1
Town of The Blue Mountains
Compensation Roll Out
Human Resources
April 26, 2013
2
Presentation Overview
•
•
•
•
•
Job Evaluation
Pay Equity
Salary Market Review
New Compensation Grid (2013)
Requests for Reconsideration (Appeal Process)
3
Compensation Review of 2012/13
• Lunch –n- Learn offered to employees re:
Process
• Job Descriptions Reviewed & Revised
• Job Evaluation Committee Evaluations
• Pay Equity Analysis – McDowall Associates
• Market Salary Survey
• New Compensation Grid – McDowall Associates
4
Compensation
• Phase I: Review and determine job value using gender neutral
comparison system
• Phase II: Collection and analysis of pay market data
• Phase III: Development of pay ranges
Ongoing
Maintenance
5. Revised Salary Grid
4. Market Review
3. Pay Equity Analysis
2. Job Evaluation
1. Collection of Current Job Information
5
Job Evaluation
• What is a job evaluation?
• Job evaluation is a process that determines the
value of a job in order to determine the
appropriate level of pay.
6
Job Evaluation
• Rates the JOB not the performance
• Current job descriptions
• Measures the relative values of jobs within the
organization
• Addresses the legislated criteria of SKILLS,
EFFORT, RESPONSBILITY and WORKING
CONDITIONS
• Provides the means for ensuring ongoing pay
equity requirements are maintained
7
What factors were considered in job
evaluation?
•
•
•
•
•
•
•
•
•
•
•
•
Education
Experience
Communication
Problem Solving
Judgment
Accountability – People
Accountability – Finance / Assets
Leadership
Health & Safety
Mental Demands
Physical Demands
Working Conditions
8
Pay Equity
• Pay equity is concerned with ensuring that those
female jobs which are rated similar to male jobs,
are paid (or eligible to be paid) at the same rates.
• The pay equity plan has been approved by
Council.
• Any pay equity adjustments have been identified
and those employee(s) will be notified by
Human Resources.
9
Pay Equity
• What is Pay Equity?
• Pay Equity is equal pay for work of equal value. The purpose of the Pay
Equity Act is to redress historic gender discrimination in the compensation
or pay of employees in female jobs in Ontario. It requires that jobs be
evaluated and work mostly or traditionally done by women be compared to
work mostly or traditionally done by men.
• If jobs are of comparable value, then female jobs must be paid at least
the same as male jobs. Female jobs are mostly or traditionally done by
women, such as librarian, childcare worker or secretary. Male jobs are
mostly or traditionally done by men, such as truck driver, firefighter, or
shipper.
• The value of jobs is based on the levels of skill, effort, responsibility and
working conditions involved in doing the work.
10
Pay Equity
• Is pay equity the same as equal pay for equal
work?
• No. Equal pay for equal work means that a man and a
woman doing substantially the same work must receive
the same pay (under the Employment Standards Act).
• Pay equity compares jobs usually done by women with
different jobs usually done by men. If the value of the
work performed is about the same, then female jobs
must be paid at least the same as the male jobs.
11
Pay Equity
• The Town of The Blue Mountains employees
covered by this Pay Equity Plan have 90 days
from the date of posting to review this document
and submit comments to the Manager of Human
Resources. Requests for Reconsideration must
be submitted no later than July 19, 2013.
12
Where will I find the pay equity plan?
• The Pay Equity Plan will be posted in the lunch
room at Town Hall and on the intranet website –
BlueNet.
• Managers will post The Pay Equity Plan in areas
without computer access.
13
PAY QUITY PLAN
As Required by "The Pay Equity Act"
ESTABLISHMENT AND EMPLOYER:
Town of The Blue Mountains
POSTING DATE:
April 26, 2013
THE PAY EQUITY PLAN COVERS:
All job classes within the establishment.
JOB CLASSES USED AS BASIS OF COMPARISON:
All job classes were evaluated.
GENDER-NEUTRAL COMPARISON SYSTEM USED
A gender neutral job evaluation system was used for evaluation of all job classes. The job evaluation system is a
FOR EVALUATION OF JOB CLASSES:
12-factor, point factor system, incorporating skill, effort, responsibilities of the job and the working conditions
under which the job is normally performed.
The 12 factors are listed in Schedule I of this document.
RESULTS OF COMPARISON:
All the jobs evaluated and the results of the comparisons based on jobs of similar value are shown in the ladder
chart attached as Schedule II of this document.
All jobs within a defined similar value group or category as shown in this schedule are of similar value based on job
evaluation.
