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For inquiries about this agenda, or to make arrangements for accessibility accommodations for persons attending (some advance notice may be required), please contact: S. Danton
Telephone (905) 874-2116 TTY 905-874-2130, [email protected]
Note: Some meeting information may also be available in alternate formats, upon request.
Thursday, November 12, 2015
6:00 p.m.
Boardroom CH-2F – City Hall, 2nd Floor
Members: Philip Varickanickal (Chair) Jessica Phinn (Vice-Chair)
Lynn Dobson Joy Gordon-Adams Frank Lodhar Staff: Peter Simmons, Chief Corporate Services Officer Peter Honeyborne, Executive Director, Finance, Treasurer
Dave Wilson, Executive Director, Human Resources Shirley Gannon, Director, Treasury Services Debra King, Manager, Compensation & Benefits, Human Resources Peter Fay, City Clerk, Corporate Services
Shauna Danton, Legislative Coordinator, Corporate Services Note: Please ensure all cell phones, personal digital assistants (PDAs) and other electronic
devices are turned off or placed on non-audible mode during the meeting.
Agenda
Council Compensation Committee Committee of the Council of
The Corporation of the City of Brampton
Agenda Council Compensation Committee
2015 11 12 Page 2 of 2
A. Approval of Agenda B. Declarations of Interest under the Municipal Conflict of Interest Act C. Previous Minutes C 1. Minutes of the Meeting held on September 24, 2015.
The minutes were considered by Corporate Services Committee on October 7, 2015, and the recommendations were approved by Council on October 14, 2015. The minutes are included on this agenda for information only.
D. Delegations / Presentations E. Discussion / Business Items
E 1. Report from Shirley Gannon, Director, Treasury Services, Corporate Services, and Debra King, Manager, Compensation and Benefits, Corporate Services, dated November 12, 2015, re: Discussion Paper – Broad Municipal Benefit and Compensation Benchmarking Results for Elected Officials (File BC.x).
F. Public Question Period
15 Minute Limit (regarding any decision made at this meeting) G. Adjournment Next Meeting: To be determined
For inquiries about this agenda, or to make arrangements for accessibility accommodations for persons attending (some advance notice may be required), please contact: S. Danton
Telephone (905) 874-2116 TTY 905-874-2130, [email protected]
Note: Some meeting information may also be available in alternate formats, upon request.
Thursday, September 24, 2015
Members Present: Philip Varickanickal – Chair Jessica Phinn – Vice-Chair
Lynn Dobson Joy Gordon-Adams Frank Lodhar Members Absent: nil Staff Present: Peter Honeyborne, Executive Director, Finance, Treasurer Debra King, Manager, Compensation and Benefits Lavina Dixit-Chaterjee, Senior Advisor, Communications Peter Fay, City Clerk Shauna Danton, Legislative Coordinator
Minutes
Council Compensation Committee Committee of the Council of
The Corporation of the City of Brampton
C 1-1
Minutes Council Compensation Committee
2015 09 24 Page 2 of 4
The meeting was called to order at 6:01 p.m., and adjourned at 6:50 p.m. A. Approval of Agenda The following motion was considered: CCC017-2015 That the agenda for the Council Compensation Committee
Meeting of September 24, 2015, be approved as amended as follows:
To add: E 1. Committee Discussion re: Committee Mandate Carried B. Declarations of Interest under the Municipal Conflict of Interest Act - nil C. Previous Minutes C 1. Minutes of the Meeting held on September 10, 2015.
The minutes were considered by Corporate Services Committee on September 23, 2015, and approved by Council on September 30, 2015. The minutes were included on the agenda for information only. In response to questions from Committee, Peter Fay, City Clerk, provided details on the City’s corporate filing classification codes.
D. Delegations / Presentations D 1. Report from Shirley Gannon, Director Treasury Services, and Debra King,
Manager, Compensation and Benefits, dated September 24, 2015, re: Discussion Paper – Benefit Benchmarking Results (File BC.x)
Debra King, Manager, Compensation and Benefits, noted that the
municipal comparators provided in the discussion paper included benefit summaries that highlighted current benefit provisions and vehicle allowances, as well as pre and post 65 retirement benefits.
The following motion was considered:
C 1-2
Minutes Council Compensation Committee
2015 09 24 Page 3 of 4
CCC018-2015 That the Report from Shirley Gannon, Director Treasury Services, and Debra King, Manager, Compensation and Benefits, dated September 24, 2015, to the Council Compensation Committee Meeting of September 24, 2015, re: Discussion Paper – Benefit Benchmarking Results (File BC.x) be received.
