Broader Public Sector Executive Compensation Program

Size: px
Start display at page:

Download "Broader Public Sector Executive Compensation Program"

Transcription

1 Broader Public Sector Executive Compensation Program Provide the information required for each section. Refer to the Broader Public Sector Executive Compensation Guide for additional instructions and assistance with completing this form. A. Compensation Philosophy Provide information on the designated employer s compensation philosophy including details on how the executive compensation program supports the employer s strategic objectives and what the program, including its approach to performance-related pay, is designed to reward. B. Designated Executive Positions List all designated executives at the designated employer. If applicable, indicate the class or category of each designated executive position as it relates to the salary and performance-related pay structure in the executive compensation program. C. Salary and Performance-related Pay Caps Comparator Selection Comparative Analysis Details Structure D. Salary and Performance-related Pay Envelope Provide information on the comparators used to benchmark salary and performance-related pay at the designated employer for each designated executive position or class of positions. Provide a rationale for the chosen comparators. Provide information on the percentile used to benchmark the salary and performance-related pay cap for each designated executive position or class of positions. Additional information on the methodology used to determine salary and performance-related pay can provide useful context. Provide information on the salary and performance-related pay cap for each designated executive position or class of positions. Additional information on the salary ranges and performance-related pay structure can provide useful context. Provide the sum of salary and performance-related pay paid to designated executives for the most recently completed pay year. In addition, provide the maximum rate of increase to the salary and performance-related pay envelope. Additional information on why changes are necessary and how they were determined can provide useful context. E. Other Elements of Compensation Provide information on any proposed compensation elements, other than salary and performance-related pay, that would be provided to designated executive positions or classes of positions but that are not generally provided in the same manner and relative amount to non-executive managers. Include rationale outlining the critical business reasons that justify the provision of each proposed element of compensation. F. Supplemental Information Provide any additional information required to support or explain the information included in the executive compensation program. 0025E (2017/06) Queen's Printer for Ontario, 2017 Disponible en français Page 1 of 11

2 Provide the contact information of the person completing this program. Contact Information Organization (Full Name) The Niagara Parks Commission ("NPC") Completed By Last Name Thomson Job Title Chair, Niagara Parks Commission Address Unit Number City/Town Niagara Falls Telephone Number Street Number Address Street Name Portage Road South First Name Janice Province Ontario Fax Number Middle Initial PO Box 150 Postal Code L2E 6T2 0025E (2017/06) Page 2 of 11

3 A. Compensation Philosophy Provide information on the designated employer s compensation philosophy including details on how the executive compensation program supports the employer s strategic objectives and what the program, including its approach to performance-related pay, is designed to reward. The Niagara Parks Commission s Executive Compensation Program (the Program ) provides compensation elements that are designed to support the achievement of its operating goals and strategic objectives, including the attraction of executive talent. NPC requires quality executive talent to lead the organization in its mission to protect the natural and cultural heritage along the Niagara River for the enjoyment of visitors while maintaining financial selfsufficiency. Compensation for NPC executives consists of base salary, pension, and benefits. Each component of compensation plays an important role in the attraction, retention, and motivation of the executives needed to carry out NPC s mission. NPC s executive compensation philosophy encompasses the three following elements: 1. Base Salary Salaries provide regular compensation to executives for their daily contributions to the organization Salaries are reflective of an executive s individual experience, capabilities, and long-term contributions to the organization 2. Benefits Executives benefits are commensurate with those provided to non-executive management employees and are an important part of ensuring executive s physical and financial well-being NPC executives do not receive any perquisites or benefits not provided to non-executive management employees, with the exception of the Chief of Police position that is provided a company vehicle as the position is required to be on-call 24/7. 3. Pension Executives and non-executive management employees are able to participate in NPC s defined benefit pension plan which is an important part of ensuring financial well-being at retirement, and is comparable to other public sector employers within the province NPC is confident that this appropriate executive compensation philosophy is designed not only to stay competitive when attracting talent but to motivate and retain talent in order to ensure the fulfillment of NPC s mission. 0025E (2017/06) Page 3 of 11

4 B. Designated Executive Positions List all designated executives at the designated employer. If applicable, indicate the class or category of each designated executive position as it relates to the salary and performance-related pay structure in the executive compensation program. Full Job Title Class of Position E.g. Chief Operating Officer E.g. VP-1 Chief Executive Officer 1 Chief Operating Officer 2 Sr. Director, Corporate Services 3 Sr. Director, Business Development 3 Sr. Director, Parks/Planning/Properties 3 Sr. Director, Engineering/Parking/Transportation 3 Chief of Police 3 Solicitor 3 Add Designated Executive Position (+) 0025E (2017/06) Page 4 of 11

5 C. Salary and Performance-related Pay Comparator Selection Provide information on the comparators used to benchmark salary and performance-related pay at the designated employer for each designated executive position or class of positions. Provide a rationale for the chosen comparators. Comparators 1 Executive Positions or Classes of Positions Benchmarked 1 Remove () Canadian Public Sector or Broader Public Sector Comparators Organizations (e.g. Organization 1, Organization 2, Organization 3, etc.) AgriCorp; Brantford, City of; Cambridge, City of; Guelph, City of; Halton, Region of; Metropolitan Toronto Convention Centre; National Capital Commission; Niagara Falls, City of; Niagara, Regional Municipality of; Ontario Clean Water Agency; Ontario Northland Transportation Commission; Royal Ontario Museum; Shaw Centre of Ottawa; St. Catharines, Corporation of the City of; St. Lawrence Parks Commission; Waterloo, Region of; Wellington, County of; Woodstock, City of Positions or Classes of Positions (e.g. Chief Financial Executives) Chief Executive Officer Rationale for Selected Comparators Comparators include municipalities and broader public sector organizations that are located close to the Niagara region, have similar operations as NPC (tourism, parks, police, transit, retail, etc.), are generally within half to two times of NPC's size (on a revenue and FTE basis), and have similar responsibilities to a CEO position The designated employer received approval from the President of the Treasury Board to use private sector and/or international comparators for these executive positions or classes of positions. Comparators 2 Executive Positions or Classes of Positions Benchmarked 2 Remove () Canadian Public Sector or Broader Public Sector Comparators Organizations (e.g. Organization 1, Organization 2, Organization 3, etc.) Guelph, City of; Metropolitan Toronto Convention Centre; Ontario Clean Water Agency; Ontario Northland Transportation Commission; Royal Ontario Museum; Shaw Centre of Ottawa; St. Catharines, Corporation of the City of; Toronto Zoo Positions or Classes of Positions (e.g. Chief Financial Executives) Chief Operating Officer Rationale for Selected Comparators Comparators include municipalities and broader public sector organizations that are located close to the Niagara region, have similar operations as NPC (tourism, parks, police, transit, retail, etc.), are generally within half to two times of NPC's size (on a revenue and FTE basis), and have similar responsibilities to a COO position The designated employer received approval from the President of the Treasury Board to use private sector and/or international comparators for these executive positions or classes of positions. Comparators 3 Executive Positions or Classes of Positions Benchmarked 3 Remove () Canadian Public Sector or Broader Public Sector Comparators Organizations (e.g. Organization 1, Organization 2, Organization 3, etc.) AgriCorp; Brantford, City of; Cambridge, City of; Guelph, City of; Halton, Region of; National Capital Commission; Niagara Falls, City of; Niagara, Regional Municipality of; Ontario Clean Water Agency; Ontario Northland 0025E (2017/06) Page 5 of 11

