thursday, november 12, 2015 6:00 p.m. boardroom ch-2f ... compensation... · council compensation...

For inquiries about this agenda, or to make arrangements for accessibility accommodations for persons attending (some advance notice may be required), please contact: S. Danton

Telephone (905) 874-2116 TTY 905-874-2130, [email protected]

Note: Some meeting information may also be available in alternate formats, upon request.

Thursday, November 12, 2015

6:00 p.m.

Boardroom CH-2F – City Hall, 2nd Floor

Members: Philip Varickanickal (Chair) Jessica Phinn (Vice-Chair)

Lynn Dobson Joy Gordon-Adams Frank Lodhar Staff: Peter Simmons, Chief Corporate Services Officer Peter Honeyborne, Executive Director, Finance, Treasurer

Dave Wilson, Executive Director, Human Resources Shirley Gannon, Director, Treasury Services Debra King, Manager, Compensation & Benefits, Human Resources Peter Fay, City Clerk, Corporate Services

Shauna Danton, Legislative Coordinator, Corporate Services Note: Please ensure all cell phones, personal digital assistants (PDAs) and other electronic

devices are turned off or placed on non-audible mode during the meeting.

Agenda

Council Compensation Committee Committee of the Council of

The Corporation of the City of Brampton

mailto:[email protected]

Agenda Council Compensation Committee

2015 11 12 of 2

A. Approval of Agenda B. Declarations of Interest under the Municipal Conflict of Interest Act C. Previous Minutes C 1. Minutes of the Meeting held on September 24, 2015.

The minutes were considered by Corporate Services Committee on October 7, 2015, and the recommendations were approved by Council on October 14, 2015. The minutes are included on this agenda for information only.

D. Delegations / Presentations E. Discussion / Business Items

E 1. Report from Shirley Gannon, Director, Treasury Services, Corporate Services, and Debra King, Manager, Compensation and Benefits, Corporate Services, dated November 12, 2015, re: Discussion Paper – Broad Municipal Benefit and Compensation Benchmarking Results for Elected Officials (File BC.x).

F. Public Question Period

15 Minute Limit (regarding any decision made at this meeting) G. Adjournment Next Meeting: To be determined

For inquiries about this agenda, or to make arrangements for accessibility accommodations for persons attending (some advance notice may be required), please contact: S. Danton

Telephone (905) 874-2116 TTY 905-874-2130, [email protected]

Note: Some meeting information may also be available in alternate formats, upon request.

Thursday, September 24, 2015

Members Present: Philip Varickanickal – Chair Jessica Phinn – Vice-Chair

Lynn Dobson Joy Gordon-Adams Frank Lodhar Members Absent: nil Staff Present: Peter Honeyborne, Executive Director, Finance, Treasurer Debra King, Manager, Compensation and Benefits Lavina Dixit-Chaterjee, Senior Advisor, Communications Peter Fay, City Clerk Shauna Danton, Legislative Coordinator

Minutes

Council Compensation Committee Committee of the Council of

The Corporation of the City of Brampton

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mailto:[email protected]

sdanton

Text Box

COUNCIL COMPENSATION COMMITTEE Date: November 12, 2015

Minutes Council Compensation Committee

2015 09 24 Page 2 of 4

The meeting was called to order at 6:01 p.m., and adjourned at 6:50 p.m. A. Approval of Agenda The following motion was considered: CCC017-2015 That the agenda for the Council Compensation Committee

Meeting of September 24, 2015, be approved as amended as follows:

To add: E 1. Committee Discussion re: Committee Mandate Carried B. Declarations of Interest under the Municipal Conflict of Interest Act - nil C. Previous Minutes C 1. Minutes of the Meeting held on September 10, 2015.

The minutes were considered by Corporate Services Committee on September 23, 2015, and approved by Council on September 30, 2015. The minutes were included on the agenda for information only. In response to questions from Committee, Peter Fay, City Clerk, provided details on the City’s corporate filing classification codes.

D. Delegations / Presentations D 1. Report from Shirley Gannon, Director Treasury Services, and Debra King,

Manager, Compensation and Benefits, dated September 24, 2015, re: Discussion Paper – Benefit Benchmarking Results (File BC.x)

Debra King, Manager, Compensation and Benefits, noted that the

municipal comparators provided in the discussion paper included benefit summaries that highlighted current benefit provisions and vehicle allowances, as well as pre and post 65 retirement benefits.

The following motion was considered:

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2015 09 24 Page 3 of 4

CCC018-2015 That the Report from Shirley Gannon, Director Treasury Services, and Debra King, Manager, Compensation and Benefits, dated September 24, 2015, to the Council Compensation Committee Meeting of September 24, 2015, re: Discussion Paper – Benefit Benchmarking Results (File BC.x) be received.