Carried E. Discussion / Business Items E 1. Committee discussion re: Committee Mandate Committee consideration of the matter included:
Questions regarding the process of finalizing the elimination of the Mayor and Councillors’ 1/3 tax free status
Outlining and prioritizing Committee’s mandate, task list, and next steps; estimated number of meetings to complete the mandate
Clarification that Committee review of the Council support structure is no longer needed
Details of the Mayor and Councillors’ terms of employment Committee review of the Mayor and Councillors’ retirement,
severance, life insurance, health benefits, and salary grid at future meetings
Requests for twelve municipal comparators, including London, Thunder Bay, and Sudbury
Requests for municipal comparators and benchmark information on the following topics:
1) Severance/retirement allowance 2) Vehicle allowance and review practice – annual adjustments 3) Retirement benefits pre-65 and post-65 4) Health benefits (while elected official) 5) Current salaries and linkage to non-union or other methodology 6) Frequency of adjustments and linkage to means of
adjustment (i.e. COLA, CPI) 7) Job descriptions or role outlines for Mayor and Councillors
Requests for municipal comparators to include the following: 1) Population 2) Operating budget 3) Size of Council 4) Resident ratio per Councillor 5) Supplemental salaries – Police Services Board, etc.
Review of timeline for completion of Committee tasks
C 1-3
Minutes Council Compensation Committee
2015 09 24 Page 4 of 4
F. Public Question Period – nil G. Adjournment Committee consideration of the matter included consensus to meet again on
November 12, 2015, at 6:00 p.m. CCC019-2015 That the Council Compensation Committee do now adjourn
to meet again on November 12, 2015, at 6:00 p.m. ______________________________ Philip Varickanickal, Chair
C 1-4
Council Compensation Committee
Discussion Paper
Broad Municipal Benefit and Compensation Benchmarking Results
For Elected Officials
November 12, 2015
Prepared by: Shirley Gannon, Director, Treasury Services Debra King, Manager, Compensation & Benefits, Human Resources
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Council Compensation Committee Discussion Paper November 12, 2015 2
Discussion Paper Purpose
In response to further direction from the Council Compensation Committee on September 24, 2015, original benchmarking was expanded to include a total of 20 municipalities.
This comprehensive selection provides information to assist with the appropriate compensation and benefits structure for Brampton City Council for the long term.
All 20 municipalities responded and the results are provided.
Background
On September 10, 2015, the Council Compensation Committee unanimously voted to recommend the elimination of the 1/3 tax exemption effective January 1, 2016. The Council Compensation Committee presented their recommendations on the removal of the 1/3 tax free status on September 23, 2015 to the Corporate Services Committee. See CCC015-2015.
As part of the ongoing mandate of the Committee, the following additional tasks have been identified:
1) Continue to review compensation adjustments and Retirement Health Benefit Programs.
2) Determine the appropriateness of Members of Council being included on the non-union salary grid for the next term of Council.
These benchmarking results are provided to assist with the development of recommendations with respect to salary, benefits and associated compensation levels for all members of Council.
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Council Compensation Committee Discussion Paper November 12, 2015 3
The Discussion Report includes a broad perspective on the following topics:
Benchmarking Topic Appendix Severance/Retirement Allowance Appendix A Vehicle Allowance Appendix B Salary Adjustment Frequency and Methodology Appendix C Council Make-Up and Support Staff Appendix D Pre-65 Retirement Benefits Appendix E Post-65 Retirement Benefits Appendix F
The following comparators are represented and details are provided in the Appendices.
Comparator Population Full-Time Headcount 1. Brampton 523,911 2,795 2. Burlington 175,779 888 3. Caledon 64,237 307 4. Greater Sudbury 160,000 1,554 5. Guelph 121,000 1,302 6. Hamilton 540,000 5,155 7. Kitchener 233,700 1,116 8. London 373,730 2,214 9. Markham 301,709 992 10. Mississauga 759,000 4,012 11. Oakville 182,520 1,075 12. Oshawa 158,341 739 13. Ottawa 930,000 13,130 14. Region of Peel 1420,000 7,130 15. Richmond Hill 185,541 731 16. Thunder Bay 108,000 2,001 17. Toronto 2790,000 50,759 18. Vaughan 319,893 1,659 19. Windsor 211,000 2,084 20. York Region 1555,274 2,775
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Council Compensation Committee Discussion Paper November 12, 2015 4
Benefit Summary
Pre-65 Benefits:
All 20 municipalities responded, but only 11, including Brampton, have continued benefits for Councillors after serving as an Elected Official. The remaining 9 municipalities terminate all benefits once an Elected Official leaves office, either through retirement or the electoral process.
