HomeMy WebLinkAboutKIN 95 017 Amended by No. 96 67
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THE CORPORATION OF THE TOWN OF KINCARDINE
BY-LAW
NUMBER 1995 - 17
THE TOWN OF KINCARDINE CONSOLIDATED PERSONNEL BY-LAW
A BY-LAW TO CONSOLIDATE AND ESTABLISH PERSONNEL
POLICIES FOR EMPLOYEES OF THE TOWN OF KINCARDINE
First and Second Reading
Third and Final Reading
AMENOEOJR(PEtI ~ S't
fffi.AW NO. \0. o.\.. - ~ ì
DATfn ~?Y:>" I qL
{
March 16th, 1995
March 16th, 1995
CONSOLIDATED PERSONNEL BY-LAW
TABLE OF CONTENTS
·
Subiect
·
Absence without Leave ...........
Accidental Death & Dismemberment.
Advancement ...............
Amendments to by-law......
Annual Employee Evaluation
Boot Allowance
.................. .
Canada Pension Plan .........
Clothing and Equipment ......
Co-Op Students (Vacation Pay)
Co-Op Students (Paid Holidays)
Compassionate Leave .............
Complaint Procedure ..........
Conferences and Conventions
Court Duty.............
·
Death Benefits .................
Definitions ............ .... ..
Dental Benefits
Disciplinary Procedures
Effective Date of By-law.......
Employee (Change of Information)
Employee Evaluation (Annual)
Employee Meetings.....
Employer Rights ........
Extended Health Care
Health and Safety
Hiring Procedures
Interpretation ...................
Interview Procedures .............
Jury Duty
. . . . . . . . . . . . . . . . . . . . . . . .
Article No.
Palle No.
32.0
13.0
31.0
39.3
30.0
22
14
22
25
21
.....
15.0
· . . . . . . . .
15
10.1 11
15.0 15
6.10 8
7.6 9
8.0 9
22.0 17
17.0 16
29.0 21
11.1{e) 12
1.1 1
11.3 13
27.0 20
42.0 25
39.2 25
30.0 21
4.12 6
2.0 3
11.2 · . . . . . . . . 13
15.0 15
24.0 19
1.0 1
26.0 19
29.0
........ .
21
Kincardine & District Recreation
Board Employees ............... . 3.3 ........ . 3
· Leave of Absence 33.1 · . . . . . . . . 23
Lieu Time ....... . 4.0 . . . . . . 4
Life Insurance .. . 13.0 14
Long Term Disability . . . . . . .. 12.0 14
Medical Benefits . . . . . . . . . . . . . . . . 11.0 12
Medical Certificate . . . . . . . . ..... 39.1 25
Meeting Allowance . . . . . . . . . . . . . . . . 20.0 17
Mileage, Private Vehicle .. . . . . . . . 16.0 16
Name of By-law ....... . 41.0 25
Negotiation Procedures 37.0 24
New Positions ........ . 35.2 23
O.M.E.R.S. . . . . . . .. .... 10.2 12
· Overtime . .. ..... . 4.0 4
Paid Holidays 7.0 9
. . . . . . . . . . . ..... .... .
Pay Equity '" 35.0 . . . . . 23
· Pay Period .. . 3.5 · . . . . . 3
Pension Benefits 10.0 ..... . 11
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TABLE OF CONTENTS - Palle 2
Subject
Article No.
Pae:e No.
Pregnancy Leave ..................
Private Vehicle Mileage ..........
Probationary Period ..............
Reclassification .................
Regular Remuneration .............
Repeals ..........................
Replacement/Relief Pay...........
Reporting Absence ................
Retirement .......................
Retroactive Pay
................. .
School Crossing Guards-Vacation ..
Shift Premium ....................
Sick Leave .......................
Social Contract ..................
Staff Training ...................
Stand~By Remuneration ............
Statutory Holidays ...............
Storm/Snow Policy................
Replacement/Student/
Seasonal employees................
28.0
16.0
23.0
. . . . . . . .. 2 1
16
18
........ .
........ .
31.0
3.0
40.0
21.0
32.0
10.0
3.7
......... 22
3
25
17
22
11
4
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........ .
........ .
........ .
........ .
........ .
6.11
18.0
9.0
38.0
5.0
19.0
7.0
33.2
3.2
8
16
10
25
6
17
9
23
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........ .
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3
Termination of Employment ........ 36.0 ......... 24
Unemployment Insurance ........... 34.0 ......... 23
Vacancies ........................
Vacations ........................
Vision Care Benefits
. . . . . . . . . . . . .
Workers Compensation
............ .
SCHEDULES
25.0
6.0
11.4
. . . . . . . .. 19
6
13
........ .
........ .
14.0
. . . . . . . .. 15
"A"
"B"
"C"
"D"
"E"
"F"
"G"
"U"
"I·
"J.
