The ratios are there to normalize a comparison.
If it annoys you, ignore the annual, use just the hourly rates -- the CUPE uplift remains the same.
OMERS members do make a contribution that is higher than comparable private defined benefit plans. But remember, not many private sector workers get a defined benefit pension anyway -- and none are as generous as OMERS. Roughly speaking I'd contributed 10% of my comp into top-up my TD plan (a rare gem of a plan in the Public sector), to make it close to OMERS. I had to go 35 years (vs 30) and there was no indexing to inflation once it started paying out.
Every plan is different but in the end OMERS, TPP, etc. employees pay more into their plans than MOST private sector plans do or ever did. At the same time defined benefit is now rare for NEW employees in the private sector with a big shift starting 2000 and mostly 2008. The big misinformation in general is that they get pension for near nothing (which was a private sector model in some cases, and why it failed)... Anyone, before judging, needs to look at their pay and ask if they would be willing to give up 10% to get that pension. To be fair a majority likely would think they would but a good minority could not afford to or would realize they may do better managing that 10% elsewhere (real estate, RRSP, TFSA, hookers and blow).
Because of how they were funded defined benefit plans in the private sector have all but gone the way of the Dodo (for new employees), 2008 put the final nail in the coffin for many that still existed (due to how they were funded, something for nothing or very little). But when they were more common they were lucrative in a different way as it was very uncommon to have the personal contribution be as high as public sector or your TD (~10% of gross pay). Like noted, too big to fail and totally not funded or a very low ratio employee contribution--the 2008 crisis was a final funding model awakening.
Many pension were/are not indexed to inflation (but others were) instead they were based on the best year(s) pay but pretty much what you got at 65 was what you got each month regardless of inflation. Payouts were based on many factors, straight years of service or magic number (age plus years of service), model varied better or worse depending on the employees situation.
They are still way more common than people realize as large companies have gone two-tier based on start date. They no longer let new employees into the defined benefit plan but employees already in it remain and it continues. Why, because the funding model in the private sector was different and broken (straight up ponzi). New employees get defined contribution only with matching, again 1:1 is common but not universal and they have limits.
On funding, a classic private sector defined benefit pension an employee does not pay into or pays a small ratio IS lucrative even if it pays less in the end. Input vs output. The public sector plans that survived 2008 (and likely private like your TD) based on the high employee contribution.
Of course in the private sector some also have no pension. Some have non-pension things like bonuses, profit sharing, RRSP matching, stock purchase plans. Some all the above! It is not a flat model. Even those that do, very few take that 10% off the top to contribute their portions, I know I don't.
On the hourly vs annual in the chart. The ratio is extremely important, being wrong makes one of the two numbers very wrong, either unknowingly or on purpose.