6 Transportation Commission; St. Catharines, Corporation of the City of; Waterloo, Region of; Wellington, County of; Woodstock, City of Positions or Classes of Positions (e.g. Chief Financial Executives) Sr. Director, Corporate Services; Sr. Director, Business Development; Sr. Director, Parks/Planning/Properties; Sr. Director, Engineering/Parking/Transportation; Chief of Police; Solicitor Rationale for Selected Comparators Comparators include municipalities and broader public sector organizations that are located close to the Niagara region, have similar operations as NPC (tourism, parks, police, transit, retail, etc.), are generally within half to two times of NPC's size (on a revenue and FTE basis), and have similar responsibilities to a division head position The designated employer received approval from the President of the Treasury Board to use private sector and/or international comparators for these executive positions or classes of positions. Add Position or Class of Positions Benchmarked (+) 0025E (2017/06) Page 6 of 11

7 C. Salary and Performance-related Pay Comparative Analysis Details Provide information on the percentile used to benchmark the salary and performance-related pay cap for each designated executive position or class of positions. Additional information on the methodology used to determine salary and performancerelated pay can provide useful context. In order to attract and retain quality executive talent in a competitive market, NPC provides maximum compensation for all executive classes up to the 50th percentile of the public sector comparator organizations. Comparator organizations for NPC s executives include municipalities of a similar size and/or location, as well as similarly sized broader public sector organizations in Ontario. NPC took into consideration the extent to which they competed in similar industries for executives when determining NPC s comparator group. Although no comparator organizations effectively capture the unique nature of operations and complexities of NPC, a group of municipalities and Canadian public sector comparator organizations have been selected considering the: Extent to which the organizations are engaged in similar operations; Similar scope of responsibility of the organization s executives; Competition within similar industries for executives; Relative size of the organization; and Location of the organization. Each of the comparator organizations has at least one position comparable to an executive position at NPC. The framework compensation caps are calculated based on the 50th percentile of comparator organization maximum cash compensation opportunities for comparable positions. NPC s designated executives cannot earn compensation higher than the calculated compensation cap. 0025E (2017/06) Page 7 of 11

8 C. Salary and Performance-related Pay Structure Provide information on the salary and performance-related pay cap for each designated executive position or class of positions. Additional information on salary ranges and performance-related pay structure can provide useful context. Executive Position or Class of Positions Salary Range Minimum ($) Job Rate ($) Salary Range Maximum ($) Target Annual Performancerelated pay (% of Salary) Maximum Annual Performancerelated Pay (% of Salary) Salary and Performancerelated Pay Cap ($) E.g. President E.g. 200,000 E.g. 220,000 E.g. 240,000 E.g. 7.5 E.g. 10 E.g. 264,000 1-CEO 2-COO 3 - Sr. Director, Corporate Services 3 - Sr. Director, Engineering, Parking and Transportation 3 - Sr. Director, Parks, Planning and Properties 3 - Sr. Director, Business Development- Vacant 3 - Chief of Police 3 - Solicitor Add Position or Class of Positions (+) $194,750 $194,750 $236, $236,500 $174,250 $174,250 $186, $186,000 $139,448 $147,937 $168, $168,800 $139,448 $147,937 $168, $168,800 $139,448 $143,693 $168, $168,800 $139,448 $0 $168, $168,800 $121,228 $132,512 $168, $168,800 $105,492 $125,990 $168, $168, E (2017/06) Page 8 of 11

