Surrey 学区高管高薪：我们希望董事会说明什么

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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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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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2025-2026 MANAGEMENT DISCUSSION AND ANALYSIS 14 Figure 8 Special Education The number of students with special needs continues to rise, with enrollment projected to reach approximately 6,600 by 2029. Under the current service delivery model, the District allocated approximately $42.5 million from its operating budget – over and above the targeted special education funding provided by the Ministry. This additional investment represents 31.7% of the total Ministry allocation for special education to the Surrey School District. Figure 9 Labour Force Labour costs represent more than 90% of the District’s operating expenditures and therefore remain the primary driver of the District’s financial position. As a result, the District’s budget methodology focuses on aligning staffing resources with its strategic vision and priortity practices, while allocating resources on a risk-based approach to support both educational services and operational requirements. The following outlines the District’s allocation of budgeted full-time equivalent labour, subsequent to the September student snap shot, by employee category, over the past 6 years.

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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 Teresa Downs, Superintendent of Schools and CEO $ 7,500 - - - $ 7,500 - - Jovo Bikic, Assistant Superintendent $ 3,089 - $ 3,089 - - - - Richard Rennie, Secretary Treasurer $ 25,713 - $ 18,753 - $ 6,960 - - Cheryl Schwarz, Deputy Superintendent $ 12,334 - $ 5,374 - $ 6,960 - - Dana Sirsiris, Director of Human Resources $ 4,303 - $ 4,303 - - - -

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Notes Patricia Gartland, Superintendent/CEO General Note: Part- year - July 1 - November 30, 2024. Retired effective December 1, 2024. The Board of Education for School District 43 elected to provide the Superintendent/CEO, Patricia Garland, an increase for the 2024/2025 performance year in the amount of 3%. Other Note: Retirement allowance as per Employment Contract Nadine Rose Tambellini, Superintendent/CEO General Note: Part-year - February 16 - June 30, 2025. Nadine Tambellini received a 5% 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 in their previous role as Assistant Superintendent. They received a second increase of 30% as a result of their promotion to the position of Superintendent effective February 16, 2025. Robert Zambrano, Superintendent/CEO General Note: Part-year - December 1, 2024 - February 15, 2025. Retired effective February 16, 2025. Robert Zambrano received a 9.9% 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 in their previous role as Assistant Superintendent. They received a second salary increase of 21% as a result of their promotion to the position of Superintendent effective December 1, 2024. Other Note: Retirement allowance as per Employment Contract. Carey Chute, Assistant Superintendent General Note: Carey Chute received a 9.9% 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. Anthony D Ciolfitto, Assistant Superintendent General Note: Anthony Ciolfitto received a 5% 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. Jeremy A Clarke, Assistant Superintendent General Note: Part-year - February 16 - June 30, 2025. Jeremy Clarke received a 29% increase as a result of their promotion to Assistant Superintendent effective July February 16, 2025. Andrea Hunter, Assistant Superintendent General Note: Part-year - February 1 - June 30, 2025. Andrea Hunter received a 36% increase as a result of their promotion to Assistant Superintendent effective February 1, 2025. Randy Manhas, Secretary-Treasurer/CFO General Note: Randy Manhas 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. Mr. Manhas also received an increase of 6% for the period December 1, 2024 - February 15, 2025 for extra-ordinary duties performed. Paul D McNaughton, Assistant Superintendent General Note: Paul McNaughton received a 5% performance-based salary increase as of July 1, 2024 in accordance with the K-12 sector- based process for annual, performance-based salary increases. Stephen Whiffin, Assistant Superintendent General Note: Stephen Whiffin received a 5% 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.

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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 Karim Hachlaf, Superintendent $ 290,000 - $ 14,856 $ 32,924 $ 9,151 $ 346,931 Gina Niccoli-Moen, Superintendent $ 100,518 - $ 1,616 $ 13,564 $ 61,984 $ 177,682 $ 387,113 $ 364,137 Roberto Bombelli, Deputy Superintendent $ 236,177 - $ 13,755 $ 26,859 $ 35,515 $ 312,306 $ 300,797 $ 271,365 Brandon Curr, Assistant Superintendent $ 230,121 - $ 13,733 $ 26,170 $ 9,151 $ 279,175 $ 272,990 $ 233,452 Ishver Khunguray, Secretary Treasurer $ 242,075 - $ 13,755 $ 22,680 $ 26,344 $ 304,854 $ 284,545 Richard Per, Assistant Superintendent $ 230,121 - $ 13,733 $ 26,170 $ 9,151 $ 279,175 $ 273,050 $ 249,596 School District 41 (Burnaby)

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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 Doug Sheppard, Superintendent/CEO $ 295,773 - $ 12,303 $ 33,422 $ 8,268 $ 349,766 $ 345,110 $ 317,475 Bradley Bauman, Assistant Superintendent $ 224,802 - $ 12,303 $ 25,402 $ 7,917 $ 270,424 $ 274,271 $ 246,679 Nicola Christ, Secretary Treasurer $ 219,834 - $ 8,626 $ 20,466 $ 7,917 $ 256,843 $ 270,318 $ 252,176 Jane Gray, Assistant Superintendent $ 200,705 - $ 16,925 $ 22,679 $ 7,064 $ 247,373 Karen Symonds, Director of International Programs $ 183,920 - $ 10,889 $ 20,783 $ 26,528 $ 242,120 $ 236,676 $ 219,705 School District 37 (Delta)

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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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6. WORKING CONDITIONS Hours of Work B. The hours of work for CURE 15 affiliated employees of the Maintenance Workshop shall be as arranged with the Manager of Maintenance and Construction or Material Services Supervisor, but shall not normally exceed thirty-seven and one- half (37>z) hours each week. These employees shall be entitled to a meal period and rest periods as provided in 6.B.1. (Regular Hours of Work) hereof Maintenance of Hours 3. Subject to declining enrolment and past practice in the allocation of support staff in the system, for each employee who is retained in employment the Board shall maintain the hours of work the employee worked in the previous school year. This clause shall not prohibit the layoff of employees, and protects employees, not positions. Hours Free from Work 4. (a) Unless they comply with 6.B.4.(b), the Board shall ensure that each employee has at least thirty-two (32) consecutive hours free from work each week. (b) If the Board requires or allows an employee to work during the thirty-two (32) hour period referred to in 6.B,4.(a). it shall pay the employee double their regular wage for ail hours worked during that period. 5, Meal Breaks (a) The Board shall ensure that each employee has an eating period of at least one-half (>2) hour, at intervals that will result in no employee working longer than five (5) consecutive hours without an eating period. (b) For the purpose of computing the hours worked by an employee, the periods allowed an employee for eating shall not be counted as hours worked unless the employee is required to work during those periods. 6. Work Free Period Except in cases of dire emergency, the Board shall not require any employee to report for work unless that employee has had at least eight (8) consecutive hours free from work since their last shift. Page 20