"K"
"L·
"M·
"N·
"0"
"P"
"Q"
Current Pay Grades by position
Rates of Pay by Grade
Safety Boot Allowances
Mileage Rate (Private Vehicle)
Lump Sum Mileage Payments
Evaluation Form - Management/Supervisory
Evaluation Form - Clerical/Secretarial
Evaluation Form - Manual/Mechanical
Student/Seasonal Wages
Expense Allowances - Conferences/Conventions
Replacement Allowances
Shift Premium Rates
Stand-By Remuneration
Job Evaluation Manual/Points
Management Employees
Meeting Remuneration
Social Contract (July 29, 1993)
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BY-LAW NO. 1995 -
A BY-LAW TO CONSOLIDATE AND ESTABLISH PERSONNEL POLICIES FOR
EMPLOYEES OF THE CORPORATION OF THE TOWN OF KINCARDINE, ITS
BOARDS, COMMITTEES AND OTHER BODIES RECEIVING MUNICIPAL FUNDS,
SAVE AND EXCEPT EMPLOYEES COVERED BY COLLECTIVE BARGAINING
AGREEMENTS.
NOW THEREFORE the Council of The Corporation of the Town of
Kincardine ENACTS as follows:
1.0 INTERPRETATION AND DEFINITIONS
1.1 In this By-law:
(a) "Employee" means any person in the employ of The
Corporation of the Town of Kincardine and who receives
remuneration for services provided.
(b) "Permanent full time" means a person employed by the
municipality on a permanent basis having a work schedule
of not less than 30 hours per week (for OMERS purposes
"Continuous Full Time").
(c) "Permanent part time" means a person employed by the
municipality on a permanent basis having a work schedule
of less than 30 hours per week (for OMERS purposes
"Other Than continuous Full-Time").
(d) "Temporary full time" means a person employed by the
municipality on a temporary basis having a work schedule
of not less than 30 hours per week.
(e) "Temporary basis" means a period determined
Council of the municipality and whose work
pre-determined and set by resolution of council.
by
term
the
is
(f) "Temporary part time" means a person employed
municipality on a temporary basis having a work
of less than 30 hours per week.
by the
schedule
(g) "Casual" means a person employed by the municipality
for a specific project for a brief and specific length of
time and shall be deemed not to be included in the other
classifications.
(h) "Permanent seasonal employee" means an employee whose
'work period is not necessarily specified and who returns
to the same position on a seasonal basis every year.
(i) "Summer student" means an employee hired for any
period between May 1st and Labour Day inclusive. The
employee does not necessarily have to be a student
provided the position filled is one traditionally filled
by students.
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(j) "Replacement employee" means an employee who replaces
a permanent full-time employee who is on sick leave,
vacation, long-term disability, etc. and who performs
substantially the same work as that employee.
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(k) "Employer" means The Corporation of the Town of
Kincardine, its Boards, committees or other bodies
receiving municipal funds other than grants, and does not
include the Kincardine Board of Commissioners of Police or
the Kincardine Public utilities Commission.
(1) "Town" means The Corporation
Kincardine.
of the Town
of
(m) "Council" means the Council for The Corporation of the
Town of Kincardine.
(n) "Ontario Health Insurance Plan" means the standard
ward accommodation provided while in hospital and the
coverage provided for medical and surgical expenses
provided by the Ontario Health Insurance Plan, or its
equivalent, as determined by the Province of Ontario in
its statutes and regulations.
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(o) "OMERS" means the pension plan provided by the Ontario
Municipal Employees Retirement System, including Type 3 of
the supplementary plan.
(p) "Day" shall mean eight hours for those employees
employed on a 40-hour per week basis, and shall mean seven
hours for those employees employed on a 35-hour per week
basis.
(q) "Regular earnings" shall mean the basic pay to an
employee, and does not include overtime earnings, vacation
pay, shift differential, stand-by pay, meeting allowance,
bonuses, workers' compensation benefits, long term
disability payments, or lump sump payments, but does
include retroactive pay adjustments for basic salary.
(r) "Immediate family" means husband, wife, grandmother,
grandfather, father, mother, brother, sister, son,
daughter or grandchild of either the employee or his or
her spouse. Common law spouses shall be deemed to be
spouses.
·
Is) "Contributory earnings" (for OMERS purposes) shall
include regular salary, retroactive pay, regular vacation
pay, shift premium and statutory holiday pay, but shall
not include bonuses, stand-by pay, overtime pay, meeting
allowance or vacation pay paid on termination.
It) "Management employees" means employees listed on
Schedule "0" attached to and forming part of this by-law.
(u) "Week's earnings" shall be calculated by dividing an
employee's annual salary by fifty-two weeks.
(v) "Evening meetings" shall be meetings which commence
after normal office hours or which commence during normal
office hours but extend more than one-half hour beyond
normal office hours.
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1.2
· 2.0
2.1
· 2.2
2.3
2.4
·
2.5
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In this by-law, words importing the male persons
female persons, words in the singular include the
and words in the plural include the singular,
context requires.
include
plural,
as the
EMPLOYER RIGHTS
The Council has and shall retain the exclusive right to
manage the affairs of the municipality.
The Council shall maintain
efficiency.
order, discipline
and
The Council shall hire, discharge, direct, classify,
transfer, promote, demote and suspend or otherwise
discipline any employee, provided that a claim that an
employee has been discharged or disciplined without
reasonable cause may be the subject of a complaint and
dealt with as hereinafter provided.
