Surrey 学区薪酬研究依据 · compensation

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School District No. 36 (Surrey) Page 2 of 3 c. Inform the Board of changes to administrative procedures as appropriate. d. Inform the Board of federal, provincial or local legislative developments that may impact the operations of the Board and/or the District. 5. Leadership Practices a. Provide leadership in all matters relating to the operation of the District. b. Provide supervision over and direction to staff. c. Implement policies/directions established by the Board and Ministry of Education and Child Care. 6. Superintendent/ Board Relations a. Establish and maintain positive and professional working relations with the Board. b. Serve as principal advisor to the Board on educational, operational, and policy matters. c. Respect and honor the Board’s role and responsibilities, and facilitate the implementation of that role as defined in Board policy. d. Provide timely, accurate, and relevant information to support Board decision-making. e. Facilitate communication between the Board and senior leadership. f. Consult with the Board to develop and implement the district’s orientation program for newly elected trustees. 7. Fiscal Responsibility a. In partnership with the Secretary-Treasurer: i. Oversee the development and implementation of the annual budgets; ii. Oversee the development and implementation of the long range facilities and five-year capital plans; iii. Identify and manage organizational risks; and iv. Maintain internal controls and reporting systems. 8. Organizational Management a. Demonstrate effective organizational skills resulting in District compliance with all legal, Ministerial and Board mandates and timelines. b. Report to the Minister with respect to matters identified in and required by the School Act or Ministry of Education and Child Care. c. Oversee development and implementation of processes for gathering, analyzing and using data for decision-making. 9. Human Resources Management a. Responsible for all personnel-related matters except for matters governed by legislation, collective agreements, or Board policy. b. Ensure compliance with collective agreements, terms and conditions of employment and employment legislation. c. Establish and maintain an effective organizational structure. d. Ensure adequate succession planning is in place for key positions.

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Notes Mark Pearmain, Superintendent General Note: Mark received a 7.20% performance-based salary increase as of July 1, 2023 in accordance with the K-12 sector-based process for annual, performance-based salary increases for exempt staff. Leased vehicle was provided with no additional vehicle allowance. Simon Ayres, Assistant Secretary Treasurer General Note: Simon received a 8.06% performance-based salary increase as of July 1, 2023 in accordance with the K-12 sector-based process for annual, performance-based salary increases for exempt staff. Jon Harding, Secretary Treasurer General Note: Jon received a 9.25% performance-based salary increase as of July 1, 2023 in accordance with the K-12 sector-based process for annual, performance-based salary increases for exempt staff. Leased vehicle was provided with no additional vehicle allowance. Andrew Holland, Deputy Superintendent General Note: Andrew received a 12.75% performance-based salary increase as of July 1, 2023 in accordance with the K-12 sector-based process for annual, performance-based salary increases for exempt staff. Leased vehicle was provided with no additional vehicle allowance. Michele Radomski, Executive Director HR General Note: Michele was hired as Executive Director HR effective August 14, 2023.

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Summary Other Compensation Table at 2021 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Jordan Tinney, Superintendent $ 50,765 - $ 31,205 - $ 19,560 - - Greg Frank, Secretary Treasurer $ 104,248 - - $ 84,749 $ 19,499 - - Andrew Holland, Deputy Superintendent $ 15,359 - $ 9,359 - $ 6,000 - - Christy Northway, Assistant Superintendent $ 25,300 - $ 19,300 - $ 6,000 - - Catherine Sereda, Assistant Superintendent $ 17,093 - $ 11,093 - $ 6,000 - -