9 D. Salary and Performance-related Pay Envelope Provide the sum of salary and performance-related pay paid to designated executives for the most recently completed pay year. In addition, provide the maximum rate of increase to the salary and performance-related pay envelope. Additional information on why changes are necessary and how they were determined can provide useful context. Sum of Salary and Performance-related Pay for the Most Recently Completed Pay Year ($) Maximum Rate of Increase to Envelope (%) $1,067, Rationale for the Proposed Maximum Rate of Increase: NPC s total pay envelope for designated executives at March 31, 2017, was $1,067,069. NPC operates on an April 1 to March 31 fiscal year with step increases being implemented at the beginning of the pay period in which April 1 st occurs. The envelope includes 7 executive positions, but excludes the Sr. Director, Business Development, which was vacant. Should the Senior Director, Business Development vacancy be filled in the future, it will increase the total envelope. Considering the required factors to determine maximum executive salary and performance related pay envelope increases, including the government's compensation and financial priorities, NPC has determined a maximum increase of up to 5% will be required to attract and retain the necessary executive talent, while managing dollars responsibly. Specifically, NPC considered the five factors required by Regulation below: Financial and compensation priorities of the Ontario Government: The government has identified a need to take a balanced approach to managing public sector compensation, recognizing the need to maintain a stable, flexible and high-performing public-sector workforce that supports the government s transformational priorities and at the same time ensuring that public services continue to remain affordable. For executives, the government wants to ensure that broader public-sector organizations are able to attract and retain the necessary talent to deliver high-quality public services while managing public dollars responsibly. NPC has determined a maximum increase of up to 5% of the executive salary and performance pay envelope will be sufficient to attract and retain the necessary talent, while managing public dollars responsibly. Recent Executive Compensation Trends in the Public Sector: NPC considers the executive compensation trends within the broader public sector from which it recruits talent. Mercer's Canadian compensation planning studies project a broader public sector executive compensation increase of 2.6% in However, this does not consider internal equity, market competitiveness, or role progression within the salary and performance pay envelope. Proportion of the Operating Budget Used for Executive Compensation Compared to Comparator Organizations: NPC regularly reviews the appropriateness of their executive organizational structure and staffing and believes that it is appropriate given the complexity of the organization. Effect on Attracting and Retaining Executive Talent: Establishing a policy of providing increases for executives at up to 5% of the executive salary and performance pay envelope provides the flexibility required to balance affordability with the need to avoid long-term pay compression, or inversion, between layers of management and between management and the bargaining unit. NPC maintains internal equity among non-union positions, including executive and non-executive management, using a consistent step structure pay grid and formal job evaluation system. Step increases in the pay grid reflect an employee s experience and performance in the position and result in pay increases of 3% plus the value of any economic increases applied to the grids. The Board may approve for all management (including executives), an economic increase November 1 st of each year, as applicable, to coincide with the same increases and timing as provided to the bargaining unit. Assuming economic increases of between 1% and 2%, an executive may see an annual increase of between 4% and 5% if not already at the top of the pay grid. Once an employee reaches the top of the pay grid they only receive the economic increases. The maximum rate of increase established for the executive pay envelope must allow for progression through the pay grids in order to provide competitive rates of pay and equitable increases relative to non-executive management. The Expansion of NPC s Operations: NPC has not recently undertaken a significant expansion in operations 0025E (2017/06) Page 9 of 11

10 E. Other Elements of Compensation Provide information on any compensation elements, other than salary and performance-related pay, that would be provided to designated executive positions of classes of positions but that are not generally provided in the same manner and relative amount to non-executive managers. Include rationale outlining the critical business reasons that justify the provision of each element of compensation. Element 1 Element of Compensation Additional Benefits - Company Vehicle Positions or Classes of Positions Chief of Police Rationale The Chief of Police position is provided a company vehicle as this position is required to be on-call 24/7. Remove () Add Other Compensation Elements (+) 0025E (2017/06) Page 10 of 11

11 F. Supplementary Information Provide any additional information required to support or explain the information included in the executive compensation program. File Name Size (MB) Delete Total Size 0 Add File Delete File Delete All Number of Attachments 0 Save Form Print Form Clear Form 0025E (2017/06) Page 11 of 11

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Provide the contact information of the person completing this program. Contact Information Organization (Full Name) Ottawa Convention Centre Corporation

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Provide the information required for each section. Refer to the Broader Public Sector Executive Compensation Guide for additional instructions and assistance

More information

Executive Compensation Framework Program Public Consultation Process

Executive Compensation Framework Program Public Consultation Process Executive Compensation Framework Program Public Consultation Process March 30, 2018 In 2014, the Ontario Government began to develop public sector compensation framework to ensure a transparent and consistent

More information

Executive Compensation Plan Effective Date - March 19, 2018

Executive Compensation Plan Effective Date - March 19, 2018 Executive Compensation Plan Effective Date - March 19, 2018 Contact Information: Algonquin Forestry Authority Approved By AFA Board of Directors: March 16, 2018 Completed By: Ketchum, Damion Job Title:

More information

Designated Executive Positions PRHC has four (4) executive classes:

Designated Executive Positions PRHC has four (4) executive classes: Executive compensation is an important area for all organizations, particularly those in the public sector. Hospitals and other public institutions are challenged to ensure that we operate as effective

More information

DISTRICT SCHOOL BOARD OF NIAGARA EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

DISTRICT SCHOOL BOARD OF NIAGARA EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS DISTRICT SCHOOL BOARD OF NIAGARA EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS December 2017 Executive Compensation Philosophy Executive Talent Needs The school boards require

More information

FINAL EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

FINAL EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS FINAL EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS FEBRUARY 28, 2018 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY DEVELOPMENT

More information

PROPOSED EXECUTIVE COMPENSATION REPORT FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

PROPOSED EXECUTIVE COMPENSATION REPORT FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS PROPOSED EXECUTIVE COMPENSATION REPORT FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS NOVEMBER 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY DEVELOPMENT

More information

APPROVED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS Ottawa-Carleton District School Board

APPROVED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS Ottawa-Carleton District School Board APPROVED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS Ottawa-Carleton District School Board JANUARY 2018 CONTENTS 1. Cover Letter... 3 2. Background Information... 4 3. Key

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR DUFFERIN-PEEL CATHOLIC DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR DUFFERIN-PEEL CATHOLIC DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR DUFFERIN-PEEL CATHOLIC DISTRICT SCHOOL BOARD SEPTEMBER 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 5 4. KEY DEVELOPMENT

More information

Huron Perth Healthcare Alliance

Huron Perth Healthcare Alliance Huron Perth Healthcare Alliance PROPOSED EXECUTIVE COMPENSATON PROGRAM January 19, 2018 Clinton Public Hospital St. Marys Memorial Hospital Seaforth Community Hospital Stratford General Hospital Broader

More information

YORK REGION DISTRICT SCHOOL BOARD EXECUTIVE COMPENSATION PLAN

YORK REGION DISTRICT SCHOOL BOARD EXECUTIVE COMPENSATION PLAN YORK REGION DISTRICT SCHOOL BOARD EXECUTIVE COMPENSATION PLAN NOVEMBER 30, 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY DEVELOPMENT STEPS... 5 5. EXECUTIVE

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TORONTO CATHOLIC DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TORONTO CATHOLIC DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TORONTO CATHOLIC DISTRICT SCHOOL BOARD SEPTEMBER 2017 CONTENTS 1. COVER LETTER... 2 BACKGROUND INFORMATION... 4 KEY CONSIDERATIONS... 6 KEY DEVELOPMENT STEPS...

