2021 gfcu Board of Directors

2021 Board Appointments

In 2021, Daniel Drexler, Robert Kendel and Steve Rezansoff were all appointed by acclamation to 3-year terms, with our newest Director, Alan Peterson, being appointed to a 2-year term, as he is holding the seat formerly occupied by Roly Russell.


Member Input & Feedback

We take your input, concerns, complaints, and compliments very seriously, and strive to maintain open and accessible communication channels with our members at all times.

Our management team is always on-site during business hours, ready and willing to listen to whatever our members have to say about the credit union.

Our entire Board of Directors have their email addresses posted on the gfcu website (click here). We are all interested and eager to hear about the thoughts, input, and experiences of our members.

We cannot accurately represent our membership without continued feedback from our members. Our approach to member feedback ensures that no formal complaint, compliment, or suggestion will go unheard. If you have any thoughts or experiences that you think our management team or Board of Directors should know about, please don’t hesitate to contact us.

See the full Member Feedback Policy online at www.gfcu.com.

Director Involvment

Meetings Attended/Eligible 2021 Remuneration
Terry Woodruff 51/51 $8,717.40
Bill Wilby 111/111 $8,529.94
Michael Strukoff 68/69 $8,877.94
Steve Rezansoff 37/38 $5,267.44
David Marshall 38/39 $5,267.44
Daniel Drexler 44/44 $8,167.44
David Turner 36/36 $5704.94
Robert Kendel 28/31 $5,017.44
Alan Peterson 31/34 $4,954.94
Throughout 2021, the Board of Directors attended several virtual conferences and virtual training events. These included the Central 1 AGM and Forum, the Canadian Credit Union Association (CCUA) Conference and AGM, Peer Group education and training events, as well as governance training events. In total, our Directors spent more than 200 hours on professional development in 2021, representing an investment of approximately $6500.

Compensation Policy and Practice

One of the Board’s most important goals is to attract and retain highly motivated, knowledgeable, and effective employees to participate in the development and management of successful business operations. To support this, we employ a process that ensures competitive, performance-based compensation equitable in our own market and comparable with similar credit union operations across BC and the rest of Canada.

The Board’s policy for CEO compensation also follows this model and sets the CEO’s salary in line with a market compensation survey of CEOs from similar-sized credit unions.