Senior staff wages

In our previous discussion we started talking about some of the senior staff wages. I understand this has some at Town Hall watching these posts very carefully. So… let’s clear up any perception of criticism of staff. These discussions are not meant in any way to be critical of those staff members filling these positions. The changes in wages at this level and equality of those decisions, are decisions of Council and THAT is where the criticism lies.

They had said 11 positions had been adjusted up a level. Does that mean that those 11 positions had changed substantially, or is it just a way to pump up a wage for a dedicated supporter of Council?

In some cases, the positions are brand new positions to our municipality, created by our current Council. So, would it not be prudent for a Council to allow those positions to exist at least through the first five year (steps) cycle before moving someone up a level in the established wage grid ladder?

Positions like our Treasurer moved from level 12 to level 13 and honestly, with the demands put on this position, one can possibly understand the move up. After all, that person has to add content to every report generated by Council activity and issue cheque registers to the public in a timely manner. However, the only other 12 to 13 move was our brand new position of Deputy CAO. (Again, not bolded in the agenda report). This position was only recently created in Wasaga Beach, so how can our Council adjust this particular wage assignment a full level (Like our CAO) after one or two years of service?

There are three other positions at level 13 and I understand there is no change in their status. Why?

In every level, there are positions where the long term, dedicated employees have proven their value to the organization and they deserve every penny. In many cases, these men and women are your friends and neighbours. The next time you see them, tell them how much we appreciate their dedication.

But Council has made some decisions without providing supporting reasoning. For instance, two positions at level 12 are our Clerk and our director of Human Resources. The clerks position apparently changed a level to get there. Okay, we are hiring more people than ever (your taxes will demonstrate that) so perhaps they can justify that, but the director of HR jumped three levels and new supporting positions were also created in this department. According to research sent to me from various sources, that is an increase of $26.22 an hour for HR. That is assuming use of step one levels and numbers from previous years reports. Can this be true? Well, the charts indicate it to be so.

I have received detailed analysis from multiple people upset about these wage adjustments. Some identify specific positions and point out that the wages are merely loyalty payments and claim the positions themselves do not merit these increases. The ones that I question the most however are the ones where it is a new, or fairly new position.

I know many of the Town Employees personally and would pay them even more than they make today for the great work they do, but patronage rewards are totally inappropriate. They quietly rip at the fabric that builds great organizations.

Although specific positions are identified in messages to me, I will hold off on some of my additional comments until I have the 2023 wage grid chart in hand. I do however think that discussing those who will undoubtedly earn mention on the Provinces Sunshine List has been fair.

Of course if the town pays you half a year as a consultant from a private firm and then the other half as a paid employee, then it’s easy to be missed on that list.

One final comment and it goes back to the Council and CAO wages. We are constantly hearing how busy our Council, Mayor and CAO’s are and that is why the Mayor voted himself a 40% increase. But it is important to recognize that they have a full time assistant. It looks like that position is another that moved a level. It went from a value 5 to a value 6.

Has Council truly analyzed these numbers and the effect these increases will have on ALL STAFF? Please look at the wage grid chart and the list of associated positions. There are 113 positions on this list. Of those positions, some of them are held by multiple staff. But Council identified 11 that they felt were worthy of special treatment. One has to recognize when looking at this that the other 102 positions and those filling them may be wondering why THEY did not move up a band on the chart.

Next week, I will acquire the 2023 and maybe the 2022 and 2021 wage grid charts. Then we can simply look at the list of positions and see ALL of the changes that have been made.

Until then, please remember, this discussion is only regarding the COUNCIL decisions regarding the senior staff and non-union employees wage grids. It is not in any way an analysis of the value these people bring to the Community. Just ask yourself… if you were an employee on that list and you were NOT included in the recent moves, what would your thoughts be?

*Nothing in this discussion refers to or reflects on any of the Unionized employees of our Community. They have their own bargaining units and also provide incredible services along with the non unionized employees to the residents of Wasaga Beach!

To our Elected Council… Yes, we heard your rants during the recent Council meeting defending your actions when a member of the public questioned your personal increases. We heard them loud and clear and can analyze them one day. However, the men and women who serve our community deserve the respect of equal consideration and fair treatment for ALL!