Surrey 学区薪酬研究依据 · comparison｜证据与原文

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给 Surrey 学区（第 36 学区，Surrey Schools）学委 Bob Holmes 的问询，起于一次中学生群体中的讨论：管理层工资很高，为什么学生身边提供帮助的人反而少了？Bob 在答复中指出，高管薪酬报告和 SOFI 已经公开；对另做独立审查，他表示需要理解为什么值得花这笔钱。于是，我们沿着这些公开材料，把薪酬和学校人手放到一起看。 [1] 我们希望学区董事会说明三件事：高管薪酬处于高位的依据；多轮调薪和额外待遇怎样形成；以及这些薪资层次与人员配置，怎样对应学区的工作成果和学生需要。先看薪酬水平，Surrey 学区高管的薪酬在大温学区同类岗位中确实处于高位。 2024–25 财年，学区总监 Mark Pearmain 的工资为 $364,207，总薪酬为 $527,363；副总监 Andrew Holland 的工资为 $273,179，总薪酬为 $422,954。工资之外的福利、养老金和其他待遇，后文会逐项拆开。 [2] 2024–25 个人披露额；深色为工资，浅色为其余薪酬。核对覆盖 SD35–45；高贵林学区因当年三任总监另列于补充资料。各区原报告链接见文末明细表。点击图可查看原图。在本次核对的 11 个英语公立学区报告中，Pearmain 的个人总薪酬最高。Holland 的总薪酬，也高于图中除 Surrey 和温哥华两学区以外八位学区总监。以温哥华学区总监为对照，Pearmain 的工资高约 6.7% ，总薪酬高约 11.3% 。 Surrey 学区的《Public Sector Executive Compensation Disclosure Report 2024-2025》说明，薪酬参考市场以 BC 其他学区为主，也可包括其他公共机构、相关的外省学区及部分私营机构，并以这个市场的总薪酬中位数为参考点。但这份薪酬报告没有列出实际采用的机构名单、比较数据的年份、中位数金额，以及 Surrey 学区岗位相对这一基准的位置。我们希望董事会公开这组对标数据，说明“市场水平”怎样支持目前的待遇。 [2]

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2 | Page  Transparency: The compensation program is designed, managed, administered, and communicated in a manner that ensures the program is clearly understood by employees and the public while protecting individual personal information. Labour Market Comparators Key to the compensation philosophy is the need to maintain a meaningful level of competitiveness with the relevant external labour market. Consistent with industry standards, “labour market” is defined in the BCPSEA sectoral exempt compensation management plan (Policy 95-06, Compensation and Employment Standards for School District Employees Not Subject to a Collective Agreement) as:  The recruitment pool for these employees  The destination sector for these employees. The following considerations guide articulation of the relevant labour market:  Degree of recruitment from these jurisdictions/organizations  Size of the organization, as size drives the span of control and scope of accountability  Geographic location  Transferability of skills  Comparability of qualifications and experience  Comparability of authority and consequence of error. For executive and exempt staff positions in the BC K-12 public education sector, the relevant labour market includes: 1. Other BC school districts (primary labour market) 2. Other BC public sector organizations 3. Other Canadian school districts where relevant (to the extent that BC school districts recruit from and lose employees to these jurisdictions, this segment of the labour market is weighted to Alberta and Ontario (and to a lesser extent, Saskatchewan) consistent with the industry-standard definition of labour market) 4. Selected private sector organizations where relevant. The Board’s executive and exempt staff salary structure was developed on a total compensation basis, consistent with governance and technical best practice, as part of the BCPSEA Sectoral Exempt Staff Compensation Review Project conducted with the approval of the PSEC Secretariat. This comprehensive market review ensured development of an executive and exempt staff salary structure for each of the province’s 60 public school districts in alignment with each district’s relevant comparator labour market and internal organizational structure. This approach includes:  Consideration of all components of the total rewards model.  Consideration of the relevant labour market for compensation comparison purposes.  Linking pay ranges to neutral, relevant factors (e.g., job content (specific duties/responsibilities), required skill level, required competencies, required qualifications).

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attribution, boundary, date, date_label, summary, title, topic · School District 40

Summary Other Compensation Table at 2025 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Mark Davidson, Superintendent - - - - - - - Sylvia Russell, Interim Superintendent - - - - - - - Bettina L Ketcham, Secretary Treasurer - - - - - - - Geraldine Lawlor, Associate Superintendent - - - - - - - Julie Pearce, Interim Associate Superintendent - - - - - - - Robert Paul Weston, Executive Director of Human Resources - - - - - - -

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