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR OTTAWA CATHOLIC SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR OTTAWA CATHOLIC SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR OTTAWA CATHOLIC SCHOOL BOARD November 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY DEVELOPMENT STEPS...

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS LAMBTON KENT DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS LAMBTON KENT DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS LAMBTON KENT DISTRICT SCHOOL BOARD NOVEMBER 7, 2017 CONTENTS 1. Cover Letter.2 2. Background Information 3 3. Key Considerations....4

More information

Broader Public Sector - Executive Compensation Program

Broader Public Sector - Executive Compensation Program Broader Public Sector - Executive Compensation Program Section A - Compensation Philosophy Provide information on the designated employer s compensation philosophy including details on how the executive

More information

St. Joseph s Care Group Executive Compensation Program

St. Joseph s Care Group Executive Compensation Program St. Joseph s Care Group Executive Compensation Program February 2018 Page 1 of 15 Contact Information: Organization: St. Joseph s Care Group Completed by: Tom Shortreed Title: Director, Employee Relations,

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR NORTHEASTERN CATHOLIC DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR NORTHEASTERN CATHOLIC DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR NORTHEASTERN CATHOLIC DISTRICT SCHOOL BOARD FINAL February 2018 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4. KEY

More information

EXECUTIVE COMPENSATION PROGRAM FOR THE SUDBURY CATHOLIC DISTRICT SCHOOL BOARD

EXECUTIVE COMPENSATION PROGRAM FOR THE SUDBURY CATHOLIC DISTRICT SCHOOL BOARD ONTARIO PUDLIC Sl.llOOL BoA11ns' ASSOCIATION Ontario Catholic School Trustees' Association ACEPO EXECUTIVE COMPENSATION PROGRAM FOR THE SUDBURY CATHOLIC DISTRICT SCHOOL BOARD SEPTEMBER 2017 CONTENTS 1.COVER

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS. The Algonquin & Lakeshore Catholic District School Board

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS. The Algonquin & Lakeshore Catholic District School Board PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS The Algonquin & Lakeshore Catholic District School Board November 2017 CONTENTS 1.COVER LETTER... 3 2. BACKGROUND INFORMATION...

More information

Cover Letter Background Information Key Considerations Key Development Steps Executive Compensation Philosophy...

Cover Letter Background Information Key Considerations Key Development Steps Executive Compensation Philosophy... NOVEMBER, 2017 CONTENTS Cover Letter... 2 Background Information... 3 Key Considerations... 4 Key Development Steps... 6 Executive Compensation Philosophy... 7 Executive Accountability & Complexity Matrix...

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Dear Community Member, In 2014, the Government of Ontario began the process of developing public sector compensation frameworks to ensure a transparent

More information

AVON MAITLAND DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM. November 21, 2017

AVON MAITLAND DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM. November 21, 2017 AVON MAITLAND DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM November 21, 2017 Contents Cover Letter... 2 Background Information... 3 Key Considerations... 4 Key Development Steps... 5 Executive

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICALY FUNDED SCHOOL BOARDS. December 2017

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICALY FUNDED SCHOOL BOARDS. December 2017 PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICALY FUNDED SCHOOL BOARDS December 2017 CONTENTS Background Information... 3 Key Considerations... 5 Key Development Steps... 6 Executive Compensation

More information

Human Rights Legal Support Centre. Executive Compensation Program

Human Rights Legal Support Centre. Executive Compensation Program Human Rights Legal Support Centre Executive Compensation Program Introduction The Province of Ontario has implemented a new legislation about executive compensation in the Broader Public Sector. The legislation

More information

Camosun College Executive Compensation Disclosure Statement for 2017/2018 Attestation Letter June 2018

Camosun College Executive Compensation Disclosure Statement for 2017/2018 Attestation Letter June 2018 Camosun College Executive Compensation Disclosure Statement for 2017/2018 Attestation Letter June 2018 Christina Zacharuk President & CEO PSEC Secretariat 2 nd Floor, 880 Douglas Street Victoria, BC V8W

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program Provide the information required for each section. Refer to the Broader Public Sector Executive Compensation Guide for additional instructions and assistance

More information

Executive Compensation Plan

Executive Compensation Plan Executive Compensation Plan Effective April 12, 2018 Introduction In 2014, the Broader Public Sector Executive Compensation Act, 2014 (BPSECA) was approved, which required all hospitals and other designated

More information

WDMH Executive Compensation Plan January 22, 2018

WDMH Executive Compensation Plan January 22, 2018 WDMH Executive Compensation Plan January 22, 2018 Introduction Hospital executive compensation has been frozen, in compliance with provincial legislation, since 2009 meaning no economic increases, no movement

More information

Broader Public Sector Executive Compensation Program

Broader Public Sector Executive Compensation Program Broader Public Sector Executive Compensation Program In 2014, the Government of Ontario began the process of developing public sector compensation frameworks to ensure a transparent and consistent approach

More information

The main components of the Executive Compensation Program that we propose are as follows:

The main components of the Executive Compensation Program that we propose are as follows: March 12 th, 2018 To: Members of the Community The Government of Ontario has asked the Board of Trustees of each parapublic sector employer to develop a compensation framework that ensures accountability

More information

NORTHERN LIGHTS COLLEGE TOTAL COMPENSATION PHILOSOPHY

NORTHERN LIGHTS COLLEGE TOTAL COMPENSATION PHILOSOPHY Purpose / Rationale NORTHERN LIGHTS COLLEGE TOTAL COMPENSATION PHILOSOPHY The College s compensation program is intended to assist in recruiting, motivating and retaining a qualified management and exempt

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR TRILLIUM LAKELANDS DISTRICT SCHOOL BOARD NOVEMBER 2017 CONTENTS Cover Letter... 2 Background Information... 3 Key Considerations... 4 Key Development Steps...