Carried E. Discussion / Business Items E 1. Committee discussion re: Committee Mandate Committee consideration of the matter included:

Questions regarding the process of finalizing the elimination of the Mayor and Councillors’ 1/3 tax free status

Outlining and prioritizing Committee’s mandate, task list, and next steps; estimated number of meetings to complete the mandate

Clarification that Committee review of the Council support structure is no longer needed

Details of the Mayor and Councillors’ terms of employment Committee review of the Mayor and Councillors’ retirement,

severance, life insurance, health benefits, and salary grid at future meetings

Requests for twelve municipal comparators, including London, Thunder Bay, and Sudbury

Requests for municipal comparators and benchmark information on the following topics:

1) Severance/retirement allowance 2) Vehicle allowance and review practice – annual adjustments 3) Retirement benefits pre-65 and post-65 4) Health benefits (while elected official) 5) Current salaries and linkage to non-union or other methodology 6) Frequency of adjustments and linkage to means of

adjustment (i.e. COLA, CPI) 7) Job descriptions or role outlines for Mayor and Councillors

Requests for municipal comparators to include the following: 1) Population 2) Operating budget 3) Size of Council 4) Resident ratio per Councillor 5) Supplemental salaries – Police Services Board, etc.

Review of timeline for completion of Committee tasks

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2015 09 24 Page 4 of 4

F. Public Question Period – nil G. Adjournment Committee consideration of the matter included consensus to meet again on

November 12, 2015, at 6:00 p.m. CCC019-2015 That the Council Compensation Committee do now adjourn

to meet again on November 12, 2015, at 6:00 p.m. ______________________________ Philip Varickanickal, Chair

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Council Compensation Committee

Discussion Paper

Broad Municipal Benefit and Compensation Benchmarking Results

For Elected Officials

November 12, 2015

Prepared by: Shirley Gannon, Director, Treasury Services Debra King, Manager, Compensation & Benefits, Human Resources

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tbrenton

Text Box

Council Compensation Committee Date: November 12, 2015

Council Compensation Committee Discussion Paper November 12, 2015 2

Discussion Paper Purpose

In response to further direction from the Council Compensation Committee on September 24, 2015, original benchmarking was expanded to include a total of 20 municipalities.

This comprehensive selection provides information to assist with the appropriate compensation and benefits structure for Brampton City Council for the long term.

All 20 municipalities responded and the results are provided.

Background

On September 10, 2015, the Council Compensation Committee unanimously voted to recommend the elimination of the 1/3 tax exemption effective January 1, 2016. The Council Compensation Committee presented their recommendations on the removal of the 1/3 tax free status on September 23, 2015 to the Corporate Services Committee. See CCC015-2015.

As part of the ongoing mandate of the Committee, the following additional tasks have been identified:

1) Continue to review compensation adjustments and Retirement Health Benefit Programs.

2) Determine the appropriateness of Members of Council being included on the non-union salary grid for the next term of Council.

These benchmarking results are provided to assist with the development of recommendations with respect to salary, benefits and associated compensation levels for all members of Council.

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The Discussion Report includes a broad perspective on the following topics:

Benchmarking Topic Appendix Severance/Retirement Allowance Appendix A Vehicle Allowance Appendix B Salary Adjustment Frequency and Methodology Appendix C Council Make-Up and Support Staff Appendix D Pre-65 Retirement Benefits Appendix E Post-65 Retirement Benefits Appendix F

The following comparators are represented and details are provided in the Appendices.

Comparator Population Full-Time Headcount 1. Brampton 523,911 2,795 2. Burlington 175,779 888 3. Caledon 64,237 307 4. Greater Sudbury 160,000 1,554 5. Guelph 121,000 1,302 6. Hamilton 540,000 5,155 7. Kitchener 233,700 1,116 8. London 373,730 2,214 9. Markham 301,709 992 10. Mississauga 759,000 4,012 11. Oakville 182,520 1,075 12. Oshawa 158,341 739 13. Ottawa 930,000 13,130 14. Region of Peel 1420,000 7,130 15. Richmond Hill 185,541 731 16. Thunder Bay 108,000 2,001 17. Toronto 2790,000 50,759 18. Vaughan 319,893 1,659 19. Windsor 211,000 2,084 20. York Region 1555,274 2,775

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Benefit Summary

Pre-65 Benefits:

All 20 municipalities responded, but only 11, including Brampton, have continued benefits for Councillors after serving as an Elected Official. The remaining 9 municipalities terminate all benefits once an Elected Official leaves office, either through retirement or the electoral process.

