Sally Johnson
Child and Family Services of Grand Erie/Executive Director
2025 Salary
$211,437Total compensation $212,395, including $958 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
2025
Employer Rank
#1Child and Family Services of Grand Erie
Years on List
42022–2025
Peak Salary
$211,4372025
Full 2025 roster at Child and Family Services of Grand Erie →·See where $211,437 ranks →
Total Compensation History
Full History
2022–2025
$189,774 in 2022 is worth about $206,091 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2025 | Executive DirectorChild and Family Services of Grand Erie | $211,437Benefits $958Total $212,395 |
| 2024 | Executive DirectorChild and Family Services of Grand Erie | $202,455Benefits $892Total $203,346 |
| 2023 | Executive DirectorChild and Family Services of Grand Erie | $198,275Benefits $1,184Total $199,459 |
| 2022 | Executive DirectorChild and Family Services of Grand Erie | $189,774Benefits $170Total $189,944 |
Take-Home Pay
(After Tax) · 2025 estimate
Of the $211,437 Sally Johnson earned in 2025, roughly $136,471 would remain after income tax, CPP and EI, an all-in deduction rate of about 35.5%. It is up about 4% on the $202,455 paid in 2024. Among those listed as Executive Director in 2025, the median was $138,896; this salary sits about 52% above it. Members of OMERS, OTPP, HOOPP or OPTrust typically take home another 7–10% less after pension contributions, which this estimate leaves out.
- Estimated net pay
- ~$136,471
- Effective income-tax rate (excl. CPP/EI)
- ~32.9%
- CPP + EI contributions
- ~$5,507
- All-in deduction rate (incl. CPP/EI)
- ~35.5%
- vs. 2025 Executive Director median
- +52%
Where does $211,437 rank on the Sunshine List? →
Estimate only: 2025 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.