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HomeMy WebLinkAboutCOD-065-05 Cl@llgton Report If 5 REPORT CORPORATE SERVICES DEPARTMENT Meeting: COUNCIL Report #: COD-06S-0S File #: Resolution #: (' - f; b ~. 0 _S By-law #: Date: December 12, 2005 Subject: Pay Equity Plan Review Recommendations: It is respectfully recommended to Council the following: 1. THAT Report COD-065- 05 be received; 2. THAT Council authorize the Chief Administrative Officer to undertake an independent review of the Municipality's existing Pay Equity Plan (McDowell Plan) for applicability to today's work environment with a report back to Council; 3. THAT the funding for the independent review be included in the 2006 Administration Budget, 4. THAT future reviews of Pay Equity questionnaires, except those positions identified in report COD-54-0S which were referred back for reconsideration by the Pay Equity Committee, be suspended until the completion of the independent review and report to Council; 5. THAT CUPE local 74 President, and the Members the Union Pay Equity Committee be advised of Council's actions respecting the Union Pay Equity Plan review and the Chief Administrative Officer's intention to advise the Union of the consultant's recommendations upon completion of the review; 6. THAT the Members of the Non-Affiliated Pay Equity Committee be advised of Council's actions respecting the Non-Affiliated Pay Equity Plan review, and the Chief Administrative Officer's intention to review the recommendations of the review with the Committee upon its completion; and REPORT NO.: COD-06S-0S PAGE 2 7. THAT, as the Municipality is the recognized employer for Library Pay Equity purposes, the Library Board be advised of Council's decision. Submitted by: Reviewed bU ~ -------~'Z.... Franklin Wu Chief Administrative Officer arie Marano Director of Corporate Services MM*ca BACKGROUND REPORT NO.: COD-06S-0S PAGE 3 1. The Pay Equity Legislative review and the Municipal Pay Equity history and practice were reviewed with Council on November 21, 2005. As part of that review the CAO identified some questions and suggestions regarding the Pay Equity practices of the Municipality. 2. The presentation identified that the Pay Equity process and the McDowall, 12- factor, Job Evaluation Plan has been in place since 1990, when Pay Equity was achieved. Although the Plan has been tested and has met the standards set out by the Pay Equity Commission, it has been in place for a significant period of time and as such a review may be appropriate. 3. The CAO recommended in the presentation to Council, that an independent review of the Plan for its applicability to today's work environment be completed. An independent consultant with expertise in Pay Equity would support the Municipality's continued efforts in maintaining its commitment to Pay Equity maintenance. 4. It is proposed that an R.F.P. will be developed setting out terms of reference which will include a review of the present process including the Committee structure, the degree of compliance with legislative maintenance obligations, and the applicability of the factors in the Municipal workplace and any other identifiable gaps or deficiencies. It is also anticipated that the terms of reference for the review will include a requirement that the consultants meet with both Pay Equity Committees, the preparation of a report with recommendations on the practice, process, grid reference to the Plan, and legislative compliance. They will also be asked to develop criteria to be used in determining appropriate the time for a job review thereby eliminating reviews which are not warranted. 5. As a result of the significant implications of amending the plans, the Chief Administrative Officer is recommending that the review be conducted by independent consultants in a comprehensive manner. If the independent review recommends that a new plan be developed, or that a substantial revision of the existing plan would be beneficial to the Pay Equity maintenance process, the entire review could be lengthy, taking perhaps up to a year to complete. Should the recommendation include a change to the plan, in compliance with the legislation, the details would ultimately require negotiation with the Union, and the posting of the revised plan. Consequently, the Union is advised through the recommendations in this report, that Council has authorized a review of the plan. As Council is aware, the non-affiliated plan change would also require posting and it would result in the re-opening of the 90 day complaint window. Any change would be required in both plans due to the potential for comparable references under the proportional value assessment previously applied to the Corporation and in order to maintain fair and equitable treatment for all female positions. REPORT NO.: COD-06S-0S PAGE 4 6. The budget for this review is recommended for inclusion in the Chief Administrative Officer's budget for 2006, with a report back to Council on the results. Should the review result in a major change to the plans, the cost is estimated to be approximately $35,000. 7. Report COD-54-05, was referred back for review with the Pay Equity Committee. The employees covered in that report initially submitted a joint questionnaire which may not have provided the Committee with the opportunity to evaluate some of the factors pertinent to some positions appropriately. These employees have been requested to resubmit separate questionnaires, which will be reviewed by the Committee in 2006. It is recommended that these reviews be conducted under the present practices which were prevailing at the time of the original submission. 8. In order not to complicate the Pay Equity process while under review, it recommended that future requests for reviews be suspended until the completion of the independent review and report to Council. CORPORATION OF THE MUNICIPALITY OF CLARINGTON 40 TEMPERANCE STREET, BOWMANVILLE, ONTARIO L 1C 3A6 T (905)623-3379 F (905)623-6506