Brampton’s core benefit coverage is comparable in most areas, but with unlimited annual Paramedical and Major Dental, the plan exceeds the majority of the comparators. Brampton is also among only 6 who continue Out-of-Country Travel Assistance. The Plan matches the current non-union pre-65 benefit coverage.

Only 2 of the 11 (Toronto and Vaughan) provide continued Life Insurance coverage; Brampton does not.

Post-65 Benefits:

Brampton is one of only 2 municipalities who offer a Health Care Spending Account (HCSA). It‘s important to note that although York Region is the other comparator, only the Chairman is included; benefits for all Councillors are administered through the individual municipality.

Only 2 municipalities (Burlington and Mississauga) continue their Core Benefit Plan beyond 65. Vaughan and Richmond Hill retain Life Insurance beyond 65; Life Insurance terminates for all other municipalities, including Brampton.

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The following excerpts are extracted from the Minutes – Corporate Services Committee – September 23, 2015.

Recommendation CS124-2015: o acknowledgement of the work undertaken by Members of the

Council Compensation Committee o concerns about the budget impact as a result of the recommended

removal of the one-third tax free exempt status for the Mayor and Councillor compensation and the increase in salary and vehicle allowance

o past practice in dealing with recommendations on Council compensation, i.e. to be effective for the next Term of Council

A motion, moved by Mayor Jeffrey and seconded by City Councillor Fortini, was introduced to delete Clauses 2 and 3 of Recommendation CS124-2015 and replace them with the following new clauses:

2. That the one-third tax-free exempt status for the Mayor and

Councillor compensation be eliminated (at a cost of approximately $57,000), effective January 1, 2019, and the necessary actions be implemented to repeal the one-third tax-free exempt status pursuant to the requirements of subsection 283(6) of the Municipal Act, 2001; and,

3. That, the following be implemented effective December 1,

2018 for the 2018-2022 term of Council, pending further review by the Council Compensation Committee and recommendations to Council on the appropriate compensation and benefits structure for Brampton City Council for the long term:

(a) the Mayor and Councillor vehicle allowance, effective

December 1, 2018, be established based on Option 3 as considered by the Council Compensation Committee (i.e., 100% taxable grossed-up rate and equivalent to a $14,927.52 annual vehicle allowance); and,

(b) the Mayor and Councillor remuneration rate, effective

December 1, 2018, be established based on the equivalent gross remuneration for the Mayor and Councillor in the City of Mississauga (i.e., $139,374.00 for the Mayor and $84,495.00 for a Councillor based on 2015 rates);

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4. That the current Mayor and Councillor salary freeze remain

in effect for the current term of Council.

Council discussion on the motion included: position of many Brampton residents that the one-third tax free exempt

status for the Mayor and Council compensation should be removed confirmation from staff that if Council supports the proposed motion to

remove the one-third tax free exempt status effective in 2019, the associated by-law to appeal this exemption could not be passed until 2018, but that Council could pass a resolution at this meeting to approve removal of the exemption and direct staff to bring forward the by-law in 2018

information from staff on the Elected Officials compensation options and the resulting financial impact on the City and Elected Officials’ net pay and other compensation

confirmation that the recommendation from the Council Compensation Committee would result in a reduction in Elected Officials’ net pay

concerns about the potential impact on the Members of the Council Compensation Committee should Council not support this recommendation

advice from the City Clerk related to the proposed amendment to Recommendation CS124-2015

The motion was considered as follows:

Whereas the Ontario and global economy is still underperforming and not yielding the results that we all had expected.

Whereas Council has and will continue to have to make tough decisions with regards to the City’s fiscal situation.

Whereas Council, at its December 10, 2014 meeting, passed the following Resolution to reduce and freeze the Mayor’s salary:

“C317-2014 Whereas in previous terms of Council,

decisions have been made by Council to establish a remuneration structure for the Mayor and Councillors, in accordance with the Municipal Act, 2001, and based on recommendations received from a citizen-based Council Compensation Committee;

Whereas Section 283 of the Municipal Act, 2001, authorizes a municipal council to establish its own remuneration structure;

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Whereas it is deemed appropriate for the Mayor to demonstrate leadership and fiscal restraint to establish a new remuneration scale for the position of Mayor that reflects other comparable municipal, regional, provincial and federal leaders and representatives, as well as prevailing economic conditions, and which is more appropriate for the Mayor of Canada’s ninth largest municipality;