More information

Camosun College Executive Compensation Disclosure Statement for 2016/2017 June 2017

Camosun College Executive Compensation Disclosure Statement for 2016/2017 June 2017 Appendix A Camosun College Executive Compensation Disclosure Statement for 2016/2017 June 2017 The following report provides an accurate representation of all compensation provided to the President and

More information

LCBO Executive Compensation Framework

LCBO Executive Compensation Framework LCBO Executive Compensation Framework February 28, 2018 0025E (2017/06) Page 1 of 12 A. Compensation Provide information on the designated employer s compensation philosophy including details on how the

More information

Section A - Compensation Philosophy

Section A - Compensation Philosophy Section A - Compensation Philosophy Collingwood General & Marine Hospital ( CGMH ) serves more than 60,000 permanent residents and 3.5 million annual visitors to the Georgian Triangle, which encompasses

More information

The board is aware of the executive compensation paid in the prior fiscal year.

The board is aware of the executive compensation paid in the prior fiscal year. BC Clinical and Support Services Society June 8, 2018 Ms. Christina Zacharuk President & CEO Public Sector Employers Council Secretariat P.O. Box 9400, Stn Prov Govt Victoria, BC V8W 9V1 Via e-mail: christina.zacharuk@gov.bc.ca

More information

Ontario Northland Transportation Commission Executive Compensation Program

Ontario Northland Transportation Commission Executive Compensation Program Ontario Northland Transportation Commission Executive Compensation Program 1 Introduction The Government of Ontario has implemented a new framework for broader public sector executive compensation. The

More information

Fraser Health Authority Compensation Philosophy, Discussion & Analysis

Fraser Health Authority Compensation Philosophy, Discussion & Analysis April 21, 2017 Fraser Health Authority Compensation Philosophy, Discussion & Analysis Compensation Plan Part I Framework for Total Compensation Fraser Health uses the health sector s Compensation Reference

More information

Compensation Reference Plan

Compensation Reference Plan Compensation Reference Plan The Compensation Reference Plan promotes the accountability of health care employers to the public, and enhances the credibility of management in the health sector by providing

More information

Northern Lights College is in compliance with our individual PSEC-approved compensation plan and complies with the PSEC reporting guidelines.

Northern Lights College is in compliance with our individual PSEC-approved compensation plan and complies with the PSEC reporting guidelines. NORTHERN LIGHTS COLLEGE OFFICE OF THE BOARD OF GOVERNORS 11401 8 TH Street Dawson Creek, B.C. V1G 4G2 Telephone 250-782-5251, Toll free 1-866-463-6652 Fax 250-782-5233 nlc.bc.ca April 20, 2016 CEO & President

More information

Please find enclosed the Statement of Executive Compensation for Langara College.

Please find enclosed the Statement of Executive Compensation for Langara College. May 9, 2017 Christina Zacharuk President & CEO PSEC Secretariat 2 nd Floor, 880 Douglas Street Victoria, BC V8W 2B7 Dear Ms. Zacharuk: Please find enclosed the Statement of Executive Compensation for.

More information

QHC Executive Compensation Plan

QHC Executive Compensation Plan QHC Executive Compensation Plan For final submission to the Ministry of Health and Long Term Care February 28, 2018 Background Executive compensation at Quinte Health Care (QHC) has been frozen since 2008

More information

EXECUTIVE COMPENSATION FRAMEWORK PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

EXECUTIVE COMPENSATION FRAMEWORK PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS EXECUTIVE COMPENSATION FRAMEWORK PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS NOVEMBER 2017 90 Mulberry Street, P.O. Box 2012 Hamilton, Ontario L8N 3R9 Tel: 905 525-2930 Fax: 905 525-1724 http://www.hwcdsb.ca

More information

The Importance of Compensation at Blue Cross Blue Shield of Massachusetts (BCBSMA)

The Importance of Compensation at Blue Cross Blue Shield of Massachusetts (BCBSMA) The Importance of Compensation at Blue Cross Blue Shield of Massachusetts (BCBSMA) Attracting and retaining high-quality talent is crucial to our continued business success. Our compensation programs,

More information

Northwest Community College Executive Compensation Disclosure Statement 2015/2016

Northwest Community College Executive Compensation Disclosure Statement 2015/2016 CEO & President of PSEC Secretariat 2 nd Floor, 880 Douglas Street Victoria, BC V8W 2B7 Northwest Community College Executive Compensation Disclosure Statement 2015/2016 The following report provides an

More information

PROPOSED EXECUTIVE COMPENSATI ON PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS. November 28, 2017

PROPOSED EXECUTIVE COMPENSATI ON PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS. November 28, 2017 PROPOSED EXECUTIVE COMPENSATI ON PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS November 28, 2017 CONTENTS 1. Cover Letter... 2 2. Background Information... 3 3. Key Considerations... 4 3.1 Additional

More information

June 14, Christina Zacharuk CEO & President Public Sector Employers Council Secretariat PO BOX 9400 STN PROV GOVT Victoria BC V8W 9V1

June 14, Christina Zacharuk CEO & President Public Sector Employers Council Secretariat PO BOX 9400 STN PROV GOVT Victoria BC V8W 9V1 Mail: 1081 Burrard Street Vancouver, BC Canada V6Z 1Y6 Office: 4 th Floor, 1190 Hornby Street Vancouver, BC Canada V6Z 2K4 June 14, 2017 Tel 604 806 9369 boardliaison@providencehealth.bc.ca www.providencehealthcare.org

More information

Northwest Community College Executive Compensation Disclosure Statement 2016/2017

Northwest Community College Executive Compensation Disclosure Statement 2016/2017 CEO & President of PSEC Secretariat 2 nd Floor, 880 Douglas Street Victoria, BC V8W 2B7 Northwest Community College Executive Compensation Disclosure Statement 2016/2017 The following report provides an

More information

If you have any questions or require clarification, please contact David Williams, VP Human Resources at

If you have any questions or require clarification, please contact David Williams, VP Human Resources at Corporate Services 600-299 Victoria Street, Prince George, BC V2L 5B8 Telephone (250) 565-2922 Fax: (250) 564-7196 May 18, 2018 Ms. Christina Zacharuk President and CEO Public Sector Employers Council

More information

Ontario Government Introduces Compensation Framework for Designated Executives of Broader Public Sector Employers

Ontario Government Introduces Compensation Framework for Designated Executives of Broader Public Sector Employers Ontario Government Introduces Compensation Framework for Designated Executives of Broader Public Sector Employers Date : September 14, 2016 On September 6, 2016, the provincial government filed Regulation

More information

Corporate Report. Bonuses are not part of the compensation package offered to City employees.

