This section presents data (tables may be accessed through the links listed on the right) on salary ranges (mean of minima and mean of maxima), on regular weekly hours of work and on total compensation. For the purposes of this study, the compensation components comprised in total compensation are as defined in the following table:
To measure total compensation, the employer-cost method was used. The method includes salaries and expenditures incurred by employers to provide a number of selected benefits and working conditions for employees, taking into account the hours worked and certain paid leave.
The total compensation of the incumbents of the various occupations covered in this study (compensation costs incurred by employers for the reference year) was calculated using the following formula:
i=information for each incumbent
n=total number of incumbents in the sample
Results are presented using the five levels of percentile distribution and averages defined below. For each benchmark occupation, the data is presented for all of Canada as well as by unionization status, by expiry date of the salary ranges, by province, by region and by size of establishments. As information for the health network in Quebec was not provided by establishment, the data for the province is not included in the tables by size of establishments. It should also be noted that, as a result of the restructuring of the health services sector in the province of Québec, most of the health sector establishments (hospitals and community services) are now grouped under the umbrella of “CSSS” (Centres de santé et de services sociaux). Although the job profiles of nurses in Québec were matched to benchmarks in both hospital and community settings, the incumbent compensation data obtained from the Government of Québec did not differentiate between the two working environments. Consequently, the PSLRB estimated the distribution of nurses in each of the above‑mentioned settings using 2006 data from the Canadian Institute for Health Information (CIHI), which clearly delineates the proportions of nurses in each of the hospital and community settings.
The number of establishments and incumbents reported in the tables fluctuates from one compensation element to another as it is based on the data received from participating organizations. Similarly, although the data on salary ranges (means of minima and maxima) is included in the tables as indicated above, it must be noted that the means are calculated on the number of observations received, which may be less than the total number of incumbents reported for the establishments. Finally, the number of increments reported is based exclusively on negotiated salary ranges for unionized employees.
It should be noted that no tables are presented for three groups from the original benchmark positions to be studied as no matches could be established and therefore no data was collected. These are:
Terms and abbreviations appearing in the following tables have these particular and consistent meanings:
To preserve the confidentiality of data supplied by participating establishments, results are presented under strict minimum rules. The minimum disclosure rule is three establishments for the mean and five establishments for the median (50th percentile). The rule for the remaining percentile distribution is seven establishments.