Now Therefore Be It Resolved That the salary for the position of Mayor of The Corporation of the City of Brampton be $165,850 being a combination of the City of Brampton and Region of Peel salaries and remuneration effective January 1, 2015;

And Further That any change to the salary for the position of Mayor after 2015 be subject to further consideration and approval by Council during 2015. “

Whereas Council, at its December 17, 2014 meeting, passed resolution C326-2014 to establish a Council Compensation Committee to review Council’s current compensation structure and benefits program, and more specifically approved Clause 16 to freeze Councillor salaries, as follows:

“16. That the current salary rate for all Councillors be

maintained at the existing compensation level until such time as Council considers the compensation recommendations from the Compensation Committee”;

Whereas Council, at its April 8, 2015 meeting, passed Resolution C113-2015, and specifically Clause 28, further affirming Council’s immediate freeze of their salaries, as follows:

“(28) Whereas a motion has been put forward to 2015

Budget Committee that a wage freeze be imposed for all non-union employees at the management level and higher pending a completion and council consideration of the core services review;

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Whereas throughout the 2015 Budget Sub-Committee the Mayor and Council have been discussing a non-union management wage freeze to show the citizens of Brampton that City Hall is willing to take on some of the fiscal burden to ensure the public dollars are spent wisely;

Whereas Mayor Linda Jeffrey has shown leadership by reducing her salary by $50,000 immediately upon taking office;

Whereas Council recognizes the need for sound fiscal management;

Whereas this Council believes they should lead by example; Therefore be it resolved that the Mayor and Council immediately freeze their salaries for a period to be determined by this council in the 2016 Budget process.”

Whereas the Council Compensation Committee, at its September 10, 2015 meeting, passed recommendation CCC015-2015, and specifically Clauses 2 and 3 as follows:

“2. That the one-third tax-free exempt status for the

Mayor and Councillor compensation be eliminated, effective January 1, 2016, and the necessary actions be implemented to repeal the one-third tax-free exempt status pursuant to the requirements of subsection 283(6) of the Municipal Act, 2001; and,

3. That,

(a) the Mayor and Councillor vehicle allowance,

effective January 1, 2016, be established based on Option 3 as considered by the Council Compensation Committee (i.e., 100% taxable grossed-up rate and equivalent to a $14,927.52 vehicle allowance); and

(b) the Mayor and Councillor remuneration rate,

effective January 1, 2016, until the end of the current term of Council (November 30, 2018), be established based on the equivalent gross remuneration for the Mayor and Councillor in

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the City of Mississauga (i.e., $139,374.00 for

the Mayor and $84,495.00 for a Councillor based on 2015 rates), subject to an annual review by the Council Compensation Committee and recommendation back to Council during this period;

pending further review by the Council Compensation Committee and recommendations to Council on the appropriate compensation and benefits structure for Brampton City Council for the long term.”

Whereas the Corporate Services Committee, at its September 23 meeting, approved these Clauses as part of Recommendation CS124-2015;

Therefore be it resolved Clauses 2 and 3 of Recommendation CS124-2015 be deleted and replaced with the following new Clauses:

2. That the one-third tax-free exempt status for the

Mayor and Councillor compensation be eliminated (at a cost of approximately $57,000), effective January 1, 2019, and the necessary actions be implemented to repeal the one-third tax-free exempt status pursuant to the requirements of subsection 283(6) of the Municipal Act, 2001; and,

3. That, the following be implemented effective

December 1, 2018 for the 2018-2022 term of Council, pending further review by the Council Compensation Committee and recommendations to Council on the appropriate compensation and benefits structure for Brampton City Council for the long term:

(a) the Mayor and Councillor vehicle

allowance, effective December 1, 2018, be established based on Option 3 as considered by the Council Compensation Committee (i.e., 100% taxable grossed-up rate and equivalent to a $14,927.52 annual vehicle allowance); and,

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(b) the Mayor and Councillor remuneration

rate, effective December 1, 2018, be established based on the equivalent gross remuneration for the Mayor and Councillor in the City of Mississauga (i.e., $139,374.00 for the Mayor and $84,495.00 for a Councillor based on 2015 rates);

4. That the current Mayor and Councillor salary freeze

remain in effect for the current term of Council. CS124-2015 1. That the presentation by the following members of the

Council Compensation Committee, to the Corporate Services Committee Meeting of September 23, 2015, re: Council Compensation Committee Recommendations be received; and, 1. Philip Varickanickal, Chair 2. Jessica Phinn, Vice Chair 3. Lynn Dodson, Member

2. That the Minutes of the Council Compensation

Committee Meeting of September 10, 2015, to the Corporate Services Committee Meeting of September 23, 2015, Recommendations CCC014-2015 to CCC016-2015 be approved.

