A survey questionnaire was sent to each participating organization. Data Collected was;
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Position match job title,
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What position, match reports to,
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the minimum and maximum salaries,
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salary band,
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differences between the jobs being matched, if any,
(examples provided below combined with how good a match a job is provides us with enough data to determine if a position should be included in the survey)
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Combined with fleet coordinator position
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Coaching, mentoring and managing bus operator performance
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Monitoring adherence to a highly time sensitive schedule
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if the job is a good match and how close of a match job is as a percentage,
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and effective date of salary.
Data Analysis
1. What did we do?
Once data was collected it was compiled for analysis by position. Data was collected for 15 positions in 2017 and 16 positions in 2018. One position, Planning Supervisor, was added to the organization in 2018. (See Appendix B). 2 positions were removed from the survey due to lack of sufficient data. (3 or less data points).
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Manager, Sales and Marketing
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Maintenance Manager, Facilities
In 2017, 13 positions with valid data were included in the survey and in 2018, 14 position with valid data were included in the survey.
Positions were analyzed on the basis of mean, median,25 th , 65 th and 75 th percentile. Windsor’s salaries were also looked at as a percentile ranking within the reported data range. This analysis can be found in Tables 1 & 2 on Pages 8 and 9. (The definitions of statistical measures appear in Appendix B.)
Once data was compiled and statistical measures applied, each position’s current salary for 2018 was plotted against the market median data. This graph provides a visual picture of Transit Windsor’s position against the survey comparators and can be found on page 7.
Compiled data can be found:
Chart 1: Graph of Current Salaries vs Market Median Data Page 7
Table 2: Transit Windsor Non-Union Survey Summary 2017 Page 8
Table 3: Transit Windsor Non-Union Survey Summary 2018 Page 9