Tanya Rourke
City of Brampton/Division Chief, Communications
2022 Salary — last year on the list
$166,623Total compensation $167,242, including $620 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
#48City of Brampton
Years on List
52018–2022
Peak Salary
$166,6232022
Full 2022 roster at City of Brampton →·See where $166,623 ranks →
Total Compensation History
Full History
2018–2022
$127,665 in 2018 is worth about $157,141 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2022 | Division Chief, CommunicationsCity Of Brampton | $166,623Benefits $620Total $167,242 |
| 2021 | Division Chief, CommunicationsCity Of Brampton | $152,080Benefits $654Total $152,734 |
| 2020 | Division Chief, CommunicationsCity Of Brampton | $141,246Benefits $604Total $141,850 |
| 2019 | Division Chief, CommunicationsCity Of Brampton | $130,940Benefits $595Total $131,534 |
| 2018 | Division Chief, CommunicationCity of Brampton | $127,665Benefits $604Total $128,269 |
Take-Home Pay
(After Tax) · 2022 estimate
Tanya Rourke was paid $166,623 in 2022; after income tax, CPP and EI that is roughly $110,261, an effective income-tax rate of about 31.2%. On total compensation of $167,242, Tanya Rourke ranked #48 of 1,194 disclosed at City of Brampton that year, where the median salary was $117,132. Records under this name have appeared on the Sunshine List 5 years in all, first in 2018. After pension contributions (probably OMERS in this sector), take-home is usually a further 7–10% lower.
- Estimated net pay
- ~$110,261
- Effective income-tax rate (excl. CPP/EI)
- ~31.2%
- CPP + EI contributions
- ~$4,453
- All-in deduction rate (incl. CPP/EI)
- ~33.8%
Where does $166,623 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.