Interim Salary Administration Practices and Policies -
Non-Union Employees
The Strategic Policies and Priorities Committee recommends the adoption of the following joint report (January 19, 1998) from the Commissioner of Human Resources and the Chief Administrative Officer:
Purpose:
This report recommends appropriate salary administration practices and policies to be utilized until a new Compensation Program is established for non-union employees.
Recommendations:
It is recommended that:
(1) Council adopt the Interim Salary Administration practices and polices until a new Compensation Program has been approved and implemented;
(2) non-union employees continue to be paid in accordance with their previous terms and conditions of employment on an interim basis; and
(3) new provisions or amendments related to Ared-circling@ for non-union employees be considered in conjunction with implementation of the new Compensation Program.
Background:
The Public Sector Labour Relations Transition Act (Bill 136) provides for continuation of the terms and conditions of employment of employees, including salaries, until amended by the new Council.
In November 1997, a Request for Proposals (RFP) for compensation consulting services was issued in order to establish a total Compensation Program for Executive, Management and Excluded positions. A further report will be submitted to the appropriate Committee and Council following a review and evaluation of Proposals.
Until a new Compensation Program is implemented, interim pay policies on a short-term basis are required to ensure equitable treatment of employees from the seven former municipalities.
Discussion:
Interim Non-Union Pay Practices:
Until the establishment of a new Compensation Program, interim pay practices are being introduced. Employees will be notified in writing that salaries are under review and interim compensation provisions will be in effect until such time as a new Compensation Plan has been approved by Council and implemented. Subsequently, positions and employees will be placed in an appropriate salary range within the new pay structure.
(a) Interim Pay B The salary of each non-union employee who is on staff at January 1, 1998, will remain unchanged throughout the interim period unless a change in organizational level occurs such as a promotion or voluntary demotion.
(b) Interim Salary Ranges B Human Resources is currently developing interim salary ranges and benchmark jobs based on an analysis of current responsibilities and salary levels. New approved permanent positions will be placed within these interim salary ranges.
(c) Promotions B Employees who receive a promotion on a permanent or acting basis to an approved permanent position which is in a higher interim salary range will receive either:
(i) a salary increase of 5 percent (not to exceed the maximum of the new range); or
(ii) the minimum of the new range, whichever is greater.
(d) Demotions B Employees who, at their own request, are appointed to a position with a lower interim salary range will be immediately placed in the interim salary range of the new position at a salary rate closest to but not higher than their current pay. The new salary will not exceed the maximum of the interim range for the position.
(e) Deletion of Positions B Where an employee=s position has been deleted and the affected employee is offered an alternate position within a lower level salary range, the employee=s current salary will be protected subject to a red-circling policy which will be addressed when the new Compensation Plan is approved.
(f) Lateral Transfers B Employees who are laterally appointed to a new position within the same level interim range will be placed in the range of their new position at a salary rate closest to but not higher that their current base salary, or at the minimum of the new range whichever is greater.
(g) Assignments B Employees who are performing in a higher-rated position on an Aacting@ basis at January 1, 1998, will, upon reversion, be returned to their previous base pay.
Where an employee is temporarily promoted to perform the work of a new approved permanent position the employee will be paid in accordance with the Interim Salary Administration practice on Promotions (see above).
All Aacting@ assignments will be reviewed every six months.
(h) Transition/Secondment Assignments B Prior to an approved permanent position being established, where an employee has been temporarily seconded and/or is assigned to perform transition or project work, or is temporarily assigned, the employee will be paid at his/her current base pay.
(i) Increments B Employees who are not at the maximum of their current salary range and are continuing to perform essentially the same duties, will continue to receive increments for which they would previously have been eligible until the new Compensation system is approved and implemented.
Conclusions:
It is proposed to establish a new Compensation Program applicable to non-union employees within the following political, financial and operational framework:
(a) compliant with applicable legislation;
(b) flexible to meet ongoing changes and challenges;
(c) fair, equitable and gender-neutral;
(d) promoting, recognizing and rewarding exceptional performance;
(e) integrating core competencies and encouraging teamwork orientation;
(f) able to attract and retain exceptional employees;
(g) recognizing management accountability and fiscal responsibility in achieving results; and
(h) appropriate competitive positioning when comparing total compensation to high-performing broader public sector and private sector organizations.
Until this program has been implemented, interim salary administration practices and policies are required.
