Compensation & Benefits Resources

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Alberta Learning Information Service Alberta Learning Information Service

Wages and Salaries in Alberta

Alberta Employment and Immigration and Service Canada conduct the Alberta Wage and Salary Survey  every two years to gather wage and salary information for full-time and part-time employees in Alberta by occupation, geographic area and industry group. They encourage Alberta employers and organizations to complete the survey and help gather and share the most accurate information. Participating organizations will receive an advance copy of the report detailing average wages, vacancy rates and hiring difficulties for occupations in their industry.

To participate in the survey, please contact R.A. Malatest & Associates Ltd. at 1-877-665-6252.

If you have further questions contact Mark Nicoll, Project Manager at Employment and Immigration, at 310-0000 toll free in Alberta or 780-427-6659 or by email at EI.AWSS@gov.ab.ca

AlbertaJobCentre.ca AlbertaJobCentre.ca

Free salary information can
Helps you get an edge in compensation negotiations with candidates. Although employers usually try to keep a tight lid on salary information, times have changed, bringing forth a variety of free sources for compensation information. Whatever your pay philosophy, it makes sense to keep on top of salary trends.

Caledon Institute of Social Policy on Wages Caledon Institute of Social Policy on Wages

Minimum Wage, Maximum Wager in Alberta Sherri Torjman and Ken Battle, July 2016 Alberta(PDF), more than any other province in the country, has endured a period of fiscal pain unlike any time in its history. Precipitous drops in oil prices mean lower revenues for both resource companies and government. Rather than hunker down and retreat, the province has boldly proceeded with its promise to bring in a $15 minimum wage. It will increase the minimum wage in three incremental steps in October 2016, 2017 and 2018. At first glance, this announcement may seem wrong-headed in such a tough economic climate. But the province recognized that there is clearly something wrong with the equation in which minimum-wage, full-time work equals desperate poverty. Alberta has made the correct choice: to tip the scales in favour of working-poor households

Canadian Centre for Policy Alternatives (CCPA) Canadian Centre for Policy Alternatives (CCPA)

Infographic: Canada's Pay Gap Even with a university education, the wage gap for female, aboriginal, and visible minority workers in Canada is startling, especially in the private sector. Click here to learn more.
Hennessy's Index: Minimum Wage vs. Living Wage
Hennessy's Index is a monthly listing of numbers, written by the CCPA's Trish Hennessy, about Canada and its place in the world.

Canadian Charity Law Canadian Charity Law

How does a Canadian charity determine appropriate compensation for an executive of the charity April 30, 2010 | By: Mark Blumberg There has been some public concern expressed about executive compensation at charities. It is important that charities have appropriate mechanisms to ensure that the charity is neither paying executives too little or too much for the services provided. If you pay too little you might find out too late that the executive is moving on - the cost to a charity of such change at the top can in some cases be substantial. As well, paying too little has a cascading effect on all salaries in the organization and the charity may have trouble keeping people at different levels. If you pay too much you are not effectively using the assets of a charity, you will have others in your organization feeling that they are not sufficiently compensated and you will quite legitimately upset various stakeholders such as the public, media and CRA.

Canadian Labour Congress Canadian Labour Congress

Canadian Labour Congress
An umbrella organization for Canadian and international unions, provincial federations of labour and regional labour councils providing advocacy and research into decent wages, healthy and safe workplaces, fair labour laws, equality rights, dignity in retirement, a sustainable environment and respect for basic human rights.

CCVO CCVO

Survey Results on How Increasing Minimum Wage Would Increase Impact Agencies 2015
On May 29th the Government of Alberta announced that they are moving ahead with the plan to raise the minimum wage in Alberta to $15/hour by 2018. With a phase-in to start October 1st, 2015 the Government has been undertaking consultations throughout the month of June and the Calgary Chamber of Voluntary Organizations was invited to attend. The consultations focused on how to phase in the increases, phase out the differential in minimum wage for food and beverage workers who serve alcohol and other issues the Government needs to consider. Prior to attending, CCVO consulted with nonprofit stakeholders and reached out to our members with a short survey to capture information on how the proposed increase would affect their organizations.

