The Public Sector Employers’ Council was established to oversee the Province's strategic coordination of labour relations, total compensation planning, and human resource management across the broader public sector.
The Council’s authority was established through the Public Sector Employers Act in 1993 when it formed the foundation for the way British Columbia manages collective bargaining for the Province’s unionized employees in the public sector.
The legislation flowed from the Commission of Inquiry into the Public Service and Public Sector (PDF) which sought to improve coordination and accountability for compensation matters, collective bargaining and human resource management.
The Council is chaired by the Minister of Finance, who is responsible for the Public Sector Employers Act as well as for the Public Sector Employers' Council Secretariat. Its members include:
- Designated representatives from all six public sector employers’ associations:
- Health Employers Association of BC (HEABC)
- BC Public School Employers’ Association (BCPSEA)
- Post Secondary Employers’ Association (PSEA)
- Community Social Services Employers’ Association (CSSEA)
- University Public Sector Employers’ Association (UPSEA)
- BC Public Service Agency (BCPSA)
- Crown Corporation Employers Association (CCEA)
- The Head of the B.C. Public Service Agency
- Appointed Ministers or Deputy Ministers
History of the Public Sector Employers’ Council
The Public Sector Employers’ Council model has continued to evolve over the last 20 years towards greater transparency, coordination and consistency in compensation decisions and bargaining outcomes, supported by data and research.
- Bill 20 amends the Public Sector Employers Act to enable the regulation of employment termination (severance) standards.
- Bill 66 amends the Act to:
- require preparation of and Ministerial approval of compensation plans
- strengthen standards for severance payments, accumulated sick leave, and unused vacation payouts
- clarify that employment contracts for senior employees are publicly releasable
- require all terms and conditions for senior employee compensation be provided to the Secretariat
- Negotiating the Framework Bargaining Mandate (2006-2010)
- Bill 33 amends the Act to require greater transparency and routine disclosure of senior employee compensation
- The CEO Compensation Framework is introduced
- Amendments made to the Public Sector Employers Act were passed in May 2008 that enabled government to bring disclosure standards for executive compensation in the public sector to best practice standards.
- First year for the annual disclosure of executive compensation, which provides details on the top five executives earning more than $125,000 base salary for each public sector organization, including an overview of the employers’ compensation objectives and philosophy
- The Net-Zero Bargaining Mandate (2010-2012)
- The Cooperative Gains Bargaining Mandate (2012-2014)
- A new Crown Corporation Executive Compensation Policy amends aspects of the 2007 Framework with respect to Crown corporations
- A compensation freeze is implemented for excluded and executive employees across the B.C. public sector
- The Economic Stability Bargaining Mandate (2014-2019)
- The BC Public Sector Excluded Compensation Review (PDF), conducted by Ernst and Young, recommends greater alignment of compensation philosophies and consistency across the B.C. public sector
- Employers are required to adopt a common public sector compensation philosophy, which includes the core principles of performance, differentiation, accountability, and transparency, as well as similar benchmarking practices. One of the guiding principles of the common public sector philosophy is a performance-based culture where compensation decisions are based on merit rather than the entitlement to an increase based on time served in the position. A common philosophy provides a standardized foundation for compensation decisions across broader public sector organizations.