Public Sector Employers' Council Secretariat
The Public Sector Employers’ Council Secretariat (PSEC Secretariat) carries out the mandate of the Public Sector Employers’ Council, which is responsible for strategic coordination of labour relations, total compensation planning and human resource management for the broader public sector. It also represents the B.C. government in its role as a partner in public sector pension plans.
Under the oversight of the Council, the PSEC Secretariat:
- Develops and coordinates labour relations policies and practices in the public sector and in public sector bargaining
- Directs public sector employers on compensation planning for excluded and executive employees, including chief executive officers
- Provides support to the Appointee Remuneration Committee to administer remuneration for appointments to the B.C. government boards and tribunals
- Manages public sector pension plans with partners in four sectors:
- Public Service
The PSEC Secretariat’s responsibilities in labour relations activities include administering and managing the development and implementation of strategic labour relations policies and practices in the B.C. public sector. This involves directing employers to create compensation plans for both excluded and executive employees (which may include salary, holdback, benefits, perquisites and pension). PSEC Secretariat also facilitates the mandate and represents employers in non-union compensation.
The PSEC Secretariat works with employers’ associations in bargaining and compensation matters. The employers’ associations are generally the accredited bargaining agents for public sector employers in B.C. and also foster consultation between the employees and the employees’ representatives in each sector. They assist PSEC Secretariat in carrying out any objectives and strategic direction from the government.
The employers’ associations coordinate the following for their sector:
- Compensation for employees who are not subject to collective agreements
- Benefit administration
- Human resources practices
- Collective bargaining outcomes
A compensation plan takes into account the types of compensation offered, the way the compensation is paid, and when employees would be eligible to receive salary increases and performance pay or holdbacks. Total compensation may include:
- base salary
- statutory and health benefits and pension contributions
- other allowances and/or payments such as vacation payout, vehicle allowance, paid parking, severance or salary continuance, retirement allowance, professional dues or fees, and/or administrative leaves
The PSEC Secretariat works with employers’ associations on compensation planning and reporting for public sector organizations. This includes bargaining mandates for negotiation in collective agreements covering unionized employees, as well as non-union excluded management and executives.
The Appointee Remuneration Committee is established by the Treasury Board to oversee the remuneration provided to public sector appointees.
The PSEC Secretariat supplies the chair and support to the Committee.
The PSEC Secretariat’s role as the government’s representative in pension planning includes working with partners involved in the plans to ensure the ability of the plans by monitoring government's risk exposure. It also provides policy advice to both government and public sector employers.