Pay Transparency
The Government of British Columbia passed the Pay Transparency Act in 2023. Starting in 2024, all employers with 1,000 employees or more must post a pay transparency report by November 1 each year.
Maintaining equitable pay practices in the workplace is a long-standing commitment at the CRD. This data and reporting will help us put strategies in place to address, reduce and remove systemic barriers to pay equity. The 2024 Pay Transparency Report shows pay data from fiscal year 2023. The report uses aggregate pay data and does not compare data at the individual job level.
Compensation for Exempt Staff
CRD exempt staff compensation is established by Board policy. The CRD's exempt compensation philosophy balances external market factors and internal pay relationships using the following principles:
- CRD exempt staff compensation will be maintained at the 50th percentile (median) of the market;
- The market will consist of a specific set of comparator organizations similar in size, scope and complexity, which are currently: District of Saanich; City of Abbotsford; City of Burnaby; City of Coquitlam; City of Kelowna; City of Richmond; City of Surrey; City of Vancouver; City of Victoria; Metro Vancouver; and Regional District of Nanaimo;
- The market will be tested every three to five calendar years to ensure alignment with the compensation philosophy; and,
- Any market adjustment required to ensure median will have a cap, not to exceed three percent (3%) of total exempt staff compensation, in its implementation.
During the three to five year window, to keep salaries competitive and consistent with the market, exempt staff receive a cost of living adjustment based on the amount provided to CRD unionized staff.
Compensation for Unionized Employees
CRD unionized employee compensation is established by the terms of the relevant collective agreement, as negotiated through the Greater Victoria Labour Relations Association (GVLRA). Unionized staff may receive a cost of living adjustment based on that which is negotiated in the collective agreement. By negotiating through the GVLRA, wage adjustments for CRD unionized staff are generally consistent with those received with other unionized staff in the GVLRA region.