Surrey 学区薪酬研究依据 · staff

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Position 30-Jun-21 01-Jul-22 01-Jul-23 01-Jul-24 - $0.25; and 3.24% GWI 5.5% GWI; plus COLA* 2% GWI; plus COLA* Information Technology Audio Visual Technician 31.89 33.18 $ 35.42 $ 36.48 $ Help Desk Technologist 29.73 30.95 $ 33.04 $ 34.03 $ Inforamtion Services Technlogist 29.73 30.95 $ 33.04 $ 34.03 $ LAN Technologist 21.79 22.75 $ 24.29 $ 25.02 $ Network Technologist Speicalist Start 33.58 34.93 $ 37.28 $ 38.40 $ Network Technologist Specialist Year I 33.97 35.33 $ 37.71 $ 38.84 $ Network Technologist Specailist Year II 34.36 35.73 $ 38.14 $ 39.29 $ Programmer/Analyst 32.82 34.14 $ 36.45 $ 37.54 $ Repair Tehccnian Information Services 31.89 33.18 $ 35.42 $ 36.48 $ Senior Repair Technician Information Services 33.97 35.33 $ 37.71 $ 38.84 $ Senior Health Desk Technologist 30.77 32.03 $ 34.19 $ 35.21 $ Senior Info. Services Technologist 31.79 33.08 $ 35.31 $ 36.37 $ Senior User Support Technologist 32.82 34.14 $ 36.45 $ 37.54 $ Systems Application Specialist Start 32.92 34.24 $ 36.56 $ 37.65 $ Systems Application sSpecialist Year I 34.64 36.02 $ 38.45 $ 39.61 $ Systems Applicatoins Speicalist Year II 35.69 37.10 $ 39.61 $ 40.80 $ Systems Trainer 30.6 31.85 $ 34.00 $ 35.02 $ Team Leaders, IMS 36.86 38.31 $ 40.90 $ 42.13 $ Maintenance Bus Driver 26.88 28.01 $ 29.90 $ 30.80 $ Equipment Operator I 24.3 25.35 $ 27.06 $ 27.87 $ Equipment Operator II 24.91 25.98 $ 27.73 $ 28.56 $ Equipment Operator III 27.24 28.38 $ 30.30 $ 31.21 $ Facilities Technologist Start 33.58 34.93 $ 37.28 $ 38.40 $ Facilities Technologist Year I 33.97 35.33 $ 37.71 $ 38.84 $ Facilities Technologist Year II 34.36 35.73 $ 38.14 $ 39.29 $ Facilities Technologist II 35.84 37.26 $ 39.77 $ 40.97 $ Groundskeeper Start 24.3 25.35 $ 27.06 $ 27.87 $ Groundskeeper Year I 26.02 27.12 $ 28.95 $ 29.82 $ Groundskeeper Year II 27.24 28.38 $ 30.30 $ 31.21 $ Labourer 24.04 25.08 $ 26.77 $ 27.57 $ Maintenant Planner 33.83 35.18 $ 37.56 $ 38.69 $ Material Foreperson 33.97 35.33 $ 37.71 $ 38.84 $ Non trades Foreperson 33.83 35.18 $ 37.56 $ 38.69 $ Shipper Reciever 28.75 29.94 $ 31.96 $ 32.92 $ Storekeeper Year I 27.24 28.38 $ 30.30 $ 31.21 $ Storekeeper Year II 30.08 31.31 $ 33.43 $ 34.43 $ Trades Foreperson 36.54 37.98 $ 40.55 $ 41.76 $ Trades Foreperson II 36.54 37.98 $ 40.55 $ 41.76 $ Teades Helper Start 24.3 25.35 $ 27.06 $ 27.87 $ Trades Helper Year I 26.02 27.12 $ 28.95 $ 29.82 $ Trades Helper Year II 27.24 28.38 $ 30.30 $ 31.21 $ Trades Person 34.46 35.83 $ 38.25 $ 39.40 $ Trades Person II 34.46 35.83 $ 38.25 $ 39.40 $ Utility Worker Start 24.3 25.35 $ 27.06 $ 27.87 $ Utility Worker Year I 26.03 27.13 $ 28.96 $ 29.83 $ Utility Worker Year II 27.24 28.38 $ 30.30 $ 31.21 $ School and Community Support Community Schools Facilitator 30.77 32.03 $ 34.19 $ 