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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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Notes Mark Pearmain, Superintendent General Note: SD 44 provided a 10.59% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 44 will forgo standard performance-based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year. Perquisite/Other Allowance Note: Includes LTD Restructuring Allowance of $5167. Other Note: Includes ProD funds of $10,230 and Admin Savings Matching Plan of $5,041. Chris Atkinson, Assistant Superintendent General Note: SD 44 provided a 7.77% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 44 will forgo standard performance-based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year. Perquisite/Other Allowance Note: Includes LTD Restructuring Allowance of $4,225. Other Note: Includes ProD funds of $3,625 and Admin Savings Matching Plan of $3,649. Pius G Ryan, Assistant Superintendent General Note: SD 44 provided a 7.77% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 44 will forgo standard performance-based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year. Perquisite/Other Allowance Note: Includes LTD Restructuring Allowance of $4,225. Other Note: Includes ProD funds of $3,625 and Admin Savings Matching Plan of $3,649. Scott E Stanley, Executive Director of Human Resources General Note: Paid on a bi-weekly payroll, which included 27 pay periods in 2020; 5.06% Salary increase received on July 1, 2020 relates to performance period 2019/2020. Perquisite/Other Allowance Note: Includes LTD Restructuring Allowance of $4,199. Other Note: Includes ProD funds of $3,642 and Admin Savings Matching Plan of $3,623. Jacqui Stewart, Secretary Treasurer General Note: Paid on a bi-weekly payroll, which included 27 pay periods in 2020; start date June 22, 2020. The first pay date was July 4, 2020 and included with the 2020/2021 earnings. Perquisite/Other Allowance Note: Includes LTD Restructuring Allowance $4,548. Other Note: Includes ProD funds of $2,278 and Admin Savings Matching Plan of $3,987.

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School District No. 36 (Surrey) Page 1 of 3 Policy 11 – Role of the Superintendent In accordance with the School Act, the Board of Education of School District No. 36 (Surrey) (the “Board”) will appoint the Superintendent of Schools. The Superintendent shall be the Chief Executive Officer of the School District. The Superintendent will report and be accountable to the Board. The Superintendent’s key responsibilities are as follows: operational oversight, execution of strategic goals, organizational and educational leadership, community engagement, and ensuring compliance with the District’s policies and procedures, School Act, School Regulation, Ministerial Orders and Provincial Guidelines, and other applicable legislation. The following describes the core mandate of the Superintendent: 1. Organizational Culture a. Establish safe, caring and orderly learning and working environments. b. Ensure the welfare of students and staff. c. Foster an environment of diversity, equity, and inclusion. d. Promote ethical leadership and social responsibility across the organization. 2. Strategic Planning a. Collaborate with the Board on development and implementation of strategic plan. b. Identify and execute plans to achieve strategic goals established by the Board. c. Regularly report on strategic progress and results. 3. Educational Leadership a. Champion student learning, well-being and achievement across all schools and programs. b. Ensure implementation of provincial educational mandates. c. Promote innovation in curriculum, instruction and assessment practices. d. Support inclusive education, Indigenous education and equity and anti-oppression priorities. e. Ensure facilities adequately accommodate students. 4. Policy and Administrative Procedures a. Collaborate with the Board on development, implementation and evaluation of Board policy. b. Develop and implement policies and administrative procedures.

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Summary Compensation Table at 2023 Previous Two Years Totals Total Compensation Name and Position Salary Holdback/Bonus/ Incentive Plan Compensation Benefits Pension All Other Compensation (expanded below) 2022/2023 Total Compensation 2021/2022 2020/2021 Mark Pearmain, Superintendent $ 329,787 - $ 8,339 $ 37,279 $ 20,482 $ 395,887 $ 114,164 Jordan Tinney, Superintendent $ 10,403 - $ 1,808 $ 2,877 $ 141,672 $ 156,760 $ 398,001 $ 385,981 Simon Ayres, Assistant Secretary Treasurer $ 198,581 - $ 8,303 $ 18,562 $ 42,877 $ 268,323 Jon Harding, Secretary Treasurer $ 230,116 - $ 9,166 $ 21,424 $ 33,947 $ 294,653 $ 193,240 Andrew Holland, Deputy Superintendent $ 215,902 - $ 8,710 $ 24,410 $ 14,975 $ 263,997 $ 252,342 $ 223,625 Adam Jaffer, Assistant Secretary Treasurer $ 167,149 - $ 13,630 $ 15,497 $ 18,947 $ 215,223 School District 36 (Surrey)