The Council in exercising the aforesaid function
so in a fair and r·easonab1e manner in accordance
provisions of this by-law, and all laws of the
of Ontario and Dominion of Canada.
shall do
with the
Province
Nothing in this by-law shall be construed as imposing
persona~ liability upon an individual who, from time
time, ~s an employee of the Town of Kincardine
administrate and administer policies of the Town
Kincardine.
any
to
to
of
3.0 REGULAR REMUNERATION
3.1 'Permanent employees shall receive remuneration based on
the pay grade assigned to each position, outlined on
Schedule "A". Effective the 1st day of January annually,
the salary ranges for each pay grade set out in Schedule
"B" shall apply.
3.2 Rates of pay for permanent seasonal, summer student, and
replacement employees will be pursuant to Schedule "I"
attached hereto and forming part of this by-law. This
schedule shall not apply where regulations of the federal
or provincial government specify wages of employees hired
for programs sponsored by those agencies.
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3.3
Student and temporary part-time employees under the
jurisdiction of the Kincardine and District Recreation
Board are exempt from the summer student wage policy set
out on Schedule "I". The Board will submit to the
Council on an annual basis the wage scale to be paid to
part-time Davidson Centre and Recreation Dept. employees
in order that the committee may be assured that the
policies of the Recreation Board are generally consistent
with the policies of Kincardine Town Council with respect
to wages paid to part-time employees.
3.4 Each employee shall receive his/her pay on pay day; pay
day being bi-week1y on Thursdays.
3.5 The pay period for the municipality shall commence at
12:01 a.m. on the Sunday of every other week.
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3.6
3.7
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Each employee shall be provided together with his pay
cheque, an itemized statement of his salary, overtime,
and any other supplementary pay and deductions. Subject
to the approval of the administration, an employee may
elect to have his/her pay deposited directly to his/her
bank account and the employee provided with a statement
indicating all earnings and deductions.
All retroactive increases in wages and salaries as
adopted shall be paid to the employees within four weeks
of the date of the passage of the by-law adopting the
salaries. Retroactive pay will not be paid to employees
who have terminated employment with the Town prior to the
date of the passage of the by-law.
4 . 0 OVERTIME. LIEU TIME
4.1 Overtime will be at the discretion of the Town through
its authorized representatives and the Town will fairly
compensate employees who are required to work overtime.
4.2
· 4.3
4.4
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4.5
Overtime must be
supervisor, with
articles.
authorized in advance by the employee's
exceptions as noted in the individual
Excessive booked overtime cannot be accumulated by an
employee from year to year. (See 4.9{f))
Overtime records will be kept by the department head, who
will, on a timely basis, accurately record overtime hours
earned, paid out, or taken off in lieu of payment.
In certain circumstances, such as snow plowing,
may be required by the Town and this fact
reflected in the position's job description.
overtime
will be
4.6 Non-management employees are entitled to receive minimum
overtime compensation of one hour for called-in overtime;
i.e. the employee has been called back to work from
home. Overtime hours worked as an extension of normal
working hours shall receive overtime compensation or time
off in lieu for each completed fifteen (15) minute period
worked by him.
4.7
4.8
Shift premium shall not be paid in addition to overtime
remuneration.
Overtime shall not be included for the purposes of
calculating fringe benefit payments.
4 . 9 Permanent. full-time employees (non-manallement):
(a) Regular work week is normally 35 or 40 hours,
depending upon the employee's job description.
'(b) All overtime must be documented on the time sheets and
note hours worked not hours to be paid.
(c) All overtime hours must be authorized by the
employee's immediate supervisor in advance. The only
exception to this rule is in the case of a working
supervisor requiring staff for emergency situations;
i.e. snow plowing, pump alarms, etc.
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4.9
(d) Subject to the provisions of the Employment Standards
Act, overtime will either be paid at one and one-half
times the employee's salary, or, with the consent of the
employee, be taken in time off in lieu at the rate of one
and one-half times.
(e) If the accumulated overtime has not been taken off in
lieu, or scheduled to be taken off, by November 30th, the
department head will authorize a cash pay-out to the
employee, which will be made by December 31st.
(f) Overtime
December 31st
year.
accumulated between December 1st and
may be carried over to the next fiscal
4 . 10 Temporary and Part-Time Employees (includes seasonal
and students):
'(a) Overtime will only be accumulated if the employee
works more than 44 hours in one week.
(b) Overtime accumulated by temporary and part-time
employees will be in unusual situations.
(c) All overtime will be documented on the weekly
timesheets and note hours worked not hours to be paid.
(d) All overtime hours must be authorized by the
employee's immediate supervisor in advance.
(e) Overtime will be paid, or with the consent of the
employee, taken off in lieu at time and one-half within
one week. It is the supervisor's responsibility to
schedule time off in lieu if the employee wishes
compensation in this manner. In the event that the
supervisor neglects to do so, the employee will receive a
cash pay-out of accumulated overtime.
4 . 11 Permanent Full-Time Manallement Emplovees
(a) This section applies to employees designated as
management employees pursuant to Schedule "0" attached to
and forming part of this by-law.
