Navigating CIRA's unique recruitment environment
CIRA is a unique organization in Canada as we are a mix of a purpose-driven not-for-profit and leading-edge, critical infrastructure, technology company. As such, our recruitment strategy is highly targeted, which means that striking the right balance for employee compensation is essential.
CIRA generates 100% of its revenue from commercial activities that enable the organization to fulfill its critical service mandate as well as contribute back to the Canadian internet ecosystem. CIRA receives no government funding, nor does it solicit donations from either public or private sources. This self-funded approach means that despite being a non-profit, CIRA must have a compensation philosophy that ensures that overall renumeration is fair, equitable and at a level that will attract and retain the necessary talent to operate critical infrastructure and achieve our Strategic Plan.
Data-driven compensation methodology
CIRA’s people and culture team uses industry data within Canada to benchmark our compensation. Our salary data comes from Mercer and BenchMarket, targeting the 50th to 75th percentile of the Canadian technology sector. All employees also have an at-risk variable compensation component that is based equally on achieving both individual and corporate goals as well as access to a comprehensive benefits program and group RRSP.
CIRA’s total compensation package is reviewed at least once a year. A committee of the Board, the Compensation and Review Committee (“CRC”), is accountable for the direct oversight of the President and CEO’s compensation and ensuring it is aligned to CIRA’s overall compensation philosophy.