Corporate Report. Bonuses are not part of the compensation package offered to City employees. Corporate Report Report from Office of the Chief Administrative Officer, Administration Date of Report: May 2, 2015 Date of Meeting: July 6, 2015 Report Number: CAO-146-2015 File: 10.10.99 Subject: Salary

More information

EXECUTIVE COMPENSATION

EXECUTIVE COMPENSATION LOS ANGELES COUNTY EMPLOYEES RETIREMENT ASSOCIATION EXECUTIVE COMPENSATION POLICY AND PROGRAM EFFECTIVE JANUARY 15, 2009 LA.CERA LOS ANGELES COUNTY EMPLOYEES RETIREMENT ASSOCIATION EXECUTIVE COMPENSATION

More information

Executive Compensation Plan January 2018

Executive Compensation Plan January 2018 Almonte General Hospital and Carleton Place & District Memorial Hospital The Hospitals INTRODUCTION: The Broader Public Sector Accountability, 2010 [BPSAA] was established by the government to improve

More information

Public Sector Executive Compensation Disclosure for Partnerships British Columbia Inc.

Public Sector Executive Compensation Disclosure for Partnerships British Columbia Inc. April 13, 2017 Ms. Christine Zacharuk Interim President and CEO of PSEC Secretariat 2 nd Floor, 880 Douglas Street Victoria B.C. V8W 2B7 Dear Ms. Zacharuk: Re: Public Sector 2016-17 Executive Compensation

More information

Executive Compensation Program -- Draft for Consultation

Executive Compensation Program -- Draft for Consultation Executive Compensation Program -- Draft for Consultation Compensation Philosophy Mohawk College s Executive Compensation Program is designed in compliance with the Government s new, mandatory policy, with

More information

Compensation Reference Plan

Compensation Reference Plan Compensation Reference Plan The Compensation Reference Plan promotes the accountability of health care employers to the public, and enhances the credibility of management in the health sector by providing

More information

Metrolinx Executive Compensation Program

Metrolinx Executive Compensation Program Metrolinx Executive Compensation Program Considering: O. Reg. 304/16: EXECUTIVE COMPENSATION FRAMEWORK under Broader Public Sector Executive Compensation Act, 2014, S.O. 2014, c. 13, Sched. 1 March 10,

More information

Operating Budget Total Student Comparator Province (M) Enrolment

Operating Budget Total Student Comparator Province (M) Enrolment OCAD Executive Compensation Program (draft May 7, 2018) Introduction The Executive Compensation Program for OCAD (OCAD U) has been designed to support our strategic goal of being recognized as one of the

More information

Executive Compensation Program

Executive Compensation Program Executive Compensation Program Atikokan General January 16, 2018 Table of Contents Overview of AGH s Executive Compensation Program:... 3 AGH s Executive Compensation Philosophy:... 3 Designated Executive

More information

Muskoka Algonquin Healthcare s Executive Compensation Framework

Muskoka Algonquin Healthcare s Executive Compensation Framework Muskoka Algonquin Healthcare s Executive Compensation Framework 2017 1 Table of Contents Introduction... 3 Compensation Philosophy... 4 Cash Compensation and Benefits... 4 Benefits... 5 Performance Based

More information

Nawiinginokiima Forest Management Corporation s Proposed Executive Compensation Framework for Public Consultation

Nawiinginokiima Forest Management Corporation s Proposed Executive Compensation Framework for Public Consultation Nawiinginokiima Forest Management Corporation s Proposed Executive Compensation Framework for Public Consultation The Broader Public Sector Accountability Act, 2010 was established to improve accountability

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR ONTARIO S PUBLICLY FUNDED SCHOOL BOARDS Peterborough Victoria Northumberland and Clarington Catholic District School Board SEPTEMBER 29, 2017 Revised NOVEMBER

More information

Ryerson University Executive Compensation Program

Ryerson University Executive Compensation Program Executive Compensation Program Approved by Ministry of Advanced Education and Skills Development (MAESD) for Public Consultation April 2018 Table of Contents Introduction... 3 A. Compensation Philosophy...

More information

Cornwall Community Hospital

Cornwall Community Hospital Executive Compensation Framework September 2017 Amended: January 2018 Considering: O.Reg.30/16, Executive Compensation Framework, as amended by O.Reg. 187/17 under Broader Public Sector Executive Compensation

More information

Royal Victoria Regional Health Centre. Executive Compensation Program

Royal Victoria Regional Health Centre. Executive Compensation Program Royal Victoria Regional Health Centre Executive Compensation Program February 28, 2018 Proposed Executive Compensation Program Background In 2010 the provincial government introduced the Broader Public

More information

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR THE CATHOLIC DISTRICT SCHOOL BOARD OF EASTERN ONTARIO

PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR THE CATHOLIC DISTRICT SCHOOL BOARD OF EASTERN ONTARIO PROPOSED EXECUTIVE COMPENSATION PROGRAM FOR THE CATHOLIC DISTRICT SCHOOL BOARD OF EASTERN ONTARIO NOVEMBER 2017 CONTENTS 1.COVER LETTER... 2 2. BACKGROUND INFORMATION... 3 3. KEY CONSIDERATIONS... 4 4.

More information

STRATEGIC PLAN Our Mission

STRATEGIC PLAN Our Mission STRATEGIC PLAN 2017-2019 Our Mission Eastern National promotes the public s understanding and support of America s national parks and other public trust partners by providing quality educational experiences,

More information

May 26, To Whom it May Concern: RE: Public Sector Employers Act Section 14.8(3) Public Sector Executive Compensation Reporting Form

May 26, To Whom it May Concern: RE: Public Sector Employers Act Section 14.8(3) Public Sector Executive Compensation Reporting Form Mail 582-1081 Burrard Street Vancouver, BC Canada V6Z 1Y6 May 26, 2011 Tel 604 806 8020 Fax 604-806-8811 officeoftheceo@providencehealth.bc.ca www.providencehealthcare.org Chris Rathbone A/Corporate Relations

More information

West Virginia University Compensation Strategy Non-classified Employees August, 2015

West Virginia University Compensation Strategy Non-classified Employees August, 2015 West Virginia University Compensation Strategy Non-classified Employees August, 2015 Background: Mission - West Virginia University s primary mission is to provide high-quality programs of instruction

More information

THE UNIVERSITY OF TEXAS HEALTH SCIENCE CENTER AT SAN ANTONIO REPORT ON INFORMATION REGARDING STAFF COMPENSATION

THE UNIVERSITY OF TEXAS HEALTH SCIENCE CENTER AT SAN ANTONIO REPORT ON INFORMATION REGARDING STAFF COMPENSATION THE UNIVERSITY OF TEXAS HEALTH SCIENCE CENTER AT SAN ANTONIO REPORT ON INFORMATION REGARDING STAFF COMPENSATION In compliance with Texas Government Code Sec. 659.026. INFORMATION REGARDING STAFF COMPENSATION,

More information

May 17, Christina Zacharuk President & CEO Public Sector Employers Council Secretariat Suite 210, 880 Douglas Street Victoria, B.C.

