Gayle Bursey
City of Toronto/Director Strategic Policy And Programs
2022 Salary — last year on the list
$266,071Total compensation $267,438, including $1,367 in taxable benefits.
Source: Ontario’s Public Sector Salary Disclosure — names paid $100,000 or more that year. How we build this · Report an error on this page
At a Glance
2022
Employer Rank
#24City of Toronto
Years on List
52018–2022
Peak Salary
$266,0712022
Full 2022 roster at City of Toronto →·See where $266,071 ranks →
Total Compensation History
Full History
2018–2022
$173,835 in 2018 is worth about $213,971 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2022 | Director Strategic Policy And ProgramsCity Of Toronto | $266,071Benefits $1,367Total $267,438 |
| 2021 | Director Strategic Policy And ProgramsCity Of Toronto | $210,579Benefits $1,353Total $211,931 |
| 2020 | Director Healthy Public PolicyCity Of Toronto | $217,188Benefits $1,310Total $218,498 |
| 2019 | Director Healthy Public PolicyCity Of Toronto | $179,804Benefits $1,301Total $181,104 |
| 2018 | Director Healthy Public PolicyCity of Toronto | $173,835Benefits $1,288Total $175,123 |
Take-Home Pay
(After Tax) · 2022 estimate
Of the $266,071 Gayle Bursey earned in 2022, roughly $159,174 would remain after income tax, CPP and EI, an all-in deduction rate of about 40.2%. Compared with 2021, when the figure was $210,579, that is a rise of about 26%. On total compensation of $267,438, Gayle Bursey ranked #24 of 8,107 disclosed at City of Toronto that year, where the median salary was $122,667. After pension contributions (probably OMERS in this sector), take-home is usually a further 7–10% lower.
- Estimated net pay
- ~$159,174
- Effective income-tax rate (excl. CPP/EI)
- ~38.5%
- CPP + EI contributions
- ~$4,453
- All-in deduction rate (incl. CPP/EI)
- ~40.2%
Where does $266,071 rank on the Sunshine List? →
Estimate only: 2022 federal and Ontario rates, basic personal amounts, Canada employment amount and CPP/EI credits; single, employment income only, salary treated as full-year income. Ignores pension contributions (OMERS, HOOPP, OTPP, OPTrust and similar plans lower actual take-home), union dues, RRSPs and benefits.