CCC014-2015 That the agenda for the Council Compensation Committee Meeting

of September 10, 2015, be approved as printed and circulated. CCC015-2015 1. That the report from Shirley Gannon, Director, Treasury

Services, and Debra King, Manager, Compensation and Benefits, dated August 14, 2015, to the Council Compensation Committee Meeting of September 10, 2015, re: Discussion Paper – Benchmarking Analysis Results (File BC.x) be received; and,

2. That the one-third tax-free exempt status for the Mayor and

Councillor compensation be eliminated, effective January 1, 2016, and the necessary actions be implemented to repeal the one-third tax-free exempt status pursuant to the requirements of subsection 283(6) of the Municipal Act, 2001; and,

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3. That,

(a) the Mayor and Councillor vehicle allowance, effective

January 1, 2016, be established based on Option 3 as considered by the Council Compensation Committee (i.e., 100% taxable grossed-up rate and equivalent to a $14,927.52 vehicle allowance); and

(b) the Mayor and Councillor remuneration rate, effective

January 1, 2016, until the end of the current term of Council (November 30, 2018), be established based on the equivalent gross remuneration for the Mayor and Councillor in the City of Mississauga (i.e., $139,374.00 for the Mayor and $84,495.00 for a Councillor based on 2015 rates), subject to an annual review by the Council Compensation Committee and recommendation back to Council during this period;

pending further review by the Council Compensation Committee and recommendations to Council on the appropriate compensation and benefits structure for Brampton City Council for the long term.

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Council Compensation Benchmarking Summary

November 12, 2015

Conducted by City of Brampton

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Appendix AElected Officials Benchmarking Results Severance/Retirement Allowance

OrganizationDuration

i.e. ( x month/ xx years of service)Maximum Severance Additional Comments

BramptonNew council members are not eligible for severance.

Retirement allowance ceased once a returning member elected to join OMERS. 18 months

Only one member is entitled to retirement

allowance.

Burlington No

Caledon No

Greater Sudbury No

Guelph No

Hamilton No

Kitchener No

London n/a

Markham One month/year up to 12 months, 3 weeks thereafter up to 18 months 18 months

Mississauga One month / for each year of service to a max of 12 months 12 months

Oakville No

Oshawa

The payment pursuant to Section 5.03 shall be based on the remuneration level that the

Mayor or Councillor in question is receiving at the time of his or her leaving office,

including remuneration in respect of an appointment as Chair and/or Vice-Chair of a

Standing or Special Committee of Council and/or as Deputy Mayor. The payment shall

be calculated as one month’s salary per year of continuous service on Council to a

maximum of eighteen (18) months’ salary.

18 months

Ottawa One month salary per year for each year of service 6 months

Region of Peel One month current salary for every year of service on the Council 12 months

Richmond Hill One month per year for each year of service 18 months

Severance waived if depart due to acts of

fraud, municipal corruption, secret

commissions, conviction or charged of legal

wrongdoingsThunder Bay No

Toronto

As per Chapter 223 of the Toronto Municipal Code, severance remuneration shall be

equal to 1/12 of the member's annual remuneration, at the rate in force immediately

before he or she ceases to be a member, for each year of consecutive service to a

maximum of 12 years.

A member who has served

as a member of the Council

for a minimum period of 30

days shall be paid

severance remuneration.

1 year (1 month x 12 years service)

Vaughan One month salary per year for each year of service 24 months

Windsor No

York Region1/12 of annual remuneration multiplied by years of service to a max of 12 yrs, pro-rated

for part years, plus 3/52 of annual remuneration multiplied by number of years service

in excess of 12 years, pro-rated for part years

18 months

Council Compensation Committee November 12, 2015

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Appendix BElected Officials Benchmarking Results

Vehicle Allowance

Organizations

How often do you adjust

Vehicle Allowance and what is

the adjustment based on?

