2007-2008 Public Sector Executive Compensation Disclosure Statements

K-12 Public School Districts

Fiscal 2007-2008 for the year ending June 30, 2008

Boards of Education are solely responsible for determining the total compensation package for the position of Superintendent of Schools and Directeur General. The BC Public School Educators’ Association administers a sectoral compensation management plan for all other exempt positions with the objective of enabling boards to attract and retain high quality personnel through the establishment and maintenance of rational and defensible total compensation structures. Public school districts have a fiscal year that ends on June 30 and will disclose executive compensation later in the year.


Fiscal Year April 1, 2007 – March 31, 2008

B.C.’s universities range in size and in some cases include medical schools and research-revenue generation arms. A key factor in recruitment and retention of presidents and senior administrators of these institutions is ensuring that their compensation is situated within relevant labour market comparators and in particular competitive with similar Canadian universities.

Colleges & Institutes

Fiscal Year April 1, 2007 – March 31, 2008

B.C.’s colleges and post-secondary institutions provide a range of programs that prepare adult learners for post-secondary studies and provide courses and programs in trades, vocational, career technical and academic studies leading to certificates, diplomas, associate degrees and applied degrees. The presidents and senior administrators provide leadership to post-secondary education institutions ranging in student enrolment from several hundred up to 15,000. A key factor in their compensation is their competitiveness with similar Canadian institutions.


B.C. Heath Authorities

Fiscal Year April 1, 2007 – March 31, 2008

Health Authorities provide leadership to complex medical organizations with multiple facilities and a broad continuum of care. Their operating budgets can be in the billions of dollars. Compensation levels are generally set at the 50th percentile of relevant labour market comparators.

Other Health Employers

Fiscal Year April 1, 2007 – March 31, 2008

There is a variety of other health employers whose executives provide leadership to medical facilities or small to medium size health organizations. Their compensation levels are based upon relevant labour market comparators.

Crown Corporations & Agencies

Fiscal Year stated below

B.C.’s Crown corporations and agencies provide a vast array of services to the B.C. public. In some cases they are large commercial operations, such as BC Hydro and ICBC, in other cases they are a means to provide cost-effective services to citizens. Their executives come from various fields of endeavour, but in most cases their relevant labour markets are similar organizations in the public and private sector in Canada.

Public Service

B.C.’s public service is involved in a wide array of activities including such things as direct services to the public to public policy. Their executive compensation approach is intended to provide staff with a competitive compensation package to retain a qualified, diverse and engaged executive capable of achieving a high level of performance.

Community Social Services

B.C.’s social service sector strives to offer compensation that neither leads nor lags relevant labour market comparators.