Page 8 - November 20, 2017
P. 8
THE WEEKLY ANCHOR


THE WEEKLY ANCHOR
PAGE 8 MONDAY NOVEMBER 20, 2017 MONDAY JULY 4, 2016 PAGE 2
Town reviews proposed compensation policy



by Adrienne Tait the proposed policy and asked if the town had and education.
taken into consideration the local employment Councillors Currie, Sorensen, and Mayor
Assistant CAO and Human Resource Manager market and if they had compared the salaries to Zahara asked for more detailed information
Brigitte Lemieux presented Town Council with a those of the union employees. regarding neighbouring community comparisons
proposed policy during the Committee of the Assistant CAO Lemieux said they had as well as any salary gaps between union and
Blind View Whole meeting on November 14 to structure compared salaries to other comparable non-union employees. Councillor Sorensen said,
“You don't want a huge gap but at the same time
municipalities and that local market conditions is
salaries for management and out of scope
Window Fashions positions within the Town. part of what they were trying to consider. “CUPE you do want to encourage employees to move
Town employees are comprise two different is separate from this and is addressed through up.”
groups within the pay system one unionized collective bargaining,” said Lemieux. CAO Derricott said, “There are some that
through CUPE, and the other consisting of Councillor Wilkinson said, “My background is overlap. The purpose of this policy is to build
management and a few out-of-scope employees schools. I see us as a school board we should be some of those structures so we are not just
Custom Window Treatments who are not. The CUPE collective bargaining comparing those things. We are in the same 'winging it.' This is the first attempt at this type
since 1988 agreement is up for renegotiation in 2018. town.” of policy and there will be some friction points
The proposed policy addresses a number of Councillor Currie asked how the band levels are that need to be smoothed out. I think it is
elements in establishing pay ranges including decided. Assistant CAO Lemiuex said it was imperative that we have a formal structure in
employee skill and experience, market values to based on a variety of factors including experience place.”
780.723.5734 Julie Van Ember attract and retain quality employees, internal
780.542.0898 blindvw@gmail.com equity, and the Town's ability to pay.
The Town of Edson participated in an Alberta
Urban Municipalities Association survey as well
as a Town of Olds survey in which 18
municipalities with populations between 5,000
and 25,000 took part to confirm “market rates”
for municipal employees.
Previously in the Town of Edson there was no
structure for salaried staff. Upon reviewing the
data from the surveys and completing their
research CAO Mike Derricott and assistant CAO
Lemieux determined that remaining within the
th
50 percentile would be sustainable for the Town
and fair for employees.
In addition to the development of pay bands
with structured increases town administration also
proposed a supplemental professional
qualifications allotment for employees who
complete addition graduate or post graduate
studies that would allow the town to adjust the
employee's salary accordingly. The Town, at this JERRY FORD
time, would not pay for those studies but rather
would acknowledge their completion. Council and Administration donned pink T-shirts in support Bullying Awareness week and the
Councillor Wilkinson expressed concerns with Anti-bullying programs being launched at their Committee of the Whole meeting.
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