Salary

The responsibilities of your job are set out in a position description approved by your Deputy Head. You sign the position description to indicate that it is an accurate description of the position you occupy.

Your position description is evaluated by a committee against several criteria set out in the Senior Management Job Evaluation Plan. This evaluation determines the salary of the job. Your position is assigned to one of the pay bands on the chart on page 10.

Your salary placement in your band depends on your experience and performance. If you are new in your position, your salary will be at or close to the minimum. It is expressed as a percentage of the maximum.  The minimum is 70% and the maximum is 100%.

Salary is paid every other week. Your bi-weekly salary is calculated by multiplying your hourly rate by the number of hours in the pay period. Upon initial hire, one week of your base salary will be withheld and you will be paid one week in arrears until the termination of your employment.

Position review

  • i. Where your position is removed from the senior management group as a result of a review that concludes it was over-evaluated or as a result of changes in job duties, and the maximum salary payable in the new pay range is less than your maximum salary, you will be paid as the present incumbent of that position in a holding range which will permit you to be paid at a salary which is nearest to and not less than your present maximum salary.
  • ii. Where you are being paid as the present incumbent of a position in a holding range and unreasonably refuse a transfer or training which would put you in a position at, or above the level of the position before it was re-evaluated, or which would place you in a position closer to the level established for the position before it was re-evaluated, you will cease to be paid in the holding range. Instead, you will be paid in the range of rates applicable to the re-evaluated position that is nearest to the rate you were being paid in the holding range.
  • iii. Where you are being paid as the present incumbent of a position in a holding range you will be paid, in addition to the salary that is nearest to and not less than your former maximum salary, an allowance equivalent to 3% of the former salary in compensation for the loss of employer paid benefits for which you may no longer be eligible.

Where your position is removed from the senior management group as a result of a change to job duties and you are not in agreement with the present incumbent provisions set out in i, ii, and iii, above, the Staff Retention Policy shall apply to you.

Salary Review

Your salary may be adjusted annually in a number of ways. The first mechanism is economic adjustments, which may increase the salary ranges. If your performance has been satisfactory, your salary will be increased by an amount equal to the overall economic adjustment. Your relative position in the salary range will, therefore, stay the same.

Deputy Heads may also grant merit increases. This is done in two ways, the first of which is an increase to the base salary, which is part of your ongoing salary package.

The second is in the form of a one-time bonus that does not affect your salary base. The combination of merit and bonus increases cannot exceed 8%.  Annual merit increases are based on your performance for the year ending March 31.

Salary is paid every other week. Your bi-weekly salary is calculated by dividing the annual salary by 26.

2012/13 SENIOR MANAGER'S GRID

 

Salary Range

Pay Band

Point Range

 70% Min

100% Max

Min

Max

 Hourly

Annual

Hourly

Annual

1

450

490

 $   43.44

 $  84,708

 $   62.06

 $121,017

2

491

533

 $   45.14

 $  88,023

 $   64.49

 $125,756

3

534

548

 $   46.26

 $  90,207

 $   66.09

 $128,876

4

549

629

 $   48.06

 $  93,717

 $   68.66

 $133,887

5

630

682

 $   50.43

 $  98,339

 $   72.04

 $140,478

6

683

737

 $   52.25

 $101,888

 $   74.64

 $145,548

7

738

798

 $   54.12

 $105,534

 $   77.31

 $150,755

8

799

865

 $   56.08

 $109,356

 $   80.12

 $156,234

9

866

936

 $   58.12

 $113,334

 $   83.03

 $161,909

10

937

1013

 $   60.21

 $117,410

 $   86.01

 $167,720

11

1014

1096

 $   62.37

 $121,622

 $   89.10

 $173,745

12

1097

1185

 $   64.60

 $125,970

 $   92.28

 $179,946

13

1186

1280

 $   66.88

 $130,416

 $   95.54

 $186,303

14

1281

1383

 $   69.22

 $134,979

 $   98.89

 $192,836

15

1384

1496

 $   71.68

 $139,776

 $  102.40

 $199,680

16

1497

1617

 $   74.23

 $144,749

 $  106.04

 $206,778

17

1618

1756

 $   76.94

 $150,033

 $  109.91

 $214,325

18

1757

1907

 $   79.83

 $155,669

 $  114.04

 $222,378

19

1908

2070

 $   82.82

 $161,499

 $  118.31

 $230,705

20

2071

2249

 $   85.93

 $167,564

 $  122.76

 $239,382

21

2250

2320

 $   88.12

 $171,834

 $  125.89

 $245,486

 

The annual amounts are approximate. Hourly rates are used to determine actual pay.

2013/14 SENIOR MANAGER'S GRID

  Salary Range

Pay Band

Point Range

 70% Min

100% Max

Min

Max

 Hourly

Annual

Hourly

Annual

1

450

490

 $   44.10

 $  85,995

 $   63.00

 $122,850

2

491

533

 $   45.82

 $  89,349

 $   65.45

 $127,628

3

534

548

 $   46.96

 $  91,572

 $   67.09

 $130,826

4

549

629

 $   48.78

 $  95,121

 $   69.69

 $135,896

5

630

682

 $   51.19

 $  99,821

 $   73.13

 $142,604

6

683

737

 $   53.03

 $103,409

 $   75.76

 $147,732

7

738

798

 $   54.93

 $107,114

 $   78.47

 $153,017

8

799

865

 $   56.93

 $111,014

 $   81.33

 $158,594

9

866

936

 $   59.00

 $115,050

 $   84.28

 $164,346

10

937

1013

 $   61.11

 $119,165

 $   87.30

 $170,235

11

1014

1096

 $   63.31

 $123,455

 $   90.44

 $176,358

12

1097

1185

 $   65.56

 $127,842

 $   93.66

 $182,637

13

1186

1280

 $   67.88

 $132,366

 $   96.97

 $189,092

14

1281

1383

 $   70.27

 $137,027

 $  100.38

 $195,741

15

1384

1496

 $   72.76

 $141,882

 $  103.94

 $202,683

16

1497

1617

 $   75.34

 $146,913

 $  107.63

 $209,879

17

1618

1756

 $   78.09

 $152,276

 $  111.56

 $217,542

18

1757

1907

 $   81.03

 $158,009

 $  115.75

 $225,713

19

1908

2070

 $   84.06

 $163,917

 $  120.09

 $234,176

20

2071

2249

 $   87.22

 $170,079

 $  124.60

 $242,970

21

2250

2320

 $   89.45

 $174,428

 $  127.78

 $249,171

 

