Advanced Care Paramedic
Municipalities and Services · FY2025
Median salary & employees over time 2010–2025
Salary distribution FY2025 · disclosed employees
By employer FY2025 · ranked by disclosed employees
| # | Employer | Disclosed Emp. | Median salary | P90 salary | Max salary | New entrants | Raise |
|---|---|---|---|---|---|---|---|
| 1 | Regional Municipality of Peel overall | 182 | $141,466 | $185,068 | $306,242 | 14 | +15.0% |
| 2 | City of Toronto overall | 161 | $138,475 | $164,129 | $212,483 | 3 | +12.0% |
| 3 | City of Ottawa overall | 133 | $115,270 | $128,804 | $142,529 | 17 | +1.2% |
| 4 | Regional Municipality of York overall | 123 | $118,070 | $136,469 | $170,343 | 5 | +2.1% |
| 5 | Regional Municipality of Durham overall | 102 | $129,356 | $142,410 | $195,266 | 4 | +8.2% |
| 6 | Regional Municipality of Halton overall | 91 | $126,664 | $145,404 | $173,774 | 18 | +6.1% |
| 7 | Regional Municipality of Niagara overall | 88 | $132,618 | $149,279 | $235,654 | 8 | +12.3% |
| 8 | City of Hamilton overall | 69 | $124,000 | $180,836 | $263,588 | 3 | -0.1% |
| 9 | County of Simcoe overall | 57 | $116,315 | $126,549 | $142,070 | 8 | -2.0% |
| 10 | County of Renfrew overall | 43 | $123,525 | $136,914 | $148,445 | 5 | +6.9% |
| 11 | County of Middlesex Middlesex London Emergency Medical Services Authority overall | 40 | $113,977 | $125,920 | $142,392 | 6 | +1.9% |
| 12 | Regional Municipality of Waterloo overall | 35 | $120,454 | $134,788 | $162,474 | 3 | +0.8% |
| 13 | County of Essex overall | 35 | $114,868 | $131,178 | $144,445 | 2 | +3.1% |
| 14 | City of Greater Sudbury overall | 35 | $116,882 | $124,923 | $140,265 | 5 | +4.8% |
| 15 | City of Guelph overall | 32 | $119,055 | $138,070 | $159,915 | 2 | +1.5% |
| 16 | County of Frontenac overall | 29 | $116,749 | $123,682 | $164,484 | 2 | +3.5% |
| 17 | City of Kawartha Lakes overall | 17 | $120,505 | $127,401 | $150,289 | 2 | +0.1% |
| 18 | City of Thunder Bay overall | 16 | $119,478 | $134,203 | $145,070 | 0 | +5.1% |
| 19 | County of Northumberland overall | 16 | $118,334 | $128,367 | $129,233 | 1 | +4.5% |
| 20 | County of Brant overall | 15 | $127,255 | $136,733 | $139,737 | 2 | +16.6% |
| 21 | City of Cornwall overall | 15 | $105,501 | $114,036 | $123,236 | 6 | +3.7% |
| 22 | County of Hastings overall | 13 | $125,228 | $143,195 | $149,448 | 3 | +9.5% |
| 23 | County of Lambton overall | 10 | $121,036 | $132,437 | $140,394 | 1 | +7.2% |
| 24 | United Counties of Leeds and Grenville overall | 10 | $111,179 | $123,092 | $132,588 | 1 | -4.9% |
"New entrants" is headcount in their first year in this exact role at this employer — not a hire count; many already worked here.
By region FY2025 · salary paid · where the employer is based
Regions with fewer than 10 disclosed employees aren't charted.
Where they came from FY2025 incumbents · previous disclosed position
| Previous position | People | Share | Median yrs in it | Median pay change | Same employer |
|---|---|---|---|---|---|
| Primary Care Paramedic | 378 | 81% | 2 | +6.0% | 99% |
| Training Officer | 54 | 12% | 2 | -0.5% | 100% |
432 of 1,367 people (32%) in this position in 2025 came from a position shown here. The rest first appeared on the list in this one, came from a less common position, or had earlier titles that weren't normalized. Previous positions are shown when they're at least 5% of moves and 3 people. Pay change compares salary paid in the last year in the previous position with the first year in this one, so a partial year can skew it. Same employer is the share who made the move without changing employer.
Trend 2010–2025
| Year | Disclosed Emp. | Median salary | P90 salary | Raise | Newly Promoted | Gender |
|---|---|---|---|---|---|---|
| 2025 | 1,367 | $124,941 | $152,176 | +6.3% | 72 | 31.2% F |
| 2024 | 1,250 | $118,436 | $140,934 | +2.8% | 27 | 29.5% F |
| 2023 | 1,135 | $116,201 | $137,266 | +2.7% | 13 | 28.9% F |
| 2022 | 1,030 | $115,379 | $138,260 | +5.3% | 21 | 29.7% F |
| 2021 | 956 | $111,449 | $131,427 | +0.3% | 10 | 27.5% F |
| 2020 | 1,028 | $111,863 | $126,721 | +5.2% | 11 | 27.7% F |
| 2019 | 899 | $107,856 | $120,746 | +1.8% | 6 | 27.0% F |
| 2018 | 809 | $107,372 | $119,385 | +2.5% | 4 | 27.2% F |
| 2017 | 644 | $105,437 | $120,210 | +2.6% | 6 | 26.2% F |
| 2016 | 524 | $104,301 | $116,305 | +0.8% | 0 | 25.2% F |
| 2015 | 507 | $104,811 | $115,526 | -0.6% | 1 | 23.1% F |
| 2014 | 535 | $105,496 | $116,852 | +3.9% | 0 | 24.7% F |
| 2013 | 364 | $104,870 | $114,887 | +1.7% | 0 | 21.2% F |
| 2012 | 192 | $104,110 | $115,887 | -0.1% | 1 | 16.7% F |
| 2011 | 141 | $104,707 | $118,656 | +0.8% | 0 | 18.4% F |
| 2010 | 133 | $106,256 | $120,766 | n/a | 0 | 17.3% F |
Raise is the average change for people who held this exact role, in this sector, in both years — not a same-role year-over-year average, which would be skewed by people newly crossing the disclosure threshold or leaving. Promotions is a heuristic (title changed and raise ≥10% in the same year), not verified. Gender is a name-based estimate, shown only for years with 20 or more disclosed employees.