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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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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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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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School District No. 36 (Surrey) Notes to Financial Statements Year Ended June 30, 2026 Page 27 NOTE 20 CONTRACTUAL RIGHTS Contractual rights are rights to economic resources arising from contracts or agreements that will result in revenues and assets in the future. The School District’s contractual rights arise because of contracts entered into for the leasing of School District property. The following table summarizes the contractual rights of the School District for future assets: NOTE 21 CONTINGENT LIABILITIES In the ordinary course of operations, the School District has legal proceedings brought against it and provisions have been included in liabilities when the loss is likely and amount is determinable. It is the opinion of management that final determination of these claims will not have a material effect on the financial position or operations of the School District. The resulting loss on the School District, if any, will be recorded in the period in which it is determinable. NOTE 22 EXPENSE BY OBJECT June 30, 2026 June 30, 2025 $ $ Salaries and Benefits 1,004,275,737 973,976,894 Services and Supplies 103,752,440 95,899,604 Amortization 53,366,475 51,207,180 Asset Retirement Obligation Accretion Expense 13,602,845 - Total 1,174,997,497 1,121,083,678 NOTE 23 INTERNALLY RESTRICTED – OPERATING FUND The School District attributes a portion of the accumulated surplus to an internal operating fund and internally restricts for 2026: $27,741,717 (2025: $20,793,925). The details of the internal restricted items are as follows: Indigenous Learners Targeted Funds 280,856 $ Indigenous Education Council Targeted Funds 152,500 Net School Operating Balance 1,376,308 Early Career Mentorship 140,624 Education Assistance Training Funds 91,429 Enrolment Stabilization 6,500,000 IT Infrastructure 7,000,000 Addressing Outdated Enterprise Resource Planning System 12,200,000 Total Internally Restricted Items $ 27,741,717 2027 152,255 $ 2028 105,394 2029 55,136 2030 46,850 2031 6,150 365,785 $

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2025-2026 MANAGEMENT DISCUSSION AND ANALYSIS 32 Employee Benefits Changes in benefits are a function of the salary fluctuations noted above. Overall, the change is in line with budget expectations. The increase of $10.7 million over the previous year is mainly attributed to increased salary expenses, increase in claims experienced & premium rates. Table 154 Services and Supplies As shown previously, the bulk of the District’s operating budget is used to cover Salary and Benefit costs with 6.85% to support Services & Supplies. The chart below shows the allocation of Services & Supplies: Figure 135 Operating Expense by Object – Variance Analysis Explanations Operating Expenses by Object Actual to Budget Comparison 2026 to 2025 Comparison Services Services exceeded budget by $6.0 million, primarily as a result of consultant services required to support the District’s Enterprise Resource Planning (ERP) system modernization initiative. These incremental costs are funded through the District’s accumulated operating surplus and represent a strategic investment in modernizing core business systems. Services expenses were $5.8 million more than the previous year mainly due to the District’s Enterprise Resource Planning (ERP) system modernization initiative. Student Transportation Student transportation was under budget by $0.4 million due to route optimizations reducing costs. No significant variance from prior year.

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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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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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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 Teresa Downs, Superintendent of Schools and CEO $ 285,898 - $ 23,417 $ 32,306 $ 7,500 $ 349,121 $ 118,044 Jovo Bikic, Assistant Superintendent $ 200,484 - $ 18,709 $ 22,655 $ 3,089 $ 244,937 $ 232,414 $ 208,002 Richard Rennie, Secretary Treasurer $ 237,506 - $ 23,268 $ 22,112 $ 25,713 $ 308,599 $ 285,498 Cheryl Schwarz, Deputy Superintendent $ 214,781 - $ 22,612 $ 24,270 $ 12,334 $ 273,997 $ 261,804 Dana Sirsiris, Director of Human Resources $ 200,484 - $ 20,775 $ 18,665 $ 4,303 $ 244,227 School District 42 (Maple Ridge-Pitt Meadows)

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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 Chris James Kennedy, Superintendent & CEO $ 288,835 - $ 19,663 $ 32,638 $ 26,355 $ 367,491 $ 349,942 $ 313,966 Elizabeth Hill, Deputy Superintendent $ 204,750 - $ 14,085 $ 23,137 $ 6,420 $ 248,392 $ 237,955 Julia Margot Leiterman, Secretary-Treasurer & C.F.O. $ 216,739 - $ 16,049 $ 20,178 $ 9,845 $ 262,811 $ 254,415 $ 240,961 Stephanie Mascoe, Director of Human Resources $ 186,276 - $ 17,512 $ 17,342 $ 13,135 $ 234,265 $ 207,839 $ 193,113 School District 45 (West Vancouver)

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BOARD OF EDUCATION OF SCHOOL DISTRICT NO. 36 (SURREY) UNAUDITED SCHEDULE OF FINANCIAL INFORMATION REMUNERATION AND EXPENSES - ADDITIONAL INFORMATION Schedule 5 EMPLOYER PORTION OF E.I. AND C.P.P. The employer portion of Employment Insurance and Canada Pension Plan paid to the Receiver General of Canada is: 46,908,653 Prepared under the Financial Information Regulation , Schedule 1, subsection 6 (6). For The Year Ended June 30, 2025 Page 161 of 173

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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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assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · School District 41

Summary Other Compensation Table at 2025 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Karim Hachlaf, Superintendent $ 9,151 - - - $ 9,151 - - Gina Niccoli-Moen, Superintendent $ 61,984 - - - $ 3,168 - $ 58,816 Roberto Bombelli, Deputy Superintendent $ 35,515 - $ 26,364 - $ 9,151 - - Brandon Curr, Assistant Superintendent $ 9,151 - - - $ 9,151 - - Ishver Khunguray, Secretary Treasurer $ 26,344 - $ 17,193 - $ 9,151 - - Richard Per, Assistant Superintendent $ 9,151 - - - $ 9,151 - -

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assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · School District 43

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 Patricia Gartland, Superintendent/CEO $ 148,549 - $ 2,990 $ 15,816 $ 132,058 $ 299,413 $ 373,842 $ 354,321 Nadine Rose Tambellini, Superintendent/CEO $ 254,544 - $ 13,304 $ 28,763 $ 6,480 $ 303,091 $ 262,904 $ 102,685 Robert Zambrano, Superintendent/CEO $ 166,708 - $ 11,984 $ 18,838 $ 145,614 $ 343,144 $ 270,344 $ 246,645 Carey Chute, Assistant Superintendent $ 245,168 - $ 16,297 $ 27,704 $ 6,480 $ 295,649 $ 270,096 $ 245,486 Anthony D Ciolfitto, Assistant Superintendent $ 224,935 - $ 15,520 $ 25,418 $ 6,480 $ 272,353 $ 74,485 Jeremy A Clarke, Assistant Superintendent $ 83,910 - $ 9,118 $ 9,482 $ 2,160 $ 104,670 Andrea Hunter, Assistant Superintendent $ 92,229 - $ 9,815 $ 10,422 $ 2,700 $ 115,166 Randy Manhas, Secretary-Treasurer/CFO $ 273,496 - $ 14,734 $ 30,905 $ 6,480 $ 325,615 $ 299,909 $ 142,937 Paul D McNaughton, Assistant Superintendent $ 224,935 - $ 16,289 $ 25,418 $ 6,480 $ 273,122 $ 260,636 Stephen Whiffin, Assistant Superintendent $ 224,935 - $ 16,289 $ 25,418 $ 6,480 $ 273,122 $ 260,636 School District 43 (Coquitlam)

