Stephanie Springgay
McMaster University/Professor / Director
2025 Salary
$225,083Total compensation $225,600, including $517 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
#302McMaster University
Years on List
52021–2025
Peak Salary
$225,0832025
Full 2025 roster at McMaster University →·See where $225,083 ranks →
Total Compensation History
Full History
2021–2025
$198,003 in 2021 is worth about $229,605 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2025 | Professor / DirectorMcMaster University | $225,083Benefits $517Total $225,600 |
| 2024 | Director / ProfessorMcMaster University | $218,354Benefits $517Total $218,871 |
| 2023 | Director / ProfessorMcMaster University | $211,459Benefits $501Total $211,961 |
| 2022 | Associate Professor / DirectorMcMaster University | $204,662Benefits $449Total $205,111 |
| 2021 | Associate Professor / DirectorMcMaster University | $198,003Benefits $392Total $198,395 |
Take-Home Pay
(After Tax) · 2025 estimate
Take-home on Stephanie Springgay's 2025 salary of $225,083 comes to roughly $143,467 once federal and Ontario income tax (about 33.8% effective) is deducted. It is up about 3% on the $218,354 paid in 2024. For comparison, the median Director & Professor on the 2025 list was paid $229,960; this salary is about 2% less. 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
- ~$143,467
- Effective income-tax rate (excl. CPP/EI)
- ~33.8%
- CPP + EI contributions
- ~$5,507
- All-in deduction rate (incl. CPP/EI)
- ~36.3%
- vs. 2025 Director & Professor median
- −2%
Where does $225,083 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.