Brampton’s core benefit coverage is comparable in most areas, but with unlimited annual Paramedical and Major Dental, the plan exceeds the majority of the comparators. Brampton is also among only 6 who continue Out-of-Country Travel Assistance. The Plan matches the current non-union pre-65 benefit coverage.
Only 2 of the 11 (Toronto and Vaughan) provide continued Life Insurance coverage; Brampton does not.
Post-65 Benefits:
Brampton is one of only 2 municipalities who offer a Health Care Spending Account (HCSA). It‘s important to note that although York Region is the other comparator, only the Chairman is included; benefits for all Councillors are administered through the individual municipality.
Only 2 municipalities (Burlington and Mississauga) continue their Core Benefit Plan beyond 65. Vaughan and Richmond Hill retain Life Insurance beyond 65; Life Insurance terminates for all other municipalities, including Brampton.
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Council Compensation Committee Discussion Paper November 12, 2015 5
The following excerpts are extracted from the Minutes – Corporate Services Committee – September 23, 2015.
Recommendation CS124-2015: o acknowledgement of the work undertaken by Members of the
Council Compensation Committee o concerns about the budget impact as a result of the recommended
removal of the one-third tax free exempt status for the Mayor and Councillor compensation and the increase in salary and vehicle allowance
o past practice in dealing with recommendations on Council compensation, i.e. to be effective for the next Term of Council
A motion, moved by Mayor Jeffrey and seconded by City Councillor Fortini, was introduced to delete Clauses 2 and 3 of Recommendation CS124-2015 and replace them with the following new clauses:
2. That the one-third tax-free exempt status for the Mayor and
Councillor compensation be eliminated (at a cost of approximately $57,000), effective January 1, 2019, and the necessary actions be implemented to repeal the one-third tax-free exempt status pursuant to the requirements of subsection 283(6) of the Municipal Act, 2001; and,
3. That, the following be implemented effective December 1,
2018 for the 2018-2022 term of Council, pending further review by the Council Compensation Committee and recommendations to Council on the appropriate compensation and benefits structure for Brampton City Council for the long term:
(a) the Mayor and Councillor vehicle allowance, effective
December 1, 2018, be established based on Option 3 as considered by the Council Compensation Committee (i.e., 100% taxable grossed-up rate and equivalent to a $14,927.52 annual vehicle allowance); and,
(b) the Mayor and Councillor remuneration rate, effective
December 1, 2018, be established based on the equivalent gross remuneration for the Mayor and Councillor in the City of Mississauga (i.e., $139,374.00 for the Mayor and $84,495.00 for a Councillor based on 2015 rates);
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Council Compensation Committee Discussion Paper November 12, 2015 6
4. That the current Mayor and Councillor salary freeze remain
in effect for the current term of Council.
Council discussion on the motion included: position of many Brampton residents that the one-third tax free exempt
status for the Mayor and Council compensation should be removed confirmation from staff that if Council supports the proposed motion to
remove the one-third tax free exempt status effective in 2019, the associated by-law to appeal this exemption could not be passed until 2018, but that Council could pass a resolution at this meeting to approve removal of the exemption and direct staff to bring forward the by-law in 2018
information from staff on the Elected Officials compensation options and the resulting financial impact on the City and Elected Officials’ net pay and other compensation
confirmation that the recommendation from the Council Compensation Committee would result in a reduction in Elected Officials’ net pay
concerns about the potential impact on the Members of the Council Compensation Committee should Council not support this recommendation
advice from the City Clerk related to the proposed amendment to Recommendation CS124-2015
The motion was considered as follows:
Whereas the Ontario and global economy is still underperforming and not yielding the results that we all had expected.
Whereas Council has and will continue to have to make tough decisions with regards to the City’s fiscal situation.