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Notes Jordan Tinney, Superintendent General Note: SD 36 provided a 5% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 36 will forgo standard performance-based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year. Greg Frank, Secretary Treasurer General Note: Greg Frank was on paid leave from February 1, 2021, to June 30, 2021 The acting capacity is being filled by Patti Dundas and Simon Ayres as per Board Regulation. Both of these individuals were not formally appointed to the Secretary-Treasurer position in an interim capacity. Greg Frank - 5%, effective July 1, 2020 SD 36 provided a 5% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 36 will forgo standard performance-based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year. Andrew Holland, Deputy Superintendent General Note: Andrew Holland's job title changed from Assistant Superintendent to Deputy Superintendent on May 17, 2021. This is a position reclassification effective May 17, 2021. SD 36 provided a 5% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 36 will forgo standard performance-based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year. Christy Northway, Assistant Superintendent General Note: SD 36 provided a 5% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 36 will forgo standard performance-based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year. Catherine Sereda, Assistant Superintendent General Note: SD 36 provided a 5% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 36 will forgo standard performance-based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year.

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Summary Other Compensation Table at 2022 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Mark Pearmain, Superintendent $ 5,274 - - - $ 5,274 - - Jordan Tinney, Superintendent $ 63,119 - $ 45,220 - $ 17,899 - - Greg Frank, Secretary Treasurer $ 117,565 - $ 101,665 - $ 15,900 - - Jon Harding, Secretary Treasurer $ 26,077 - $ 12,715 - $ 13,362 - - Andrew Holland, Deputy Superintendent $ 23,790 - $ 11,448 - $ 12,342 - - Christy Northway, Assistant Superintendent $ 22,083 - $ 16,083 - $ 6,000 - - Lynda R Reeve, Assistant Superintendent $ 6,000 - - - $ 6,000 - -

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3 | Page  Ensuring appropriate relationships exist between positions in the district’s organizational hierarchy.  Considering the ways in which appropriate organizational and individual performance measures may be linked to the administration of the compensation system. In balancing external competitiveness with internal equity, the reference point for executive and exempt total compensation is currently the median of the relevant comparator labour market. The Board’s total compensation package for executive/senior management staff is comprised of the following elements. Cash Compensation Total cash compensation includes annual base salary, monthly vehicle allowance or leased vehicle and any other income determined by the Board or the statutory system of exempt staff compensation administration in the K-12 public education sector and the British Columbia Public School Employers’ Association (BCPSEA) exempt staff compensation management plan.  Annual base salary Annual base salary is considered in the context of the total compensation package.  Vehicle provisions Leased vehicle (Superintendent, Secretary-Treasurer, Deputy Superintendent & Executive Director, HR) Due to the size of the district, the need to visit schools and other district worksites, the requirement to transport out of district individuals, and the need to be available at any time, the Board provides a leased vehicle to the Superintendent, Secretary Treasurer, the Deputy Superintendent, and the Executive Director, HR. Recognizing the personal use that may be realized, these four individuals reimburse the district one-third of the vehicle leased costs. Vehicle allowance (All remaining Executive with employment contracts) Other senior management positions have the option to take a monthly allowance or the kilometrage reimbursement which is available to all employees who use their vehicle for business purposes. The monthly vehicle allowance is set at a level competitive with the vehicle allowances provided to senior managers in districts of similar size and geography. Other vehicle-related payments, including insurance and maintenance. The Superintendent, Deputy Superintendent, the Secretary-Treasurer and Executive Director of Human Resources are offered a vehicle leased by the district. The district is responsible for insurance, maintenance, and operating costs consistent with Canada Revenue Agency guidelines. All other executives receive a monthly allowance.  Other Income In addition to the annual base salary, the Board has the authority to approve discretionary cash compensation for the Superintendent/CEO. This may include, but is not limited to:

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Summary Compensation Table at 2021 Previous Two Years Totals Total Compensation Name and Position Salary Holdback/Bonus/ Incentive Plan Compensation Benefits Pension All Other Compensation (expanded below) 2020/2021 Total Compensation 2019/2020 2018/2019 Jordan Tinney, Superintendent $ 293,547 - $ 8,498 $ 33,171 $ 50,765 $ 385,981 $ 365,923 $ 350,515 Greg Frank, Secretary Treasurer $ 135,316 - $ 8,053 $ 21,324 $ 104,248 $ 268,941 $ 255,729 $ 249,416 Andrew Holland, Deputy Superintendent $ 179,578 - $ 8,345 $ 20,343 $ 15,359 $ 223,625 $ 212,032 $ 202,877 Christy Northway, Assistant Superintendent $ 180,658 - $ 8,205 $ 20,518 $ 25,300 $ 234,681 $ 216,657 $ 209,603 Catherine Sereda, Assistant Superintendent $ 179,496 - $ 5,838 $ 20,343 $ 17,093 $ 222,770 $ 215,529 School District 36 (Surrey)

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Summary Other Compensation Table at 2023 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Mark Pearmain, Superintendent $ 20,482 - - - $ 20,482 - - Jordan Tinney, Superintendent $ 141,672 - $ 140,517 - $ 1,155 - - Simon Ayres, Assistant Secretary Treasurer $ 42,877 - $ 36,797 - $ 6,080 - - Jon Harding, Secretary Treasurer $ 33,947 - $ 22,674 - $ 11,273 - - Andrew Holland, Deputy Superintendent $ 14,975 - $ 1,603 - $ 13,372 - - Adam Jaffer, Assistant Secretary Treasurer $ 18,947 - $ 13,367 - $ 5,580 - -

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Notes Mark Pearmain, Superintendent General Note: New hire effective March 14, 2022. Jordan Tinney, Superintendent General Note: Performance-based increase was forgo as the executive freeze was implemented on August 31, 2020. Jordan retired effective July 29, 2022. Greg Frank, Secretary Treasurer General Note: Greg Frank was on paid medical leave from February 1, 2021 to January 31, 2022 and retired effective January 31, 2022. The capacity was being filled by Patti Dundas and Simon Ayres as per Board Regulation and Jon Harding was hired as his replacement effective March 14, 2022. Performance-based increase was forgo as the executive freeze was implemented on August 31, 2020. Jon Harding, Secretary Treasurer General Note: New hire effective November 15, 2021. Andrew Holland, Deputy Superintendent General Note: Performance-based increase was forgo as the executive freeze was implemented on August 31, 2020. Andrew Holland was promoted to Deputy Superintendent effective May 17, 2021 and the position was also reclassified effective May 17, 2021. SD 36 provided a 5% performance-based increase effective July 1 2020 for the 2019/20 performance year. As the executive freeze was implemented on August 31, 2020, it is expected that the affected executives at SD 36 will forgo standard performance- based increases for the 2020/21 performance year. Superintendent compensation decisions are the purview of elected School Boards. While Superintendents do not fall under the freeze, Boards have been asked to consider a freeze for these positions for this year. Christy Northway, Assistant Superintendent General Note: Performance-based increase was forgo as the executive freeze was implemented on August 31, 2020. Lynda R Reeve, Assistant Superintendent General Note: Performance-based increase was forgo as the executive freeze was implemented on August 31, 2020.

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School District No. 36 (Surrey) Page 3 of 3 10. Communication and Community Relations a. Ensure open, transparent and positive external and internal communications are developed and maintained. b. Act as primary spokesperson, in collaboration with the Board Chair, for the operations of the District. c. Develop and maintain positive and effective relations with provincial and regional/local governments, departments and agencies. 11. Accountability a. Report to the Board on progress of strategic and operational goals. b. Comply with reporting requirements as established by the School Act, School Regulation, Ministerial Orders and Provincial Guidelines. c. Report to the Board with respect to performance reviews and related action plans. 12. Other Duties a. The Superintendent may assist the Board with: i. Creating a positive local and provincial profile of Surrey Schools. ii. Other duties as assigned by the Board. References School Act, R.S.B.C., 1996, c. 412 School Regulation, B.C. Reg. 265/89. Approved: June 10, 2026