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4 Column Definition TOTAL_FTE The total FTE count of students. INDIGENOUS_FTE The FTE count of students who self-identified as being of Indigenous ancestry. ELL_FTE The FTE count of students who were identified as receiving an English Language Learning program. FRENCH_IMMERSION_FTE The FTE count of students enrolled in a French Immersion program. DISABILITIES_AND_DIVERSE_ ABILITIES_FTE The FTE count of students enrolled in a Disabilities and Diverse Abilities (formerly Special Needs) category. RESIDENT_FTE The FTE count of resident students. ADULT_FTE The FTE count of adult students.

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Updated: 7/4/2012 Page 88   Transfers student files and electronic data. Compiles a variety of reports, including employee attendance/absence reports. Maintains office files and office supplies. Provides clerical assistance to library, as required. Prepares purchase requisitions and work orders. Tracks, receives, and distributes learning resources and performs duties relating to textbook retrieval and billing, including correspondence and parental contact. Assists in arranging field trips including booking facilities, transportation, etc. Attends meetings, takes notes and transcribes, as required. Provides relief coverage and gives direction and advice to other office clerical staff. Receives, classifies and distributes mail and courier documentation. Attends to sick students and minor first-aid cases and administers pre-approved medication to students, as needed. Performs related duties, as required. JOB REQUIREMENTS KNOWLEDGE, ABILITIES AND SKILLS Ability to work with minimum of supervision. Ability to acquire and apply knowledge of board, school, and Ministry of Education policies, regulations and practices. Verbal and written communication skills and the use of business English including spelling, grammar and punctuation. Interpersonal skills at the level required to perform the duties of this position. Knowledge of and experience with current office systems and practices and school district systems relating to both Board and Ministry information requirements, including the use of network computer systems/PC's for student records and related functions.

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assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · School District 35

Summary Other Compensation Table at 2025 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Malvinder Gill, Superintendent $ 20,325 - $ 12,865 - $ 7,460 - - Edward Bradford, Deputy Superintendent $ 30,435 - $ 22,975 - $ 7,460 - - Brian Iseli, Secretary-Treasurer $ 20,421 - $ 12,961 - $ 7,460 - - Lisa Lainchbury, Assistant Superintendent $ 22,078 - $ 14,618 - $ 7,460 - - Marcello Moino, Assistant Superintendent $ 22,078 - $ 14,618 - $ 7,460 - -

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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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6. WORKING CONDITIONS Days of Work A. Work Week 1. Employees shall work a five (5) day week, except as otherwise provided in this agreement. 2. Term Employee Term Employees shall work all days on which schools are in session for teachers including professional development days between September 1 and June 30; or such days in the week stipulated in advance by the Board and on which schools are in session for teachers between September 1 and June 30. (i) (ii) On those days when schools are not in session for teachers between September 1 and June 30. when required to work. (b) Term Employees shall not be required to work in July or August. Temporary work may be available during this period at equivalent hourly rates for the position, and Term Employees who apply to Employee Services prior to April 30 in any school year shall be given priority in hire for such temporary work if suitably qualified. (c) The Board will circulate through the normal posting procedure this clause prior to April 30 of each year. No temporary summer positions will be filled until after the posting deadline. Page 18

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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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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 Davidson, Superintendent $ 253,919 - $ 22,901 $ 28,693 - $ 305,513 Sylvia Russell, Interim Superintendent $ 5,250 - $ 265 - - $ 5,515 $ 74,590 Bettina L Ketcham, Secretary Treasurer $ 213,127 - $ 15,769 $ 21,973 - $ 250,869 $ 237,370 $ 215,315 Geraldine Lawlor, Associate Superintendent $ 169,460 - $ 18,287 $ 19,149 - $ 206,896 Julie Pearce, Interim Associate Superintendent $ 4,302 - $ 63 - - $ 4,365 $ 99,819 Robert Paul Weston, Executive Director of Human Resources $ 192,784 - $ 10,961 - - $ 203,745 $ 200,143 $ 197,749 School District 40 (New Westminster)

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6. WORKING CONDITIONS Basis for Salary Schedule C. Week 1. The salary schedule is based on a thirty-five (35) hour week. Employees who regularly work thirty-seven and one-half (3714) hours receive compensation consolidated into the rate. Hours 2. The salary schedule is based on hours of work conducted between 08:00 hours and 17:00 hours, except as provided in Clause 6.E.I. (Variation of Work Schedule) and 6.E.2 (Access), Shift Differential D. Any employee covered by this Agreement who is required to work a shift with a portion of their regular hours outside the normal span shall be paid a differential for the total regular hours on such days as follows: If the shift commences at 06:00 hours or earlier or ends at 19:00 hours or later - five per cent (5%); or 1. 2. If the shift commences at 04:30 hours or earlier or ends at 20:30 hours or later - six and three quarter per cent (6 3/4%); or if the shift commences at 03:00 hours or earlier or ends at 22:00 hours or later - nine per cent (9%). 3. Modified Work Schedule E. Variation of Work Schedule 1. Terms and conditions of this Agreement may be varied by mutual agreement of the parties in order to implement work schedules which are modifications of the work schedules set forth in this Agreement. 2. Access Modified work week schedules will be applied where there is mutual agreement between the Administrator/Supervisor and the employee(s) to do so. Requests for a modified work week schedule will be implemented on a trial basis for thirty (30) days. At the conclusion of thirty (30) days, the Administrator/S upervisor and the employee(s) will review the schedule to determine if modifications are required to ensure that the modified work week schedule is meeting the services required in the school/department. Cancellation of a modified work week schedule will be automatic on expiry of thirty (30) days written notice is given by Employee Services or the Union. Page 21

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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 Helen McGregor, Superintendent $ 78,663 - $ 63,978 - $ 7,800 $ 6,825 $ 60 Flavia Coughlan, Secretary Treasurer $ 12,654 - - - $ 7,200 $ 5,394 $ 60 Pedro Da Silva, Associate Superintendent $ 31,197 - $ 20,153 - $ 6,000 $ 4,984 $ 60 Michael Gray, Executive Director Employee Services $ 19,659 - $ 8,637 - $ 6,000 $ 4,962 $ 60 Peter Nuij, Associate Superintendent Educational Services $ 60,722 - $ 49,731 - $ 6,000 $ 4,872 $ 119

