Posted On: Friday, May 18, 2018
There are 94 different non-union positions in the Town (100 full-time non-union employees). The wages and salaries for these positions are set and managed through a Council-approved Compensation Program. Each position is placed within a pay range or salary band on the salary grid. The program is intended to ensure reasonable, consistently applied, internally equitable and externally competitive pay practices that will attract, retain, reward and motivate quality employees. Being a preferred employer is integral when competing for talent. It is necessary for both attracting new hires to the organization and retaining the talent that the organization currently employs.
Staff have provided Council with the options to implement a leading compensation costing at the 55th percentile and the 60th percentile.
Staff recommend “leading” rather than “meeting” our market comparisons due to the higher level of salary of our local market competitors of Grey County and Collingwood.
Market Competitiveness - Cost of Implementation:
50th Percentile: The annual cost to implement the 50th percentile market review is $192, 717 for the non-union employees. Of the $192,717, $150,319 is taxation which represents approximately a 1% increase to the annual taxation levy. The balance of $42,397 would be from user fees.
55th Percentile: The annual cost to implement the 55th percentile market review is $451,845. Of the $451,845, $352,439 is taxation which represents approximately a 2.3% increase to the annual tax levy. The balance of $99,406 would be from user fees.
60th Percentile: The annual cost to implement the 60th percentile market review is $ 698,455. Of the $698,455, $544,795 is taxation and represents approximately a 3.6% increase to the annual tax levy. The balance of $153,660 would be from user fees.
The complete report is attached.
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