(b) The Town will endeavour to provide adequate resources
to enable each department to meet the objectives and
level of service required by the Council without
excessive overtime being incurred. Management employees
are expected to manage the resources of their department
and their own time using proper delegation, time
management and other management principles, in order to
meet the objectives and level of service established by
the Council without incurring excessive overtime. It is
acknowledged that on some occasions, some overtime will
be required; therefore, management employees may take
time off within one month of working such overtime.
Overtime hours are not to be accumulated or carried
forward. Management employees will, on a regular basis,
keep the administrator informed of excessive workloads or
unyielding deadlines which may cause overtime in order
that alternate solutions may be investigated, while
ensuring that the objectives and level of service
required by the Council be maintained.
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4.11 (continued)
(c) The administrator shall be required to report to the
committee of the whole on the subject of his overtime in
the same manner as the management employees do to the
administrator.
4.12 EMPLOYEE MEETINGS
Pursuant to the Town's Social Contract Plan, dated July
29th, 1993, employee meetings which are called ~~~EPEALEDBY
regular working hours shall not be subject tOBvPÆ~N5tme
payment provisions outlined herein for the period~òf 1.1' I q q h ~?, 7
'1st, 1993 to June 30th, 1996, inclusive. DATED 'se.Pï ?, IQ
5.0
STAFF TRAINING
5.1
Employees shall be provided with the training necessary
to carry out their tasks in a safe and efficient manner.
Department heads may, within their approved budgets,
schedule employees for specific training. The Town will
cover 100% (one hundred per cent) of the costs for any
courses required by the Town upon successful completion
of the course. For employees required to take technical
courses of a short duration (five days or less), the
Town will pay 100% of tuition, accommodation, and meal
expenses and will pay travel expenses pursuant to the
travel policy.
5.2 Employees who wish to further their education relative to
their particular position with the Town and anticipate
financial assistance, must obtain approval from their
department head before enrolling in any course of study.
Satisfactory proof of successful completion of the course
must be submitted. The employee will be reimbursed 50%
(fifty per cent) of the costs of the course (including
books but excluding travel costs) one year following
successful completion of the course provided the employee
is still employed by the Town.
6.0 VACATIONS
6.1 Vacation cannot be taken before the anniversary date upon
which it is calculated and must be taken within the
succeeding twelve (12) months thereafter.
6.2
It is not the general policy of the Council
employees to take two years' vacation as one
leave (i.e. the end of one anniversary period
with the beginning of another).
to allow
extended
together
6.3 Annual vacation for all permanent full-time employees
shall be as follows:
(a) Two weeks' vacation after one full year of continuous
service (to be paid pursuant to the Employment Standards
Act). Employees may, if they wish, take one week
vacation after six full months of continuous service and
the second week after twelve full months of continuous
service.
(b) Three weeks' vacation after three full years of
continuous service (to be paid at the employee's regular
weekly earnings, not including overtime or any other
payment{s), for the vacation period).
(c) Four weeks' vacation after ten full years of
continuous service, as of January 1st 1996, four weeks'
vacation after nine full years of continuous service (to
be paid at the employee's regular weekly earnings not
including overtime or any other payment(s), fo~ the
vacation period).
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6.3
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(continued)
(d) Five weeks' vacation after twenty full years of
continuous service, as of January 1st 1996, five weeks'
vacation after eighteen full years of continuous service
(to be paid at the employee's regular weekly earnings,
not including overtime or any other payment(s), for the
vacation period).
(e) six weeks' vacation after twenty-five full years of
continuous service (to be paid at the employee's regular
weekly earnings, not including overtime or any other
payment(s), for the vacation period).
6.4 Annual vacation for all permanent part-time employees
shall be as follows:
6.4
(a) Two weeks' vacation after one full year of continuous
service (to be paid pursuant to the Employment Standards
Act). Employees may, if they wish, take one week
vacation after six full months of continuous service and
the second week after twelve full months of continuous
service.
(b) Three weeks' vacation after three full years of
continuous service (to be paid at 6% of previous calendar
year's regular earnings or 4% of gross earnings,
whichever is greater).
(c) Four weeks' vacation after ten full years of
continuous service, as of January 1st 1996, four weeks'
vacation after nine full years of continuous service (to
be paid at B% of previous calendar year's regular
earnings or 4% of gross earnings, whichever is greater);
jd) Five weeks' vacation after twenty full years of
continuous service, as of January 1st, 1996, five weeks'
vacation after eighteen full years of continuous service
(to be paid at 10% of previous calendar year's regular
earnings or 4% of gross earnings, whichever is greater);
(e) Six weeks' vacation after twenty-five full
continuous service (to be paid at 12% of
calendar year's regular earnings or 4% of gross
whichever is greater).
years of
previous
earnings,
In determining eligibility for vacations, the employee's
anniversary date shall be used. For the purposes of this
section "continuous service" means no break in service
due to termination of employment.
6.6 Employees shall request vacation approval from their
supervisor at least fourteen days in advance of vacation
and shall do so on the form provided by the Town.
6.5
6.7
Vacation shall be approved on the basis of seniority
each department. The department head shall determine
number of employees who will be on vacation at any
time.
in
the
one
6.8
Vacations shall not be cumulative from year to year.