Whereas Council, at its December 10, 2014 meeting, passed the following Resolution to reduce and freeze the Mayor’s salary:
“C317-2014 Whereas in previous terms of Council,
decisions have been made by Council to establish a remuneration structure for the Mayor and Councillors, in accordance with the Municipal Act, 2001, and based on recommendations received from a citizen-based Council Compensation Committee;
Whereas Section 283 of the Municipal Act, 2001, authorizes a municipal council to establish its own remuneration structure;
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Council Compensation Committee Discussion Paper November 12, 2015 7
Whereas it is deemed appropriate for the Mayor to demonstrate leadership and fiscal restraint to establish a new remuneration scale for the position of Mayor that reflects other comparable municipal, regional, provincial and federal leaders and representatives, as well as prevailing economic conditions, and which is more appropriate for the Mayor of Canada’s ninth largest municipality;
Now Therefore Be It Resolved That the salary for the position of Mayor of The Corporation of the City of Brampton be $165,850 being a combination of the City of Brampton and Region of Peel salaries and remuneration effective January 1, 2015;
And Further That any change to the salary for the position of Mayor after 2015 be subject to further consideration and approval by Council during 2015. “
Whereas Council, at its December 17, 2014 meeting, passed resolution C326-2014 to establish a Council Compensation Committee to review Council’s current compensation structure and benefits program, and more specifically approved Clause 16 to freeze Councillor salaries, as follows:
“16. That the current salary rate for all Councillors be
maintained at the existing compensation level until such time as Council considers the compensation recommendations from the Compensation Committee”;
Whereas Council, at its April 8, 2015 meeting, passed Resolution C113-2015, and specifically Clause 28, further affirming Council’s immediate freeze of their salaries, as follows:
“(28) Whereas a motion has been put forward to 2015
Budget Committee that a wage freeze be imposed for all non-union employees at the management level and higher pending a completion and council consideration of the core services review;
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Council Compensation Committee Discussion Paper November 12, 2015 8
Whereas throughout the 2015 Budget Sub-Committee the Mayor and Council have been discussing a non-union management wage freeze to show the citizens of Brampton that City Hall is willing to take on some of the fiscal burden to ensure the public dollars are spent wisely;
Whereas Mayor Linda Jeffrey has shown leadership by reducing her salary by $50,000 immediately upon taking office;
Whereas Council recognizes the need for sound fiscal management;
Whereas this Council believes they should lead by example; Therefore be it resolved that the Mayor and Council immediately freeze their salaries for a period to be determined by this council in the 2016 Budget process.”
Whereas the Council Compensation Committee, at its September 10, 2015 meeting, passed recommendation CCC015-2015, and specifically Clauses 2 and 3 as follows:
“2. That the one-third tax-free exempt status for the
Mayor and Councillor compensation be eliminated, effective January 1, 2016, and the necessary actions be implemented to repeal the one-third tax-free exempt status pursuant to the requirements of subsection 283(6) of the Municipal Act, 2001; and,
3. That,
(a) the Mayor and Councillor vehicle allowance,
effective January 1, 2016, be established based on Option 3 as considered by the Council Compensation Committee (i.e., 100% taxable grossed-up rate and equivalent to a $14,927.52 vehicle allowance); and
(b) the Mayor and Councillor remuneration rate,
effective January 1, 2016, until the end of the current term of Council (November 30, 2018), be established based on the equivalent gross remuneration for the Mayor and Councillor in
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Council Compensation Committee Discussion Paper November 12, 2015 9
the City of Mississauga (i.e., $139,374.00 for
the Mayor and $84,495.00 for a Councillor based on 2015 rates), subject to an annual review by the Council Compensation Committee and recommendation back to Council during this period;
pending further review by the Council Compensation Committee and recommendations to Council on the appropriate compensation and benefits structure for Brampton City Council for the long term.”
Whereas the Corporate Services Committee, at its September 23 meeting, approved these Clauses as part of Recommendation CS124-2015;
Therefore be it resolved Clauses 2 and 3 of Recommendation CS124-2015 be deleted and replaced with the following new Clauses:
2. That the one-third tax-free exempt status for the
Mayor and Councillor compensation be eliminated (at a cost of approximately $57,000), effective January 1, 2019, and the necessary actions be implemented to repeal the one-third tax-free exempt status pursuant to the requirements of subsection 283(6) of the Municipal Act, 2001; and,
3. That, the following be implemented effective
December 1, 2018 for the 2018-2022 term of Council, pending further review by the Council Compensation Committee and recommendations to Council on the appropriate compensation and benefits structure for Brampton City Council for the long term:
(a) the Mayor and Councillor vehicle
allowance, effective December 1, 2018, be established based on Option 3 as considered by the Council Compensation Committee (i.e., 100% taxable grossed-up rate and equivalent to a $14,927.52 annual vehicle allowance); and,
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Council Compensation Committee Discussion Paper November 12, 2015 10
(b) the Mayor and Councillor remuneration
rate, effective December 1, 2018, be established based on the equivalent gross remuneration for the Mayor and Councillor in the City of Mississauga (i.e., $139,374.00 for the Mayor and $84,495.00 for a Councillor based on 2015 rates);
4. That the current Mayor and Councillor salary freeze
remain in effect for the current term of Council. CS124-2015 1. That the presentation by the following members of the
Council Compensation Committee, to the Corporate Services Committee Meeting of September 23, 2015, re: Council Compensation Committee Recommendations be received; and, 1. Philip Varickanickal, Chair 2. Jessica Phinn, Vice Chair 3. Lynn Dodson, Member
2. That the Minutes of the Council Compensation
Committee Meeting of September 10, 2015, to the Corporate Services Committee Meeting of September 23, 2015, Recommendations CCC014-2015 to CCC016-2015 be approved.
