Executive Compensation Disclosure Statement for 2016/2017
The report is an accurate representation of all compensation to all employees whose base
salary was $125,000 or more in the fiscal year 2016/2017.
In spring 2008, the Province of British Columbia amended the Public Sector Employers Act
to require public sector organizations to disclose the major elements of compensation, including
base salary, benefits (including taxable benefits), employer pension contributions, and performance
payments. The enhanced disclosure requirements apply to chief executive officers and the next four
highest ranking executives where these positions hold an annual base salary of $125,000 or more. In
addition, each organization is to publicly post compensation information on their website.
NORTH ISLAND COLLEGE STATEMENT OF TOTAL COMPENSATION PHILOSOPHY
At its November 26, 2015 meeting, the Board adopted the following Total Compensation Philosophy:
North Island College’s total compensation programs are a tool to help the institution attract and retain qualified staff and are designed in a fiscally responsible manner in support of our mission, vision, values and culture, with flexibility to respond to changing and unique circumstances.
The Guiding Principles for our total compensation programs are as follows:
Performance - Compensation programs support and promote a performance-based organizational culture, though the College does not provide performance-based bonuses or other forms of variable pay.
Differentiation - Differentiation of salary is supported where there are differences in the scope of the position within the institution and/or superior individual/team contributions by employees, within the parameters of established and approved pay bands.
Accountability - Compensation decisions are objective and based on upon a clear and well documented business rationale that demonstrates the appropriate expenditure of public funds in accordance with the Taxpayer Accountability Principles.
Transparency - Compensation programs are designed, managed and communicated in a manner that ensures the program is clearly understood by employees and the public while protecting individual personal information, except where disclosure is required by government regulation, statute or policy.
Sustainability - Our total compensation programs are designed, administered and updated in a fiscally responsible manner that ensures that costs are affordable and sustainable over time and continue to meet the needs of the institution.
Our total compensation program includes four main elements:
The College provides fair compensation, in the form of base salary, for the scope and breadth of job responsibilities and the education, competencies and experience that employees bring to their roles.
Benefits and Pension
- The College provides security and protection to employees and their families during their employment and co-contributes to their post-employment retirement plans. Benefits provided include:
Medical Services Plan
Basic Life Insurance and Accidental Death & Dismemberment Insurance
Short and Long Term Disability
Optional Life Insurance (employee paid)
College Pension Plan or Municipal Pension Plan (employee and employer contributions)
The College provides support for skill development, upgrades and other career development activities through access to professional development funds as well as project-based assignments for employees that provide opportunities for growth while achieving College operational goals and succession planning objectives.
The College provides appropriate paid time off and other programs (i.e. Employee and Family Assistance Program) to help employees balance their work and personal demands.
Our comparator group includes organizations where we can attract qualified employees from and are at risk of losing qualified employees to. Our core comparator group includes similar post-secondary and other public sector organizations in BC. For other jobs where talent may be needed from out-of- province and jobs that require skills from specific industries or from outside of the public sector, a secondary comparator group may be used. Our total compensation programs are targeted at approximately the 50th percentile of our comparator group.
We consider the relative scope, responsibilities and complexities of jobs to ensure that compensation levels are fair and equitable. Market competitiveness is balanced with internal equity to ensure that the relative internal value of work is fairly recognized. A multi-factor job evaluation program is utilized to guide and support internal equity and ensure positions are placed appropriately within the compensation structure.
Governance and Administration
The Board of Governors is responsible for approving our overall compensation philosophy in addition to ensuring annual compensation reporting and disclosure is completed in accordance with Board policies, Government policy and legislation. The President and senior executive team is responsible for the day- to-day oversight and administration of the programs. Total compensation programs may be amended from time-to-time, as determined by the College, and as approved by the Board and the Minister.