Mayor/ Regional Chairman Councillors Mayor/ Regional Chairman

& Councillors

Brampton$1,079.69/month - for 2015

$1,243.96/ month - effective Jan 1, 2016

$1,079.69/monthly - for 2015

$1,243.96/ month - effective Jan 1, 2016Adjusted for CPI every year

BurlingtonMayor gets a taxable benefit for a vehicle

being provided, but must report annually on

usage to determine the taxable benefit

Councillors get mileage

Caledon n/a n/a n/a

Greater Sudbury $700/month n/a By-Law

Guelph n/a n/a n/a

Hamilton n/a n/a n/a

Kitchener 100% vehicle expenses paid n/a

London $700/month 1/3 tax free n/a Not adjusted regularly

Markham $1,021.25/month n/a Council direction/approval

Mississauga (City vehicle provided) $1,442/month Adjusted on January 1 of each year

Oakville $750/monthly n/a Reviewed each election year

Oshawa Receive reimbursement for car mileage

Each Council Member shall have the option of designating whether he or

she will receive reimbursement for car mileage expenses at the rate and in

the manner designated by City Council for staff, or whether he or she will

receive a flat rate car allowance to a maximum amount of one hundred

($100.00) dollars per week.

n/a

Do you provide Annual Vehicle Allowance?

If yes, please provide the allowance amount ($)


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Appendix BElected Officials Benchmarking Results

Vehicle Allowance

Organizations

How often do you adjust

Vehicle Allowance and what is

the adjustment based on?

Mayor/ Regional Chairman Councillors Mayor/ Regional Chairman

& Councillors

Do you provide Annual Vehicle Allowance?

If yes, please provide the allowance amount ($)

Ottawa Uses City Car and driver $575/month

Region of Peel

No. A car is provided to the Chair with all

expenses paid; a portion of these expenses

are considered a taxable benefit.“Car

allowance at standard rate” is the

transportation cost reimbursement rate as set

by Canada Customs and Revenue Agency, in

accordance with the Region’s Business

Expense Accounts Policy. This rate is currently

$0.55 per kilometre up to 425 kilometres per

month and $0.49 per kilometer for any

remaining kilometres per month.

n/a Reviewed annually

Richmond Hill No; get a town car instead $600/month as needed

Thunder Bay No

Toronto

Vaughan n/a - Mayor receives a leased city vehicle $768/month

Windsor $750/monthlyrarely adjusted / based on contract &

council approval

York Region $1,334/monthly n/a

Annually. This is tied to the mileage

allowance governed by the CRA. If the

mileage rate increases, this allowance

increases by the same percentage

No - reimburse kilometre. Current rate is $0.55 per km up to 5,000km annually and $0.49 thereafter (as per CRA rates

and policy for non-union employees).


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Appendix CElected Officials Benchmarking Results

Salary Adjustment Frequency and Methodology

Organization Elected Officials Salary Adjustment

FrequencyElected Official salary adjustments methodology

Is the base pay for Mayor and Councillors linked to Non Union salary schedule or is it

determined independently by a Council Compensation Committee or other?

Brampton Annually Linked to Non Union COLA Under review

Burlington Annually

The 2013 Citizen Committee on Council Remuneration made the following recommendation on the method

for determining the annual Council remuneration adjustment formula. Report CL-19-13 was adopted by

Council on November 25, 2013:

Maintain the compensation for Councillors at $53,095 per year and the Mayor at $121,676 per year (in 2014)

and adjust annually on April 1 by a percentage equal to the average annual change in the all Ontario

consumer price index (CPI) for the twelve month period October to September with the provision that the

increase is to have the following banding:

· Any increase cannot be greater than the increase determined for budget purposes for non-union staff

compensation;

· No increase can be granted in the event the Ontario CPI amount is less than 1%;

· Any increase cannot exceed 65% of the calculated Ontario CPI percentage;

· When no increase is taken in a year, the amount cannot be carried over and aggregated in future years;

· Overall Council may adjust the calculated increase within the banding to a lesser amount than that

determined while meeting the provisions stated.

Determined by a Citizens Committee in 2013 and adjusted annually on April 1 based on

Ontario consumer price index (CPI), but not to exceed Non Union increases.

Caledon Annually Linked to Non union COLAIt’s currently linked, and our current recommendation to Council is that it remains that way

(as per the Council meeting on October 20th) . This is still being reviewed by Council.

Greater

Sudbury

Depends on General Wage Increase

Bargained with CUPE 4705General Wage Increase

Mayor and Council's base pay does not follow Non Union Salary Schedule, however they do

receive General Wage Increase (GWI).

Guelph Annually Same as non-union increase or CPI (Sept to Sept), whichever is less Determined by a Citizens Committee

Hamilton Annually Elected Official’s remuneration are tied to the Non Union increases. They would get the same COLA increase

as Non Union.

Currently, we do not have a Council Compensation Committee. Originally, we had one in

~2004 that established the elected officials salaries and targeted it at the 50th percentile.

Moving forward since then, we have only applied the COLA increases.

Kitchener AnnuallyCouncil Compensation policy based on the percentage economic increase approved for the senior

management grid

The annual salary adjustment for Mayor and Councillors is equal to the adjustment received

by the senior management group and is effective the same date as the senior management

group (typically April 1st of each year).

