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Human Resources | Salary Administration Policy
Last Update: April 30, 2018
1
Salary Administration
Original Implementation
Date
March 2011
Approved
by
Date of Last Revision
N/A
Approved
by
Effective Date of Last
Revision
N/A
Approved
by
1 - Business Practice Name
Salary Administration
2 - Purpose
The salary structure for non-union staff is reflected in the non-union position ladder chart
which identifies the level associated with each non-union position as determined by the job
evaluation system. Each level has an associated salary range. These ranges are assessed
every two years by HR Services to ensure that HRM's salaries are in line with market rates
for comparable positions, within public sector at the local, Atlantic region, or broader
national level, as applicable. Salary ranges are adjusted only after approval by the CAO
and at the recommendation of the HR Director.
3 - Scope
This applies to all non-union HRM employees.
4 - Procedures
Adjustments to individual salaries, as distinct from salary ranges, are reviewed annually.
Salary adjustments for non-union staff are based on performance within the context of the
approved salary budget administered through the Individual Salary Adjustment (ISA)
program.
The ISA program is the mechanism by which the annual non-union salary increase
budget is allocated based on employee's eligibility, performance, and the ISA
framework established annually by EMT.
Individuals at or above the top of their range will not receive a salary adjustment, but
instead will receive a lump sum, normally split into two payments.
The initial placement of non-union employees in the applicable range shall be done through
the Non-Union Compensation Model, which takes into account the individual's relevant
experience (as determined by their manager), internal equity at the business unit,
department and corporate levels, and their salary progression history.
With the approval of the HR Director, and at the recommendation of the applicable
Human Resources | Salary Administration Policy
Last Update: April 30, 2018
2
business unit Director and DCAO, ad hoc salary adjustments may be used to address
specific salary inequities, or to respond to unusual market pressures.
The amounts paid for Acting Pay Assignments; Compression; and Special Duties will be
included in earnings for Group Insurance coverage and defined benefit pensionable
earnings.
Wage rates and salaries for unionized staff are governed by the applicable collective
agreement.
5 - Related Policies and Practices
Non-Union Compensation Toolkit
6 - Contact
Manager of Talent & Total Rewards, Human Resources