Male job classes are indicated by an (M) beside the job title, female job classes by an (F) beside the job title, and
gender neutral jobs by an (N) beside the job title. There are forty (40) female job classes, forty-two (42) male job
classes and six (6) gender neutral job classes in the employee group.
To provide fair, equitable pay equity adjustments that are in keeping with the Pay Equity Act, a job-to-job
comparison method of determining pay equity adjustments was used.
Under the job-to-job comparisons, a male job class of comparable value defined as being within same range of
points or range determined by bands is used as a comparator to the female jobs in the same range of points category
(similar value group).
14
RESULTS OF COMPARISON (CONT’D):
There were male job class comparators from within the similar value group for thirty-two (32) female job classes.
For the eight (8) female job classes that did not find male job class comparators within the similar value group, the
proportional value method of comparison was used.
Under the proportional value method, a male pay line was calculated using a method known as regression analysis.
This approach uses a mathematical formula to produce a pay line for a representative sample of male job classes.
A male job rate is then calculated for each female job class based on the points of the respective female job class
and the male pay line. The male pay line consists of all male job classes in the employee group is available from
the Manager of Human Resources.
FEMALE JOB CLASSES REQUIRING ADJUSTMENTS
There are pay equity adjustments required for one (1) female job class. The Ladder Chart is outlined in Schedule
BASED ON VALUE COMPARISONS:
II. The female job classes have been identified along with the method of comparison.
PLAN POSTING:
The Pay Equity Plan document has been prepared and posted in the work place.
EMPLOYEE REVIEW:
The Town of the Blue Mountains employees covered by this Plan have 90 days from the date of posting to review
this document and submit comments to the Manager of Human Resources.
REVIEW OF COMMENTS:
The Consultant and the Manager of Human Resources shall review the comments of employees and the
applicability of comments to achieving pay equity as required by the Pay Equity Act.
CHANGES:
These "Requests for Reconsideration" will be reviewed by the Consultant and the Manager of Human Resources.
Based on this review, this Pay Equity Plan may be changed.
POSTING OF NOTICE:
This revised Pay Equity Plan document may be posted no later than seven (7) days after the review period, if
amendments to the Plan are required under the terms and conditions of the Pay Equity Act.
OBJECTIONS:
Any employee or group of employees may file notice of objection with the Pay Equity Commission within 127
days subject to the above, whether or not the employee or group of employees has submitted comments to the
Manager of Human Resources.
DEEMED APPROVAL:
If no objection has been filed with the Pay Equity Commission, this Pay Equity Plan is deemed to have been
approved by the Commission.
15
IN THE EVENT OF OBJECTION:
A Review Officer of the Pay Equity Commission shall investigate the matter and endeavour to effect a settlement.
If the Officer is unable to effect a settlement, he/she shall by order, decide all outstanding matters.
Such an order will be incorporated into the Pay Equity Plan document and it shall be posted. In that case, other
employees or group of employees and/or the employer may file a notice of objection.
COMPLAINTS:
Complaints may be filed with the Commission by any employee or group of employees if this Pay Equity Plan is
not being implemented as outlined or changed circumstances determine that the Plan is not appropriate for female
job classes.
DECISION NOT TO DEAL WITH COMPLAINTS:
A Review Officer may decide that a complaint should not be considered if the Review Officer is of the opinion
that:
NO INTIMIDATION:
(a)
the subject matter of the complaint is trivial, frivolous, vexatious or made in bad faith; or
(b)
the complaint is not within the jurisdiction of the Commission.
The Council or anyone acting on behalf of the Council of the Town of the Blue Mountains or an employee or group
of employees shall not coerce or penalize or discriminate against any person who has made or may make a
disclosure under the provisions of the Pay Equity Act, is exercising rights within the Act or is/has acted or may act
in compliance with the Act.
FURTHER INFORMATION:
Further information, details of the Pay Equity Act including employer and employee obligations and rights are
provided in the Pay Equity Act.
The Pay Equity Plan document is hereby posted in accordance with the Pay Equity Act of Ontario.
ON BEHALF OF THE CORPORATION OF THE TOWN OF THE BLUE MOUNTAINS
______________________________
__________________________
Chief Administrative Officer
Date
16
Town of the Blue Mountains
Job Evaluation Factors
Pay Equity Plan
Schedule I
Primary Elements of
Job Worth Measurement
(For Pay Equity Purposes)
Skill
1.
Job Evaluation System Factors
Knowledge – Education
2.
Knowledge – Experience
Skill
3.
Communication
Skill
4.
Problem Solving
Skill
5.
