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TITLE:
SECTION:
POLICY NO:
SALARY ADMINISTRATION POLICY
HUMAN RESOURCE MANAGEMENT
04530-01
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APPROVAL DATE:
April 27. 2026
PURPOSE
CAO Signature: ~
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To set out the Policy of the Town of Amherst for salary administration for all non-union employees.
POLICY STATEMENT
The Town of Amherst will ensure the fair and equitable compensation of all non-union employees
in relation to the duties of the position within the Town.
OBJECTIVES
1. To promote salary equity in the Town's non-union sector.
2. To establish a framework and procedure to determine categories of compensation for new
positions.
DEFINITION OF TERMS
Salary Grid - shows all the salary scales applicable to positions within the Town. The salary grids are
contained in Appendices A, A-1, 8, & C. The salary grid in Appendix C has six steps.
Step Adjustment - a move from one step, within a given salary range, to another (usually
the next step) for individual employees is based on a satisfactory performance evaluation.
Salary Range - is defined as a range of pay for a category of duties, with a minimum and
maximum. The range will be established by Council after considering the recommendation
of the CAO.
Overall Market Review-A review of the appropriateness of the salary ranges for positions as listed
in Appendix C. The review shall include a survey of the market value of similar positions.
Performance Evaluation - A formal evaluation of the employee's job performance. All employees
will receive at least one Performance Evaluation in each year of service.
SALARY GRID:
An appropriate salary grid for all non-union positions shall be determined by the council:
New Positions: Recommendations for placement on the salary grid in Appendix C shall be
prepared by the Chief Administrative Officer and forwarded to Council for approval.
TITLE:
SECTION:
POLICY NO:
SALARY ADMINISTRATION POLICY
HUMAN RESOURCE MANAGEMENT
04530-01
STEP ADJUSTMENTS
Step adjustments shall be made only when:
1. The adjustment can be accommodated within the Salary budget of the appropriate
department; and
2. A current Performance Evaluation form is on file.
Upon completion of a satisfactory annual evaluation, the employee may be moved to the next step
of their salary range in Appendix C. All step movements must be approved by the CAO.
An employee in the last step of their salary range in a year in which there is no overall market review
shall receive a CPI supplement equal to salary times CPI for the immediately preceding calendar
year, not to exceed 3%. This amount will be separate and not added to the base salary.
The CAO may, on the recommendation of the Director, authorize a movement of up to 3 steps in
one year to recognize exceptional performance. In normal circumstances employees would move
one step each year upon a satisfactory performance evaluation.
TRAVEL VEHICLE ALLOWANCES:
Mayor, Council and Directors of departments shall receive a monthly vehicle allowance of $150.00.
The monthly vehicle allowance is for reimbursement for all local travel using one's personal motor
vehicle for travel within the boundary of the Town of Amherst. Travel outside the boundary is
covered under Policy #03000-01. The monthly vehicle allowance shall be reviewed each year after
considering any changes in the cost of operating a motor vehicle.
LUNCH BREAKS:
The lunch break period shall be for a one-hour period.
PERFORMANCE EVALUATION:
Performance appraisals shall be conducted by the Chief Administrative Officer/Director at the
completion of the probation period, and at least annually thereafter recorded on Performance
Evaluation forms.
The Chief Administrative Officer/Director shall discuss the employee's performance evaluation in
detail with the employee, in accordance with the employee evaluation system and standardized
forms.
SCOPE OF RESPONSIBILITY:
The Town Council shall:
1. Authorize changes to the policies comprising the program of employee compensation.
TITLE:
SECTION:
POLICY NO:
SALARY ADMINISTRATION POLICY
HUMAN RESOURCE MANAGEMENT
04530-01
2. Review and approve salary categories for all established positions within the Town.
3. Review and consider for approval the recommendations of the CAO in regard to the
appropriateness of the salary classifications and ranges from time to time if necessary.
The Chief Administrative Officer shall:
1. Review and recommend changes to policy and procedures as they relate to the employee
compensation program.
2. Ensure the maintenance of the salary rating and performance appraisal procedures.
3. Conduct salary rating and performance evaluation procedures relative to Director positions.
4. Monitor salary surveys and make recommendations to Council concerning market conditions
as appropriate with an overall market review to be completed every three (3) years, or as
directed by Council.
5. Grant step and/or merit adjustments to individual employees in accordance with approved
policies and procedures and subject to budgeting limitations.
6. Maintain all personnel files and records.
7. Determine salary ratings for temporary and casual positions.
The Director Shall:
1. Conduct performance evaluation procedures relative to the positions and employees within
their respective departments and make appropriate recommendations to the Chief
Administrative Officer.
2. Make recommendations to the Chief Administrative Officer regarding step adjustments for
employees within their departments.
