Board Orientation Manual 2024

Compensation and Benefits Compensation Philosophy

The BC Games Society’s objective is to provide reasonable compensation consistent with the financial resources of the organization, to ensure equitable compensation, and to compensate staff members in accordance with the salary scale for the position and the individual rate of pay. The BC Games Society philosophically wishes to retain long-term competent staff in its mission to provide excellence in service. Having said that, it recognizes that as a relatively small, government funded agency it has limited capacity to provide significant upward mobility for staff so the retention of staff is achieved through the administration of the salary program and career development opportunities within current roles. Pay Bands The BC Games Society has a formal system of pay bands in place for establishing and administering salaries based on internal equity (as assessed in job descriptions) and external value. Pay bands have been determined through salary surveys and comparisons conducted by the Provincial Government. The program is administered according to principles, which are based on equity and worker performance. The BC Games Society’s ability to fund salary increases is directly related to government guidelines regarding salary grids and increases, as well as the BC Games Society’s successful financial operation and economic conditions. Questions regarding pay bands and compensation can be directed to the President and CEO. Guidelines 1. Compensation decisions are based on a pay equity principle. 2. Staff moves through the system based on performance. 3. There are two different salary grids in the organization – one for coordinators, and one for managers. 4. A satisfactory staff member moves in annual increments (which are not steps, but rather percentages awarded for satisfactory job performance) toward the top rate, which is normally achieved within five (5) years. 5. Upon reaching the top rate for the position, the staff member is being paid relative to the external market and would typically receive further increases based on the inflation factor or less as decided by the President and CEO. 6. The system is performance based, and salary increases toward the top rate are influenced negatively or positively by the performance (as appraised annually) of the individual. 7. For new positions, the position description is developed by the President and CEO using a standard position description format. 8. For new staff members, salary is determined by their skills and experience within the wage grid for their position, internal equity, and external equity to remain competitive.

Updated June 2023

Page 12