Compiled data can be found: 

Chart 1: Graph of Current salaries and Market Median Data (2018)              Page 9

Table 4: City of Windsor Non-Union Survey Summary 2017 (Grades 17-14) Page 10

Table 5: City of Windsor Non-Union Survey Summary 2017 (Grades 13-6)   Page 11

Table 6: City of Windsor Non-Union Survey Summary 2018 (Grades 17-14) Page 12

Table 7: City of Windsor Non-Union Survey Summary 2018 (Grades 13-6)   Page 13 

General Findings: 2017-2018 Salary Survey

Our overall finding is that in 2017 and 2018 the City of Windsor maintained their position above the 50 th percentile. This has resulted in no additional pay increase to maintain the 50 th percentile pay policy for the non-union staff.

A visual view of the median data for each band and the distribution of the external data as it relates to the City of Windsor’s 2018 salary structure is provided on Chart 1, page 8. Overall, the median data is well distributed around the City of Windsor’s salary structure indicating that no changes need to be made to the Windsor salary structure itself or individuals salary grades. The City has maintained their 50 th percentile position within the market. This is not unexpected. Most major market adjustments last approximately 3-5 years depending on the activity of the market. Other municipal organizations work towards maintaining a market position within the 50 th – 65 th percentile range. The process of maintaining salary positioning within the market becomes what can best be described as a game of leapfrog. The frequency of market reviews with other organizations varies from every 2 to 5 years. This means that other organizations “leap” to new market positions at variable times and any market corrections that the City makes has short term benefits.

54% (35/65 in 2017) and 53% (34/64 in 2018) of Windsor’s positions surveyed were above the 50 th percentile (median). Tables 4 to 7, Column 3 & 8 (pages 10 to 13) provides a more detailed picture of the survey data. Job data is presented by position, by salary band so that similarly paid positions can be compared together. Column 3 provides the median data for each position. Column 8 provides the percentile ranking for each position within their own data set. Of the positions above the median , 66% ( 23/35 in 2017) and 76% (26/34 in 2018) were within 5% of the median in terms of real salary dollars. Tables 4 to 7, Column 10.

38% (2017) and 39% (2018) of Windsor’s positions surveyed were below the 50 th percentile (median) . Tables 4 to 7, Column 3 & 8 (pages 10 to 13) provides a more detailed picture of the survey data. Job data is presented by position, by salary band so that similarly paid positions can be compared together. Column 3 provides the median data for each position. Column 8 provides the percentile ranking for each position within their own data set. Of the positions below the median, 36% (9/24 in 2017) and 40% (10/25 in 2018) positions were within 5% of the median in terms or real salary dollars. This means most of the positions below the median are significantly below the median with less than half close to the median. (Close being within 5%) Table 4 to 7, Column 10.

8% in both 2017 and 2018 of Windsor’s positions surveyed were at the 50 th percentile (median) . Tables 2 to 5, Column 3 & 8 (pages 9 to 12) provides a more detailed picture of the survey data.

Overall, the majority of Windsor’s positions surveyed are clustered around the median, there are a greater number of positions above the median that are close to the median. This indicated that Windsor is a position of sensitivity to market changes.