FUNDING
The Commission is self-funded and its costs are recovered primarily through a levy on the organizations it regulates, specifically BC Hydro, BC Transmission Corporation, ICBC, Terasen Gas, and various pipelines. The Commission also recovers costs directly associated with applications and hearings.
COMPENSATION
Treasury Board establishes a compensation range for the Chair and CEO and full-time Commissioners and a day rate for part-time Commissioners. Directive 1/10 (April 1, 2010) outlines remuneration for appointees to administrative tribunals. Specific compensation for the Chair and CEO and full time Commissioners is set by a Ministerial Order.
Compensation for all remaining staff is reviewed and evaluated by a third party external source and a competitive salary range is determined. This group of staff is also eligible for a modest incentive payment and the terms of the incentive are discussed below.
The Commission’s primary competitors for skilled recruits include public and private energy and utility companies, as well as other regulatory boards and commissions.
PERFORMANCE PLANNING INCENTIVE
Effective organizational performance requires that the efforts of all employees be directed toward the attainment of the organization’s goals and objectives. The Chair and CEO establishes the Commission’s objectives at the beginning of the year and employees work with their supervisors to establish individual goals to contribute to their successful performance and the overall success of the Commission. Performance is monitored and reviewed throughout the year and an assessment of an employee’s performance is conducted by their direct supervisor and reviewed by the Chair and CEO.
The Commission performance-based incentive plan applies to all employees with the exception of the Chair and CEO and Commissioners. The typical incentive paid at the Commission, following a performance review, ranges between four to seven percent of the employee’s current salary, ten percent being the maximum incentive an employee may receive, and zero is the minimum.
BENEFITS
The benefit plan is generally consistent with the benefit plan provided by departments of the Provincial Government and is administered for the Commission by the BC Public Service Agency. Benefits include: Medical Services Plan, Extended Health and Dental, Employee and Family Assistance, Wellness Program, Health Spending Account, Workers’ Compensation, Employment Insurance, Life Insurance, Canada Pension, Public Service Pension and a Retirement Allowance. The benefit rate for Fiscal 2010 is 24.15 percent.
All employees are provided with four weeks annual vacation and an option to enrol in a flexible work schedule. Annual vacation increases occur after the eighth year of employment and range between one to two days a year, reaching a maximum entitlement of 35 days in the 25th year of employment.