35.21 $ District Attendant - Education Centre 22.65 23.64 $ 25.24 $ 25.99 $ District Attendant - Learning Centre 25.71 26.80 $ 28.61 $ 29.47 $ Outreach Work 27.69 28.85 $ 30.79 $ 31.72 $ Safe School Liaison 26.71 27.83 $ 29.71 $ 30.60 $ School Meal Program Aide 21.64 22.60 $ 24.12 $ 24.85 $ StrongStart Facilitator 27.69 28.85 $ 30.79 $ 31.72 $ Supervision Aide 22.65 23.64 $ 25.24 $ 25.99 $ Student Support ABA Support Worker 29.73 30.95 $ 33.04 $ 34.03 $ Aboriginal Child.Youth Care Worker 31.79 33.08 $ 35.31 $ 36.37 $ Aboringal District Cultural Facilitator 29.73 30.95 $ 33.04 $ 34.03 $ Aboriginal Education Assistant 31.79 33.08 $ 35.31 $ 36.37 $ Culinary Assistant 26.71 27.83 $ 29.71 $ 30.60 $ Child/Youth Cre Worker 31.79 33.08 $ 35.31 $ 36.37 $ Education Assistant I 29.73 30.95 $ 33.04 $ 34.03 $ Education Assistant II 30.77 32.03 $ 34.19 $ 35.21 $ EA Peer Support Facilitator 31.79 33.08 $ 35.31 $ 36.37 $ Hairdressing Assistant 28.75 29.94 $ 31.96 $ 32.92 $ Inner City Secondary School Worker 30.77 32.03 $ 34.19 $ 35.21 $ Languge Assistant 26.71 27.83 $ 29.71 $ 30.60 $ Multicultural Worker 28.75 29.94 $ 31.96 $ 32.92 $ Oral Communication Facilitator 30.77 32.03 $ 34.19 $ 35.21 $ Senior Aboriginal Support Worker 30.77 32.03 $ 34.19 $ 35.21 $ Settlement Worker 29.73 30.95 $ 33.04 $ 34.03 $ StrongStart Coordinator 29.73 30.95 $ 33.04 $ 34.03 $ Substance Use Liaison 35.84 37.26 $ 39.77 $ 40.97 $ Visual Language Interpreter 31.79 33.08 $ 35.31 $ 36.37 $ Y.E.S Co Ordinator 32.8 34.12 $ 36.42 $ 37.52 $ Youth Diversity Liaison 38.86 40.38 $ 43.10 $ 44.40 $

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SD 36 - SURREY - 2024 Support Staff Wage Grid GWI COLA* 5.50% 1.25% 2.00% 1.00% Position 30-Jun-21 01-Jul-22 01-Jul-23 01-Jul-24 - $0.25; and 3.24% GWI 5.5% GWI; plus COLA* 2% GWI; plus COLA* Caretakers Caretaker (Caretaker I) 24.04 25.08 $ 26.77 $ 27.57 $ Day Custodian (Cartaker III) 24.68 25.74 $ 27.48 $ 28.30 $ Day Custodian (Caretaker IV) 25.03 26.10 $ 27.86 $ 28.70 $ Day Custodian (Caretaker V) 25.32 26.40 $ 28.18 $ 29.03 $ District Theater Attendant 24.04 25.08 $ 26.77 $ 27.57 $ Head Caretaker (Caretaker II) 24.39 25.44 $ 27.16 $ 27.97 $ Senior Head Caretaker (Caretaker II) 24.39 25.44 $ 27.16 $ 27.97 $ Senior Head Caretaker (Caretaker III) 24.68 25.74 $ 27.48 $ 28.30 $ Senior Head Caretaker (Caretaker IV) 25.03 26.10 $ 27.86 $ 28.70 $ Senior Head Caretaker 25.32 26.40 $ 28.18 $ 29.03 $ Clerical Account Assistant I 27.69 28.85 $ 30.79 $ 31.72 $ Accountaing Assistant II 28.75 29.94 $ 31.96 $ 32.92 $ Buyer 31.65 32.93 $ 35.16 $ 36.21 $ Career Centre Assistant 27.69 28.85 $ 30.79 $ 31.72 $ Clerk Typist 24.68 25.74 $ 27.48 $ 28.30 $ Community Schools Coordinator 35.84 37.26 $ 39.77 $ 40.97 $ Communication Officer 33.83 35.18 $ 37.56 $ 38.69 $ Corporate Services Specificer 31.79 33.08 $ 35.31 $ 36.37 $ Data Entry Clerk 24.68 25.74 $ 27.48 $ 28.30 $ DEC Office Assistant 25.71 26.80 $ 28.61 $ 29.47 $ Development Officer 32.8 34.12 $ 36.42 $ 37.52 $ Dispatch Office Clerk 29.73 30.95 $ 33.04 $ 34.03 $ District Office Clerk (Payroll) 26.71 27.83 $ 29.71 $ 30.60 $ Education Centre Secretary 26.71 27.83 $ 29.71 $ 30.60 $ Education Centre Secretary - Learning Centre 28.75 29.94 $ 31.96 $ 32.92 $ Elementary School Head Secretary 29.73 30.95 $ 33.04 $ 34.03 $ Elementary School Clerk 25.71 26.80 $ 28.61 $ 29.47 $ Head Clerk - Learning Resources 31.79 33.08 $ 35.31 $ 36.37 $ Learning Resources Clerk 27.69 28.85 $ 30.79 $ 31.72 $ Library and Information Technologist 29.73 30.95 $ 33.04 $ 34.03 $ Mail Clerk 22.96 23.96 $ 25.58 $ 26.35 $ Marketing Coordinator 29.73 30.95 $ 33.04 $ 34.03 $ Payments Clerk 26.71 27.83 $ 29.71 $ 30.60 $ Payroll Assistant 28.75 29.94 $ 31.96 $ 32.92 $ Purchasing Clerk 27.69 28.85 $ 30.79 $ 31.72 $ Records Management Clerk 27.69 28.85 $ 30.79 $ 31.72 $ Reprographics Operator 26.71 27.83 $ 29.71 $ 30.60 $ Research Analyst 29.73 30.95 $ 33.04 $ 34.03 $ School Meal Program Assistant 29.73 30.95 $ 33.04 $ 34.03 $ Secondary Information Management Clerk 28.75 29.94 $ 31.96 $ 32.92 $ Secondary School Clerk 25.71 26.80 $ 28.61 $ 29.47 $ Secondary School Head Secretary 30.77 32.03 $ 34.19 $ 35.21 $ Senior Accounting Assistant 32.8 34.12 $ 36.42 $ 37.52 $ Senior Business Analust 35.84 37.26 $ 39.77 $ 40.97 $ Senior Buyer 33.83 35.18 $ 37.56 $ 38.69 $ Senior Distrct Office/Clerk 29.73 30.95 $ 33.04 $ 34.03 $ Senior Learning Resources Clerk 29.73 30.95 $ 33.04 $ 34.03 $ Senior Payroll Assistant 31.79 33.08 $ 35.31 $ 36.37 $ Senior Payroll Assistant - Benefits 31.79 33.08 $ 35.31 $ 36.37 $ Senior Research Analyst 34.8 36.19 $ 38.63 $ 39.79 $ Team Leader, Administrative Service 31.79 33.08 $ 35.31 $ 36.37 $ Team Leader, Facility Rentals 31.79 33.08 $ 35.31 $ 36.37 $ Team Leader, Fiscal Management 34.8 36.19 $ 38.63 $ 39.79 $ Team Leader, LRS 32.8 34.12 $ 36.42 $ 37.52 $ Team Leader, Office Systems and Data Management 34.8 36.19 $ 38.63 $ 39.79 $ Web Communication Specialist 31.79 33.08 $ 35.31 $ 36.37 $ Jul 1, 2023 GWI plus COLA* * July 1, 2023 and July 1, 2024 COLA adjustments will be confirmed by PSEC in March each year. 2023 COLA max is 1.25%, 2024 COLA max is 1%. July 1, 2024 GWI plus COLA*

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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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July 1, 2022 to June 30, 2025 Classification July 1, 2022 July 1, 2023 July 1, 2024 Alternative Program Worker 29.94 31.96 32.92 Computer Programmer 34.12 36.42 37.51 Indigenous Education Enhancement Worker 35.23 37.61 38.74 Home and School Worker 35.23 37.61 38.74 Neighborhood Assistant 28.86 30.81 31.73 Network Support