for retirement – developing, monitoring and implementing a human resources plan is critical. Recruiting, training and retaining resources and identifying gaps in future staffing needs in the short, mid and long term is imperative. The objective of succession planning is to ensure that the right people with the right skills are positioned at the right time. The City considers succession planning to be a proactive activity, which seeks to avoid three (3) major issues: 1) Loss of Knowledge; 2) Interruption of customer service and/or business continuity; 3)

Achieving market competitiveness reinforces the Corporation’s succession planning efforts by reducing or minimizing the loss of talent for salary reasons. It provides incentive to the talented CAO and Corporate Leaders to stay with the Corporation with the Corporate Leaders bolstering its leadership complement for the future. It also provides incentive to those in lower level non-union positions to apply for and accept appointments to higher level management jobs. It is imperative that the Corporation has an effective succession plan to avoid loss of knowledge, interruption of customer service and/or business continuity, critical errors, and most importantly effective leadership. It is important to point out that, in addition to the potential to lose staff as a result of a lack of salary market competitiveness, another significant factor impacting the Corporation’s ability to maintain a very qualified and experienced wo rkforce is retirement. Recruitments are presently underway to replace two Corporate Leaders as a result of their upcoming retirements. Furthermore, there is one additional Corporate Leader and the CAO that are currently eligible to retire.

Risk Analysis:

Given the consultant’s recommendation to have a zero percent salary adjustment for 2017 and 2018 for the CAO and the CLT group, there is no risk assessment. Salary market comparisons will continue to occur every two years as approved by council to ensure that the target 50 th percentile is maintained and that there is equitable compensation to the CAO and the Corporation’s Corporate Leadership Team relative to comparable positions in other comparable municipalities.

Financial Matters:

As the consultant ’s recommendation indicates no salary adjustments are required for the CAO or CLT group for either 2017 or 2018, there is no financial impact.

Consultations:

Colette Annetts, Annetts and Associations

Dan Iatonna, Manager, Employee & Consulting Services

Kristin Toniolo, Total Compensation Specialist (A)