Judgement
Skill
6.
Accountability – People
Responsibility
7.
Accountability – Finances/Assets
Responsibility
8.
Leadership
Responsibility
9.
Health and Safety
Responsibility
10. Mental Demands
Effort
11. Physical Demands
Effort
12. Working Conditions
Working Conditions
17
Town of the Blue Mountains
Ladder Chart
Similar
Value
Group
13
12
11
10
Band Width
Job Title
From To Spread (listed in alphabetical order within Similar Value Group)
886 965
80
Chief Administrative Officer
809
735
664
885
808
734
77
74
71
Pay Equity Plan
Schedule II
Department
CAO
M
Director of Engineering & Public Works
Engineering and Public Works
M
Director of Finance and IT Services
Financial Services
M
Director of Planning, Building & By-law Services
Planning, Building & By-Law Services
M
CEO Library
Library
F
Director of Recreation
Recreation
M
Fire Chief
Fire
M
Deputy Fire Chief
Fire
M
Manager - Building & Bylaw / Chief Building Official
Planning, Building & By-Law Services
M
Manager of Human Resources
CAO
Manager of Planning
Planning, Building & By-Law Services
Manager of Revenue
Financial Services
Manager of Water & Wastewater Services / Assist. Director Engineering and Public Works
9
8
596
531
663
595
68
65
Job
Method of
Class Comparison
F
J-J
J-J
Vacant
F
J-J
M
Town Clerk
CAO
F
Capital Accountant
Financial Services
M
Chief Fire Prevention Officer
Fire
M
Communications Economic Development Coordinator
CAO
F
District Chief / CEMC - Station 2
Fire
M
Financial Accountant
Financial Services
F
J-J
Manager of Information Technology
Financial Services
F
J-J
Manager of Roads & Drainage
Engineering and Public Works
M
Senior Policy Planner
Planning, Building & By-Law Services
F
Construction Coordinator
Engineering and Public Works
M
Engineering Design Technologist
Engineering and Public Works
M
Fire Prevention Inspector / Suppression
Fire
M
Manager of Solid Waste and Environmental Initiatives
Engineering and Public Works
M
Roads & Drainage Foreman
Engineering and Public Works
M
Training Officer / Suppression
Fire
M
Wastewater Supervisor
Engineering and Public Works
M
Water Supervisor
Engineering and Public Works
M
J-J
J-J
J-J
18
Town of the Blue Mountains
Ladder Chart
Similar
Value
Group
7
6
Job Title
Band Width
From To Spread (listed in alphabetical order within Similar Value Group)
469 530
62
Budget Analyst
410
468
59
Pay Equity Plan
Schedule II
Department
Job
Method of
Class Comparison
Financial Services
F
J-J
Building Inspector - House
Planning, Building & By-Law Services
F
J-J
Depot Curator
Recreation
F
J-J
Facilities BVCC Manager / Tomahawk Golf Course
Recreation
M
Manager of Harbour / Cemetery
Recreation
M
Manager of Purchasing & Risk Management
Financial Services
F
Manager Parks Trails
Recreation
M
Planner 1
Planning, Building & By-Law Services
M
Planner 2
Planning, Building & By-Law Services
M
Senior Wastewater Operator
Engineering and Public Works
M
Senior Water Operator
Engineering and Public Works
M
Water & Wastewater Compliance / Efficiency Coordinator
Engineering and Public Works
F
J-J
Administrative Assistant/Deputy Clerk
CAO
F
J-J
Compensation & Benefits Administrator
CAO
F
J-J
Environmental Initiatives Coordinator
Engineering and Public Works
M
Executive Assistant
CAO
F
J-J
GIS Coordinator
Financial Services
F
J-J
Harbour & Cemetery Lead Hand
Recreation
M
Health & Safety Coordinator
CAO
F
Information Technology Technician
Financial Services
M
Municipal Law Enforcement Officer
Planning, Building & By-Law Services
N
Municipal Law Enforcement Officer / Prosecutor
Planning, Building & By-Law Services
N
Parks Lead Hand
Recreation
M
Roads & Drainage Lead Hand
Engineering and Public Works
M
Tax Collector
Financial Services
F
J-J
Utility Account Coordinator
Financial Services
F
J-J
Volunteer Firefighter
Fire
M
Wastewater Operator
Engineering and Public Works
M
Water Operator
Engineering and Public Works
M
J-J
J-J
19
Town of the Blue Mountains
Ladder Chart
Similar
Value
Group
5
4
3
2
Band Width
Job Title
From To Spread (listed in alphabetical order within Similar Value Group)
354 409
56
Administrative Assistant - Building & Planning
301
251
204
353
300
250
53
50
47
Pay Equity Plan
Schedule II
Department
Job
Method of
Class Comparison
Planning, Building & By-Law Services
F
Administrative Assistant - Corporate
CAO
N
J-J
Administrative Assistant - Engineering & Public Works
Engineering and Public Works
F
J-J
Administrative Assistant - Finance and IT Services
Financial Services
F
J-J
Coordinator - Children & Youth Services
Library
F
J-J
Coordinator - Desk Services
Library
F
J-J
Coordinator - Technical Services
Library
F
J-J