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2025-2026 MANAGEMENT DISCUSSION AND ANALYSIS 31 Labour Expense - Variance Analysis Explanations Labour Expense Actual to Budget Comparison 2026 to 2025 Comparison Teachers Teacher salaries were under budget by approximately $1.0 million due to (1) lower- than-expected September student enrolments, which reduced overall teacher FTEs (~$6M), (2) additional savings resulted from the increased use of Teachers Teaching on Call (TTOCs) and Administrator teaching time to cover position vacancies and long-term leaves (~$7M), offset by labour settle cost increase driven by a newly ratified collective agreement (~$12M). The increase is primarily attributable to negotiated labour settlement increases and grid movement; offset by staffing adjustments due to enrolment decreases and strategic redeployment of teaching resources to support classroom- based instruction. Principals & Vice Principals Principal expenses were approximately $0.3 million over budget, mainly due to high- than-anticipated paid leave costs and additional staffing resources required to support operational priorities. The increase of ~$1.7 million from the prior year is primarily attributable to the annual wage lift. Educational Assistants Educational Assistants salary expenses were approximately $1.9 million over budget, primarily due to (1) anticipated general wage increase of 3%, (2) additional positions added in the year, offset by (3) higher-than-expected WorkSafe BC recoveries offsetting overall salaries, and (4) lower-than-anticipated use of regular EA hours, due to employee leaves and/or absences; in such cases, substitute coverage is typically utilized and coded separately, resulting in reduced costs within the regular EA cost category. The $1.1 million increase from the prior year is from attributable to wage increases from the collective agreement, offset by less in positions year over year. Support Staff Support Staff salaries were over budget by $0.3 million due to 3% anticipated general wage increase, offset by greater than anticipated unfilled positions, coupled with greater than anticipated WCB recoveries & wage recoveries on externally funded projects. The increase of $3.7 million is mainly attributable to the wage increases from the collective agreement (3%) and the addition of positions to support the District’s ERP initiative, externally funded programs, and student- focused programs Other Professionals The under budget of $0.2 million was predominantly driven by lower-than- anticipated general wage increases in 2025- 26. The increase of $1.7 million over the previous year is primarily due to wage increases and additional temporary positions associated with the District’s ERP modernization endeavor. Substitutes In line with budget expectations. No significant variance from prior year.

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Schedule 2 (Unaudited) 2026 2026 2025 Budget Actual Actual $ $ $ Revenues Provincial Grants Ministry of Education and Child Care 941,910,627 956,448,216 933,045,393 Other 369,600 358,920 373,780 Federal Grants 4,135,843 5,624,802 4,397,711 Tuition 13,633,450 12,037,666 14,031,114 Other Revenue 3,007,836 3,714,407 5,689,334 Rentals and Leases 4,617,769 6,016,390 5,618,825 Investment Income 2,687,307 2,970,664 4,405,055 Total Revenue 970,362,432 987,171,065 967,561,212 Expenses Instruction 836,250,794 835,880,136 812,746,478 District Administration 26,488,653 32,161,686 25,444,336 Operations and Maintenance 97,049,978 96,695,645 92,817,930 Transportation and Housing 5,200,152 4,355,572 4,342,811 Total Expense 964,989,577 969,093,039 935,351,555 Operating Surplus (Deficit) for the year 5,372,855 18,078,026 32,209,657 Net Transfers (to) from other funds Tangible Capital Assets Purchased (2,283,118) (2,725,484) (5,097,110) Local Capital (3,089,737) (2,887,951) (3,729,881) Total Net Transfers (5,372,855) (5,613,435) (8,826,991) Total Operating Surplus (Deficit), for the year - 12,464,591 23,382,666 Operating Surplus (Deficit), beginning of year 33,100,976 9,718,310 Operating Surplus (Deficit), end of year 45,565,567 33,100,976 Operating Surplus (Deficit), end of year Internally Restricted (Note 23) 27,741,717 20,793,925 Unrestricted 17,823,850 12,307,051 Total Operating Surplus (Deficit), end of year 45,565,567 33,100,976 School District No. 36 (Surrey) Schedule of Operating Operations Year Ended June 30, 2026 Version: 4753-4007-2024 September 01, 2026 13:53 Page 31

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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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School District No. 36 (Surrey) Page 1 of 3 Policy 19 – Accumulated Operating Surplus The Board of Education of School District No. 36 (Surrey) (the “Board”) is responsible for ensuring the long-term financial stability of the Surrey School District No. 36 (the “District”) and the responsible stewardship of public resources. An accumulated operating surplus provides financial protection against unforeseen circumstances, supports responsible multi-year planning, and enables the District to address emerging operational and educational priorities. The purpose of this policy is to provide clear, transparent guidance on the accumulation of surplus funds, how they are allocated for future spending and reporting requirements. 1. Authority a. The Board of Education will approve all appropriations of surplus and local capital funds. This may be done as part of the annual budget process, financial statement approval or as required throughout the year. b. The Secretary-Treasurer has responsibility for the implementation, management and reporting of the accumulated operating surplus as approved by the Board. 2. Accumulated Operating Surplus a. An operating surplus means the Board has financial resources that can be used to provide services beyond the current year. A board achieves an operating surplus when its annual revenue exceeds annual expenses. b. These resources are designed to help plan for extraordinary future expenditures and protect the district from unforeseen financial and operating events or circumstances to avoid affecting services to students. These resources are an important factor in determining the overall financial health of the District. 3. Structure of the Accumulated Operating Surplus Accumulated operating surplus may include the following components: a. Internally Restricted Operating Surplus i. Boards can set aside a certain portion of operating surplus for items that are linked to the strategic plan and future operational needs. When funds are restricted for use in future years, the Board must ensure that the restrictions are made for defined operational needs with reasonable timelines.

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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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Updated: 7/4/2012 Page 87   CLASS SPECIFICATION 99-10-27 ELEMENTARY SCHOOL CLERK (Formerly: Clerk-Typist II) NATURE AND SCOPE OF WORK The Elementary School Clerk works under the direction of the Head Secretary - Elementary, performing assigned clerical and other tasks requiring some degree of independent judgement and action in the operation of a school administrative office in a large elementary school. Tasks follow well-established work methods and procedures and may vary depending on the operational requirements of the school. The Elementary School Clerk acts as relief for other clerical staff and assists other clerks in both routine and non-routine tasks. Incumbent reports to an Administrative Officer. The work involves the operation of computer work stations and/or other office equipment including typewriters, copiers, calculators, telephones, fax machines, and PA systems, and frequent information exchange with students and school staff, parents, district staff and members of the public. TYPICAL RESPONSIBILITIES Processes new registrations, PR cards, withdrawals, attendance, suspensions, etc., utilizing computer or manual systems and maintains and updates the student/staff records system. Prepares district and Ministry reports, as required. Prepares letters/notices to parents, memos to teachers/district office representatives, meeting agendas, minutes, newsletters, and student handbook, etc. Answers telephone and service counter queries from students, parents, etc. providing information and/or directions as needed. May use PA system. Arranges meetings between administration, students and parents. Administers the school's "key" inventory system as required. May provide clerical assistance in minor bookkeeping tasks, financial record keeping, petty cash handling and bank deposits, as required. Performs duties relating to enrollment, including liaising with planning department, special education, counsellors, ESL teachers and administrators to ensure students are accurately designated in all programs and counted correctly. Ensures that SIS/District policy manuals are kept accurate and up-to-date, as necessary.