May 17, Christina Zacharuk President & CEO Public Sector Employers Council Secretariat Suite 210, 880 Douglas Street Victoria, B.C. MAILING ADDRESS 12666 72 Ave, Surrey, BC May 17, 2018 Canada V3W 2M8 Christina Zacharuk President & CEO Public Sector Employers Council Secretariat Suite 210, 880 Douglas Street Victoria, B.C. V8W 2B7

More information

CAE INC. MEMBERSHIP AND RESPONSIBILITIES OF THE HUMAN RESOURCES COMMITTEE OF THE BOARD OF DIRECTORS MEMBERSHIP AND QUORUM

CAE INC. MEMBERSHIP AND RESPONSIBILITIES OF THE HUMAN RESOURCES COMMITTEE OF THE BOARD OF DIRECTORS MEMBERSHIP AND QUORUM CAE INC. MEMBERSHIP AND RESPONSIBILITIES OF THE HUMAN RESOURCES COMMITTEE OF THE BOARD OF DIRECTORS MEMBERSHIP AND QUORUM The Human Resources Committee (the Committee ) of CAE Inc. (the Company ) shall

More information

October 13, Dear Ms. Zacharuk:

October 13, Dear Ms. Zacharuk: October 13, 2017 Ms. Christina Zacharuk President and CEO Public Sector Employers Council Secretariat Suite 201, 880 Douglas Street Victoria, B.C. V8W 2B7 Dear Ms. Zacharuk: This will confirm that the

More information

June 4, Public Sector Employers Council Secretariat 2nd Floor, Suite 210 P.O. Box 9400, Stn Prov Govt Victoria, B.C. V8W 9V1

June 4, Public Sector Employers Council Secretariat 2nd Floor, Suite 210 P.O. Box 9400, Stn Prov Govt Victoria, B.C. V8W 9V1 Mail 1081 Burrard Street Vancouver, BC Canada V6Z 1Y6 June 4, 2012 Tel 604 806 8020 Fax 604-806-8811 officeoftheceo@providencehealth.bc.ca www.providencehealthcare.org Kindrée Draper Corporate Relations

More information

SCHOOL DISTRICT NO. 48

SCHOOL DISTRICT NO. 48 SD# 8, SCHOOL DISTRICT NO. 48 Squamish Whistler Pemberton October 13, 2017 Christina Zacharuk President and CEO Public Sector Employers' Council Secretariat Suite 201, 880 Douglas Street Victoria, BC V8W

More information

Audit of Management Staff Reductions for Select Crown Corporations

Audit of Management Staff Reductions for Select Crown Corporations Audit of Management Staff Reductions for Select Crown Corporations PREPARED BY: CONTACTS: MNP LLP 2500 201 Portage Ave. Winnipeg, MB R3B 3K6 Kathryn Graham 204.336.6243 REPORT November 9, 2018 TABLE OF

More information

Broader Public Sector Executive Compensation Executive Compensation Program Arnprior Regional Health (ARH)

Broader Public Sector Executive Compensation Executive Compensation Program Arnprior Regional Health (ARH) Broader Public Sector Executive Compensation Executive Compensation Program Arnprior Regional Health (ARH) Board Approved: September 21, 2017 Submitted for MoH Review: September 26, 2017 Revised: December

More information

Public Sector Executive Compensation Report SD 72 Compensation Philosophy

Public Sector Executive Compensation Report SD 72 Compensation Philosophy Public Sector Executive Compensation Report SD 72 Compensation Philosophy The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified,

More information

Supplemental Materials Compensation Philosophy Examples TOTAL COMPENSATION

Supplemental Materials Compensation Philosophy Examples TOTAL COMPENSATION Supplemental Materials Compensation Philosophy Examples TOTAL COMPENSATION Julia A. Johnson Senior Manager Wipfli LLP Green Bay, Wisconsin jajohnson@wipfli.com 920-662-2876 August 10 & 11, 2017 Compensation

More information

505 Doyle Avenue Phone: Ext

505 Doyle Avenue Phone: Ext Interior Health Authority Doug Cochrane Corporate Administration Chair, Board of Directors 505 Doyle Avenue Phone: 250-469-7070 Ext 12804 Kelowna, BC V1Y OC5 E-Mail: doug.cochrane@interiorhealth.ca June

More information

Compensation Program Guide

Compensation Program Guide Compensation Program Guide For Toronto Hydro Corporation (THC) and Toronto Hydro Electric System Limited (THESL) Executives, Managers, Supervisors & Professionals February 2009 February, 2009 1 Your Guide

More information

Employee Compensation System. A guide to employee compensation strategic framework and administration.