Facility Operator 1
Recreation
M
Roads & Drainage Operator
Engineering and Public Works
M
Solid Waste Disposal Site Operator
Engineering and Public Works
M
Water Meter & Backflow Prevention Technician
Engineering and Public Works
M
Accounting Clerk
Financial Services
N
Accounts Payable Clerk
Financial Services
F
PV
Administrative Assistant - Fire
Fire
F
PV
Administrative Assistant - Planning / Secretary & Treasurer CPlanning, Building & By-Law Services
F
PV
Administrative Assistant - Recreation
F
PV
Recreation
Administrative Assistant - Water & Wastewater Operations Engineering and Public Works
F
PV
Permit & Inspection Assistant
Planning, Building & By-Law Services
F
PV
Solid Waste Disposal Site Scale Operator
Engineering and Public Works
N
Treasury Clerk
Financial Services
F
PV
Bylaw Services Assistant / Security Alarm Coordinator
Planning, Building & By-Law Services
F
J-J
Harbour Labourer
Recreation
M
Library Assistant - Casual Call in
Library
F
Library Assistant - Children's Programs & Services
Library
N
Library Assistant - Desk & Administrative Services
Library
F
Parks Labourer
Recreation
M
J-J
J-J
Receptionist / Clerk - Engineering and Public Works
Engineering and Public Works
F
J-J
Receptionist / Clerk - Finance
Financial Services
F
J-J
Tomahawk Labourer
Recreation
F
J-J
Crossing Guard
Engineering and Public Works
F
PV
20
Town of the Blue Mountains
Ladder Chart
Notes:
J-J = job-to-job
PV = proportional value
1. The job classes are listed in alphabetical order within Similar Value Group.
2. The male job class comparator within the Similar Value Group is shown in bold.
3. The male pay line for proportional value calculations consists of all male job classes.
Pay Equity Plan
Schedule II
21
Market Salary Comparison
• In addition to Pay Equity, Council was also
asked to consider establishing a target for
compensation for Town staff as a percentile of a
market comparator group.
• Essentially, this involves looking at positions
with comparator municipalities to determine
how our pay structure for similar/same jobs
compare.
22
Market Salary Comparison
• The Finance Dept. identified a ranked rating of municipalities that
would be good comparators for The Town of The Blue Mountains,
using the following comparative criteria:
▫ # of households in the municipality
▫ Taxes per household
▫ # of full time positions employed by the municipality
▫ Salary per Full Time Equivalent
▫ Total tangible capital assets managed by the municipality
▫ Total financial assets; and
▫ Total annual municipal costs
23
Market Comparators
• Based on these comparator, the following municipalities had the highest
ranked rating to The Blue Mountains:




Niagara on the Lake
Lambton Shores
Saugeen Shores
Greater Napanee
• Because municipalities that are geographically close can present both
the highest risk for losing employees to, and the greatest opportunity to
attract employees from the list of comparator municipalities was
supplemented by the following more local comparators, based solely on
proximity to the Town:




Meaford
Wasaga Beach
Collingwood
Clearview
24
Market Comparators
• These 8 municipalities became the comparators
used to assess the Town’s position vis a vis the
market.
• Council approved through the 2013 Budget
Process that the Town compensation be at the
50th percentile of the market comparison group.
25
Market Review
• Scope:
▫ 8 municipal comparators
▫ Job Rate (salary/hourly)
• Low to the defined pay market (annual salary comparison)
▫ Average adjustment of current job rates (based on benchmarked
positions) needed to meet market average is 3.2% and to meet
market median is 2.7%
• Low to the defined pay market (hourly wage comparison)
▫ Average adjustment of current job rates (based on benchmarked
positions) needed to meet market average is 2.4% and to meet
market median is 2.3%
• Overall, the Town pays at the 49th percentile based on
approximately 1/3 of the positions (based on Town 2012)
26
McDowall Associates Recommended
• Recommended a salary structure that is internally
equitable, pay equity compliant and market
competitive
 reflect 50th percentile (market median) for all positions
based on the select pool of comparators and having
regard to attraction/retention challenges for positions in
the sector;
 “harmonize” job rates for positions within each pay band
having regard to the job evaluation results;
 maximize job rate for positions with attraction and
retention requirements (senior, technical and “hot skills”
positions);
 recognize pay equity compliance requirement; and
 regard for the Town’s ability to pay.
