Administrative​ ​Procedure​ ​446

EXEMPT​ ​EMPLOYEE​ ​COMPENSATION Background The​ ​district​ ​is​ ​committed​ ​to​ ​a​ ​compensation​ ​philosophy​ ​that​ ​will​ ​contribute​ ​to​ ​the​ ​achievement​ ​of the​ ​district’s​ ​strategic​ ​goals.​ ​Central​ ​to​ ​the​ ​compensation​ ​philosophy​ ​is​ ​the​ ​need​ ​to​ ​attract, motivate​ ​and​ ​retain​ ​the​ ​district’s​ ​exempt​ ​employees.​ ​It​ ​is​ ​the​ ​district’s​ ​belief​ ​that​ ​competitiveness with​ ​other​ ​organizations,​ ​as​ ​well​ ​as​ ​internal​ ​equity,​ ​are​ ​important​ ​factors​ ​in​ ​determining​ ​the district’s​ ​needs.​ ​All​ ​of​ ​these​ ​objectives​ ​will​ ​be​ ​achieved,​ ​while​ ​at​ ​the​ ​same​ ​time​ ​demonstrating fiscal​ ​responsibility​ ​and​ ​accountability​ ​on​ ​the​ ​part​ ​of​ ​the​ ​district. Procedures 1. For​ ​the​ ​purposes​ ​of​ ​this​ ​administrative​ ​procedure,​ ​compensation​ ​includes​ ​salaries,​ ​wages, benefits​ ​and​ ​working​ ​conditions. 2. Exempt​ ​employee​ ​compensation​ ​is​ ​based​ ​on​ ​a​ ​number​ ​of​ ​factors,​ ​including​ ​but​ ​not​ ​limited​ ​to the​ ​following: 2.1

Appropriate​ ​internal​ ​equity​ ​considerations,​ ​i.e.,​ ​comparing​ ​the​ ​level​ ​of​ ​pay​ ​of employees​ ​relative​ ​to​ ​the​ ​work​ ​done​ ​within​ ​the​ ​organization.​ ​This​ ​comparison involves​ ​reviewing​ ​exempt​ ​position​ ​profiles,​ ​teaching​ ​positions​ ​(ATA),​ ​support​ ​staff position​ ​profiles​ ​(Unifor),​ ​and​ ​caretaking​ ​and​ ​maintenance​ ​ ​position​ ​profiles​ ​(CUPE)

2.2

Appropriate​ ​external​ ​market​ ​comparisons​ ​affecting​ ​the​ ​level​ ​of​ ​salary​ ​related​ ​to​ ​job responsibilities.​ ​This​ ​comparison​ ​involves​ ​reviewing​ ​positions​ ​in​ ​other​ ​urban​ ​school districts,​ ​positions​ ​in​ ​other​ ​public​ ​organizations​ ​and​ ​positions​ ​in​ ​the​ ​Calgary​ ​market on​ ​an​ ​as​ ​needed​ ​basis

2.3

A​ ​review​ ​of​ ​salary​ ​increases​ ​(past​ ​and​ ​anticipated),​ ​both​ ​internal​ ​and​ ​external​ ​to​ ​the organization.​ ​The​ ​district’s​ ​internal​ ​review​ ​looks​ ​at​ ​salary​ ​increases​ ​provided​ ​to exempt​ ​staff​ ​employees,​ ​support​ ​staff​ ​employees​ ​(Unifor),​ ​caretaking​ ​and maintenance​ ​employees​ ​(CUPE)​ ​and​ ​to​ ​teachers​ ​(ATA).

2.4

Working​ ​conditions,​ ​hours​ ​of​ ​work,​ ​job​ ​stability,​ ​benefits,​ ​pensions,​ ​educational requirements,​ ​market​ ​supply​ ​and​ ​demand,​ ​etc.

2.5

The​ ​district’s​ ​ability​ ​to​ ​attract​ ​and​ ​retain​ ​qualified,​ ​experienced​ ​and​ ​competent personnel.

2.6

Reasonableness​ ​from​ ​the​ ​taxpayers’​ ​perspective,​ ​as​ ​the​ ​district​ ​is​ ​a​ ​public​ ​sector employer.

2.7

Cost​ ​of​ ​living​ ​and​ ​inflationary​ ​pressures.

2.8

District​ ​needs​ ​and​ ​priorities,​ ​etc.

Calgary​ ​Roman​ ​Catholic​ ​Separate​ ​School​ ​District​ ​No.​ ​1 Administrative​ ​Procedures​ ​Manual

April​ ​2016 Page​ ​1​ ​of​ ​2

2.9

Affordability,​ ​the​ ​district’s​ ​ability​ ​to​ ​pay​ ​based​ ​on​ ​available​ ​funding,​ ​i.e.,​ ​for non-exempt​ ​staff,​ ​similar​ ​factors​ ​are​ ​considered​ ​when​ ​the​ ​district​ ​establishes​ ​its’ bargaining​ ​mandates​ ​for​ ​each​ ​unionized​ ​employee​ ​group.

3. The​ ​superintendent,​ ​human​ ​resources​ ​may​ ​develop​ ​recommendations​ ​for​ ​changes​ ​to​ ​the compensation​ ​philosophy,​ ​strategy,​ ​program​ ​and​ ​policies.​ ​The​ ​chief​ ​superintendent​ ​shall have​ ​final​ ​approval. Approval​ ​Date:

April​ ​12,​ ​2016

Reference:

Employment​ ​Standards​ ​Code Labor​ ​Relations​ ​Code Exempt​ ​Employee​ ​Handbook

Calgary​ ​Roman​ ​Catholic​ ​Separate​ ​School​ ​District​ ​No.​ ​1 Administrative​ ​Procedures​ ​Manual

April​ ​2016 Page​ ​2​ ​of​ ​2