Information | Rezoning for Housing

Public hearing on April 22, 2024. Proposed rezoning will support more housing options in all communities.

Learn more

Compensation at The City

The City of Calgary's compensation philosophy guides how base pay structures are created and managed in the organization. It was recently updated to reflect changes in our organizational culture, vision and direction.

Competitive compensation plans enable us to attract and retain employees to pursue and achieve our corporate objectives of being a "Well-Run City".

The City's compensation principles can be summarized as follows:

Balancing compensation

The City employs many people to deliver the services citizens depend on, and compeitive compensation is essential to attract and retain the workforce that delivers value to citizens.

We work to provide compensation that balances these two factors.

Internal equity

Support equals pay for work of equal value at The City. Pay is proportionate to the scope of responsibility. The broader the scope, the more the job is paid.

Market competitive

The City tries to offer maximum salaries that are around the middle of the market for similar jobs. We don't want to lead, but we also don't want to lag. We review market conditions in other organizations to stay responsive and current.

Determining Pay

The City considers internal and external factors when determining pay. Internally, jobs are compared to each other and classified using objective, consistent and neutral job evaluation processes. Our process also considers external factors by monitoring public and private sector markets where The City competes for talent.

Any adjustments to pay structures are negotiated through the collective bargaining process between The City and its unions. Changes to the Exempt (non-union) pay structures must be approved through the City Manager.

undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null,undefined/null