27
Where is the 2% Cola that Council approved?
• McDowall provided a 2012 recommended
salary/hourly grid which would address pay
equity, internal & external equity.
• Council approved this grid throughout the
budget process in 2013.
• The 2% was then applied to the McDowall
recommended grid.
28
How do I move on the new grid?
• 1 – If you are working through the step process on
the 2012 Grid, that will remain the same in the 2013
Grid. Your step increases will occur on your
anniversary date.
• 2. If you are at Job Rate (Level 5) on the 2012 Grid
and you move to Job Rate (Level 5) of the 2013 Grid.
You will receive a COLA increase only.
• 3. If you are at Job Rate (Level 5) on the 2012 Grid
and you move to a lower level on 2013 Grid, then
your step increases will occur on anniversary date of
the new plan being January 1, 2013.
29
How will I move from 2012 to the 2013
salary/hourly grid?
• Example:
▫ Position / Jack of All Trades
▫ Grade 6 Level 5 – 2012 Salary Scale = $49,587.00
▫ Moves to on 2013 Salary Scale=
▫ Grade 4 Level 5 = $50,578.44
▫ Eligible for Cola Increase.
30
How will I move from 2012 to the 2013
salary/hourly grid?
• Example:
▫ Position / Jill of All Trades
▫ Grade 13 Level 5 – 2012 Salary Scale =
$82,267.00
▫ Moves to on 2013 Salary Scale=
▫ Grade 10 Level 4 = $85,695.50
▫ Position will be eligible to move to Grade 10 Level
5 in January 2014 upon successful performance
and approval of Manager/Director.
31
How will I move from 2012 to the 2013
salary/hourly grid?
• Example:
▫ Position / King of All Trades
▫ Grade 7 Level 4 – 2012 Hourly Scale = $23.06
▫ Moves to on 2013 Hourly Scale=
▫ Grade 5 Level 4 = $23.46
▫ Position will be eligible to move to Grade 5 Level 5
on the employees anniversary date and upon
successful performance and approval of
Manager/Director.
32
What does it mean if my position
moves to a lower pay band?
▫ Position / Queen of All Trades
▫ Grade 13 Level 5 – 2012 Salary Scale = $82,267.00
▫ Moves to on 2013 Salary Scale=
▫ Grade 9 Level 5 = $78,078.00
• Your salary will be frozen (“red-circled”) at
$82,267.00 until such time as the pay as the pay
range catches up to your current rate of pay making
you eligible for step increases/COLA.
33
2013 Salary Ranges for Salaried Positions
GRADE
JOB TITLE
13
Chief Administrative Officer
12
Director of Engineering & Public Works
Director of Finance and IT Services
Director of Planning, Building & By-law Services
11
CEO Library
Director of Recreation
Fire Chief
10
Deputy Fire Chief
Manager - Building & Bylaw / Chief Building Official
Manager of Human Resources
Manager of Planning
Manager of Revenue
Manager of Water & Wastewater Services / Assist. Director
Town Clerk
9
Capital Accountant
Chief Fire Prevention Officer
Communications Economic Development Coordinator
District Chief / CEMC - Station 2
Financial Accountant
Manager of Information Technology
Manager of Roads & Drainage
8
Construction Coordinator
Deputy Building Official
Engineering Design Technologist
Fire Prevention Inspector / Suppression
Manager of Solid Waste and Environmental Initiatives
Manager of Harbour / Cemetery
Training Officer / Suppression
Wastewater Supervisor
Water Supervisor