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Summary Compensation Table at 2024 Previous Two Years Totals Total Compensation Name and Position Salary Holdback/Bonus/ Incentive Plan Compensation Benefits Pension All Other Compensation (expanded below) 2023/2024 Total Compensation 2022/2023 2021/2022 Mark Pearmain, Superintendent $ 353,599 - $ 18,873 $ 39,957 - $ 412,429 $ 395,887 $ 114,164 Simon Ayres, Assistant Secretary Treasurer $ 215,378 - $ 16,487 $ 20,041 $ 26,015 $ 277,921 $ 268,323 Jon Harding, Secretary Treasurer $ 257,625 - $ 16,714 $ 23,985 $ 19,817 $ 318,141 $ 294,653 $ 193,240 Andrew Holland, Deputy Superintendent $ 252,120 - $ 17,537 $ 28,595 $ 30,545 $ 328,797 $ 263,997 $ 252,342 Michele Radomski, Executive Director HR $ 178,480 - $ 21,707 $ 16,617 $ 21,838 $ 238,642 School District 36 (Surrey)

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Summary Compensation Table at 2021 Previous Two Years Totals Total Compensation Name and Position Salary Holdback/Bonus/ Incentive Plan Compensation Benefits Pension All Other Compensation (expanded below) 2020/2021 Total Compensation 2019/2020 2018/2019 Mark Pearmain, Superintendent $ 246,890 - $ 10,059 $ 28,482 $ 29,010 $ 314,441 $ 286,517 $ 266,541 Chris Atkinson, Assistant Superintendent $ 178,229 - $ 9,863 $ 20,617 $ 29,752 $ 238,461 $ 215,918 $ 205,679 Pius G Ryan, Assistant Superintendent $ 178,229 - $ 9,863 $ 20,617 $ 24,925 $ 233,634 $ 210,981 $ 203,787 Scott E Stanley, Executive Director of Human Resources $ 176,738 - $ 9,591 $ 17,587 $ 25,559 $ 229,475 $ 209,230 $ 201,383 Jacqui Stewart, Secretary Treasurer $ 194,564 - $ 13,507 $ 19,354 $ 17,043 $ 244,468 School District 44 (North Vancouver)

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5 | Page The decision whether to grant a salary increase to the position of Superintendent only is at the sole discretion of the Board of Education and is the only executive/exempt position for which BCPSEA approval of an increase to any element of the compensation package is not required. In determining whether a salary increase is warranted, the Board considers such factors as performance, competence, external competitiveness, and internal equity including the maintenance of appropriate salary differentials through the organization. The Board typically utilizes market compensation data and salary/compensation structures developed by BCPSEA for this position as well as all other positions in the exempt staff structure. Potential increases are considered within the Board’s overall compensation budget. Accountability Underlying the Board’s compensation philosophy and approach is the understanding that legal and regulatory mandates are considered a baseline for implementing any compensation plan or practice. Compensation administration in the K-12 public education sector currently operates within the following context:  the Public Sector Employers Act, which establishes the legislative policy framework for exempt staff compensation administration in the public sector  the BCPSEA exempt staff compensation management plan (Policy 95-06, Compensation and Employment Standards for School District Employees Not Subject to a Collective Agreement), which is an approved compensation plan under the Public Sector Employers Act.  compensation mandates/direction facilitated by the PSEC Secretariat from time to time. Any adjustments to exempt staff compensation levels must align with the parameters of the prevailing compensation mandate/direction. Under the current compensation administration system in the K-12 sector:  the Board of Education is solely responsible for the establishment and maintenance of compensation levels for the position of Superintendent of Schools. As elected school trustees, the Board is accountable to its public and therefore ensures that it adheres to proper human resources practices including statutory requirements with respect to executive and exempt staff compensation.  proposed salary range placement and compensation adjustments for all other executive and exempt positions in the district must be reviewed and approved by BCPSEA prior to implementation.

