CRD exempt staff compensation is established by Board policy. The CRD's exempt compensation philosophy balances external market factors and internal pay relationships using the following principles:
- CRD exempt staff compensation will be maintained at the 50th percentile (median) of the market;
- The market will consist of a specific set of comparator organizations similar in size, scope and complexity, which are currently: District of Saanich; City of Abbotsford; City of Burnaby; City of Coquitlam; City of Kelowna; City of Richmond; City of Surrey; City of Vancouver; City of Victoria; Metro Vancouver; and Regional District of Nanaimo;
- The market will be tested every three to five calendar years to ensure alignment with the compensation philosophy; and,
- Any market adjustment required to ensure median will have a cap, not to exceed three percent (3%) of total exempt staff compensation, in its implementation.
During the three to five year window, to keep salaries competitive and consistent with the market, exempt staff may receive a cost of living adjustment based on the average provided to exempt staff at the City of Victoria and District of Saanich.
CRD unionized employee compensation is established by the terms of the relevant collective agreement, as negotiated through the Greater Victoria Labour Relations Association (GVLRA). Unionized staff may receive a cost of living adjustment based on that which is negotiated in the collective agreement. By negotiating through the GVLRA, wage adjustments for CRD unionized staff are generally consistent with those received with other unionized staff in the GVLRA region.