A comparison of compensation levels in the culture sector, between 2014 and 2019, shows that overall compensation increases in the cultural community wages are better than the Saskatchewan Industrial Aggregate Average of 11 per cent for the same period. The comparison shows the differences in minimum to maximum median and average wages for several different positions. This study, completed by Kn/a HR Consulting, was commissioned by SaskCulture and SPRA to study the salary and benefits for a defined group of positions within the culture and recreation sectors in Saskatchewan.
In summary, Executive Directors averaged an 18 per cent increase to the median wage over the past five years. Depending on the size of the organization, the increase ranged from 12 to 47 per cent, with 2019 wages averaging from $31.06 to $38.73 an hour.
Program Coordinators compensation increased on average by 26% from 2014-2019, averaging 20 to 24 per cent increases, with wages ranging from $21.94 to $27.60 an hour in 2019.
The Executive Assistant position’s median wage increased by an average of 38.5%, with the highest change of 43% made to those positions falling into the minimum amounts, with hourly wages averaging from $21.70 to $24.11 in 2019. It is worth noting that while the Executive Assistants hade the highest increase in wage, they also increased hours worked from 30 hours a week in 2014 to 38.5 hours in 2019.
Finally, Administrative Assistant positions increased by 12.5 per cent over the five years, with wages averaging $16.92 to $20.55 an hour in 2019. The Business Administrator role was only assessed in 2019, so there is no comparison.
Download
Combined Compensation Survey - June 2019
pdf
Download
SaskCulture Compensation Survey Report, June 2019
pdf
Download
Compensation Study - Provincial Culture and Recreation Organizations, June 2014
pdf
Download
Compensation Study - Summary Report of Compensation Studies, June 2014
pdf
Download
Compensation & Benefits Study, 2009
pdf
More in Recruiting
Orientation for New Employees
Organizations are encouraged to take the ideas that work best for them and compile them into a New Employee Orientation Checklist.
Outsourcing: Hiring Contract Workers
Organizations are beginning to use temporary employees to not only fill in gaps, but in strategic ways that give them the fluidity to meet their fluctuating business needs.
Staffing
Organizations should consider the strategic goals of the organization and the type of skills that are required to meet these goals.
Staff Performance
Effective supervision is a vital tool in helping you ensure peak performance from your employees and ensure that everyone is working together towards a common cause.