The following are the compensation regulations and/or processes currently under the Reform of Agencies, Boards and Commissions Compensation Act:
The Reform of Agencies, Boards and Commissions Compensation Regulation (RABCCA Regulation)
This regulation came into effect March 16, 2017 for the designated agencies and executives listed in Schedule 1 of the regulation. It applies immediately to new hires and re-appointments, and to incumbents after a 2-year notice period.
These changes set salary bands for CEOs (and equivalents), bringing their pay in line with public sector equivalents. The changes also mandate the following:
- eliminating executive bonuses
- eliminating executive market modifiers, which is added pay over and above regular salary
- capping executive severance pay at 12 months
- aligning other executive compensation components, such as benefits like private health care access
- eliminating perks such as retention bonuses, golf club memberships and housing allowances
Agencies with existing positions that become subject to the compensation regulation have a transition period before the requirements come into effect. This timeline varies based on the date that the position became subject to the requirements.
The requirements apply to existing incumbents after a 2-year notice period; however, the requirements apply immediately to new hires or when an individual is reappointed to a position.
- RABCCA Regulation Fact Sheet (PDF, 221 KB)
- RABCCA Regulation
- RABCCA Regulation Ministerial Guidelines
- RABCCA Regulation Handbook
- RABCCA Ministerial order for modifications for a designated executive (Ministerial Order 07-2018)
- RABCCA Ministerial order for modifications for a designated executive (Ministerial Order 05-2018)
- RABCCA Ministerial order for modifications for a designated executive (Ministerial Order 06-2020)
- RABCCA Ministerial order for modifications for a designated executive (Ministerial Order 12-2020)
Reform of Agencies, Boards and Commissions (Post-secondary Institutions) Compensation Regulation
The compensation regulation for designated executives at Alberta’s public post-secondary institutions (PSIs) came into effect on April 15, 2018, and amended on April 1, 2021. The regulation establishes a compensation framework including remuneration and benefit parameters for designated executive positions at Alberta’s public PSIs subject to the Alberta Public Agencies Governance Act. The positions that are designated as executive positions under section 3 of the regulation include:
- the position of president (listed in Column 1 of Schedule 1)
- positions exercising managerial functions that report directly to the president (Tier A)
- positions exercising managerial functions reporting directly to Tier A (Tier B)
The regulation maintains the 5-level base salary model for president positions, establishes total remuneration ranges (for example: the amount of base salary and benefits, paid, payable or provided annually), and provides amended parameters for benefits and allowances. In addition, the regulation provides total remuneration caps for Tier A and Tier B positions. Further, total remuneration amounts are established in Schedule 2 and Schedule 3 of the regulation.
A 2-year transition period, from the regulation’s effective date, is in place for the compensation framework to take effect for designated executives , or until a designated executive’s employment contract, appointment, or agreement is extended, amended, or renewed, whichever occurs first. The transition period will end on March 31, 2023.
- PSI Compensation Regulation fact sheet
- PSI Compensation Regulation
- PSI Compensation Regulation Ministerial Guidelines
- RABCCA Ministerial order for modifications for a designated executive (Ministerial Order 07-2019)
- RABCCA Ministerial order for modifications for a designated executive (Ministerial Order 13-2020)
- RABCCA Ministerial order for modifications for a designated executive (Ministerial Order 02-2021)
Executive compensation plans
The following agencies, boards and commissions are not subject to the compensation regulation, but are required to submit executive compensation plans annually:
- Alberta Investment Management Corporation (AIMCo) and Alberta Treasury Branches (ATB Financial). These large financial agencies have direct private sector counterparts, such as banks and investment firms. Their compensation must be designed for the specialized financial market in which they operate, while demonstrating alignment with government’s compensation principles.
- Alberta Health Services (AHS) is Canada’s only fully integrated provincial health system and there is no similar organization to provide a relevant comparison of compensation. AHS must submit a compensation plan to ensure scrutiny of its compensation practices. Transparency will continue to be provided through mandated salary disclosure.
Salary Restraint Regulation
The Salary Restraint Regulation establishes a compensation framework under RABCCA. The framework formalizes the requirement that APAGA agencies with non-union staff restrain their salaries until March 31, 2022. This approach is consistent with the restraint applied to core non-union public service salaries. The regulation came into effect April 1, 2018.
Under the Salary Restraint Regulation, public agencies are prohibited from increasing the base salaries of their non-union staff during the restraint period. This includes (but is not limited to) general increases, cost of living increases, merit increases, performance increases and any form of grid movement.
Total remuneration increases are prohibited for designated executives under the Reform of Agencies, Boards and Commissions (Post-secondary Institutions) Compensation Regulation (for example: presidents, Tier A positions and Tier B positions).
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