Compensation Disclosure

The BCUC is required to disclose compensation of its CEO and the next four highest paid executives who earn $125,000 or more on an annual basis pursuant to the Public Sector Employers Act, Section 14.8.

COMPENSATION DISCUSSION AND ANALYSIS

As a public sector organization, the BCUC designs and administers executive compensation within its approved compensation plan for executives. The BCUC competes with regulated entities, accounting and other professional firms to hire and retain staff with the required knowledge, skills and abilities in addition to regulatory expertise.

The Independent Review of the BCUC, released by the Provincial Government in February 2015, identified that the BCUC's current compensation plan restricts its ability to recruit necessary talent to deliver on its mandate.

COMPENSATION PHILOSOPHY

Due to current compensation mandates the BCUC is unable to provide a total compensation program that will attract and retain competent and motivated individuals to assist in fulfilling its mission.

The BCUC's compensation philosophy is grounded on four primary principles.

Principle 1 – Performance

Diverse factors are used to determine individual compensation. Performance is directly linked to performance targets and measured throughout the year and, for senior positions, an overall review of the division's performance. The BCUC supports and promotes a performance-based (merit) organizational culture and determines progression through approved salary ranges by analyzing employee performance relative to established annual performance plans and targets. Natural, year-over- year progression through an approved salary range is also considered. For senior (management) positions, compensation is contingent on both individual and division (team) performance.

Principle 2 – Accountability

The BCUC strives to provide total compensation equivalent to the median total compensation provided to comparable positions. External benchmarks allow the BCUC to make objective, clear and well-documented compensation decisions which demonstrate the appropriate expenditure of public accountability. While the knowledge gained from comparing and benchmarking compensation is valuable, this approach has been tempered by the current restrictions on government compensation.

Principle 3 – Differentiation

The BCUC strives to provide internally equitable compensation; the BCUC supports differentiation of salary where there are differences in the scope, responsibilities and impact of the position within the organization.

Principle 4 – Transparency

In the interest of transparency, both internally and externally, the BCUC's compensation program is designed, managed and communicated in a manner that ensures clear understanding. The BCUC released an internal Human Resources Policy Manual in May 2015 in which compensation and operation policies are described.

PERFORMANCE INCENTIVE PLAN

As directed by government the Performance Incentive Program was discontinued as of March 31, 2014.

BENEFITS

The BCUC participates in the BC Public Service Benefit Program; the services in this plan include: group life insurance, medical, extended health and dental, and long term disability plans. Employees of the BCUC are also enrolled in the Public Service Pension Plan.

Further details regarding the Commission are available in the annual report which can be accessed on the Commission’s website at About / Annual Reports, Business Plans and Performance Measures

Summary Compensation Table at FISCAL, 2017
Name and Position (a) Salary (b) Holdback / Bonus / Incentive Plan Compensation (c) Benefits (d) Pension (e) All Other Compensation (expanded below) 2016/17 Total Previous Two Years Totals
2015/16 2014/15
David Morton, Chair / CEO
$
180,074
$
-
$
9,758
$
21,224
$
4,421
$
215,477
$
56,267
$
-
Doug Chong, Director, Energy
$
149,327
$
-
$
12,746
$
15,488
$
2,941
$
180,502
$
181,861
$
175,624
Philip Nakoneshny, Director, Rates
$
12,156
$
-
$
1,498
$
1,146
$
202,250
$
217,050
$
185,321
$
178,357
Summary Other Compensation Table at FISCAL, 2017
Name and Position (a) All Other Compensation Severance (f) Vacation Payout (g) Leave Payout (h) Vehicle / Transporation Allowance (i) Perquisites / Other Allowances (j) Other (k)
David Morton, Chair / CEO
$
4,421
$
-
$
-
$
-
$
-
$
-
$
4,421
Doug Chong, Director, Energy
$
2,941
$
-
$
2,287
$
-
$
-
$
-
$
654
Philip Nakoneshny, Director, Rates
$
202,250
$
145,931
$
56,065
$
-
$
-
$
-
$
254

Notes:

  • David Morton, Chair / CEO - 2016/17 - Parking $4,421, 2015/16 - David Morton was a Part-time Commissioner from April 1, 2015 to December 30, 2015, David Morton was appointed Chair and CEO on December 31, 2015
  • Doug Chong, Director, Energy - 2016/17 - Air Quality Incentive $200, Association Dues $454
  • Philip Nakoneshny, Director, Rates - 2016/17 - Parking $254

BCUC Remuneration Disclosure for Appointees Fiscal 2017

In accordance with Section 4.3.5 of Treasury Board Directive 3/11, the BCUC is required to disclose remuneration paid to each appointee at the BCUC for Fiscal 2017.

F2017 Remuneration
Commissioner Full-time/Part-time Rate of Renumeration** Total Annual Renumeration
Dennis Cote Part-time $650 per day
$
108,660
Douglas Enns Part-time $650 per day
$
61,998
William Everett Part-time $650 per day
$
86,624
Howard Harowitz Part-time $650 per day
$
79,022
Miriam Kresivo Part-time $650 per day
$
29,253
Karen Keilty Part-time $650 per day
$
130,625
Ian MacPhail Part-time $650 per day
$
1,847
Norm MacMurchy Part-time $650 per day
$
40,145
Bernard Magnan Part-time $650 per day
$
48,119
Richard Mason Part-time $650 per day
$
84,229
Richard Revel Part-time $650 per day
$
74,741

Notes:

**Treasury Board Directive 2/11 - Issued December 16, 2010, $525/per day - Issued September 8, 2016, $650/per day