Specialist 34.12 36.42 37.51 Orientation and Mobility/Lifeskills 37.26 39.78 40.97 Program Analyst* 35.60 36.80 37.90 Special Education Assistant 29.93 31.95 32.91 Youth and Family Worker I 35.23 37.61 38.74 Youth and Family Worker II 36.20 38.64 39.80 Job Bands Office Support A 23.51 25.10 25.85 Office Support B 27.00 28.82 29.68 Office Support C 30.90 32.99 33.98 Office Support D 33.01 35.24 36.30 School Support A 29.67 31.67 32.62 School Support B 34.60 36.94 38.05 Information Technology Support A 31.47 33.59 34.60 Information Technology Support B 34.66 37.00 38.11 Information Technology Support C 37.96 40.52 41.74 Information Technology Support D 41.21 43.99 45.31 Technical & Resource Support A 26.49 28.28 29.13 Technical & Resource Support B 29.13 31.10 32.03 Technical & Resource Support C 32.97 35.20 36.26 Technical & Resource Support D 37.27 39.79 40.98 Technical & Resource Support E 42.17 45.02 46.37 *Grandfathered positions: 50% of negotiated increase Schedule of Wage Rates SD 39 - CUPE 15 - VANCOUVER - 2024

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School District No. 36 Surrey Teachers' Salary Grid July 1 2024 Prov Cat 5+ Step Cat 4 Cat 5 Cat 6- Cat 6 0 1 59,711 $ 64,549 $ 69,391 $ 70,903 $ 2 62,445 $ 68,017 $ 73,227 $ 74,681 $ 3 65,178 $ 71,487 $ 77,064 $ 78,459 $ 4 67,910 $ 74,955 $ 80,901 $ 82,238 $ 5 70,644 $ 78,422 $ 84,738 $ 86,017 $ 6 73,378 $ 81,891 $ 88,575 $ 89,795 $ 7 76,111 $ 85,360 $ 92,413 $ 93,574 $ 8 78,843 $ 88,829 $ 96,249 $ 97,353 $ 9 81,575 $ 92,297 $ 100,087 $ 101,130 $ 10 88,012 $ 99,972 $ 107,967 $ 109,520 $

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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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School District No. 41 Burnaby Teachers' Salary Grid July 1 2024 Prov Cat 5+ District Specific Step Cat 4 Cat 5 Cat 5+15 Cat 5+21 Cat 6 0 1 59,711 $ 64,579 $ 69,326 $ 69,580 $ 70,995 $ 2 62,445 $ 68,074 $ 73,099 $ 73,607 $ 74,863 $ 3 65,178 $ 71,572 $ 76,871 $ 77,634 $ 78,734 $ 4 67,910 $ 75,069 $ 80,646 $ 81,662 $ 82,605 $ 5 70,644 $ 78,565 $ 84,419 $ 85,688 $ 86,473 $ 6 73,378 $ 82,062 $ 88,191 $ 89,715 $ 90,344 $ 7 76,111 $ 85,560 $ 91,964 $ 93,744 $ 94,214 $ 8 78,843 $ 89,056 $ 95,737 $ 97,770 $ 98,085 $ 9 81,575 $ 92,553 $ 99,511 $ 101,798 $ 101,955 $ 10 88,012 $ 99,972 $ 107,351 $ 107,351 $ 109,942 $

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SD 41 - BURNABY - 2024 Support Staff Wage Grid GWI COLA* 5.50% 1.25% 2.00% 1.00% Position 1-Jul-22 1-Jul-23 1-Jul-24 $0.25; and 3.24% GWI 5.5% GWI; plus 1.25% COLA 2% GWI; plus 1% COLA Labourer 26.82 $ 28.63 $ 29.49 $ Custodian 27.48 $ 29.34 $ 30.22 $ Library Assistant 27.48 $ 29.34 $ 30.22 $ Secondary School Assistant 28.12 $ 30.02 $ 30.92 $ Food Service Worker I 28.74 $ 30.68 $ 31.60 $ Office Support Clerk 28.74 $ 30.68 $ 31.60 $ Office Support Clerk - Burnaby Online 28.74 $ 30.68 $ 31.60 $ On-Call Clerk 28.74 $ 30.68 $ 31.60 $ Receptionist 28.74 $ 30.68 $ 31.60 $ Accounts Payable Clerk I 29.39 $ 31.37 $ 32.31 $ Truck Driver/Groundskeeper 29.39 $ 31.37 $ 32.31 $ Duplicating Services Clerk 30.01 $ 32.04 $ 33.00 $ Maintenance Services Clerk I 30.01 $ 32.04 $ 33.00 $ Office Support Secretary 30.01 $ 32.04 $ 33.00 $ Bookkeeper/Financial Asst. 30.66 $ 32.73 $ 33.71 $ Facility Rentals Clerk 30.66 $ 32.73 $ 33.71 $ Custodial Sub Foreperson I 30.66 $ 32.73 $ 33.71 $ Office Support Secretary - District Student Records 30.66 $ 32.73 $ 33.71 $ Purchasing Assistant 30.66 $ 32.73 $ 33.71 $ Accounts Payable Clerk II 31.28 $ 33.39 $ 34.40 $ Food Service Instructional Assistant 31.28 $ 33.39 $ 34.40 $ Groundskeeper I 31.28 $ 33.39 $ 34.40 $ Health & Safety Assistant 31.28 $ 33.39 $ 34.40 $ Prov. Outreach Program Secretary 31.28 $ 33.39 $ 34.40 $ Vision Program Assistant / Transcriber 31.28 $ 33.39 $ 34.40 $ Administrative Secretary 31.93 $ 34.09 $ 35.11 $ BCSD Secretary 31.93 $ 34.09 $ 35.11 $ Custodial Sub Foreperson II 31.93 $ 34.09 $ 35.11 $ Education Assistant 31.93 $ 34.09 $ 35.11 $ International Education Secretary 31.93 $ 34.09 $ 35.11 $ Library Technician 31.93 $ 34.09 $ 35.11 $ On-Line Secretary 31.93 $ 34.09 $ 35.11 $ Computer Support Technician I 32.45 $ 34.64 $ 35.68 $ Facilities Technologist 32.56 $ 34.75 $ 35.80 $ Early Learning Facilitator 32.56 $ 34.75 $ 35.80 $ Family Drop-In Facilitator 32.56 $ 34.75 $ 35.80 $ Junior Accountant 32.56 $ 34.75 $ 35.80 $ Jul 1, 2023 GWI plus COLA* July 1, 2024 GWI plus COLA* * July 1, 2023 and July 1, 2024 COLA adjustments will be confirmed by PSEC in March each year. 2023 COLA max is 1.25%, 2024 COLA max is 1%.

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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 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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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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School District No. 39 Vancouver Teachers' Salary Grid July 1 2024 Prov Cat 5+ TQS 6 Step Cat 4 Cat 5 Cat 6/PA Cat 6/M 0 1 61,175 $ 67,132 $ 72,635 $ 73,696 $ 2 64,068 $ 70,312 $ 76,124 $ 77,186 $ 3 66,959 $ 73,495 $ 79,614 $ 80,674 $ 4 69,851 $ 76,676 $ 83,103 $ 84,165 $ 5 72,744 $ 79,857 $ 86,591 $ 87,653 $ 6 75,633 $ 83,040 $ 90,081 $ 91,142 $ 7 78,525 $ 86,220 $ 93,572 $ 94,632 $ 8 81,417 $ 89,402 $ 97,060 $ 98,121 $ 9 88,012 $ 92,584 $ 100,549 $ 101,611 $ 10 99,972 $ 108,086 $ 109,520 $

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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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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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