Centre for Research on Work Disability Centre for Research on Work Disability

Leaving Some Behind: What Happens When Workers Get Sick
IRPP report on the income and employment challenges experienced by Canadians living with illness

CERIC CERIC

Making It Work! How to Effectively Manage Maternity Leave Career Transitions: An Employer’s Guide
Now available for free download. Funded by CERIC, Canada Career Counselling developed this guide for anyone who employs, leads, manages, trains, coaches or supports pregnant, adoptive and parenting women at work, including but not limited to HR professionals, managers, business owners and career practitioners and coaches.

Child & Youth Services Staff Attraction Incentive Allowance Child & Youth Services Staff Attraction Incentive Allowance

Staff Attraction Incentive Allowance To assist child care programs in addressing difficulties to attract higher levels of certified staff, effective April 1, 2009 the Staff Attraction Incentive Allowance is offered under the Alberta Child Care Accreditation Funding Program to staff certified as child development workers and supervisors.

Drache Aptowitzer LLP Drache Aptowitzer LLP

Independent Contractor vs. Employee - What you need to know by Tanya Carlton Many charities and not-for-profits, due to limited budgets, are unable to hire employees on a full-time or even part-time basis, so when specific projects arise they need to engage an expert on a contract basis. However, the determination of whether or not the worker hired is an employee or self-employed is critical for both the employer and the individual...

Good For the Goose, Not Apparently for the Gander C. Yvonne Chenier, Q.C
For the last few years all registered Canadian charities have had to list compensation information on Schedule 3 of their T3010 registered charity information return. Not only is the total compensation amount for all employees shown, charities have had to list specific compensation information for the top ten positions in their organization. Using this information, and a bit of simple math, it is easy to see what the executives at Canadian charities are being paid.  What is good for the goose is apparently not good for the gander, if you follow what has recently led to the resignation of an MP from the conservative caucus over this issue. 

Grassroots Institute for Fundraising Training (GIFT) Grassroots Institute for Fundraising Training (GIFT)

Why Good Fundraisers are Never Paid on Commission by Kim Klein(PDF).
Five important reasons you should hire fundraising staff or consultants for a salary or fee, and not on commission.

Nonprofit Management Dr. Eugene H. Fram Nonprofit Management Dr. Eugene H. Fram

How Do Nonprofits Determine CEO Salaries? By: Eugene Fram Nonprofit organizations can’t have bottom line profits. If they did, CEO salary determination could be less complicated. Determining a fair CEO salary can be a complex issue for a nonprofit board. Paying too little or too much can be dangerous for the organization and possibly the board members. Although the spadework for compensation needs to be done by a small committee, the entire board needs to fully agree on the rationale for the final decision.

Nonprofit Risk Management Center Nonprofit Risk Management Center

How to Hire the Staff Your Mission Deserves By Melanie Lockwood Herman and Arley Turner As the economy continues to rebound from the recent recession, hiring—not downsizing—is the name of the game in nonprofit HR. For leaders that have been in the difficult position of managing layoffs and coping with increased work demands due to vacancies, the availability of funds for new personnel

Nonprofits With Balls Nonprofits With Balls

All right, you guys, we need to talk about nonprofit salaries The true cost of under paying nonprofit staff and the steps nonoprofits need to take (and habits they need to break) to stem turnover.

Payscale.com Payscale.com

Executive Director, Non-Profit Organization Salary (Canada) The average salary for an Executive Director, Non-Profit Organization is C$62,299 per year. The highest paying skills associated with this job are Senior Financial Management and Leadership. Alberta Median Salary by Job

SANOFI SANOFI

The Sanofi Canada Healthcare Survey 2016
The Sanofi Canada Healthcare Survey has proven to be a valuable tool for health benefit administrators making decisions about the kind of health coverage their plans will provide. Over the years, the survey has looked at the issues of workplace stress, the growing need for homecare services and disease prevention. It offers the benefits industry an important benchmark to evaluate emerging healthcare issues that impact employee health and productivity

Sun Life Financial Sun Life Financial

Sun Life-Ivey Canadian Wellness Return on Investment Study
“Wellness programs save about 1.5 to 1.7 days in absenteeism per worker over 12 months, or an estimated $251 per employee per year in savings.” The increasing number of health concerns for Canadians has more employers considering workplace wellness programs. The first of its kind in Canada, this academically rigorous research study will aim to provide best practice learning’s for employers, and help pave the way for future research. It is anticipated that the reports will provide much needed data on the potential impact and value that workplace wellness programs can bring to the long-term health and well-being of Canadians