HOURS
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
WORKED
1
SALARY
2
SALARY
3
SALARY
4
SALARY
5
SALARY
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
2,080
2,080
1,820
1,820
1,820
1,820
2,080
1,820
2,080
2,080
$62.30
$53.91
$53.91
$53.91
$44.19
$44.19
$44.19
$40.37
$40.37
$40.37
$40.37
$40.37
$40.37
$40.37
$34.94
$34.94
$34.94
$34.94
$34.94
$34.94
$34.94
$30.23
$30.23
$30.23
$30.23
$30.23
$30.23
$30.23
$30.23
$30.23
$113,391
$98,121
$98,121
$98,121
$80,425
$80,425
$80,425
$73,473
$73,473
$73,473
$73,473
$73,473
$73,473
$73,473
$63,588
$63,588
$63,588
$63,588
$63,588
$63,588
$72,672
$62,876
$55,017
$55,017
$55,017
$55,017
$62,878
$55,017
$62,876
$62,876
$65.58
$56.75
$56.75
$56.75
$46.52
$46.52
$46.52
$42.49
$42.49
$42.49
$42.49
$42.49
$42.49
$42.49
$36.78
$36.78
$36.78
$36.78
$36.78
$36.78
$36.78
$31.82
$31.82
$31.82
$31.82
$31.82
$31.82
$31.82
$31.82
$31.82
$119,359
$103,285
$103,285
$103,285
$84,658
$84,658
$84,658
$77,340
$77,340
$77,340
$77,340
$77,340
$77,340
$77,340
$66,935
$66,935
$66,935
$66,935
$66,935
$66,935
$76,497
$66,186
$57,912
$57,912
$57,912
$57,912
$66,186
$57,912
$66,186
$66,186
$69.03
$59.74
$59.74
$59.74
$48.96
$48.96
$48.96
$44.73
$44.73
$44.73
$44.73
$44.73
$44.73
$44.73
$38.71
$38.71
$38.71
$38.71
$38.71
$38.71
$38.71
$33.49
$33.49
$33.49
$33.49
$33.49
$33.49
$33.49
$33.49
$33.49
$125,641
$108,721
$108,721
$108,721
$89,113
$89,113
$89,113
$81,411
$81,411
$81,411
$81,411
$81,411
$81,411
$81,411
$70,458
$70,458
$70,458
$70,458
$70,458
$70,458
$80,523
$69,669
$60,960
$60,960
$60,960
$60,960
$69,659
$60,960
$69,669
$69,669
$72.67
$62.88
$62.88
$62.88
$51.54
$51.54
$51.54
$47.09
$47.09
$47.09
$47.09
$47.09
$47.09
$47.09
$40.75
$40.75
$40.75
$40.75
$40.75
$40.75
$40.75
$35.26
$35.26
$35.26
$35.26
$35.26
$35.26
$35.26
$35.26
$35.26
$132,254
$114,443
$114,443
$114,443
$93,803
$93,803
$93,803
$85,696
$85,696
$85,696
$85,696
$85,696
$85,696
$85,696
$74,166
$74,166
$74,166
$74,166
$74,166
$74,166
$84,761
$73,336
$64,169
$64,169
$64,169
$64,169
$73,341
$64,169
$73,336
$73,336
$76.49
$66.19
$66.19
$66.19
$54.25
$54.25
$54.25
$49.56
$49.56
$49.56
$49.56
$49.56
$49.56
$49.56
$42.90
$42.90
$42.90
$42.90
$42.90
$42.90
$42.90
$37.11
$37.11
$37.11
$37.11
$37.11
$37.11
$37.11
$37.11
$37.11
$139,215
$120,467
$120,467
$120,467
$98,740
$98,740
$98,740
$90,206
$90,206
$90,206
$90,206
$90,206
$90,206
$90,206
$78,069
$78,069
$78,069
$78,069
$78,069
$78,069
$89,222
$77,196
$67,546
$67,546
$67,546
$67,546
$77,189
$67,546
$77,196
$77,196
34
GRADE
7
Budget Analyst
JOB TITLE
Building Inspector - House
Facilities BVCC Manager / Tomahawk Golf Course
Manager of Purchasing & Risk Management
Manager Parks Trails
Planner 1
Planner 2
Water & Wastewater Compliance / Efficiency Coordinator
6
Administrative Assistant/Deputy Clerk
Compensation & Benefits Administrator
Environmental Initiatives Coordinator
Executive Assistant
GIS Coordinator
Health & Safety Coordinator
Information Technology Technician
Municipal Law Enforcement Officer
Municipal Law Enforcement Officer / Prosecutor
Tax Collector
Utility Account Coordinator
5
Administrative Assistant - Building & Planning
Administrative Assistant - Corporate
