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Employee Compensation and Review
Policy
Department: Human Resources
Policy No:
N/A
Adopted:
June 13, 2023
Amended: N/A
1.
Purpose
It is the policy of the Town of Berwick to ensure that employees are provided with
information on salaries, wages and benefits offered by the Town and that they are
adequately remunerated for the work they undertake for the Town.
2.
Scope
This Policy is applicable to all employees not covered by a collective agreement;
salary increases will be administered in relation to the terms of the applicable
collective agreement.
3.
Objectives
The objectives of this Policy are to:
3.1.
provide a definition of compensation for the purpose of non-union
employees of the Town;
3.2.
provide guidelines for determining non-union employee compensation
to be considered in the annual operating budget process;
3.3.
require a market survey be undertaken every four years;
3.4.
ensure the fair and equitable compensation of non-union employees of
the Town, both internally and externally with other comparable
employers;
3.5.
set salary levels which will enable the Town to recruit, retain and
motivate qualified employees; and
3.6.
Separate any linkage to the negotiation of compensation by unionized
employees of the Town.
4.
Responsibilities
4.1.
Council will:
a.
Review,
amend
and
adopt
changes
to
the
Employee
Compensation and Review Policy;
b.
Authorize any changes in the overall compensation and benefits
provided to the Chief Administrative Officer; and
c.
Approve or amend employee compensation plans as provided by
the Chief Administrative Officer.
5.
Policy
5.1.
It is the policy of the Town of Berwick that all employees receive a
level of compensation that is cost effective, internally equitable and
externally competitive and that will ensure the recruitment and
retention of qualified, motivated, and productive employees. Council
reserves the right to amend the guidelines set out in the policy when
budgetary restraints deem it necessary.
5.2.
All full-time, permanent non-union employees will receive an increase
of the current CPI rate subject to budgetary consideration and
approval by the Council.
The CPI factor used for this calculation will be the average CPI for
Nova Scotia as reported by Nova Scotia Finance and Treasury Board
for the twelve-month period - December to December to a maximum
of 5%. CPI increases will be effective as of the first of each fiscal year
- April 1st.
5.3.
All non-union employees will receive a 1.25% annual increase (in
addition to COLA) if they meet the performance requirements of their
position and will only occur after a performance review has been
completed.
When an employee reaches the top of their salary range (step 5/Max),
they will be ineligible to receive an annual adjustment except for the
cost-of-living adjustments per policy.
5.4.
The Chief Administrative Officer, or designate, will prepare and
recommend for the consideration of Council, a compensation plan
covering all employees not included in the bargaining units. Normally,
the compensation plan will include for each class of employee a
minimum and maximum rate and intermediate rates as considered
necessary and equitable. The rate of pay assigned to each class will
reflect fairly the differences in the duties and responsibilities between
it and other classes. When setting the rates of compensation, the
following should be considered:
a. the results of the compensation survey;
b. the Town of Berwick's existing and projected future financial
condition and policies;
c. any relevant and unusual problems concerned with recruitment
and turnover for a particular group of employees;
6.
Pay for Temporary Assignments
6.1.
When an employee in a management or administrative category is
required to assume the duties and responsibilities of a position in an
equal or lesser rated management or administrative category for a
continuous period of time, in addition to performing all the duties and
responsibilities of their permanent position, the employee will receive
no additional compensation for the added duties and responsibilities
assumed.
6.2.
After a period of three months from the date the employee began
performing in a dual capacity, the Chief Administrative Officer, or
designate, will review the vacant position to determine whether the
position will be retained, deleted, or incorporated with other
established positions. At that time, any permanent salary adjustment
which may be approved, according to policy, for the employee who
was operating in a dual capacity will be retroactive to the first pay
period following three months continuous service in a dual capacity.
In addition, the position description should be revised to reflect the
new duties.
7.
Pay for Interim Staff Appointments
7.1.
This policy shall apply to any non-unionized employee, regardless of
position or rank, who undertakes the duties and responsibilities of
higher ranking employee on an interim basis.
7.2.
Additional compensation for employees filling interim positions may be
considered where the interim appointment is for a period in excess of
twenty working days.
7.3.
Interim appointments shall be for a maximum period of 6 months.
Continuance beyond 6 months will require a formal review and
reappointment.
7.4.
An increase in salary will be provided to the employee appointed to an
interim position. The amount of increase will be in a range of 30% to
50% of the difference between the employee's current salary and the
salary of the position of the interim appointment. The specific amount
within the range will be determined by the employee's department
head and approved by the Chief Administrative Officer, or in the case
of interim department head positions, by the Chief Administrative
Officer.
CAO
Date