The annual amounts are approximate. Hourly rates are used to determine actual pay.

 

2014/15 SENIOR MANAGER'S GRID

 

Salary Range

Pay Band

Point Range

 70% Min

100% Max

Min

Max

 Hourly

Annual

Hourly

Annual

1

450

490

 $   45.20

 $  88,140

 $   64.57

 $125,912

2

491

533

 $   46.96

 $  91,572

 $   67.09

 $130,826

3

534

548

 $   48.13

 $  93,854

 $   68.76

 $134,082

4

549

629

 $   50.00

 $  97,500

 $   71.43

 $139,289

5

630

682

 $   52.47

 $102,317

 $   74.95

 $146,153

6

683

737

 $   54.36

 $106,002

 $   77.65

 $151,418

7

738

798

 $   56.30

 $109,785

 $   80.43

 $156,839

8

799

865

 $   58.35

 $113,783

 $   83.36

 $162,552

9

866

936

 $   60.47

 $117,917

 $   86.38

 $168,441

10

937

1013

 $   62.64

 $122,148

 $   89.49

 $174,506

11

1014

1096

 $   64.89

 $126,536

 $   92.70

 $180,765

12

1097

1185

 $   67.21

 $131,060

 $   96.01

 $187,220

13

1186

1280

 $   69.57

 $135,662

 $   99.39

 $193,811

14

1281

1383

 $   72.02

 $140,439

 $  102.89

 $200,636

15

1384

1496

 $   74.58

 $145,431

 $  106.54

 $207,753

16

1497

1617

 $   77.22

 $150,579

 $  110.32

 $215,124

17

1618

1756

 $   80.05

 $156,098

 $  114.35

 $222,983

18

1757

1907

 $   83.06

 $161,967

 $  118.65

 $231,368

19

1908

2070

 $   86.16

 $168,012

 $  123.09

 $240,026

20

2071

2249

 $   89.40

 $174,330

 $  127.72

 $249,054

21

2250

2320

 $   91.68

 $178,776

 $  130.97

 $255,392

The annual amounts are approximate. Hourly rates are used to determine actual pay.

2015/16 SENIOR MANAGER'S GRID

  Salary Range

Pay Band

Point Range

 70% Min

100% Max

Min

Max

 Hourly

Annual

Hourly

Annual

1

450

490

 $   46.69

 $  91,046

 $   66.70

 $130,065

2

491

533

 $   48.51

 $  94,595

 $   69.30

 $135,135

3

534

548

 $   49.72

 $  96,954

 $   71.03

 $138,509

4

549

629

 $   51.65

 $100,718

 $   73.78

 $143,871

5

630

682

 $   54.20

 $105,690

 $   77.43

 $150,989

6

683

737

 $   56.15

 $109,493

 $   80.21

 $156,410

7

738

798

 $   58.16

 $113,412

 $   83.08

 $162,006

8

799

865

 $   60.28

 $117,546

 $   86.11

 $167,915

9

866

936

 $   62.46

 $121,797

 $   89.23

 $173,999

10

937

1013

 $   64.71

 $126,185

 $   92.44

 $180,258

11

1014

1096

 $   67.03

 $130,709

 $   95.76

 $186,732

12

1097

1185

 $   69.42

 $135,369

 $   99.17

 $193,382

13

1186

1280

 $   71.87

 $140,147

 $  102.67

 $200,207

14

1281

1383

 $   74.40

 $145,080

 $  106.28

 $207,246

15

1384

1496

 $   77.04

 $150,228

 $  110.05

 $214,598

16

1497

1617

 $   79.77

 $155,552

 $  113.96

 $222,222

17

1618

1756

 $   82.69

 $161,246

 $  118.13

 $230,354

18

1757

1907

 $   85.79

 $167,291

 $  122.56

 $238,992

19

1908

2070

 $   89.01

 $173,570

 $  127.15

 $247,943

20

2071

2249

 $   92.35

 $180,083

 $  131.93

 $257,264

21

2250

2320

 $   94.70

 $184,665

 $  135.29

 $263,816

 

The annual amounts are approximate. Hourly rates are used to determine actual pay.

Responsibility Allowance

You may be appointed in writing to act in a more senior position covered by this Handbook. 

If the acting appointment is for over five days, you will be paid a responsibility allowance equal to 12% of your salary for the acting period.

You will be paid a responsibility allowance of up to 10% of your salary if the acting appointment is for five days or less, or you are not required to perform all of the duties of the position.

The total amount of salary and responsibility allowance shall not exceed the maximum rate of pay for the position in which you are acting.

Employees not covered by this Handbook who are required to act in a Senior Manager position will receive a responsibility allowance. However, their benefits will not change to correspond to the benefits in this Handbook.

Membership Fees

The Employer shall reimburse an employee or on behalf of the employee, pay for membership, registration, licensing or certification fees to an organization, governing body, or government agency when the payment of such fees is a requirement for the performance of the duties of the employee’s position.