Exceptions to this may be approved by the department
head, in the case of a department head by the
administrator, and in the case of a department head not
under the jurisdiction of the administrator, by the
supervising committee or board.
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6.9 Employees with more than one year of service shall not
draw pay in lieu of vacation except under special
circumstances, which must be authorized by resolution of
council.
· 6.10
·
6.11
·
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·
Vacation benefits for temporary or casual employees shall
be pursuant to the Employment Standards Act of Ontario.
Co-operative education students employed by the Town
shall receive the same vacation entitlement as granted to
temporary part-time employees under the Act.
School crossing guards employed by the TownA~ÈDlb~PEALED
granted their annual vacation leave immediate1~~fpilowlHg BY
the completion of the school year, and wi!1.~~N~;Ho IQq/.,~ t..7
payment in advance of the leave together withD~r last~p~ q9b
pay cheque pursuant to the schedule outlined in clausé l'
6.4.
6.12 Upon termination of a permanent employee, the following
vacation pay schedule shall apply:
(a) Less than one full year of continuous service: 4 per
cent of total gross earnings from date of employment to
the date of termination.
(b) More than one year but less than three full years of
continuous service: accumulated vacation pay as of
anniversary date if not already taken, plus 4% of the
total gross earnings from his anniversary date to date of
termination.
(c) More than three years but less than ten full years of
continuous service: accumulated vacation pay as of
anniversary date if not already taken, plus 6% of regular
earnings or 4% of gross earnings, whichever is greater,
from the anniversary date to date of termination.
(d) More than ten years but less than twenty full years
of continuous service: accumulated vacation pay as of
the anniversary date if not already taken, plus 8% of
regular earnings or 4% of gross earnings, whichever is
greater, from the anniversary date to date of
termination.
(e) More than twenty but less than twenty-five full years
of continuous service: accumulated vacation pay as of
the anniversary date if not already taken, plus 10% of
regular earnings or 4% of gross earnings, whichever is
greater, from the anniversary date to date of
termination.
(f) More than twenty-five years of continuous service:
accumulated vacation pay as of the anniversary date if
not already taken, plus 12% of regular earnings or 4% of
gross earnings, whichever is greater, from the
anniversary date to date of termination.
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7.0 PAID HOLIDAYS
7.1
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All permanent full and part-time employees shall be paid
for the following holidays:
(a) New Year's Day (g)
(b) Good Friday (h)
(c) Easter Monday (i)
(d) victoria Day (j)
(e) Canada Day (k)
(f) August Civic Holiday
Labour Day
Thanksgiving Day
Christmas Day
Boxing Day
Floating holiday
and any other day which is proclaimed as a public holiday
by the federal or provincial governments.
7.2 Where any of the holidays noted in 7.1 fall on a Saturday
or Sunday, the succeeding Monday shall be designated as a
holiday in lieu of the holiday falling on these days,
excepting shift employees, who shall receive another day
in lieu, or one day's pay.
7.3
· 7.4
7.5
The floating holiday may be taken at any time during the
year, with the consent of the employee's supervisor.
Where any of the paid holidays occur during an employee's
vacation period, an additional vacation day will be
granted to the employee. That day will be at the
discretion of the department head.
Where any of the above holidays occur during an illness,
that day shall not be charged against the employee's sick
leave credits.
7.6 All other classes of employees shall receive payment for
public holidays pursuant to the Employment Standards Act
of Ontario. Co-operative education students employed by
the Town will receive the same benefits as granted to
temporary part-time employees under the Act.
7.7 All employees must fulfill the eligibility requirements
for public holidays under the Employment Standards Act of
Ontario.
·
8.1
8.0 COMPASSIONATE LEAVE
8.2
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All permanent full-time employees shall be allowed up to
a maximum of three (3) working days off for compassionate
leave due to the death of a member of his immediate
family (see definitions section for definition of
"immediate family").
'Additional
prohibitive
discretion
(5) days.
days off for extenuating circumstances
travelling distance) will be granted at
of the department head, to a maximum of
(Le.
the
five
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9.0 SICK LEAVE
9.1
Every permanent full-time employee who has completed a
minimum of three (3) months' service shall be entitled to
accumulate sick leave at 1.75 days per month worked from
date of hire at one hundred per cent (100%) of salary (21
days per year). The earned sick leave shall be
cumulative from year to year to a maximum of two hundred
(200) working days. The maximum number of accumulated
sick days for employees with more than 200 as at January
1, 1990 shall not increase, but shall decrease by usage
until it falls below 200 whereupon the maximum of 200
shall apply.
9.2
Permanent part-time employees shall receive sick leave
credits pro-rated against the full-time employee
entitlement based on the percentage of hours worked in
the previous year. For example, a part-time employee
who, in the previous year, worked 1,095 hours compared to
that of a full-time employee would be entitled to 56%
(fifty-six per cent) of the full-time employee's sick
leave allotment (1,095 divided into 1,957), or 12 paid
sick days in the following year (21 X 56%). For the
purposes of this calculation, a permanent full-time
employee is deemed to work 1,957 hours per year, and the
sick leave credits shall be rounded to the nearest
half-day.
