Terms and Conditions of Employment. The corporation continues to recognize the importance of maintaining wages at no less than the 50 th percentile for purposes of succession planning, attraction, retention and to be a competitive employer with neighbouring municipalities. Furthermore, with the changing demographics of today’s workforce, the number of retirements continues to be on the rise; 11% of our current employees will be eligible for retirement by the end of 2020. The number of employees eligible for retirement increases to 14% in 2021 and to 29% by the end of 2025. Therefore, it is important to ensure salaries remain within the 50 th percentile, to eliminate any issues attracting the required talent needed to maintain efficient customer services and minimize interruption of service through the promotion of internal staff or new external hires.

Risk Analysis:

Given that the Salary Market Review has been completed and the consultant’s recommendation is to have a zero percent salary adjustment, there is no risk assessment. Salary market comparisons will continue to occur every two years as approved by council to ensure that no less than the 50 th percentile is maintained and that there is equitable compensation to the Non Union employee group relative to comparable positions in other comparable municipalities.

Financial Matters:

As the consultant’s recommendation indicates no salary adjustments are required for the Non Union employee group for either 2017 or 2018, there is no financial impact. Council should note however that as the results indicated that wages were just above the 50th percentile, and as salaries in other comparator municipalities potentially increase, our positions may decline and therefore an adjustment may be required for future reviews. Annually Administration provides for the potential for increases to salaries both union and non-union as a result of collective agreement bargaining and salary market reviews which may require a retroactive payout. This annual provision is included as part of the base operating budget and is adjusted based upon known factors so as to mitigate significant fluctuations from year to year.

Consultations:

Colette Annetts, Annetts and Associations

CANUE

Salary Market Comparison Committee

Dan Iatonna, Manager, Employee & Consulting Services

Kristin Toniolo, Total Compensation Specialist (A)