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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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BOARD OF EDUCATION OF SCHOOL DISTRICT NO. 36 (SURREY) UNAUDITED SCHEDULE OF FINANCIAL INFORMATION REMUNERATION AND EXPENSES - EMPLOYEES For The Year Ended June 30, 2025 Schedule 4 DEFINITIONS The Financial Information Regulation , Schedule 1, subsection 6(1) provides the following definitions in relation to remuneration and expenses paid in respect of employees. Remuneration - (a) includes any form of salary, wages, bonuses, gratuities, taxable benefits except MSP, payment into trust or any form of income deferral paid by the corporation to the employee or on behalf of the employee during the fiscal year being reported upon, whether or not such remuneration is reported under the Income Tax Act (Canada), and (b) does not include anything payable under a severance agreement. Expenses (a) includes travel expenses, memberships, tuition, relocation, vehicle leases, extraordinary hiring expenses, registration fees and similar amounts paid directly to an employee, or to a third party on behalf of the employee, and which has not been included in "remuneration", (b) is not limited to expenses that are generally perceived as perquisites, or bestowing personal benefit, and may include expenditures required for employees to perform their job functions, and (c) excludes benefits of a general nature applicable to all employees pursuant to an agreement such as medical, dental, counselling, insurance and similar plans Page 57 of 173

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Updated: 7/4/2012 Page 89   Ability to operate a variety of office and school equipment including computer terminals/PC's, calculators, fax machines, adding machines, etc., and the ability to learn the operation of unfamiliar office equipment unique to a given worksite. Ability to meet established deadlines and time constraints, despite constant interruptions, and the flexibility to adapt and respond to changing priorities. TRAINING AND EXPERIENCE Completion of grade 12, including courses in business procedures and word processing. One year's previous related experience in a computerized office environment, or an equivalent combination of training and experience. LICENCES, CERTIFICATES AND REGISTRATIONS None

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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 Malvinder Gill, Superintendent $ 295,538 - $ 12,947 $ 34,331 $ 20,325 $ 363,141 $ 343,350 $ 299,401 Edward Bradford, Deputy Superintendent $ 228,440 - $ 12,733 $ 25,924 $ 30,435 $ 297,532 $ 276,092 $ 245,605 Brian Iseli, Secretary-Treasurer $ 239,344 - $ 12,880 $ 22,379 $ 20,421 $ 295,024 $ 272,924 $ 250,003 Lisa Lainchbury, Assistant Superintendent $ 210,088 - $ 12,830 $ 23,830 $ 22,078 $ 268,826 $ 246,053 $ 215,887 Marcello Moino, Assistant Superintendent $ 210,088 - $ 12,963 $ 23,830 $ 22,078 $ 268,959 $ 246,278 $ 216,327 School District 35 (Langley)

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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 Christopher Usih, Superintendent of Schools $ 22,735 - $ 11,935 - $ 10,800 - - Christel Brautigam, Assistant Superintendent $ 36,600 - $ 30,600 - $ 6,000 - - Robert Laing, Assistant Superintendent $ 23,157 - $ 17,157 - $ 6,000 - - Maryam Naser, Assistant Superintendent $ 6,000 - - - $ 6,000 - - Braunwyn Breann Thompson, Assistant Superintendent $ 6,000 - - - $ 6,000 - - Cindy Wang, Secretary Treasurer $ 20,278 - $ 11,878 - $ 8,400 - -

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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 Patricia Gartland, Superintendent/CEO $ 132,058 - - - $ 2,700 - $ 129,358 Nadine Rose Tambellini, Superintendent/CEO $ 6,480 - - - $ 6,480 - - Robert Zambrano, Superintendent/CEO $ 145,614 - $ 24,872 - $ 4,320 - $ 116,422 Carey Chute, Assistant Superintendent $ 6,480 - - - $ 6,480 - - Anthony D Ciolfitto, Assistant Superintendent $ 6,480 - - - $ 6,480 - - Jeremy A Clarke, Assistant Superintendent $ 2,160 - - - $ 2,160 - - Andrea Hunter, Assistant Superintendent $ 2,700 - - - $ 2,700 - - Randy Manhas, Secretary-Treasurer/CFO $ 6,480 - - - $ 6,480 - - Paul D McNaughton, Assistant Superintendent $ 6,480 - - - $ 6,480 - - Stephen Whiffin, Assistant Superintendent $ 6,480 - - - $ 6,480 - -

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2025-2026 MANAGEMENT DISCUSSION AND ANALYSIS 15 Table 2 Aging Infrastructure The District continues to experiece significant pressures on both its physical and technological infrastructure as it responds to the needs of a large and growing educational system. While enrolment trends have shifted to a decline in the short term, years of sustained growth have increased demands on school facilities, building systems, technology infrastructure, and other core assets required to support educational delivery. While the District has made significant progress in restoring its financial stability, substantial infrastructure and technology renewal requirements continue to place pressure on its accumulated operating surplus. Available annual funding is often insufficient to address the full scope of these long-term needs, requiring the District to carefully prioritize existing resource allocations. Ongoing renewal of facilities, equipment, and technology systems is critical to maintain safe and effective learning environments, supporting educational service delivery, and ensuring operational continuity. Failure or delays in addressing these requirements lead to higher costs in the future years. The following areas remain key concerns: Outdated Enterprise Resource Planning (ERP) System The District’s legacy ERP system has continued to present operational challenges due to its age and limited functionality. The system’s constraints have impacted process efficiency, data integration, and access to timely information required to support effective decision-making across the organization. Recognizing these limitations, the District has commenced implementation of a modern ERP solution that is intended to enhance operational efficiency, improve data accessibility, and better support the District’s evolving educational and administrative needs. Until the conversion is complete, the District must manage the risks and resource demand associated with maintaining the existing system. Aging Technological Infrastructure The District’s technological infrastructure requires ongoing investment to maintain security resilience, support network modernization, manage technology lifecycles, and replace legacy communication systems. As the District’s reliance on digital systems continues to grow across educational and operational environments, maintaining secure, reliable, and scalable technology platforms is critical to supporting student learning, educational service delivery, operational continuity, administrative effectiveness. Many of the District’s technology assets, including network infrastructure, end-user devices, and supporting IT platforms, require regular renewal and modernization to meet evolving District operations and security standards. Delays in replacing aging or unsupported technology can increase the risk of educational & operational service disruptions, equitable acces to digital tools and resources to schools, system performance limitations, and security issues.

