Client: A Small Township

Situation

A small township in South Western Ontario had just assumed the responsibility for the employees and operations of a local arena. Because of its new responsibilities, the township wanted to update its compensation and pay equity plans. The township had three goals: meet its pay equity maintenance obligations set out by the Ontario Pay Equity Act, create a salary grid that was competitive in the market, and ensure fair pay from one job to another, internally.

Challenge

We had to come-up with a compensation and pay equity plan that was affordable, competitive, and compliant with legislation. We also faced cultural challenges with the integration of the new employees into the municipality. On top of that, there was a pending retirement in the administration and our team provided consultation on readjusting duties within the organization.

Actions

We met with council as well as all employee groups to explain the job evaluation process. The evaluations were then performed through an employee committee facilitated by us. We compiled market information from selected comparators as approved by council and matched positions to the market. Throughout the process, employee communication was key. When the report was released internally, we handled the appeals.

Results

We were able to provide the township with a compensation system that was flexible and could be used to address future changes in job descriptions and in the organization. The staff was also trained to maintain the plan.

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