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Summary Other Compensation Table at 2021 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Mark Pearmain, Superintendent $ 29,010 - $ 2,572 - $ 6,000 $ 5,167 $ 15,271 Chris Atkinson, Assistant Superintendent $ 29,752 - $ 12,253 - $ 6,000 $ 4,225 $ 7,274 Pius G Ryan, Assistant Superintendent $ 24,925 - $ 7,426 - $ 6,000 $ 4,225 $ 7,274 Scott E Stanley, Executive Director of Human Resources $ 25,559 - $ 7,865 - $ 6,230 $ 4,199 $ 7,265 Jacqui Stewart, Secretary Treasurer $ 17,043 - - - $ 6,230 $ 4,548 $ 6,265

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Summary Other Compensation Table at 2024 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Mark Pearmain, Superintendent - - - - - - - Simon Ayres, Assistant Secretary Treasurer $ 26,015 - $ 19,055 - $ 6,960 - - Jon Harding, Secretary Treasurer $ 19,817 - $ 19,817 - - - - Andrew Holland, Deputy Superintendent $ 30,545 - $ 30,545 - - - - Michele Radomski, Executive Director HR $ 21,838 - $ 15,458 - $ 6,380 - -

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attribution, boundary, date, date_label, summary, title, topic · School district / employee organization named in the source

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 Pearmain, Superintendent $ 96,803 - $ 56,032 - $ 14,282 - $ 26,489 Simon Ayres, Asst. Secretary Treasurer $ 58,546 - $ 48,941 - $ 6,960 - $ 2,645 Jon Harding, Secretary Treasurer $ 38,511 - $ 27,161 - $ 11,350 - - Andrew Holland, Deputy Superintendent $ 98,529 - $ 77,423 - $ 21,106 - - Linda Michele Radomski, Executive Director (HR) $ 37,834 - $ 17,387 - $ 20,447 - - Raymond Velestuk, Secretary Treasurer $ 11,343 - $ 6,409 - $ 4,934 - -

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attribution, boundary, date, date_label, summary, title, topic · School district / employee organization named in the source

4 | Page  Payments in lieu of participation in a Savings Plan  Payments in lieu of long-service recognition  Matching contributions for employee benefits  Other forms of cash compensation as deemed appropriate by the Board All such payments are subject to Board review and approval. Non-cash Compensation The non-cash elements of the total compensation package include:  Health and welfare benefits such as basic medical, extended medical, dental, group life, short-term and long-term disability, employee and family assistance program, etc. consistent with such benefits as offered in the K-12 sector generally.  Pension benefits through either the Teachers’ Pension Plan or the Municipal Pension Plan.  Paid time off including an annual vacation entitlement of 45 days for the Superintendent, 40 days for the Deputy Superintendent, 40 days for the Secretary-Treasurer, and 35 days for the remaining senior management positions. Pursuant to the Public Sector Employers Act, carry forward of unused accumulated vacation is not permitted. If, however, the individual employment contract does allow for carry forward of unused accumulated vacation, then such vacation may be carried forward for one year only and at the end of that year, the unused accumulated vacation must be used in full, paid out, or a combination of the two. Compensation Administration The Board engages in consistent and ongoing administration of the compensation structure to ensure that reality matches philosophy and that equity is maintained. An ongoing system of compensation review conducted and managed through BCPSEA and the PSEC Secretariat ensures that total compensation levels are benchmarked externally against the appropriate labour market and internally against appropriate job criteria. The Board works with BCPSEA to obtain information and advice relating to the executive and exempt compensation structures and to ensure alignment with the compensation mandates/directions established for the provincial public sector by PSEC Secretariat.  Annual base salary administration The salary structure for executive and exempt positions is based on placement at the appropriate salary range in the structure reflective of labour market competitiveness and internal equity. Placement and progression through the salary range is dependent upon competency growth and performance. The maximum of the salary range typically represents the job rate for the position, defined as the salary that should be paid to an incumbent who has established themself as meeting all the goals and expectations of the position in a fully satisfactory manner. New hires are generally not placed at the job rate on commencement of employment, although due to the key leadership roles and responsibilities, such individuals are generally recruited at a highly competent level and are often placed at the mid- to maximum point in the salary range reflective of the required competence, qualifications, and experience.