9.3
There shall be no sick leave remuneration
caused by accident or illness for which an
receiving workers' compensation benefits.
for absence
employee is
9.4 No credit shall be given to an employee in any month who
is absent from duty in that month, (1) without leave, or
(2) for more than eleven (11) working days for any reason
other than vacation, workers compensation, or leave of
absence.
9.5 After three days' absence because of illness, no leave
with pay shall be allowed unless a certificate by a duly
qualified medical practitioner is forwarded certifying to
the inability of the employee to attend work, and if the
sickness continues, from time to time thereafter as the
Town requires.
9.6
Employees, upon termination, shall receive no credit
remuneration for unused accumulated sick leave, with
exception of those employees qualifying under section
below.
or
the
9.8
9.7 Annually, by February 28th, each department head will be
provided with a statement from the payroll department,
indicating the number of days accumulated, used and
remaining for each employee in his or her department.
Department heads will so advise his or her employees of
these figures.
·
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9.8
9.9
10.0
10.1
-11-
Effective the 7th day of May, 1981, there shall be no
payment of accumulated sick leave for those employees who
have not completed five (5) years of continuous service.
For those employees having five (5) years of service or
more prior to the 7th day of May, 1981, they will receive
pay equal to 50% (fifty per cent) of the number of
accumulated days up to the 7th day of May, 1981, paid on
termination or retirement at the rate of pay he or she is
receiving at the time of termination or retirement. The
payment shall be charged against the Sick Leave Reserve
established by the Town of Kincardine.
Illness While on Vacation
An employee who becomes ill while on vacation shall not
be placed on sick leave until after termination of the
vacation. Under exceptional circumstances in case of
serious illness, sick leave may be granted at the
discretion of the administrator. The employee would then
be entitled to the unused portion of his/her vacation
after recovery from the illness. Minor illnesses and
injuries may cause some degree of discomfort or
disability to an employee while on vacation. Yet for the
most part, these do not necessitate complete removal from
the vacation setting or loss of the beneficial effects of
the holiday. However, when an employee on vacation
becomes seriously ill or injured, he or she should be
entitled to sick leave based upon medical evidence.
The decision as to when an illness or nonoccupational
injury is sufficiently severe to justify transfer from
vacation to sick leave should be made on medical grounds.
Normally, hospitalization or complete confinement to bed
in the home under regular physician's care have been the
criteria used to judge severity, often after consultation
with the attending doctor. "Exceptional circumstances"
may include a number of things such as the employee's
-hospitalization, the need for the employee to be flown
home from a trip abroad, becoming seriously ill while on
vacation.
The decision to transfer from vacation to sick leave must
be based on reliable medical evidence and made by the
administrator on a physician's advice. All cases of
requests for such consideration must be referred to the
administrator without exception.
An employee may appeal the administrator's decision to
the committee of the whole. The committee of the whole,
in camera, will deal with appeals to the administrator's
decision, and the committee of the whole's decision shall
be final.
PENSION BENEFITS AND RETIREMENT
Canada Pension Plan deductions are made from all
employees up to the maximum amount required to conform to
t~e provisions of the Canada Pension Plan. The employer
w~ll make such matching contributions as required under
the Canada Pension Plan.
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10.2 All continuous full-time employees shall, upon hiring, be
enrolled in the Ontario Municipal Employees Retirement
System (OMERS). The Town will deduct from all employees'
pay the contributions required by the Plan, and the Town
will make such contributions on the employees' behalf as
required by the Plan. All provisions of the OMERS Act
shall apply with respect to transfers, payments, etc.
10.3
Normal retirement age
shall retire at the end
sixty-fifth birthday.
is sixty-five (65). Employees
of the month following his or her
10.4
Other than continuoµs full-time employees may join
OMERS pension plan if they so desire, provided that
eligibility requirements of OMERS are met.
the
the
11 . 0 MEDICAL BENEFITS
11 . 1 General
(a)
the
with
The Town of Kincardine reserves the right to
insurance carrier for medical benefits after
the employees.
select
review
(b) Medical benefits are optional with each
not a condition of employment, where they
otherwise covered.
employee and
are already
(c) Permanent part-time employees shall be entitled to
all extended health care, vision care, and dental
'benefits provided to full-time employees. However, the
portion of the premium paid by the Town shall be
pro-rated against a full-time employee's entitlement
based on the percentage of hours worked in the previous
year. For example, if the Town pays 100% of the premium
cost for a full-time employee, a part-time employee who
worked 1,095 hours in the previous year will pay 56% of
the premium (1,095 divided into 1,957 hours). For the
purposes of this calculation, a regular full-time
employee is deemed to work 1,957 hours per year. The
cost of the employee's share of benefits shall be
deducted from the employee's pay cheque.
(d) Coverage commences on the first day of the third
month following an employee's date of hire.
(e) In the event that a permanent full-time employee dies
while employed by the Town, the Town shall continue to
pay extended health care, vision plan, and dental plan
premiums on behalf of that employee's dependents for a
period of two (2) years from the date of the employee's
death, provided the employee's share of the premiums is
remitted to the Town. This section shall not apply if
the insurance company in effect at the time does not
offer this benefit as an option.