London Annually n/a

Markham Annually Linked to City staff increases which are usually annually.Mayor and Councillors rates are not linked to our NU salary schedule. The City rates are

determined by a council committee.

Mississauga Annually

As per the By-Law: "If an economic increase is awarded in any year to full time non-union staff of the

Corporation of the City of Mississauga, the salaries for the Mayor and for the members of Council shall be

paid by the Corporation of the City of Mississauga".

Note: Council may elect to waive the increase on a year to year basis.

2015: Mayor chose not to accept the salary increase

2010-2011-2012-2013: Mayor & Council voted not to accept the salary increase.

Not linked to the Non-Union salary schedule

Mayor and Councillor's Remuneration and Benefits By-Law.

"By-Law was enacted to provide for the remuneration, economic adjustments and benefits of

the Mayor and Members of Council in light of the recommendations of the Citizens Task

Force".

Oakville Annually Average of increases for Non Union employee groups


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Appendix CElected Officials Benchmarking Results

Salary Adjustment Frequency and Methodology

Organization Elected Officials Salary Adjustment

FrequencyElected Official salary adjustments methodology

Is the base pay for Mayor and Councillors linked to Non Union salary schedule or is it

determined independently by a Council Compensation Committee or other?

Oshawa Annually

The maximum remuneration rates shall be adjusted annually to reflect an increase which is identical to any

increase provided to City staff through the City's collective agreements with Canadian Union of Public

Employees Locals 250 and 251 and, where the two increases differ, the adjustment for the purposes of this By-

law shall be an average of the two increases. Notwithstanding the foregoing, where such adjustment is

insufficient to maintain salaries for the Mayor and Councillors at least at the 50th percentile of compensation

provided for the mayors and members of council of the comparator municipalities, as established in the

Oshawa City Council 2005 Compensation Review dated March, 2005, and additional upward adjustment shall

be applied to maintain the mayor and/or Councillors, to be at the 50th.

It was based on a recommendation from Consultants and linked to market. Annual economic

adjustments are anchored to inside worker adjustments.

OttawaAnnual review with management &

professional exempt (MPE) employee groupLinked to MPE economic increase, which is linked to the unionized CIPP (Professional Personnel) increase

The rates were set by a Citizen’s Task Force in 2004 and increased economic increases

provided to the Management & Professional Exempt staff – voted on each year by Council.

They could also elect to freeze their salaries – which they did for a few years.

Peel (Region) Reviewed annually with budget Adjusted by the same extent as the non-union salary structure

Richmond HillSalaries are looked at before the beginning of

the new term; increases are set for the termTypically follows Non-union increases, up to a maximum % each year.

The rate is set by a council compensation committee. Usually the increases are tied to non-

union increases, with a % cap.

Thunder BayLast time reviewed was approx. 2008. It is

when council requests a review.They do not get adjustments

Council compensation is determined independently by a council compensation committee.

Toronto

It is not tied to the non-union salary schedule. It was determined some time ago by

consultants and has been maintained.

VaughanHistorically adjustment to salaries occurs

based on union agreement cycleLinked to Non Union Cola

York Region

Whatever our CUPE union negotiates is

applied to all non union salaries, including

Council, traditionally effective April 1.

Linked to Economic Adjustment

The salary was determined a number of years ago and the non union economic adjustment is

applied every April 1. There is no committee nor is it aligned with a grade from the non union

salary schedule.

Base pay for our Regional Chairman and the Regional portion of Councillor’s pay is linked to

non union salary increases.

WindsorSalaries have not been adjusted since January

1, 2005Has been linked to CPI in the past

It is not linked to non-union salary schedule and was determined independently by a

committee.

Municipal Code C. 223 -- The remuneration paid to the Mayor and to other Members of Council shall be increased annually on January 1 of the year by the

increase in Statistics Canada's Toronto Consumer Price Index, as calculated by the Deputy City Manager and Chief Financial Officer and based on the

previous year's average.


E 1-17

Appendix D

Elected Officials Benchmarking Results

Council Make-Up and Support Staff

OrganizationNumber of

Regional Council

Number of City

CouncilCombined Total

Number of Support Staff

for CouncillorComments

Brampton 6 4 10 10 2 Assistants per Ward

Burlington 6 dual role 6 6 1 Assistant per Councillor

Caledon 4 4 8

Greater Sudbury 0 13 13 1 Executive Assistant to Councillors

Guelph 0 12 12 5 Council & Committee Coordinators & Assistant

Hamilton 0 15 15 16 Administrative Assistant

Kitchener n/a 10 10 2 Constituency Assistant

London 0 14 14 2 Councillor Assistant

Markham 3 8 10 12 Assistants, one per Councillor.