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attribution, boundary, date, date_label, summary, title, topic · School district / employee organization named in the source

Summary Compensation Table at 2022 Previous Two Years Totals Total Compensation Name and Position Salary Holdback/Bonus/ Incentive Plan Compensation Benefits Pension All Other Compensation (expanded below) 2021/2022 Total Compensation 2020/2021 2019/2020 Mark Pearmain, Superintendent $ 92,248 - $ 6,218 $ 10,424 $ 5,274 $ 114,164 Jordan Tinney, Superintendent $ 293,928 - $ 7,740 $ 33,214 $ 63,119 $ 398,001 $ 385,981 $ 365,923 Greg Frank, Secretary Treasurer $ 135,599 - $ 7,460 $ 12,333 $ 117,565 $ 272,957 $ 268,941 $ 255,729 Jon Harding, Secretary Treasurer $ 144,098 - $ 9,931 $ 13,134 $ 26,077 $ 193,240 Andrew Holland, Deputy Superintendent $ 198,426 - $ 7,704 $ 22,422 $ 23,790 $ 252,342 $ 223,625 $ 212,032 Christy Northway, Assistant Superintendent $ 181,810 - $ 7,641 $ 20,545 $ 22,083 $ 232,079 $ 234,681 $ 216,657 Lynda R Reeve, Assistant Superintendent $ 180,256 - $ 7,565 $ 20,369 $ 6,000 $ 214,190 School District 36 (Surrey)

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attribution, boundary, date, date_label, summary, title, topic · School district / employee organization named in the source

School District No. 36 (Surrey) Page 2 of 3 4. Fiscal Responsibility a. The Board shall: i. Approve the budget guiding principles and decision-making criteria; ii. Approve the annual budget, amended budget and three-year financial plan; iii. Approve the process and timeline for budget deliberations; iv. Monitor financial performance and fiscal management; v. Appoint external auditor and review financial results and related reports; vi. Approve the annual five-year capital plan and Long Range Facilities Plan; vii. Approve the acquisition and disposition of District land and buildings; viii. Provide direction regarding the mandate for local employee negotiations; ix. Ratify memoranda of agreement with employee bargaining units; x. Review and monitor all accumulated surpluses and reserve funds to ensure financial health and stability; and xi. Regularly monitor the Enterprise Risk Management Plan (ERM). 5. Policy Development a. The Board shall: i. Create or amend Board policies as appropriate; ii. Identify the reason and/or intended purpose before creating a new policy; iii. Approve all policy statements; iv. Regularly review and evaluate policies; and v. Delegate authority to the Superintendent with respect to the creation, amendment or deletion of operational procedures, regulations or guidelines not specifically reserved to the Board. 6. Board/Superintendent Relations a. The Board shall: i. Select the Superintendent; ii. Provide the Superintendent with clear corporate direction; iii. Delegate in writing, administrative authority and identify responsibilities subject to the provisions and restrictions in provincial legislation and regulations; iv. Evaluate the Superintendent and review compensation in accordance with the Superintendent's contract; v. Respect the delegated authority of the Superintendent to carry out executive action and support those actions which are exercised within the delegated discretionary powers of the position; and vi. Upon recommendation of the Superintendent, approve the appointment of the Secretary-Treasurer. 7. Political Advocacy and Influence a. The Board shall: i. Identify priorities for advocacy, including, key messaging and focus.