CCC014-2015 That the agenda for the Council Compensation Committee Meeting
of September 10, 2015, be approved as printed and circulated. CCC015-2015 1. That the report from Shirley Gannon, Director, Treasury
Services, and Debra King, Manager, Compensation and Benefits, dated August 14, 2015, to the Council Compensation Committee Meeting of September 10, 2015, re: Discussion Paper – Benchmarking Analysis Results (File BC.x) be received; and,
2. That the one-third tax-free exempt status for the Mayor and
Councillor compensation be eliminated, effective January 1, 2016, and the necessary actions be implemented to repeal the one-third tax-free exempt status pursuant to the requirements of subsection 283(6) of the Municipal Act, 2001; and,
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Council Compensation Committee Discussion Paper November 12, 2015 11
3. That,
(a) the Mayor and Councillor vehicle allowance, effective
January 1, 2016, be established based on Option 3 as considered by the Council Compensation Committee (i.e., 100% taxable grossed-up rate and equivalent to a $14,927.52 vehicle allowance); and
(b) the Mayor and Councillor remuneration rate, effective
January 1, 2016, until the end of the current term of Council (November 30, 2018), be established based on the equivalent gross remuneration for the Mayor and Councillor in the City of Mississauga (i.e., $139,374.00 for the Mayor and $84,495.00 for a Councillor based on 2015 rates), subject to an annual review by the Council Compensation Committee and recommendation back to Council during this period;
pending further review by the Council Compensation Committee and recommendations to Council on the appropriate compensation and benefits structure for Brampton City Council for the long term.
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Council Compensation Benchmarking Summary
November 12, 2015
Conducted by City of Brampton
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Appendix AElected Officials Benchmarking Results Severance/Retirement Allowance
OrganizationDuration
i.e. ( x month/ xx years of service)Maximum Severance Additional Comments
BramptonNew council members are not eligible for severance.
Retirement allowance ceased once a returning member elected to join OMERS. 18 months
Only one member is entitled to retirement
allowance.
Burlington No
Caledon No
Greater Sudbury No
Guelph No
Hamilton No
Kitchener No
London n/a
Markham One month/year up to 12 months, 3 weeks thereafter up to 18 months 18 months
Mississauga One month / for each year of service to a max of 12 months 12 months
Oakville No
Oshawa
The payment pursuant to Section 5.03 shall be based on the remuneration level that the
Mayor or Councillor in question is receiving at the time of his or her leaving office,
including remuneration in respect of an appointment as Chair and/or Vice-Chair of a
Standing or Special Committee of Council and/or as Deputy Mayor. The payment shall
be calculated as one month’s salary per year of continuous service on Council to a
maximum of eighteen (18) months’ salary.
18 months
Ottawa One month salary per year for each year of service 6 months
Region of Peel One month current salary for every year of service on the Council 12 months
Richmond Hill One month per year for each year of service 18 months
Severance waived if depart due to acts of
fraud, municipal corruption, secret
commissions, conviction or charged of legal
wrongdoingsThunder Bay No
Toronto
As per Chapter 223 of the Toronto Municipal Code, severance remuneration shall be
equal to 1/12 of the member's annual remuneration, at the rate in force immediately
before he or she ceases to be a member, for each year of consecutive service to a
maximum of 12 years.
A member who has served
as a member of the Council
for a minimum period of 30
days shall be paid
severance remuneration.
1 year (1 month x 12 years service)
Vaughan One month salary per year for each year of service 24 months
Windsor No
York Region1/12 of annual remuneration multiplied by years of service to a max of 12 yrs, pro-rated
for part years, plus 3/52 of annual remuneration multiplied by number of years service
in excess of 12 years, pro-rated for part years
18 months
Council Compensation Committee November 12, 2015
E 1-13
Appendix BElected Officials Benchmarking Results
Vehicle Allowance
Organizations
How often do you adjust
Vehicle Allowance and what is
the adjustment based on?