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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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School District No. 36 (Surrey) Page 2 of 3 ii. Appropriations of surplus funds require Board approval and may be made as part of the annual budget process, through approval of the annual financial statements or as required throughout the year. iii. There are 3 categories of internally restricted surplus: a. Restricted due to constraints on funds - This represents unspent funds that were provided for specific or targeted purposes by external sources. b. For Planned Future operation spanning multiple years - This is for situations where operating surplus funds need to be carried over to future years for operating purposes beyond the current year. This includes school budget carry overs, operating budget projects in progress and future years’ budget requirements. c. For anticipated future requirements - This is for identified non- recurring or one-time projects or initiatives that cannot be reasonably funded within a current year. b. Unrestricted Operating Surplus (Contingency) i. The Board is responsible for the financial stability and sustainability of the district and will maintain an unrestricted operating surplus (contingency) to address unforeseen events, emergent financial pressures, or revenue shortfalls. ii. The Board shall maintain an unrestricted operating surplus within a range of not less than 1% and not more than 3% of operating revenues, to mitigate potential financial risks and support prudent financial management. iii. Recognizing that any use of unrestricted operating surplus represents a one-time use of funding, the Board will incorporate into its future budget planning processes, strategies to ensure the unrestricted operating surplus remains within the range set out in subsection ii. 4. Local Capital Reserve a. The Board may maintain funds for future capital expenditures not specifically funded by the Ministry of Education and Child Care. These funds should be sufficient to cover the requirements for specifically identified capital expenditures for the following three years. b. Local capital typically funds capital expenditures for building improvements, infrastructure upgrades, equipment and vehicle replacement or major/minor facility repairs. 5. Interfund Transfers a. Interfund transfers are funds transferred from one fund to another (e.g., between Operating Fund and Capital Fund). Interfund transfers require Board approval.

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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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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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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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rt student, Bayridge Elementary; Elisa Carlson, Director of Instruction, Curriculum and Instruction; Patti Dundas, Assistant Secretary- Treasurer; Simrit Grewal student, Creekside Elementary; Andrew Holland, Assistant Superintendent; Jennifer Janzen, Administrative Assistant; Syed Khawar student, Westerman Elementary; Kerry Magnus, Associate Dir

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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 Christopher Usih, Superintendent of Schools $ 310,348 - $ 8,464 $ 35,069 $ 22,735 $ 376,616 $ 351,257 Christel Brautigam, Assistant Superintendent $ 230,645 - $ 10,397 $ 26,063 $ 36,600 $ 303,705 $ 265,857 $ 243,385 Robert Laing, Assistant Superintendent $ 215,560 - $ 12,462 $ 24,358 $ 23,157 $ 275,537 Maryam Naser, Assistant Superintendent $ 219,113 - $ 12,461 $ 24,760 $ 6,000 $ 262,334 Braunwyn Breann Thompson, Assistant Superintendent $ 208,000 - $ 12,461 $ 23,504 $ 6,000 $ 249,965 Cindy Wang, Secretary Treasurer $ 257,355 - $ 10,373 $ 23,918 $ 20,278 $ 311,924 $ 300,047 $ 259,262 School District 38 (Richmond)

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assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · School District 45

Summary Other Compensation Table at 2025 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Chris James Kennedy, Superintendent & CEO $ 26,355 - $ 6,042 - $ 13,995 - $ 6,318 Elizabeth Hill, Deputy Superintendent $ 6,420 - - - $ 6,000 - $ 420 Julia Margot Leiterman, Secretary-Treasurer & C.F.O. $ 9,845 - - - $ 9,425 - $ 420 Stephanie Mascoe, Director of Human Resources $ 13,135 - $ 3,493 - $ 9,222 - $ 420

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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 Pius G Ryan, Superintendent $ 34,475 - $ 601 - $ 6,000 $ 11,643 $ 16,231 Chris Atkinson, Assistant Superintendent $ 7,444 - $ 5,637 - $ 1,000 - $ 807 Adam Samuel Baumann, Assistant Superintendent $ 16,825 - - - $ 5,500 $ 4,887 $ 6,438 Arlene Martin, Assistant Superintendent $ 27,889 - $ 8,239 - $ 6,000 $ 5,602 $ 8,048 Scott E Stanley, Executive Director of Human Resources $ 20,533 - - - $ 6,000 $ 5,511 $ 9,022 Jacqui Stewart, Secretary Treasurer $ 26,519 - $ 5,323 - $ 6,000 $ 5,945 $ 9,251

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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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assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · School District 37

Summary Other Compensation Table at 2025 Name and Position All Other Compensation Severance Vacation Payout Paid Leave Vehicle / Transportation Allowance Perquisites / Other Allowances Other Doug Sheppard, Superintendent/CEO $ 8,268 - - - $ 8,268 - - Bradley Bauman, Assistant Superintendent $ 7,917 - - - $ 7,917 - - Nicola Christ, Secretary Treasurer $ 7,917 - - - $ 7,917 - - Jane Gray, Assistant Superintendent $ 7,064 - - - $ 7,064 - - Karen Symonds, Director of International Programs $ 26,528 - $ 18,611 - $ 7,917 - -

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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 Helen McGregor, Superintendent $ 341,228 - $ 15,229 $ 38,559 $ 78,663 $ 473,679 $ 396,062 $ 341,697 Flavia Coughlan, Secretary Treasurer $ 266,597 - $ 15,229 $ 25,108 $ 12,654 $ 319,588 $ 313,633 Pedro Da Silva, Associate Superintendent $ 249,187 - $ 13,603 $ 28,158 $ 31,197 $ 322,145 $ 309,649 $ 275,745 Michael Gray, Executive Director Employee Services $ 248,115 - $ 10,932 $ 23,100 $ 19,659 $ 301,806 $ 242,283 Peter Nuij, Associate Superintendent Educational Services $ 243,595 - $ 15,229 $ 27,526 $ 60,722 $ 347,072 $ 326,085 $ 256,482 School District 39 (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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31 SCHOOL DISTRICT 36 (SURREY) AND CUPE LOCAL 728 2022-2025 Collective Agreement 9.23 Full time Clerical and Student Support employees will work seven and one half (7 1/2) hours per day, thirty-seven and one-half (37 1/2) hours per week except employees scheduled on the flexible clerical work week. 9.24 The daily minimum hours of work shall be four (4) hours. This provision does not apply to call-outs or to Supervisory Aides. Shifts 9.30 For the purpose of establishing shifts for all but bus drivers: Day Shift 9.31 A shift in which the majority of the hours worked fall between 07:00h and 16:00h shall be designated day shift. Employees working day shift shall have their work scheduled over a period of up to eight (8) hours, up to eight and one half (8 1/2) hours in the case of Clerical and School and Community Support employees, including rest breaks with pay, as per 9.40 following, and one half (1/2) hour for lunch break, without pay. Afternoon Shift 9.32 A shift in which the majority of the hours worked fall between 16:00h and midnight shall be designated as afternoon shift. Where practical, and where the security of facilities can be assured, the Board will endeavour to have afternoon shift conclude by 23:00h. Employees working afternoon shift shall have their hours scheduled over a period of up to seven and one-half (7 1/2) hours, up to eight (8) hours in the case of Clerical and School and Community Support employees, to include rest breaks with pay as per 9.40 following, and one-half (1/2) hour for lunch break, with pay. Night Shift 9.33 A shift in which the majority of the hours worked fall between midnight and 07:00h shall be designated as night shift. Employees working night shift shall have their hours scheduled over a period of up to seven (7) hours, up to seven and one-half (7 1/2) hours in the case of clerical employees, to include rest breaks with pay, as per 9.40 following, and one-half (1/2) hour lunch break, with pay, for which they will receive up to seven and one-half (7 1/2) hours wages, up to eight (8) hours in the case of Clerical and School And Community Support employees. Split Shift Hours