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attribution, boundary, date, date_label, summary, title, topic · School district / employee organization named in the source

Summary Compensation Table at 2025 Previous Two Years Totals Total Compensation Name and Position Salary Holdback/Bonus/ Incentive Plan Compensation Benefits Pension All Other Compensation (expanded below) 2024/2025 Total Compensation 2023/2024 2022/2023 Mark Pearmain, Superintendent $ 364,207 - $ 22,204 $ 44,149 $ 96,803 $ 527,363 $ 412,429 $ 395,887 Simon Ayres, Asst. Secretary Treasurer $ 221,840 - $ 19,018 - $ 58,546 $ 299,404 $ 277,921 $ 268,323 Jon Harding, Secretary Treasurer $ 189,128 - $ 13,301 $ 17,608 $ 38,511 $ 258,548 $ 318,141 $ 294,653 Andrew Holland, Deputy Superintendent $ 273,179 - $ 20,377 $ 30,869 $ 98,529 $ 422,954 $ 328,797 $ 263,997 Linda Michele Radomski, Executive Director (HR) $ 237,930 - $ 18,575 $ 22,151 $ 37,834 $ 316,490 $ 238,642 Raymond Velestuk, Secretary Treasurer $ 51,485 - $ 8,243 $ 4,793 $ 11,343 $ 75,864 School District 36 (Surrey)

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attribution, boundary, date, date_label, summary, title, topic · School district / employee organization named in the source

Notes Mark Pearmain, Superintendent General Note: Mark received a 3% performance-based salary increase as of July 1, 2024 in accordance with the K-12 sector-based process for annual, performance-based salary increases for exempt staff. Leased vehicle was provided with no additional vehicle allowance. Other Note: Additional other income of $26,489 paid incorporates In lieu of 2% savings plan, In lieu of long-service and benefits matching. Simon Ayres, Asst. Secretary Treasurer General Note: Simon received a 3% performance-based salary increase as of July 1, 2024 in accordance with the K-12 sector-based process for annual, performance-based salary increases for exempt staff. Other Note: The Other Income entry reflects an override rate applied for coverage of the Secretary Treasurer's position. Jon Harding, Secretary Treasurer General Note: Jon received a 6.04% performance-based salary increase as of July 1, 2024 in accordance with the K-12 sector-based process for annual, performance-based salary increases for exempt staff. Jon's departure from the District was effective March 7, 2025. Leased vehicle was provided with no additional vehicle allowance. Andrew Holland, Deputy Superintendent General Note: Andrew received a 8.35% performance-based salary increase as of July 1, 2024 in accordance with the K-12 sector-based process for annual, performance-based salary increases for exempt staff. Leased vehicle was provided with no additional vehicle allowance. Linda Michele Radomski, Executive Director (HR) General Note: Michele's wage grid salary range was revised resulting in 17.93% salary increase as of July 1, 2024 in accordance with the K-12 sector-based guidelines. Vehicle allowance was paid for the period of July , 2024 - November 30, 2024 and leased vehicle was provided from December 1, 2025 with no additional vehicle allowance. Raymond Velestuk, Secretary Treasurer General Note: Raymond was hired on April 22, 2025. Leased vehicle was provided with no additional vehicle allowance.

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attribution, boundary, date, date_label, summary, title, topic · School district / employee organization named in the source

Notes Mark Pearmain, Superintendent General Note: SD 36 Board provided a performance-based increase of 10% effective July 1, 2022. Jordan Tinney, Superintendent General Note: Retired effective July 29, 2022 Simon Ayres, Assistant Secretary Treasurer General Note: SD 36 provided a performance-based increase of 8% effective July 1, 2022. Jon Harding, Secretary Treasurer General Note: SD 36 provided a performance-based increase of 7% effective November 15, 2022. Andrew Holland, Deputy Superintendent General Note: SD 36 provided a performance-based increase of 12.69% (5% effective July 1, 2022 and additional 7.69% effective December 31, 2022). Exemplary performance as approved by BCPSEA – Business case was provided to support. Adam Jaffer, Assistant Secretary Treasurer General Note: SD 36 provided a performance-based increase of 0.61% effective December 31, 2022.

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attribution, boundary, date, date_label, quote, summary, title, topic · Surrey Schools

Employee performance evaluations are to be carried out at regular intervals.

2026-10-16（温哥华时间）阅读 · 2. Performance Evaluations

网页阅读记录 web:8ad8a2e3-54a8-4d1e-92bd-54e9267fdd14