2008-2009 Public Sector Executive Compensation Disclosure Statements

K-12 Public School Districts

Fiscal 2008-2009 for the year ending June 30, 2009

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.

Public Post-secondary Institutions

Fiscal Year April 1, 2008 – March 31, 2009

B.C.’s colleges and institutes 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.

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


B.C. Heath Authorities

Fiscal Year April 1, 2008 – March 31, 2009

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, 2008 – March 31, 2009

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 many different services to the 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, such as BC Housing. Their executives come from varied professional backgrounds, 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 made up of thousands of employees in ministries and agencies who work in diverse fields, such as correction services, public health, park stewardship and putting out forest fires. The executive compensation approach is intended to balance a competitive compensation package designed to attract and retain qualified, experienced and engaged executive who are capable of achieving a high level of performance.

Community Social Services Sector

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