Employee Compensation System. A guide to employee compensation strategic framework and administration. Employee Compensation System A guide to employee compensation strategic framework and administration. Approved by City Council August 6, 2013 Employee Compensation System A guide to employee compensation

More information

Review and Refinement of the Compensation Program for Administrative Staff

Review and Refinement of the Compensation Program for Administrative Staff September 2011 Review and Refinement of the Compensation Program for Administrative Staff Final Report Bowling Green State University www.mercer.com Reason for the Study The University s existing compensation

More information

Public Sector Executive Compensation Report School District No. 44 (North Vancouver)

Public Sector Executive Compensation Report School District No. 44 (North Vancouver) September 25, 2017 Christina Zacharuk President and CEO Public Sector Employers Council Secretariat Suite 201, 880 Douglas Street Victoria, BC V8W 2B7 Dear Ms. Zacharuk: This will confirm that the Board

More information

June 12, Ms. Christina Zacharuk CEO & President Public Sector Employers Council Secretariat 2 nd Floor, 880 Douglas St. Victoria, BC V8W 2B7

June 12, Ms. Christina Zacharuk CEO & President Public Sector Employers Council Secretariat 2 nd Floor, 880 Douglas St. Victoria, BC V8W 2B7 June 12, 2018 Ms. Christina Zacharuk CEO & President Public Sector Employers Council Secretariat 2 nd Floor, 880 Douglas St. Victoria, BC V8W 2B7 Dear Ms. Zacharuk: Re: Executive Compensation Disclosure

More information

September 13, Lee Doney Interim President and CEO Public Sector Employers Council Secretariat PO Box 9400 Stn Prov Govt Victoria, BC V8V 9V1

September 13, Lee Doney Interim President and CEO Public Sector Employers Council Secretariat PO Box 9400 Stn Prov Govt Victoria, BC V8V 9V1 September 13, 2013 Lee Doney Interim President and CEO Public Sector Employers Council Secretariat PO Box 9400 Stn Prov Govt Victoria, BC V8V 9V1 Dear Mr. Doney: This will confirm that the Board of Education

More information

Human Resources BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART. Operating $ 8,664,661 Capital $0 FTEs 29.25

Human Resources BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART. Operating $ 8,664,661 Capital $0 FTEs 29.25 BUDGET & FULL-TIME EQUIVALENTS SUMMARY & BUDGET PROGRAMS CHART Operating $ 8,664,661 Capital $0 FTEs 29.25 Lori Gentles Department Director Administration Employee Relations/Benefits Recruiting & Classification

More information

Public Sector Executive Compensation Report Template Disclosure Form

Public Sector Executive Compensation Report Template Disclosure Form Public Sector Executive Compensation Report Template Disclosure Form 2015-2016 The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified,

More information

Public Sector Executive Compensation Disclosure Report School District No. 44 (North Vancouver)

Public Sector Executive Compensation Disclosure Report School District No. 44 (North Vancouver) September 25, 2018 Christina Zacharuk President and CEO Public Sector Employers Council Secretariat Suite 201, 880 Douglas Street Victoria, BC V8W 2B7 Dear Ms. Zacharuk: This will confirm that the Board

More information

Audit of Executive Compensation

Audit of Executive Compensation 5-803.1 Audit of Executive Compensation a. The contractor's executive compensation system should be evaluated separately, even if the contractor does not have a separate pay structure for executives. FAR

More information

School District No. 74 (Gold Trail)

School District No. 74 (Gold Trail) Public Sector Executive Compensation Report The Board of Education encourages and adopts practices that enable the district to attract, retain, incent, and reward qualified, highperforming employees who

More information

The Corporation of the Town of Milton

The Corporation of the Town of Milton Report To: From: Council Kara Bartley, Acting Director, Human Resources Date: March 19, 2018 Report No: Subject: Recommendation: Non-Union Compensation THAT the full-time non-union salary bands (attached

More information

CRITEO S.A. CHARTER OF THE COMPENSATION COMMITTEE OF THE BOARD OF DIRECTORS AMENDED AND RESTATED ON APRIL 26, 2018

CRITEO S.A. CHARTER OF THE COMPENSATION COMMITTEE OF THE BOARD OF DIRECTORS AMENDED AND RESTATED ON APRIL 26, 2018 CRITEO S.A. CHARTER OF THE COMPENSATION COMMITTEE OF THE BOARD OF DIRECTORS AMENDED AND RESTATED ON APRIL 26, 2018 1. PURPOSE AND POLICY The purpose of the Compensation Committee (the Committee ) of the

More information

Christina Zacharuk Interim CEO & President of PSEC Secretariat 2nd Floor, 880 Douglas Street Victoria, BC V8W 2B7

Christina Zacharuk Interim CEO & President of PSEC Secretariat 2nd Floor, 880 Douglas Street Victoria, BC V8W 2B7 To: Christina Zacharuk Interim CEO & President of PSEC Secretariat 2nd Floor, 880 Douglas Street Victoria, BC V8W 2B7 RE: Industry Training Authority (ITA) FY 2016/2017 Executive Compensation Disclosure

More information

Ohio University Compensation 2014 PAY ADMINISTRATION GUIDELINES NOVEMBER 1, Draft for Review and Finalization with Ohio University

Ohio University Compensation 2014 PAY ADMINISTRATION GUIDELINES NOVEMBER 1, Draft for Review and Finalization with Ohio University Ohio University Compensation 2014 PAY ADMINISTRATION GUIDELINES Draft for Review and Finalization with Ohio University NOVEMBER 1, 2014 1 Introduction Ohio University s staff compensation program for Administrative/Professional,

More information

FY2019 REMUNERATION STRATEGY

FY2019 REMUNERATION STRATEGY FY2019 REMUNERATION STRATEGY 1. INTRODUCTION The Company s Remuneration Strategy is based on the principles of: (vi) providing a remuneration strategy (inclusive of incentives) with achievable goals that

More information

Staff Report. Human Resources. A. Recommendations. B. Overview. C. Background

Staff Report. Human Resources. A. Recommendations. B. Overview. C. Background Staff Report Human Resources Report To: Committee of The Whole Meeting Date: May 14, 2018 Report Number: FAF.18.72 Subject: Compensation Review Non-union Staff Prepared by: Jennifer Moreau, Manager Human

More information

Update on WMATA Salary and Wage Administration

Update on WMATA Salary and Wage Administration Update on WMATA Salary and Wage Administration Presentation to the Administration Committee of the Board of Directors March 31, 2005 Division of Workforce Development and Administration Office of Compensation

More information

School District No. 5 Southeast Kootenay Public Sector Executive Compensation Reporting

School District No. 5 Southeast Kootenay Public Sector Executive Compensation Reporting School District No. 5 Southeast Kootenay Public Sector Executive Compensation Reporting The Board of Education of School District No. 5 encourages and adopts practices that enable the district to attract,

More information