(f) Employees who have reached the age of 55, have been
continuously employed by the Town of Kincardine for a
minimum of ten (10) years, and elect to take early
retirement, may continue on the Town's medical benefit
plan from the date of early retirement until age 65,
provided the employee pays the full premium cost of the
benefits (both Town and employee shares).
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11.2
11.3
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Extended Health Care
(a) The Town of Kincardine will cover 100%
per cent) of the cost of the benefit
permanent full-time employees.
(b) Extended health care benefits include private and
semi-private hospitalization, drugs that require a
physician's prescription, and other services or supplies
administered by, or ordered by a licensed physician or
medical practitioner as provided by the insurance company
in effect. Particulars of the benefit plan are outlined
in the insurance company's handbook to employees.
(one hundred
premium for
(c) Employees will be reimbursed costs covered under the
benefit pursuant to the applicable administrative policy
in effect at the time. In some cases, an employee may be
required to pay for the goods and services and be
reimbursed following submission of a claim to the
insurance company.
Dental Benefits
'(a) The dental benefit provided to the employee will
include 100% coverage for basic care, 80% coverage for
restorative dental care, and 50% coverage for orthodontic
care. The maximum benefit allowed shall be no less than
$1,500 combined maximum on basic and restoration benefits
for each individual of the employee's family in a
calendar year, and at least $1,500 maximum for
orthodontic treatment and appliances for each individual
of the employee's family for the duration of coverage.
(b) For services provided under basic care, restorative
care and orthodontic care, refer to the employee handbook
provided by the insurance company.
(c) The Town of Kincardine will pay 75% of the premium
cost of the plan for permanent full-time employees.
Employees will pay 25% of the premium cost, and will have
those costs deducted from their pay cheques. Premiums
and benefits shall be based on the Ontario Dental
Association fee schedule no older than one year prior to
the salary year (e.g. 1992 rates in the 1993 salary
year) .
11 . 4 Vision Care
(a) The maximum benefit for any employee or anyone of
his/her dependents shall be no less than $200, during any
two consecutive calendar years for adults and everyone
calendar year for dependent children.
(b) The Town of Kincardine will pay 75% of the premium
cost of the plan for permanent full-time employees.
Employees will pay 25% of the premium cost of the plan
and such premium shall be deducted from the employee's
pay cheques.
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12.0 LONG TERM DISABILITY
12.1
Long term disability will be provided to all
full-time employees under the age of 65 on the
of the third month following an employee's hire
permanent
first day
date.
12.2 The Town of Kincardine reserves the right to select the
insurance carrier.
12.3 The long term disability benefit will be 70% of basic
monthly earnings, with a maximum of no less than $2,500
per month. Payments commence following a minimum
four-month waiting period calculated from last day
worked. Employees may use accumulated sick leave prior
to commencing long term disability. Calculation of
payments will be made by the insurance company pursuant
·to its own rules and regulations.
12.4
Eligibility for long term disability
determined by the insurance company.
occupation" benefit will be provided
insurance company.
be
II own
the
benefits will
A two year
if offered by
12.5 Employees commencing long term disability will have their
(or a similar) position held open for them for one year.
Benefits will be continued for that period, provided the
employee pays his share of the premiums. should an
employee be able to return to work after one year has
expired, he or she must apply for a position as would any
other person seeking employment with the Town.
Employees on long term disability as at the date of the
passage of this by-law shall enjoy employment status as
agreed between the Town and the employee when the
employee commenced receiving long term disability
benefits.
12.6 The Town of Kincardine will pay 100% of the premium cost
for long term disability.
13 . 0 LIFE INSURANCE AND ACCIDENTAL DEATH AND DISMEMBERMENT
(A.D. & D)
13.1 Life insurance will be provided to all permanent
full-time employees equal to 200% of basic annual
earnings rounded to the next higher $1,000. with a
maximum of no less than $150,000. The benefit will be
provided on the first day of the third month following an
employee's hire date.
13.2 The Town of Kincardine reserves the right to select the
insurance carrier.
13.3
Accidental death and dismemberment (A.D.&D.) will
of basic annual earnings rounded to the next
$1,000, with a maximum of no less than $150,000.
be 200%
higher
13.4 A.D.&D. insurance for loss of or loss of use of certain
bodily functions will be pursuant to the schedule
provided by the insurance company.
13.5 An employee may choose to have dependent coverage equal
to $5,000 for the death of a spouse and $2,500 for the
death of a child.
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13.6
Town of Kincardine will pay 100% of the premium cost
life, A.D.&D., and dependent life insurance coverage
permanent full-time employees.
The
for
for
14.0
WORKERS' COMPENSATION
14.1
Employees
designate
,report may
must report injuries to his supervisor
immediately following such injury. Failure
result in no compensation payment.
or
to
14.2
Employees approved for workers compensation payments will
not receive his or her regular salary during that period,
and will receive workers compensation payments pursuant
to rules and regulations prescribed by the Workers'
Compensation Board.
Where an employee has been injured while carrying out his
duties for the Town of Kincardine and has made a claim
for benefits from the Workers' Compensation Board, normal
payment of salary will cease (see 14.2). If a delay of
more than 15 days after the employee's last paycheque
occurs, an advance of up to 75% of the employee's net pay
can be approved by the administrator. The administrator
will determine eligibility re work-related injury, etc.
