This report provides a snapshot of the current salary/wage and benefit situation within not-for-profit service providers receiving IRCC funding in 2018. The findings reflect significant wage and benefit variations for similar type positions in different size communities and regions funded by IRCC.
In total, 162 immigrant and refugee serving, not-for-profit organizations funded by IRCC completed the survey.
- CISSA-ACSEI and OCASI explore opportunities for sector-based benefits packages (e.g., health and dental, RRSP and/or pension) that individual agencies can opt-in or out of.
- Sector employers through CISSA-ACSEI and OCASI in collaboration with IRCC should explore the establishment of national minimum wage rate and benefit guidelines for common sector positions / not for profit employers.
- IRCC explore the development of a consistent approach to salary and benefits increase requests by individual agencies, ensuring clarity amongst contract officers and consistency among regions.
- IRCC consider the establishment of a national funding mechanism that can be considered within the Dept to fund compensation improvements without having to adversely decrease services.
- 82% of responding agencies do not have a collective bargaining agreement with their staff;
- 54% do not have a salary administration structure with defined grades and steps; and,
- 29% of agencies did not provide wage increases to employees in 2017-2018.
Employee gender and ethnicity
- While most agencies do not collect gender or ethnicity information on their employees, responding agencies are female-dominated, with over 52% of all agencies indicating 80% or more of their staff are female;
- One in five agencies report 80% or more of their employees are racialized individuals, a finding more pronounced in large (37%) and small (24%) urban centres; and,
- Senior leadership – as with employment more broadly – continues to be female-dominated, with agencies almost three times more likely to report over 50% of their senior leadership team is female (81%), compared to 28% for men.
Sample position/wage rate
- Chief Executive Officer / Executive Director: Almost half of all agencies that responded have starting rates of under $50 per hour, one-quarter have starting wages under $40 per hour;
- Settlement Workers: starting salaries ranged from $10 - $31 per hour (average - $22.19); Top wages ranged from $10.99 - $36.99 (average - $26.42);
- Employment Counsellor: starting salaries ranged from $10 - $34 per hour (average - $23.28); Top wages ranged from $10.99 - $50.99 (average - $27.45);
- Volunteer Connections Workers: starting salaries ranged from $11 - $31 per hour (average - $22.05); Top wages ranged from $15.99 - $38.99 (average - $25.97).
- Language Instructor: teaching rate starting salaries ranged from $10 - $41 per hour (average - $29.51). Top wages ranged from $17.99 - $45.99 (average - $33.92);
- Childcare worker (with ECE or equivalent): starting salaries ranged from $12 - $27 per hour (average - $19.02). Top wages ranged from $15.99 - $31.99 (average - $22.53).
- 41% of respondents do not provide employees with either a RRSP contribution or contribute to a defined pension plan;
- 54% of respondents (n- 140) provide starting employees with two weeks paid vacation during their first year of employment; 31% provide 3 weeks paid vacation;
- Two-thirds of agencies provide other paid leave days, including personal, moving and/or wellness days. On average, employees are eligible for an average of 3.78 additional days of leave per year;
- 94% of agencies provide paid sick leave, ranging from 1 to over 16 days per year (prorated for part-time employees). Over two-thirds receive between 6-10 days (30%) and 11-15 days (37%);
- 84% of agencies provide health coverage, including dental. Although a minority of employers (6%) do not pay any of the extended health / dental premiums, almost one-third (31%) of employers pay 50-75% of premiums;
61% of agencies (n-140) are interested in sharing an employee benefit plan with other sector agencies;
- 77% of organization do not provide Short-Term Disability to staff;
- 62% of organizations provide staff with access to Long-Term Disability, and
- 46% of employers provide staff with access to an Employee Assistance Program (EAP).