Mayor/ Regional Chairman Councillors Mayor/ Regional Chairman
& Councillors
Brampton$1,079.69/month - for 2015
$1,243.96/ month - effective Jan 1, 2016
$1,079.69/monthly - for 2015
$1,243.96/ month - effective Jan 1, 2016Adjusted for CPI every year
BurlingtonMayor gets a taxable benefit for a vehicle
being provided, but must report annually on
usage to determine the taxable benefit
Councillors get mileage
Caledon n/a n/a n/a
Greater Sudbury $700/month n/a By-Law
Guelph n/a n/a n/a
Hamilton n/a n/a n/a
Kitchener 100% vehicle expenses paid n/a
London $700/month 1/3 tax free n/a Not adjusted regularly
Markham $1,021.25/month n/a Council direction/approval
Mississauga (City vehicle provided) $1,442/month Adjusted on January 1 of each year
Oakville $750/monthly n/a Reviewed each election year
Oshawa Receive reimbursement for car mileage
Each Council Member shall have the option of designating whether he or
she will receive reimbursement for car mileage expenses at the rate and in
the manner designated by City Council for staff, or whether he or she will
receive a flat rate car allowance to a maximum amount of one hundred
($100.00) dollars per week.
n/a
Do you provide Annual Vehicle Allowance?
If yes, please provide the allowance amount ($)
Council Compensation Committee November 12, 2015
E 1-14
Appendix BElected Officials Benchmarking Results
Vehicle Allowance
Organizations
How often do you adjust
Vehicle Allowance and what is
the adjustment based on?
Mayor/ Regional Chairman Councillors Mayor/ Regional Chairman
& Councillors
Do you provide Annual Vehicle Allowance?
If yes, please provide the allowance amount ($)
Ottawa Uses City Car and driver $575/month
Region of Peel
No. A car is provided to the Chair with all
expenses paid; a portion of these expenses
are considered a taxable benefit.“Car
allowance at standard rate” is the
transportation cost reimbursement rate as set
by Canada Customs and Revenue Agency, in
accordance with the Region’s Business
Expense Accounts Policy. This rate is currently
$0.55 per kilometre up to 425 kilometres per
month and $0.49 per kilometer for any
remaining kilometres per month.
n/a Reviewed annually
Richmond Hill No; get a town car instead $600/month as needed
Thunder Bay No
Toronto
Vaughan n/a - Mayor receives a leased city vehicle $768/month
Windsor $750/monthlyrarely adjusted / based on contract &
council approval
York Region $1,334/monthly n/a
Annually. This is tied to the mileage
allowance governed by the CRA. If the
mileage rate increases, this allowance
increases by the same percentage
No - reimburse kilometre. Current rate is $0.55 per km up to 5,000km annually and $0.49 thereafter (as per CRA rates
and policy for non-union employees).
Council Compensation Committee November 12, 2015
E 1-15
Appendix CElected Officials Benchmarking Results
Salary Adjustment Frequency and Methodology
Organization Elected Officials Salary Adjustment
FrequencyElected Official salary adjustments methodology
Is the base pay for Mayor and Councillors linked to Non Union salary schedule or is it
determined independently by a Council Compensation Committee or other?
Brampton Annually Linked to Non Union COLA Under review
Burlington Annually
The 2013 Citizen Committee on Council Remuneration made the following recommendation on the method
for determining the annual Council remuneration adjustment formula. Report CL-19-13 was adopted by
Council on November 25, 2013:
Maintain the compensation for Councillors at $53,095 per year and the Mayor at $121,676 per year (in 2014)
and adjust annually on April 1 by a percentage equal to the average annual change in the all Ontario
consumer price index (CPI) for the twelve month period October to September with the provision that the
increase is to have the following banding:
· Any increase cannot be greater than the increase determined for budget purposes for non-union staff
compensation;
· No increase can be granted in the event the Ontario CPI amount is less than 1%;
· Any increase cannot exceed 65% of the calculated Ontario CPI percentage;
· When no increase is taken in a year, the amount cannot be carried over and aggregated in future years;
· Overall Council may adjust the calculated increase within the banding to a lesser amount than that
determined while meeting the provisions stated.
Determined by a Citizens Committee in 2013 and adjusted annually on April 1 based on
Ontario consumer price index (CPI), but not to exceed Non Union increases.
Caledon Annually Linked to Non union COLAIt’s currently linked, and our current recommendation to Council is that it remains that way
(as per the Council meeting on October 20th) . This is still being reviewed by Council.
Greater
Sudbury
Depends on General Wage Increase
Bargained with CUPE 4705General Wage Increase
Mayor and Council's base pay does not follow Non Union Salary Schedule, however they do
receive General Wage Increase (GWI).
Guelph Annually Same as non-union increase or CPI (Sept to Sept), whichever is less Determined by a Citizens Committee
Hamilton Annually Elected Official’s remuneration are tied to the Non Union increases. They would get the same COLA increase
as Non Union.
Currently, we do not have a Council Compensation Committee. Originally, we had one in
~2004 that established the elected officials salaries and targeted it at the 50th percentile.
Moving forward since then, we have only applied the COLA increases.