TITLE:
SECTION:
POLICY NO:
Town of Amherst
Salary Grid
Job Level
Mayor
Deputy Mayor
Councilor
Salary Grid
SALARY ADMINISTRATION POLICY
HUMAN RESOURCE MANAGEMENT
04530-01
Stipend
Stipend
Stipend
Other Non-Union Positions
Job Level
Chief of Police
Deputy Chief of Police
Inspector - Police
APPENDIX A
January 1, 2019
Salary Amount
$41 ,178.00
$27,723.00
$25,050.00
APPENDIX A-1
April 1, 2024
** Effective April 1, 2018 the Chief of Police and Deputy Chief of Police salaries will be calculated
on April 1st of each year as being 141 % and 129% of the first-class constable rates.
** Effective April 1, 2024, the Inspector salary will be calculated on April 1st of each year as being
120% of the first-class constable rates.
TITLE:
SECTION:
POLICY NO:
SALARY ADMINISTRATION POLICY
HUMAN RESOURCE MANAGEMENT
04530-01
Town of Amherst
Hourly Rates - Casual Positions
Position
Casual Firefighter
Jail Guard
School Crossing § uard
New Student
First Year Returning Student
~ econd+ Year Returning Student
Professional Student*
Rate
Provincial Minimum Wage + $4.00/hr.
Provincial Minimum Wage + $4.00/hr.
_ --=~--P-rovinc~I Minimum Wage+ $2.00/hr.
---.f!:_ovincial Minimum Wage
Provincial Minimu~ Wage + $2.00/hr.
Provincial Minimum Wa~ + $3.00/hr.
Provincial Minimum Wage + $4.00/hr.
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APPENDIX B
April 1, 2024
* Applies to student employees enrolled in a professional post-secondary program for which the Town
requires specialized education requirements as a condition of employment. i.e. Engineering, Planning,
Accounting, etc.
TITLE:
SECTION:
POLICY NO:
DEPARTMENT
CAO's OFFICE
rr
COMMUNITY LMNG
FINANCE
FIRE
HUMAN RESOURCES
OPERATIONS
PLANNING+
ECONOMIC
DEVELOPMENT
POLICE
SALARY ADMINISTRATION POLICY
HUMAN RESOURCE MANAGEMENT
04530-01
Town of Amherst - 2026/27 Salary Grid
Non-Union
APPENDIX C
APRIL 1, 2026
JOB TITLE
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
Deputy CAO
Municipal Clerk
Adninistrative Assistant - Clerk"s Office
IT Manager
rr Coordinator
Diredor of Conm,nity Living
Community Well-Being Manager
Marketi'lg & Convnunications Officer
Active Living Cooldinator
Community Culture & Events Coonf111ator
Diredor, Finance
ManageroffinancialServiees
Revenue Officer
Accounmg Clerlc/Accounts Payable
Water/Sewer Bil!ng Clerk
Cashier/Customer Service
Director. Fire Serviees
Fire lnspedor
Firefighter
Director. Human Resources
HR Genera6st
o .. ector. Operations
Public Works Manager
Engineering Technologist
Manager, Facaities & Sports Tourism Development
Manager, Parks Operations
Solid Waste Education and Coordination Officer
Di'edor. Planning & Economic Development
Economic Development Officer
Building Official
Land Use Planner
Dangerous and Unsightl'f Pfcrises Coordinator
Executive Assistant/Dispatch Coordinator
Crime Prevention Coonfinator
Bylaw & Dispatch Support Officer
Dispatcher
Criminal Reairds Check
108,367 111,618 114,967
118,416
121,968
125,627
74,763
n.oos
79,316
81,695
84,146
86,670
53,756
SS.369
57,030
58,741
60,503
62,318
n ,769
ao,102
82,sos
84,980
87,530
90,156
58,393
60,144
61,949
63,807
65,721
67,693
102,112 105,175 108,331
111,581
114,928
118,376
64,563
66,500
68,495
70,550
72,666
74,846
63,099
64,992
66,942
68,950
71,018
73,149
62,566
64,443
66,376
68,368
70,419
72,531
57,890
59,627
61 .416
63,258
65.156
67,110
105,420 108,583 111,840
115.195 118,651
122,211
84.883
87,429
90,052
92,754
95,537
98,403
57,444
59,167
60,942
62,n1
64,654
66.593
56,046
57,728
59,460
61,243
63,081
64,973
51.699
53,250
54,847
56,493
58.188
59,933
51,232
52,769
54,352
55,983
57.662
59,392
103,073 106,165 109,350
112,631
116,010
119.490
66,245
68,232
70,279
72,388
74.559
76,796
57,855
59,591
61,378
63,220
65,116
67.070
101.410 104,452 107,586 110,813 114,138 117.562
64.1n
ss.102
sa.oss
10.128 nm
74.399
103.659 106,769 109,972 113,271
116,669 120,169
79,365
81,746
84,198
86,724
89,326
92,006
71,407
73,549
75.756
78,028
80,369
82,780
68,592
70,650
72,769
74,952
n.201
79,517
68,592
70,650
72,769
74,952
n.201
79.517
67,528
69,554
71,640
73,790
76,003
78283
103,757 106,870
110.076 113,378 116,779 120,283
79.534
81,920
84,378
86,909
89,517
92,202
79,165
81.540
83,986
86,506
89,101
91,n4
74,595
76,833
79,138
81,512
83,957
86,476
57,896
59.633
61.422
63,265
65,162
67.117
60.431
62,244
64,111
66,035
68.016
70.056
57,912
59,649
61,439
63,282
65,180
67,136
53,939
55,557
57,224
58,941
60,709
62,530
53.939
55,557
57.224
58,941
60,709
62,530
51,232
52,769
54,352
55,983
57.662
59.392
,,,..