Administrative Assistant - Engineering & Public Works
Administrative Assistant - Finance and IT Services
Coordinator - Children & Youth Services
Coordinator - Desk Services
Coordinator - Technical Services
4
Accounting Clerk
Accounts Payable Clerk
Administrative Assistant - Fire
Administrative Assistant - Planning / Secretary & Treasurer CoA
Administrative Assistant - Recreation
Administrative Assistant - Water & Wastewater Operations
Permit & Inspection Assistant
Treasury Clerk
3
Bylaw Services Assistant / Security Alarm Coordinator
Library Assistant - Desk & Administrative Services
Receptionist / Clerk - Engineering and Public Works
HOURS
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
WORKED
1
SALARY
2
SALARY
3
SALARY
4
SALARY
5
SALARY
1,820
1,820
2,230
1,820
2,080
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
2,080
2,080
2,080
1,820
1,820
1,820
1,820
1,820
1,820
1,820
1,820
910
2,080
1,820
$28.22
$28.22
$28.22
$28.22
$28.22
$28.22
$28.22
$28.22
$26.16
$26.16
$26.16
$26.16
$26.16
$26.16
$26.16
$26.16
$26.16
$26.16
$26.16
$24.33
$24.33
$24.33
$24.33
$24.33
$24.33
$24.33
$22.64
$22.64
$22.64
$22.64
$22.64
$22.64
$22.64
$22.64
$21.06
$21.06
$21.06
$21.06
$21.06
$51,360
$51,360
$62,930
$51,360
$58,697
$51,360
$51,360
$51,360
$47,608
$47,608
$47,608
$47,608
$47,608
$47,608
$47,608
$47,608
$47,608
$47,608
$47,608
$44,286
$44,286
$44,286
$44,286
$50,612
$50,612
$50,612
$41,196
$41,196
$41,196
$41,196
$41,196
$41,196
$41,196
$41,196
$19,161
$43,796
$38,321
$29.71
$29.71
$29.71
$29.71
$29.71
$29.71
$29.71
$29.71
$27.53
$27.53
$27.53
$27.53
$27.53
$27.53
$27.53
$27.53
$27.53
$27.53
$27.53
$25.61
$25.61
$25.61
$25.61
$25.61
$25.61
$25.61
$23.83
$23.83
$23.83
$23.83
$23.83
$23.83
$23.83
$23.83
$22.16
$22.16
$22.16
$22.16
$22.16
$54,063
$54,063
$66,242
$54,063
$61,787
$54,063
$54,063
$54,063
$50,113
$50,113
$50,113
$50,113
$50,113
$50,113
$50,113
$50,113
$50,113
$50,113
$50,113
$46,617
$46,617
$46,617
$46,617
$53,276
$53,276
$53,276
$43,365
$43,365
$43,365
$43,365
$43,365
$43,365
$43,365
$43,365
$20,169
$46,101
$40,338
$31.27
$31.27
$31.27
$31.27
$31.27
$31.27
$31.27
$31.27
$28.98
$28.98
$28.98
$28.98
$28.98
$28.98
$28.98
$28.98
$28.98
$28.98
$28.98
$26.96
$26.96
$26.96
$26.96
$26.96
$26.96
$26.96
$25.08
$25.08
$25.08
$25.08
$25.08
$25.08
$25.08
$25.08
$23.33
$23.33
$23.33
$23.33
$23.33
$56,909
$56,909
$69,729
$56,909
$65,039
$56,909
$56,909
$56,909
$52,751
$52,751
$52,751
$52,751
$52,751
$52,751
$52,751
$52,751
$52,751
$52,751
$52,751
$49,070
$49,070
$49,070
$49,070
$56,080
$56,080
$56,080
$45,647
$45,647
$45,647
$45,647
$45,647
$45,647
$45,647
$45,647
$21,231
$48,527
$42,461
$32.91
$32.91
$32.91
$32.91
$32.91
$32.91
$32.91
$32.91
$30.51
$30.51
$30.51
$30.51
$30.51
$30.51
$30.51
$30.51
$30.51
$30.51
$30.51
$28.38
$28.38
$28.38
$28.38
$28.38
$28.38
$28.38
$26.40
$26.40
$26.40
$26.40
$26.40
$26.40
$26.40
$26.40
$24.56
$24.56
$24.56
$24.56
$24.56
$59,904
$59,904
$73,399
$59,904
$68,462
$59,904
$59,904
$59,904
$55,527
$55,527
$55,527
$55,527
$55,527
$55,527
$55,527
$55,527
$55,527
$55,527
$55,527
$51,653
$51,653
$51,653
$51,653
$59,032
$59,032
$59,032
$48,050
$48,050
$48,050
$48,050
$48,050
$48,050
$48,050
$48,050
$22,348
$51,081
$44,696
