2016-2017 Public Sector Executive Compensation Disclosure Statements

K-12 Public School Districts

Fiscal 2016-2017 for the year ending June 30, 2017

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 Employers 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

B.C.’s public colleges and institutes provide a range of programs to prepare adult learners for post-secondary studies. They provide post-secondary courses and programs in trades, vocational, career technical and academic studies leading to a range of certificates, diplomas and associate, baccalaureate and applied degrees. The presidents and senior administrators provide leadership to post-secondary education institutions ranging in student enrolment from a thousand plus to more than 44,000*. A key factor in their compensation is their competitiveness with similar Canadian institutions.

Public universities in B.C. range in size – from a few thousand student enrolments to nearly 63,000*. They may include a school of medicine or research-revenue generating 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.

* Based on institutional headcount reported in the Student Transitions Project, Fall 2015 submission for the academic year.

Research Universities

Colleges & Teaching Universities


Health Authorities

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 Healthcare Providers

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

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. In most cases themajority of comparator organizations are similar public sector employers and where appropriate, some comparators are from the private sector in Canada.

Crown Corporations & Agencies

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.

Public Service