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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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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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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 Pius G Ryan, Superintendent $ 288,312 - $ 14,033 $ 33,895 $ 34,475 $ 370,715 $ 323,635 $ 298,961 Chris Atkinson, Assistant Superintendent $ 35,557 - $ 942 $ 3,920 $ 7,444 $ 47,863 $ 262,205 $ 239,390 Adam Samuel Baumann, Assistant Superintendent $ 180,754 - $ 13,239 $ 20,977 $ 16,825 $ 231,795 Arlene Martin, Assistant Superintendent $ 208,141 - $ 13,858 $ 24,153 $ 27,889 $ 274,041 $ 252,618 $ 223,175 Scott E Stanley, Executive Director of Human Resources $ 204,459 - $ 13,349 $ 19,548 $ 20,533 $ 257,889 $ 252,519 $ 237,884 Jacqui Stewart, Secretary Treasurer $ 230,645 - $ 13,029 $ 22,027 $ 26,519 $ 292,220 $ 268,532 $ 254,177 School District 44 (North Vancouver)

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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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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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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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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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Schedule 2C (Unaudited) School District No. 36 (Surrey) Operating Expense by Function, Program and Object 1 Instruction 1.02 Regular Instruction 1.03 Career Programs 1.07 Library Services 1.08 Counselling 1.10 Special Education 1.20 Early Learning and Child Care 1.30 English Language Learning 1.31 Indigenous Education 1.41 School Administration 1.60 Summer School 1.61 Continuing Education 1.62 International and Out of Province Students 1.64 Other Total Function 1 4 District Administration 4.11 Educational Administration 4.40 School District Governance 4.41 Business Administration Total Function 4 5 Operations and Maintenance 5.41 Operations and Maintenance Administration 5.50 Maintenance Operations 5.52 Maintenance of Grounds 5.56 Utilities Total Function 5 7 Transportation and Housing 7.41 Transportation and Housing Administration 7.70 Student Transportation 7.73 Housing Total Function 7 9 Debt Services Total Function 9 Total Functions 1 - 9 Year Ended June 30, 2026 Total Employee Total Salaries Services and 2026 2026 2025 Salaries Benefits and Benefits Supplies Actual Budget Actual $ $ $ $ $ $ $ 379,225,174 95,662,074 474,887,248 9,391,538 484,278,786 488,326,672 473,720,507 4,909,376 1,332,118 6,241,494 1,757,543 7,999,037 7,664,491 8,552,223 10,781,172 2,755,667 13,536,839 4,180,251 17,717,090 18,302,661 17,104,989 11,679,194 2,989,555 14,668,749 - 14,668,749 14,613,775 14,059,200 133,430,419 41,075,084 174,505,503 2,510,487 177,015,990 174,701,450 168,745,784 93,190 33,918 127,108 52,971 180,079 - 342,297 36,920,376 9,476,977 46,397,353 16,213 46,413,566 44,451,207 44,321,204 4,037,876 1,127,145 5,165,021 402,478 5,567,499 5,047,800 5,065,919 49,195,608 12,521,430 61,717,038 1,467,046 63,184,084 63,242,086 61,546,949 3,959,105 792,032 4,751,137 94,087 4,845,224 5,367,984 4,835,742 412,684 58,283 470,967 30,249 501,216 498,094 363,406 5,457,180 1,382,108 6,839,288 1,801,195 8,640,483 10,311,464 9,926,322 2,993,129 830,972 3,824,101 1,044,232 4,868,333 3,723,110 4,161,936 643,094,483 170,037,363 813,131,846 22,748,290 835,880,136 836,250,794 812,746,478 4,115,325 809,481 4,924,806 713,770 5,638,576 5,737,528 5,901,298 980,652 146,510 1,127,162 337,866 1,465,028 1,490,701 1,617,003 13,133,201 3,055,631 16,188,832 8,869,250 25,058,082 19,260,424 17,926,035 18,229,178 4,011,622 22,240,800 9,920,886 32,161,686 26,488,653 25,444,336 5,356,841 1,029,119 6,385,960 4,880,658 11,266,618 11,254,627 10,700,139 39,534,207 11,115,633 50,649,840 14,809,455 65,459,295 64,271,072 61,815,720 3,155,759 840,960 3,996,719 1,554,606 5,551,325 6,318,619 5,608,965 - - - 14,418,407 14,418,407 15,205,660 14,693,106 48,046,807 12,985,712 61,032,519 35,663,126 96,695,645 97,049,978 92,817,930 338,217 85,694 423,911 1,355 425,266 384,673 374,627 452,591 177,551 630,142 3,300,164 3,930,306 4,815,479 3,968,184 - - - - - - - 790,808 263,245 1,054,053 3,301,519 4,355,572 5,200,152 4,342,811 - - - - - - - 710,161,276 187,297,942 897,459,218 71,633,821 969,093,039 964,989,577 935,351,555 Page 35 Version: 4753-4007-2024 September 01, 2026 13:53

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assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · BC Ministry of Education and Child Care

3 Column Definition FACILITY_TYPE The facility type describes the type of program offered and the way in which it is delivered. Values: ‘All Facility Types’ ‘Alternate’ ‘Continuing Education’ ‘Long Term PRP’ ‘Online Learning’ ‘Standard’ ‘Youth Custody’ GRADE The grade of the student. If the student is not in a specific grade, the student is labelled as ungraded, either elementary or secondary. Ungraded categories include students who are taking courses at a number of levels and whom the school personnel do not consider to be in a specific grade. Values ‘1’ through ‘12’ ‘All Elementary’ (= a roll-up of Grades K-7, including elementary ungraded) ‘All Grades’ (= a roll-up of all grades including ungraded and Graduated Adults) ‘All K’ (= a roll-up of all KF and KH) ‘All Secondary’ (= a roll-up of all Grades 8-12, including secondary ungraded) ‘Elementary Ungraded’ ‘Graduated Adult’ ‘KF’ (= Kindergarten full-time) ‘KH’ (= Kindergarten half-time) ‘Secondary Ungraded’ TOTAL_ENROLMENT The total number of students enrolled. INDIGENOUS_ENROLMENT The number of students enrolled who self-identified as being of Indigenous ancestry. ELL_ENROLMENT The number of students enrolled who were identified as receiving an English Language Learning program. FRENCH_IMMERSION_ENROLMENT The number students enrolled in a French Immersion program. DISABILITIES_AND_DIVERSE_ ABILITIES_ENROLMENT The number of students enrolled in a Disabilities and Diverse Abilities (formerly Special Needs) category. RESIDENT_ENROLMENT The number of resident students enrolled. ADULT_ENROLMENT The number of adult students enrolled.

