tournament has become a highly anticipated signature event. The 20th edition was a major success thanks to the generosity of 250 golfers and 300 sponsors who, together, raised net proceeds of $104,927.

10. Montfort’s Moustaches To promote men’s health and support the fight against male cancers, particularly prostate cancer, the Montfort Hospital Foundation led the MONTFORT MOUSTACHES campaign for the entire month of November 2014. During this annual event, the Foundation encourages men at Montfort to grow a moustache and raise funds in November. The money raised is used to purchase specialized equipment or train our health professionals in order to change the face of men’s health.

11. Foundation – United Way Campaign For the second year, the Foundation partnered with United Way Ottawa to lead a joint campaign, offering physicians, employees and volunteers the option of supporting either the Foundation or United Way, or both. A total of $20,077 was raised through donations and various activities.

18 12. Social Media – A New Facebook and Twitter Page The public can now follow the Foundation’s activities on Facebook and Twitter. www.facebook.com/fondationmontfort www.twitter.com/FondationHM

13. Direct Mailing Program Thanks to all of our donors and patients who generously responded to our requests and contributed to the Foundation through our direct mailing program. Thanks to your generosity, the Foundation raised $182,365, earmarked for the purchase of medical equipment.

14. Development Committee In fall 2014, the Foundation established a Development Committee to help support the Foundation’s Board of Trustees in pursuing the Foundation’s strategic funding objectives, ensuring accountability to donors as well as mobilizing and securing the vital commitment of volunteer leaders in its fundraising initiatives.

2014 – 2015 Board of Trustees Madeleine Joanisse, President of the Board of Trustees, Montfort Hospital Foundation François Bilodeau Chief Charles Bordeleau Denis Bouchard Lieutenant-General (ret.) Richard J. Évraire François Lortie Denis Perrault Michel Quenneville Dr Bernard Leduc Dr Guy Moreau Christine Sigouin, President and Chief Executive Officer, Montfort Hospital Foundation

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Volunteers 330 GOOD REASONS TO VOLUNTEER AT MONTFORT

The Association des bénévoles de l’Hôpital Montfort currently boasts a membership of 330 volunteers, including some 60 students, most of whom are headed towards careers in healthcare. I must admit I’m very proud of this statistic because at Montfort we have a challenge that no other hospital in the city faces: recruiting volunteers who must be fluently bilingual in both official languages. As we all know, volunteers are the first to admit that there are as many personal, social and professional benefits to volunteering as there are opportunities to get involved. They will tell anyone who will listen that volunteering opens up opportunities to discover new interests, expand their range of technical skills, broaden their social network and feel a growing sense of accomplishment. The volunteers I know are not idealistic dreamers. They are quite simply energetic people, with a good head on their shoulders who, in addition to knowing how to look after themselves, find time to look after their community! Each day, they perform what the Ontario Minister of Citizenship and Immigration justly refers to as the “most fundamental act of citizenship.” This notion of “citizenship” refers to the respect, involvement and devotion shown by a citizen, institution or business toward the community. Citizenship is a little like a two-way street, and is everyone’s business. People do not volunteer in an institution for 35 years if they do not feel appreciated. If someone were to ask me why I chose to volunteer at Montfort, I would answer that the “citizenship of volunteers” who hold dear their mission to improve the quality of life of patients, their families and the staff at Hôpital Montfort, is accompanied by another citizenship, that of the institution and its governing body. Based on what I hear every day, I can attest that the volunteers at Montfort appreciate the cordial, healthy, pleasant and fulfilling work environment that prevails at the hospital. From all walks of life, Montfort’s volunteers have created a real sense of solidarity around human values—values that are promoted, values they are legitimately proud of and values for which they are regularly and justly recognized. If one day, you decide you would like to join Montfort’s team of volunteers, I can assure you that you will be welcomed with open arms. Thank you for your time,.,

Brigitte Legare President of the Association des bénévoles de l’Hôpital Montfort Board of Trustees of the Association des bénévoles de l’Hôpital Montfort

20 President : Brigitte Legare Vice-president : Adèle Copti-Fahmy Director of Business and Treasury : Denyse Brisson Members :  Claude Côté  Luc Goudreault  Pauline Gagnon  Sœur Linda Joseph, F.d.l.S.  Bernard Lemieux  Marthe Loyer  Marc Seguin Resource person : Marielle Beauchesne, Manager of Volunteer Services

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BOARD OF TRUSTEES

Hôpital Montfort 2014-2015 Board of Trustees is composed of the following members:

Membres élus Mr. Alain-Michel Sékula, President Mrs. Suzanne L. Clément, Vice-president Mr. Richard Flageole, Treasurer Mrs Mona Fortier, Secretary General Maurice Baril (retired), Member Mr. Ronald Bilodeau, Member Mrs. Mariette Carrier-Fraser, Member Mrs. Claudine Girault, Member Mr. Pierre Lanctôt, Member (since February 2015) Mr. Pierre Lanoix, Member Mr. Mario Malouin, Member (until February 2015) Mrs. Daphné Toussaint, Member Sister Jocelyne Fallu, F.d.l.S., Member

Ex-officio members Dr. Bernard Leduc, President and CEO, Hôpital Montfort Dr. Guy Moreau, Chief of Staff Dr. Robert Lussier, President of professional staff Mrs. Lucille Perreault, Vice-President, Department of Clinical Services Mr. Martin Bilodeau, Representative, University of Ottawa

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MEDICAL ORGANIZATION

Hôpital Montfort 2014-2015 Medical Organization is composed of the following members:

Chief of Staff Dr. Guy Moreau

Chiefs – Medical Departments Anaesthesia – Dr. Vincent Landry Diagnostic Imaging – Dr. André Olivier Emergency – Dr. Shaun Visser Family Medicine – Dr. Jennifer Douek Medical Biology – Dr. Nicolas Roustan Delatour Medicine – Dr. Chamoun Chamoun Mental Health Program / Psychiatry – Dr. Guy Moreau (acting) Obstetrics and Gynecology – Dr. Daniel Moreau Ophthalmology – Dr. Robert Chevrier Orthopedics – Dr. Jean-Pierre Laflèche Pediatrics – Dr. Julie Nault Surgery – Dr. Daniel Trottier

Council of Professional Staff President – Dr. Robert Lussier Vice-president – Dr. Ingrid Custeau Treasurer – Dr. Jean-Pierre Laflèche Secretary-Treasurer – Dr. Tom Psarras

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FINANCIAL STATEMENTS

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713 Montreal Road, Ottawa (Ontario) K1K 0T2 Tel. : 613-746-4621 hopitalmontfort.com 26