Robert Bjerke
City of Brampton/Director, City Planning and Design
2022 Salary — last year on the list
$210,958Total compensation $211,384, including $426 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
#13City of Brampton
Years on List
52018–2022
Peak Salary
$210,9582022
Full 2022 roster at City of Brampton →·See where $210,958 ranks →
Total Compensation History
Full History
2018–2022
$101,877 in 2018 is worth about $125,399 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2022 | Director, City Planning and DesignCity Of Brampton | $210,958Benefits $426Total $211,384 |
| 2021 | Director, City Planning and DesignCity Of Brampton | $192,267Benefits $823Total $193,090 |
| 2020 | Director, Policy PlanningCity Of Brampton | $188,875Benefits $804Total $189,679 |
| 2019 | Director, Policy PlanningCity Of Brampton | $175,351Benefits $794Total $176,145 |
| 2018 | Director, Policy PlanningCity of Brampton | $101,877Benefits $504Total $102,380 |
Take-Home Pay
(After Tax) · 2022 estimate
In 2022, Robert Bjerke's $210,958 salary works out to roughly $133,009 after income tax, CPP and EI — an all-in deduction rate of about 37.0%. That is about 10% more than the $192,267 paid in 2021. On total compensation of $211,384, Robert Bjerke ranked #13 of 1,194 disclosed at City of Brampton that year, where the median salary was $117,132. Most Municipalities & Services employees belong to OMERS, so actual take-home is likely another 7–10% lower after pension contributions.
- Estimated net pay
- ~$133,009
- Effective income-tax rate (excl. CPP/EI)
- ~34.8%
- CPP + EI contributions
- ~$4,453
- All-in deduction rate (incl. CPP/EI)
- ~37.0%
Where does $210,958 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.