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Schedule 2 2026 Amended 2026 Annual Budget Annual Budget $ $ Revenues Provincial Grants Ministry of Education and Child Care 930,798,864 941,910,627 Other 356,200 369,600 Federal Grants 5,029,251 4,135,843 Tuition 12,070,575 13,633,450 Other Revenue 3,057,494 3,007,836 Rentals and Leases 5,659,306 4,617,769 Investment Income 2,290,758 2,687,307 Total Revenue 959,262,448 970,362,432 Expenses Instruction 818,355,725 836,250,794 District Administration 32,524,713 26,488,653 Operations and Maintenance 97,229,775 97,049,978 Transportation and Housing 4,898,463 5,200,152 Total Expense 953,008,676 964,989,577 Net Revenue (Expense) 6,253,772 5,372,855 Net Transfers (to) from other funds Tangible Capital Assets Purchased (4,673,635) (2,283,118) Tangible Capital Assets - Work in Progress - Local Capital (1,580,137) (3,089,737) Total Net Transfers (6,253,772) (5,372,855) Budgeted Surplus (Deficit), for the year - - School District No. 36 (Surrey) Amended Annual Budget - Operating Revenue and Expense Year Ended June 30, 2026 Version: 7476-6730-4748 January 28, 2026 10:48 Page 6

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assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · School district / employee organization named in the source

6. WORKING CONDITIONS Hours of Work B. Regular Hours of Work 1. The hours of work except as otherwise provided in this Agreement, Clause 6.E.1. {Variation of Work Schedule) and 6.E.2. (Modified Work Schedule), shall be five and one-half (514) to seven (7) hours per day (7.5 hours per day for Maintenance Workshop personnel). The starting and quitting times for an employee on the tenth working day of a new school year shall be deemed to be the normal hours of work of the employee and shall only be varied by mutual agreement of the employee and their supervisor and the parties to this Agreement shall be notified. Each employee shall be entitled to a meal period of not less than thirty (30) minutes and not more than one (1) hour; such meal period shall not be included as part of the hours worked, as laid out in Clause 6.B.5. In addition each employee shall be entitled to two (2) fifteen (15) minute rest periods, one (1) during the work period prior to the meal break and one (1) during the work period after the meal break which shall be included as part of the paid hours worked. The times when the meal period and rest periods are taken shall be approved by the Supervisor. The length of time between the starting and quitting times in a normal working day shall not exceed eight (8) hours. For temporary jobs such as but not limited to Office Support A and Office Support B (Summer School). Half-day Substitutes, the hours of work will be four (4) hours to seven and one-half (734) hours per day. The V.S.B. will make every reasonable effort to schedule part-time employees who so request it for additional work to bring them up to seven (7) hours per day and thirty-five (35) hours per week. (7.5 hours per day and 37.5 hours per week for Maintenance Workshop personnel.) This may involve work in other locations. It is understood this will not involve disruption of work schedules as established by the Board, and will be at no additional cost to the Board (e.g., travel time or overtime), except costs specific to the particular employee (e.g.. step placement, vacation pay). School and Student Support A employees and those who remain in the Classifications associated with that Band, who are currently working seven (7) hours (as at June 30, 2006) will be grandfathered with seven (7) hours and will be able to post into all positions and maintain their hours of work. 2. Maintenance Workshop The normal working day for the Maintenance Workshop staff shall cover the same hours as those of the trades staff and outside workers employed by the Board, with a meal period of thirty (30) minutes being allowed, to be taken as arranged by the Department Head, such meal period shall not be included in the hours worked. In addition, these employees shall be entitled to two (2) fifteen (15) minute breaks, one (1) in the forenoon and one (1) in the afternoon which shall be included as part of the hours worked. Page 19

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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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assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · BCPSEA

Compensation and Employment Standards for School District Employees Not Subject to a Collective Agreement

2026-10-16（温哥华时间）阅读 · Exempt Staff Compensation Administration; Policy 95-06 link

网页阅读记录 web:0ea9e684-eebb-415c-a6f8-301f2e77128e

assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · BC Ministry of Education and Child Care

2024/2025,District Level,Public School,036,Surrey,,,All Facility Types,All Grades,85187,3353,24715,2904,9994,84406,2611,80223.875,3206,24666,2878.25,9886.0625,79512.125,449.6875

2026-10-16（温哥华时间）阅读 · CSV read: District Level / 036 / All Facility Types / All Grades; exact file SHA256 bf0e570c92e46d43596081df02b6194c32c68b8e63afb88d3c43518157a09eb1; six school years retained in calculation receipt

网页阅读记录 web:524d9a3a-7852-404b-9af7-80802724cd59

assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · Surrey Schools

69 additional IESW positions (40 approved in May's preliminary budget, plus 29 added in August)

2026-10-16（温哥华时间）阅读 · New positions for 2026-27

网页阅读记录 web:5838f1f3-3c02-4374-8f87-7911a4bd54e7

assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · 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

assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · BCSSA

he was an Assistant Superintendent, Principal, Vice-Principal, and teacher.

2026-10-16（温哥华时间）阅读 · Treasurer bio

网页阅读记录 web:af6bdc01-f9ff-44f1-a740-902abe6f0cdc

assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · Vancouver School Board employer text, reproduced by Jobs.ca

Completion of Grade 12 plus one (1) year post-secondary training in business/office administration

2026-10-16（温哥华时间）阅读 · Job details, duties and qualifications; 2026-09-25 posting

网页阅读记录 web:c71fb607-3153-4308-83e6-ca2a4a8736b3

assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · North Vancouver School District

he joined the School District in 2014 as Assistant Superintendent.

2026-10-16（温哥华时间）阅读 · 2016 appointment announcement; indexed public reading, legacy URL now redirects

网页阅读记录 web:d54c5a13-3f25-45dd-941a-b10e2432477a

assets, attribution, author, boundary, date, date_label, format, published_on, scope, sections, statistic_ids, summary, title, topic, updated_on · Earl Marriott Semiahmoo First Nation Community Pow Wow

In 1996, then-principal, Ms. Margaux Molson, and Earl Marriott teacher, Mr. Andrew Holland, built a fledgling First Nations Program

2026-10-16（温哥华时间）阅读 · A Brief History; 1996 First Nations Program paragraph

网页阅读记录 web:d8d8c582-2d64-411a-b53b-0aec80109878