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nfE NUN1CIPALITY
LAM 1 ICIPAUTE
OF THE COUNlY OF
D CO 1TE DE
RICHMOND
MUNICIPALITY OF THE COUNTY OF RICHMOND
NON-UNION SALARY ADMINISTRATION POLICY
Policy Review Notification: March 21, 2022
Policy Review Date:
Approved by Council:
March 21, 2022
April 25, 2022
I certify this to be a true copy of the Municipal Non-Union Salary Administration Policy as
adopted by the Municipal Council of Richmond County at a Public Meeting held April 25,
2022.
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MUNICIPAL CLERK
Purpose
The Municipality maintains a salary administration program that endeavours to be internally
equitable and externally competitive, affordable for the Municipality and which is used to
recruit and retain qualified, motivated, and productive employees.
This Policy
1.1
Expresses the principles of salary administration as it applies to non-union full time
employees;
1.2
Ensures a process to determine fair and equitable compensation for positions and
related duties within the Municipality;
1.3
Identifies the components of the salary administration program;
1.4
Identifies circumstances under which an employee's salary may be changed; and
1.5
Provides guidance for determining the starting salaries of new employees.
2.1
This Policy applies to all non-union full-time employees of the Municipality
2.2
The Collective Agreement shall determine salary administration for union employees.
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Municipality of the County of Richmond
Non-Union Salary Administration Policy
Policy Statements
Salary Administration Components
3.1
Starting Salaries
3.1.1
By default, newly-hired employees will start at the minimum rate of pay within the
salary range for the position.
3.1.2
Notwithstanding 3.1.1, there may be circumstances when it is determined that a rate of
pay higher than the minimum is necessary to hire a candidate or to acknowledge previous
related experience. Factors that may be considered are:
3.1.2.1 Candidate
1s knowledge, skills, and/or experience related to the position;
3.1.2.2 Candidate
1s salary from previous employment;
3.1.2.3 Market salary rate for the position; and/or
3.1.2.4 Salary relative to subordinates, peers, and supervisor.
3.2
Performance Evaluations
3.2.1
All non-union employees will participate in a Performance Review every two years.
3.2.2
The Performance Review shall generate an overall performance evaluation rating,
ranging from Fails to meet most or Exceeds all performance expectations. The CAO will
determine, based on the performance evaluation, if the employee will move to the next
available step on their salary scale.
3.3
Range Adjustments
3.3.1
Non-union employees will receive an annual percentage adjustment to their salary in
the same manner as employees in the Collective Bargaining Unit as outlined in clause 10.06 of
the Collective Bargaining Agreement (Appendix "A
11
)
3.4
Increases within Existing Salary Ranges
3.4.1
Increases within the existing salary ranges for non-union employees will be based on a
combination of the employee
1s Performance Review rating, as determined in section 3.2.2, and
the annual percentage increase, as determined in section 3.3.1.
3.4.2
New employees will participate in a Performance Review upon the completion of their
Probationary Period. Employees that have completed their Probationary Period may be eligible
for a Performance Review increase. Any percentage increase will be applied to their salary at
that time.
3.4.3
Annual percentage increases to salaries shall become effective April 1st of each year. All
performance related changes will also become effective April 1st of each year.
3.4.4
If an employee
1 s pay rate reaches the upper end of the salary range for their position
(the maximum pay rate), their pay rate would then only increase annually by the percentage
increase determined in section 3.3.1.
21 Page
Municipality of the County of Richmond
on-Union Salary Administration Policy
3.5
Job Descriptions
3.5.1
Every non-union position in the Municipality shall have a complete, accurate, up-to-date
job description that describes the essential functions and job-related qualifications and
demands of the job. Information from job descriptions will be utilized in recruitment and
selection, salary administration, training and development, and performance planning.
3.5.2
Job descriptions for all positions will use a standard format and include the title of the
position, position summary, reporting structure, job duties and responsibilities, and required
qualifications and training.
3.5.3
New job descriptions require CAO approval. Any new positions not listed on the
approved organizational chart would require Council authorization.
3.5.4
In the event it becomes necessary to make significant changes to the duties and
responsibilities of an existing position, a revised job description will be prepared by the CAO. It
will be at the discretion of the CAO to adjust the salary based on Appendix "A"
3.6
Council will:
3.6.1
Ensure the Municipality has a current and comprehensive policy to administer non-
union salaries;
3.6.2
Review, amend, and adopt changes to this Policy as required; and
3.6.3
Approve the overall salaries budget as part of the annual budgeting process.
3.6.4
Approve any proposed changes to the Salary Scales excluding CPI which is applied
pursuant to section 3.3.
3.7
The Chief Administrative Officer or designate will:
3.7.1
Implement and administer this Policy;
3.7.2
Identify and propose necessary revisions to this Policy as required;
3.7.3
Approve individual salaries within approved ranges.
3I Page
Municipality of the County of Richmond
Non-Union Salary Administration Policy
41 Page
Non-Union Salary Administration Policy
Notice Given:
March 21, 2022
Motion to Adopt:
April 25, 2022
Amendment Description
Council Approval Date
April 25, 2022
Municipality of the County of Richmond
Non-Union Salary Administration Policy