\ 6
TITLE:
SECTION:
POLICY NO:
SALARY ADMINISTRATION POLICY
HUMAN RESOURCE MANAGEMENT
04530-01
ROLES AND RESPONSIBILITIES
Chief Administrative Officer
As indicated under "Scope of Responsibility"
For Administrative Use Only:
VERSION LOG
NS minimum wage updates;
Position name changes: Municipal Clerk,
Dir. Corp. Communications
Info
Technology, removal of GIS Coordinator,
addition of Engineering Technician
Appendix B - amendment to the pay structure for
student houri rate of a .
NS minimum wage updates
Addition of new position: Manager of Financial
Services
1.
Revision of hourly rates for casual positions
Appendix B, removal of Appendix C "Job
Categories", revision to salary scales
presented by department (new Appendix C),
removal of Appendix C-1;
2.
Salary steps moved to 7 levels from 8, equal
differential between each step, elimination
of level I , addition of new upper level;
3.
Language updates to reflect revisions to
Appendices, Director, HR and Customer
Services changed to Director, Human
Resources. HR Administrator changed to
HR Generalist.
Addition oflnspector salary to Appendix A- I
Removal of Procurement Coordinator position,
addition of Marketing Manager position, Dir. of
Planning + Strategic Initiatives to Dir. Planning +
Economic Development, Business Development
Officer to Economic Development Officer, addition
of De u, - CAO and addition ofCAO's Office
Crossman:
Director, HR and
Customer Services
Director of HR &
Customer Services
Director of HR &
Customer Services
Director of HR &
Customer Services
Director of HR &
Customer Services
Director of HR
Director of HR
Council
Council
Council
Council
Council
Council
April 24, 2023
September 25,
2023
February 26, 2024
April 22, 2024
June 11, 2024
January 27, 2025
TITLE:
SECTION:
POLICY NO:
SALARY ADMINISTRATION POLICY
HUMAN RESOURCE MANAGEMENT
04530·01
Include the proposed CPI supplement, not to exceed
3%, for staff who are at the end of their salary range.
Removal of Marketing Strategist position, creation of
new Marketing & Communications Officer position
alon with new sal
ran e. -
1. Amend salary scales following triannual market
review;
2. Renaming of several positions:
a.
Culture, Events & Marketing Coordinator to
Community Culture & Events Coordinator
b.
Public Works Foreman to Public Works
Manager
c.
Engineering Technician to Engineering
Technologist
d.
Facilities Manager to Manager, Facilities &
Sports Tourism Development
e.
Parks & Recreation Foreman to Manager,
Parks Operations
f.
Bylaw Officer to Bylaw & Dispatch Support
Officer
Director of HR
Director of HR
Director of HR
3. Amend sala
_grid from 7_sc..cte.;..1·'-'s'---t"'-o-'6_sc.:.te-"--'s----'-~-
MINUTES REFERENCE DATE
Council
April 28, 2025
Council
May 26, 2025
Council
April 27, 2026
December 12, 2000
December 18, 2006
September 29, 2008
April26,2010
November 2, 2004
February 26, 2007
March 30, 2009
March 28, 2011
November 26, 2012
October 28, 2013
March 29, 2016
June 26, 2017
March 14, 2018
October 5, 2021
April 24, 2023
(See April 26, 2004 Minutes)
March 31, 2008
November 27, 2006
July 16, 2008
May 23, 2012
September 23, 2013
May 21, 2015
May 23, 2017
February 26, 2018
June 7, 2021
March 27, 2023
April 22, 2024
May 26, 2025
June 11, 2024
April 27, 2026
September 28, 2009
August 2, 2011
December 17, 2012
December 16, 2013
May 25, 2016
September 25, 2017
February 28, 2019
November 29, 2021
September 25, 2023
January 27, 2025
March 29, 2010
January 30, 2012
May 1, 2013
April 30, 2014
September 2, 2016
December 18, 2017
September 28, 2020
September 28, 2022
February 26, 2024
Apri128, 2025