Kitchener AnnuallyCouncil Compensation policy based on the percentage economic increase approved for the senior
management grid
The annual salary adjustment for Mayor and Councillors is equal to the adjustment received
by the senior management group and is effective the same date as the senior management
group (typically April 1st of each year).
London Annually n/a
Markham Annually Linked to City staff increases which are usually annually.Mayor and Councillors rates are not linked to our NU salary schedule. The City rates are
determined by a council committee.
Mississauga Annually
As per the By-Law: "If an economic increase is awarded in any year to full time non-union staff of the
Corporation of the City of Mississauga, the salaries for the Mayor and for the members of Council shall be
paid by the Corporation of the City of Mississauga".
Note: Council may elect to waive the increase on a year to year basis.
2015: Mayor chose not to accept the salary increase
2010-2011-2012-2013: Mayor & Council voted not to accept the salary increase.
Not linked to the Non-Union salary schedule
Mayor and Councillor's Remuneration and Benefits By-Law.
"By-Law was enacted to provide for the remuneration, economic adjustments and benefits of
the Mayor and Members of Council in light of the recommendations of the Citizens Task
Force".
Oakville Annually Average of increases for Non Union employee groups
Council Compensation Committee November 12, 2015
E 1-16
Appendix CElected Officials Benchmarking Results
Salary Adjustment Frequency and Methodology
Organization Elected Officials Salary Adjustment
FrequencyElected Official salary adjustments methodology
Is the base pay for Mayor and Councillors linked to Non Union salary schedule or is it
determined independently by a Council Compensation Committee or other?
Oshawa Annually
The maximum remuneration rates shall be adjusted annually to reflect an increase which is identical to any
increase provided to City staff through the City's collective agreements with Canadian Union of Public
Employees Locals 250 and 251 and, where the two increases differ, the adjustment for the purposes of this By-
law shall be an average of the two increases. Notwithstanding the foregoing, where such adjustment is
insufficient to maintain salaries for the Mayor and Councillors at least at the 50th percentile of compensation
provided for the mayors and members of council of the comparator municipalities, as established in the
Oshawa City Council 2005 Compensation Review dated March, 2005, and additional upward adjustment shall
be applied to maintain the mayor and/or Councillors, to be at the 50th.
It was based on a recommendation from Consultants and linked to market. Annual economic
adjustments are anchored to inside worker adjustments.
OttawaAnnual review with management &
professional exempt (MPE) employee groupLinked to MPE economic increase, which is linked to the unionized CIPP (Professional Personnel) increase
The rates were set by a Citizen’s Task Force in 2004 and increased economic increases
provided to the Management & Professional Exempt staff – voted on each year by Council.
They could also elect to freeze their salaries – which they did for a few years.
Peel (Region) Reviewed annually with budget Adjusted by the same extent as the non-union salary structure
Richmond HillSalaries are looked at before the beginning of
the new term; increases are set for the termTypically follows Non-union increases, up to a maximum % each year.
The rate is set by a council compensation committee. Usually the increases are tied to non-
union increases, with a % cap.
Thunder BayLast time reviewed was approx. 2008. It is
when council requests a review.They do not get adjustments
Council compensation is determined independently by a council compensation committee.
Toronto
It is not tied to the non-union salary schedule. It was determined some time ago by
consultants and has been maintained.
VaughanHistorically adjustment to salaries occurs
based on union agreement cycleLinked to Non Union Cola
York Region
Whatever our CUPE union negotiates is
applied to all non union salaries, including
Council, traditionally effective April 1.
Linked to Economic Adjustment
The salary was determined a number of years ago and the non union economic adjustment is
applied every April 1. There is no committee nor is it aligned with a grade from the non union
salary schedule.
Base pay for our Regional Chairman and the Regional portion of Councillor’s pay is linked to
non union salary increases.
WindsorSalaries have not been adjusted since January
1, 2005Has been linked to CPI in the past
It is not linked to non-union salary schedule and was determined independently by a
committee.
Municipal Code C. 223 -- The remuneration paid to the Mayor and to other Members of Council shall be increased annually on January 1 of the year by the
increase in Statistics Canada's Toronto Consumer Price Index, as calculated by the Deputy City Manager and Chief Financial Officer and based on the
previous year's average.
Council Compensation Committee November 12, 2015
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Appendix D
Elected Officials Benchmarking Results
Council Make-Up and Support Staff
OrganizationNumber of
Regional Council
Number of City
CouncilCombined Total
Number of Support Staff
for CouncillorComments
Brampton 6 4 10 10 2 Assistants per Ward
Burlington 6 dual role 6 6 1 Assistant per Councillor
Caledon 4 4 8
Greater Sudbury 0 13 13 1 Executive Assistant to Councillors
Guelph 0 12 12 5 Council & Committee Coordinators & Assistant
Hamilton 0 15 15 16 Administrative Assistant
Kitchener n/a 10 10 2 Constituency Assistant
London 0 14 14 2 Councillor Assistant
Markham 3 8 10 12 Assistants, one per Councillor.
