As outlined in the Consultant’s report for 2017 and 2018, the following is the breakdown of the market percentile rankings of the positions surveyed:

With an average of 63 City of Windsor employees per year eligible to retire between 2020 and 2025 not including non-retirement related departures, critical knowledge, specialized expertise and business continuity will be lost if the City does not continue to remain at least minimally competitive in its wages as compared to other municipalities in an effort to retain our current workforce and attract younger employees.

Background:

2005 – First Mandate to Conduct Compensation Reviews

In November 2005, City Council first established the mandate to conduct a compensation or salary market comparison every three (3) years, based on a recommendation made by the Hay Group in the Final Report to Council on Non union Compensation Program. Council re-affirmed the practice of undertaking a review of the non union employees’ compensation every three (3) years upon approving in April 2008 a target pay at the 65 th percentile of the market, effective January 1, 2007.

2010 – Settlement with CANUE and Amendments to Comparator Groups

On April 1, 2010 the Corporation entered into an agreement with the Civic Association of Non union Employees (CANUE) which included a provision stipulating that a market salary review would be completed every three (3) years commencing in 2010, and that salaries would be maintained at no less than the 50 th percentile of the comparator municipalities (approved by Council Resolution CR 127/2010). This particular stipulation was important in reaching a negotiated settlement with CANUE regarding its pending union certification.

Given that the City is a single tier municipality with various areas of responsibility, when reviewing the comparator groups used for purposes of this review in 2010 and moving