TOWNSHIP OF ESQUIMALT STAFF REPORT
MEETING DATE: April 13, 2026 Report No. ADM-26-014
TO: Council
FROM: Mark Jeckway, Senior Human Resources Manager
SUBJECT: Review and Market Analysis of Council Remuneration
RECOMMENDATION:
Recommendation
That Council:
a) Direct staff to initiate a study to review remuneration for the Township of Esquimalt elected officials;
b) Provide staff with direction on selection of comparator communities and specific survey criteria; and
c) Request that staff bring forward the findings of the elected official remuneration review for Council’s consideration
Body
EXECUTIVE SUMMARY:
This report seeks Council direction related to the periodic review of elected official remuneration in Esquimalt. The intent is for staff to engage an external third party to review and provide comparator communities and survey criteria for Council consideration no later than June 2026.
BACKGROUND:
The Township of Esquimalt’s policies ADMIN-58 and ADMIN-62 state the Township will
“Review the current remuneration paid to the Township of Esquimalt mayor and members of council and present options for an appropriate remuneration structure, for implementation in the month of the inaugural meeting of the newly elected council following a local government election.”
The Township last reviewed its elected officials’ compensation in 2022. The local governments used for comparison in 2022 are listed in Table 1 along with some additional local governments for consideration. The measures of comparison such as population and annual expenses are collected from the BC government Local Government Statistics website www2.gov.bc.ca/gov/content/governments/local-governments/facts-framework/statistics <https://www2.gov.bc.ca/gov/content/governments/local-governments/facts-framework/statistics> to ensure reliable and consistent comparisons. The most recent data available is from 2020.
ANALYSIS:
A survey questionnaire is proposed to be sent to the select local governments that Council selects as comparator communities. In addition to questions about the compensation received the survey questionnaire could include the following questions and a subsequent report to Council would summarize the responses received:
• Mayor annual base salary/remuneration
• Councillor annual base salary/remuneration
• Fulltime / part-time status of Mayor and Councillors
• Acting Mayor allowance
• Prevalence of other allowances (will provide examples)
• Effective date of last base salary increases (Mayor and Councillors)
• Amount of last base salary increase (Mayor and Councillors)
• Are you considering any changes to the remuneration or benefits for elected officials? If yes, what changes are you considering?
• Are you considering any change to the remuneration or benefits (monetary or non-monetary) to reduce barriers to running for elected office OR to create more diversity amongst candidates running for elected office (e.g., child minding, recreation passes, matching RRSP contributions)? If yes, what have you discussed?
Table 1 - Local Governments for Consideration by the Township of Esquimalt
OPTIONS:
1. That Council:
a) Direct staff to initiate a study to review remuneration for the Township of Esquimalt elected officials;
b) Provide staff with direction on selection of comparator communities and specific survey criteria; and
c) Request that staff bring forward the findings of the elected official remuneration review for Council’s consideration.
2. That Council provide alternate direction to staff.
COUNCIL PRIORITY:
Good Governance and Organizational Excellence
FINANCIAL IMPACT:
The estimated cost of the review, market analysis, and report is $6,500, which has been included in the draft 2026 HR budget for professional services. Any resulting increase to Council remuneration will have minimal financial implications on the 2026 budget as the increases would be effective for November and December 2026 and will be fully incorporated into the 2027 budget.
COMMUNICATIONS/ENGAGEMENT:
Once confirmed, staff will work with a third party consultant to gather data and produce the report. The consultant selected is Julie Case from Drive Organizational Development.
TIMELINES & NEXT STEPS:
Once confirmed, staff will work with Ms. Case to initiate the market analysis and will provide results of the review to Council in May or June 2026 for consideration and direction on any renumeration adjustments.
REPORT REVIEWED BY:
1. Ian Irvine, Director of Finance, Reviewed
2. Deb Hopkins, Director of Corporate Services, Reviewed
3. Dan Horan, Chief Administrative Officer, Concurrence
LIST OF ATTACHMENTS:
There are no attachments to this report.