Mississauga 11 dual role 1111 Admin Assistant
11 Executive AssistantEach Councillor has 1 Admin and 1 Executive Assistant
Oakville 6 6 12 2Executive Assistant & a Customer Service
Representative
Oshawa 7 3 10 1 Administrative Assistant
Ottawa 1 23 24
Region of Peel 24 n/a 24
Richmond Hill 2 6 8 9 Administrative Assistant
Thunder Bay 0 13 13
Toronto n/a 44 44
Vaughan 3 5 8
Windsor 0 10 10
York Region 1 20 21 n/a
Each Member of Council is provided a Constituency Services budget with which to
operate their office
Regional Councillors do not have individual staff reports.
Councillors are provided a budget, it is up to them to staff within that budget
Council Secretariat Office provides 2 positions for 10 Members of Council.
Council Compensation Committee November 12, 2015
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Appendix E
Elected Officials Benchmarking Results Pre-65 Retirement Benefits
Municipality Eligibility Drugs Hospital Orthotics
Paramedical Services
Chiropractors, Massage
Therapy & Physiotherapy
Emergency
TravelMajor Dental Orthodontics
Vision
(2-year)Life Insurance
Brampton 3 terms 100% Private $450/year $45/visit, no annual max Yes 50% - Unlimited 50% - $3,500 Lifetime $450 No
Burlington All Eligible 100% Private $500/2 years $600 annual max for all No 80% - $2,000 50% - $2,500 Lifetime $360 No
Hamilton 10 years 100% Ward $500/year $30/visit + annual max No 80% - 1,500/year 80% - $2,500 Lifetime $300 No
Markham 12 years 100% Private $400/year $550 max per paramedical Yes 100% - Once/3 years 100% - Once/Lifetime $375 No
Oshawa 15 years 100% Semi-Private $450/year $15,000 combined max/yr No 50% - Unlimited 50% - $3,500 Lifetime $250 No
Ottawa 10 years 90% Semi-Private $300/year (90%) Combined annual max No No No No No
Richmond Hill 10 years 90% Semi-Private $150/year $300 max per paramedical No 50% - $1,500/year No $325 No
Toronto 9 years 90% Semi-Private 3 pair/year (75%)Annual max per
paramedicalYes 50% - $2,000/year 50% - $3,000 Lifetime $340 $2,000
Vaughan 5 years 100% Semi-Private 1 pair shoes/year $65/visit+ annual max Yes80% - $3,000/year or
60% - Unlimited60% - Unlimited $300 $10,000
Windsor 4 terms 100% Private $450/year Per visit + annual max Yes 50% - Unlimited 50% - $2,000 Lifetime $300 No
York Region 20 years 100% Semi-Private 1 pair/year $500 max per paramedical Yes 80% - $2,500 Lifetime 50% - $2,500 Lifetime $400 No
9 Municipalities do not have Pre-65 Retirement Benefits:
Caledon London Guelph Kitchener Mississauga Peel Region Oakville Sudbury Thunder Bay
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Appendix F
Elected Officials Benchmarking Results
Post-65 Retirement Benefits
Municipality Eligibility Criteria
Brampton 4 consecutive terms in office
York Region (Chairman Only
20 years’ service in office
Municipality Eligibility Criteria Health Dental Vision Travel Life Insurance
Vaughan 5 years’ continuous service
Semi-Private Hospitalization
Drugs: 90% with $100 deductible
Paramedical Coverage
2002 Dental Fee Guide50% Major Dental: $3000
Ann MaxNo Orthodontics
$250 per 2 years Yes
$10,000
Windsor 4 consecutive terms in office
Private HospitalizationDrugs: $2 deductible,
UnlimitedParamedical Coverage
Current Dental Fee Guide50% Major Dental -
UnlimitedOrthodontics: 50% - $2,000
Max
$300 per 2 years YesNo - Ends at
Retirement
Richmond Hill No Criteria - All are eligible No Coverage No Coverage No Coverage No
Coverage 10,000
Burlington Caledon Guelph Hamilton Kitchener London MarkhamMississauga Oakville Oshawa Ottawa Peel Region Sudbury Thunder Bay
15 Municipalities terminate all Benefits at Retirement Post-65
Municipalities with Health Care Spending Account (HCSA) Only at Retirement Post-65Details
One year HCSA per 2 years of service
Ages 64 – 75 Only
Municipalities with Core Retirement Benefits at Retirement Post-65
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