Mississauga 11 dual role 1111 Admin Assistant

11 Executive AssistantEach Councillor has 1 Admin and 1 Executive Assistant

Oakville 6 6 12 2Executive Assistant & a Customer Service

Representative

Oshawa 7 3 10 1 Administrative Assistant

Ottawa 1 23 24

Region of Peel 24 n/a 24

Richmond Hill 2 6 8 9 Administrative Assistant

Thunder Bay 0 13 13

Toronto n/a 44 44

Vaughan 3 5 8

Windsor 0 10 10

York Region 1 20 21 n/a

Each Member of Council is provided a Constituency Services budget with which to

operate their office

Regional Councillors do not have individual staff reports.

Councillors are provided a budget, it is up to them to staff within that budget

Council Secretariat Office provides 2 positions for 10 Members of Council.


E 1-18

Appendix E

Elected Officials Benchmarking Results Pre-65 Retirement Benefits

Municipality Eligibility Drugs Hospital Orthotics

Paramedical Services

Chiropractors, Massage

Therapy & Physiotherapy

Emergency

TravelMajor Dental Orthodontics

Vision

(2-year)Life Insurance

Brampton 3 terms 100% Private $450/year $45/visit, no annual max Yes 50% - Unlimited 50% - $3,500 Lifetime $450 No

Burlington All Eligible 100% Private $500/2 years $600 annual max for all No 80% - $2,000 50% - $2,500 Lifetime $360 No

Hamilton 10 years 100% Ward $500/year $30/visit + annual max No 80% - 1,500/year 80% - $2,500 Lifetime $300 No

Markham 12 years 100% Private $400/year $550 max per paramedical Yes 100% - Once/3 years 100% - Once/Lifetime $375 No

Oshawa 15 years 100% Semi-Private $450/year $15,000 combined max/yr No 50% - Unlimited 50% - $3,500 Lifetime $250 No

Ottawa 10 years 90% Semi-Private $300/year (90%) Combined annual max No No No No No

Richmond Hill 10 years 90% Semi-Private $150/year $300 max per paramedical No 50% - $1,500/year No $325 No

Toronto 9 years 90% Semi-Private 3 pair/year (75%)Annual max per

paramedicalYes 50% - $2,000/year 50% - $3,000 Lifetime $340 $2,000

Vaughan 5 years 100% Semi-Private 1 pair shoes/year $65/visit+ annual max Yes80% - $3,000/year or

60% - Unlimited60% - Unlimited $300 $10,000

Windsor 4 terms 100% Private $450/year Per visit + annual max Yes 50% - Unlimited 50% - $2,000 Lifetime $300 No

York Region 20 years 100% Semi-Private 1 pair/year $500 max per paramedical Yes 80% - $2,500 Lifetime 50% - $2,500 Lifetime $400 No

9 Municipalities do not have Pre-65 Retirement Benefits:

Caledon London Guelph Kitchener Mississauga Peel Region Oakville Sudbury Thunder Bay


E 1-19

Appendix F

Elected Officials Benchmarking Results

Post-65 Retirement Benefits

Municipality Eligibility Criteria

Brampton 4 consecutive terms in office

York Region (Chairman Only

20 years’ service in office

Municipality Eligibility Criteria Health Dental Vision Travel Life Insurance

Vaughan 5 years’ continuous service

Semi-Private Hospitalization

Drugs: 90% with $100 deductible

Paramedical Coverage

2002 Dental Fee Guide50% Major Dental: $3000

Ann MaxNo Orthodontics

$250 per 2 years Yes

$10,000

Windsor 4 consecutive terms in office

Private HospitalizationDrugs: $2 deductible,

UnlimitedParamedical Coverage

Current Dental Fee Guide50% Major Dental -

UnlimitedOrthodontics: 50% - $2,000

Max

$300 per 2 years YesNo - Ends at

Retirement

Richmond Hill No Criteria - All are eligible No Coverage No Coverage No Coverage No

Coverage 10,000

Burlington Caledon Guelph Hamilton Kitchener London MarkhamMississauga Oakville Oshawa Ottawa Peel Region Sudbury Thunder Bay

15 Municipalities terminate all Benefits at Retirement Post-65

Municipalities with Health Care Spending Account (HCSA) Only at Retirement Post-65Details

One year HCSA per 2 years of service

Ages 64 – 75 Only

Municipalities with Core Retirement Benefits at Retirement Post-65


E 1-20

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