$34.65
$34.65
$34.65
$34.65
$34.65
$34.65
$34.65
$34.65
$32.12
$32.12
$32.12
$32.12
$32.12
$32.12
$32.12
$32.12
$32.12
$32.12
$32.12
$29.87
$29.87
$29.87
$29.87
$29.87
$29.87
$29.87
$27.79
$27.79
$27.79
$27.79
$27.79
$27.79
$27.79
$27.79
$25.85
$25.85
$25.85
$25.85
$25.85
$63,057
$63,057
$77,262
$63,057
$72,065
$63,057
$63,057
$63,057
$58,450
$58,450
$58,450
$58,450
$58,450
$58,450
$58,450
$58,450
$58,450
$58,450
$58,450
$54,371
$54,371
$54,371
$54,371
$62,139
$62,139
$62,139
$50,578
$50,578
$50,578
$50,578
$50,578
$50,578
$50,578
$50,578
$23,524
$53,770
$47,049
Finance Clerk-Bank Rec
Receptionist / Clerk - Finance
1,820
$38,321
$40,338
$42,461
$44,696
$47,049
35
2013 Salary Ranges for Hourly Positions
GRADE
JOB TITLE
8
Roads & Drainage Foreman
7
Senior Water Operator
Senior Wastewater Operator
6
Harbour & Cemetery Lead Hand
Parks Lead Hand
Roads & Drainage Lead Hand
Wastewater Operator
Water Operator
5
Facility Operator 1
Roads & Drainage Operator
Solid Waste Disposal Site Operator
Water Meter & Backflow Prevention Technician
4
Solid Waste Disposal Site Scale Operator
3
Library Assistant - Casual Call in
Library Assistant
Harbour Labourer
Parks Labourer
Tomahawk Labourer
2
Crossing Guard
HOURS
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
STEP
ANNUAL
WORKED
1
SALARY
2
SALARY
3
SALARY
4
SALARY
5
SALARY
2,288
2,080
2,080
2,164
2,080
2,288
2,080
2,080
2,230
2,288
2,080
2,080
$27.78
$25.29
$25.29
$22.56
$22.56
$22.56
$22.56
$22.56
$20.11
$20.11
$20.11
$20.11
$18.57
$17.03
$17.03
$17.03
$17.03
$17.03
$13.60
$63,571
$52,607
$52,607
$48,811
$46,917
$51,608
$46,917
$46,917
$44,855
$46,022
$41,838
$41,838
$29.25
$26.62
$26.62
$23.74
$23.74
$23.74
$23.74
$23.74
$21.17
$21.17
$21.17
$21.17
$19.55
$17.93
$17.93
$17.93
$17.93
$17.93
$14.31
$66,916
$55,376
$55,376
$51,380
$49,386
$54,325
$49,386
$49,386
$47,216
$48,444
$44,040
$44,040
$30.79
$28.02
$28.02
$24.99
$24.99
$24.99
$24.99
$24.99
$22.29
$22.29
$22.29
$22.29
$20.58
$18.87
$18.87
$18.87
$18.87
$18.87
$15.06
$70,438
$58,291
$58,291
$54,085
$51,985
$57,184
$51,985
$51,985
$49,701
$50,994
$46,358
$46,358
$32.41
$29.50
$29.50
$26.31
$26.31
$26.31
$26.31
$26.31
$23.46
$23.46
$23.46
$23.46
$21.66
$19.86
$19.86
$19.86
$19.86
$19.86
$15.86
$74,146
$61,358
$61,358
$56,931
$54,721
$60,194
$54,721
$54,721
$52,317
$53,678
$48,798
$48,798
$34.11
$31.05
$31.05
$27.69
$27.69
$27.69
$27.69
$27.69
$24.70
$24.70
$24.70
$24.70
$22.80
$20.91
$20.91
$20.91
$20.91
$20.91
$16.69
$78,048
$64,588
$64,588
$59,928
$57,601
$63,362
$57,601
$57,601
$55,071
$56,503
$51,366
$51,366
36
Next Steps
• Week of April 29- May 3
▫ Employees will receive compensation letter and
evaluation form from their Manager or Directors.
▫ Any increase is retroactive to January 1, 2013
▫ Any pay equity increase is retroactive to January,
2008.
37
Job Evaluation Documentation
38
Job Evaluation Documentation (cont’d)
39
Request for Reconsideration Steps
• Employees will be provided the opportunity to
appeal:
▫ You will have 90 days to appeal.
▫ The closing date for the appeal process is
JULY 19, 2013
▫ Guidelines and the Reconsideration Form will be
provided on the BlueNet.
40
COMPENSATION ROLL OUT
•QUESTIONS & ANSWERS