If not approved, the employee may appeal to the committee
of the whole, in camera. The committee of the whole's
decision shall be final. Any such advances must be
repaid by the employee when he is compensated by the
Workers' Compensation Board. If the claim is not
approved by the Board, the employee must reimburse the
Town any funds advanced.
14.3
14.4 Employees off work and receiving workers' compensation
benefits will receive all other benefits as would
normally be received had the employee been at work, until
retirement, unless stipulated otherwise in this by-law,
provided the employee pays his share of the premiums.
15.0 HEALTH AND SAFETYfCLOTHING AND EQUIPMENT
15.1 The health and safety of employees is of primary
importance to management and its goal is the prevention
of all accidents, occupational illnesses and injuries.
15.2 Management accepts its responsibility to inform employees
of known hazards and to develop effective standards for
protecting the health and safety of employees.
15.3 Each manager is responsible and held accountable for
providing a safe and healthy work environment for
employees, controlling hazards by using well-designed
processes, equipment, training and programs.
15.4
Each employee shares with management the
for preventing accidents, occupational
injuries.
responsibility
illnesses and
15.5
Kincardine shall provide a
the employees listed on
and forming part of this
noted must wear safety boots
The Town of
allowance to
attached to
employees so
while on duty.
safety
Schedule
by-law.
at all
boot
"C"
All
times
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15.6
Boot allowance payment shall only be made once per year
and only upon receipt of a bill of sale for proper safety
-boots. If no boots are purchased, no boot allowance
shall be paid.
15.7
The Town of Kincardine reserves the right to require any
employee to wear certain protective clothing and the Town
will be responsible for either providing the clothing or
reimbursing the employee providing the employee submits
evidence of payment.
15.8
of Kincardine will purcha~~9/~EAWEDYi¥n
hats for the school cross~~?sl~~~~k~
DATEn ~PT ~) I qqf,
The Town
coats and
the Town.
16.0 PRIVATE VEHICLE MILEAGE
16.1 When duly authorized by the department head, any employee
that shall be required to use his own vehicle for Town
use, shall be paid at the current rate set by the Town or
be reimbursed expenses from another source. The employee
may elect only one source for reimbursement. The current
rate is attached as Schedule "D" attached to and forming
part of this by-law.
16.2 Certain employees are entitled to a lump sum payment for
use of private vehicles within the Town on Town business.
Those employees and the schedule of payment are attached
to this by-law as Schedule "E". Employees receiving this
benefit will not receive mileage on a "per kilometer"
basis in addition to the lump sum payment, with the
exception of out-of-town travel.
16.3 Non-owned automobile liability insurance shall be carried
by the Town with a contractual extension. Such insurance
will provide excess liability insurance over and above
the employee's own liability insurance in the event an
accident occurs while the employee is operating his own
vehicle on Town business.
17 . 0 CONFERENCES AND CONVENTIONS
17.1 Employees authorized to attend conferences and
conventions will receive expenses as outlined on Schedule
"J" attached to and forming part of this by-law. All
submitted expenses must be substantiated with receipts.
18 . 0 SHIFT PREMIUM
18.1 All shift workers will be paid shift differential
pursuant to Schedule "L" attached to and forming part of
this by-law.
18.2 Shift differential will not be paid for hours worked as
outlined on Schedule "L" if those hours are worked as
part of a summer schedule enabling employees to work
longer hours during the week in order to take time off in
lieu of those hours.
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19.0 STAND-BY REMUNERATION
19.1
Employees entitled to remuneration for stand-by duty
be remunerated pursuant to Schedule "M" attached to
forming part of this by-law.
will
and
20.0 MEETING ALLOWANCE
20.1 For those employees required to attend meetings to record
minutes as noted in their respective job descriptions,
the overtime payment policy will apply.
20.2
shall be entitled to
pursuant to Schedule
this by-law.
remuneration
"P" attached
Management employees
for meetings attended
to and forming part of
21.0 REPLACEMENT ALLOWANCE
21.1 When a department head or supervisor is absent, due to
sickness or vacation, relief pay will be paid to the
replacement at the rate of pay mid-point between the
department head or supervisor's rate of pay and the
replacing employee's rate. The positions to which this
article applies and conditions of payment are outlined on
Schedule "K" attached to and forming part of this by-law.
22.0 COMPLAINT PROCEDURE
22.1
with the exception
regulations made
employee complaint
the
any
of such matters as are governed by
under provincial legislation,
shall be dealt with as follows:
STEP ONE:
(a) Employee whose supervisor is a department head or
lower:
If an employee has a complaint that he feels has not been
resolved to his satisfaction by discussion with his
supervisor, he may, without fear of recrimination,
discuss the complaint with the department head. The
department head may, in some cases, be the employee's
direct supervisor. The department head must reply to the
complaint within two (2) working days, and shall document
the discussion.
(b) Employee whose supervisor is the administrator (i.e.
certain department heads):
The employee
administrator.
complaint within
the discussion.
discuss his complaint with the
administrator must reply to the
(2) working days, and shall document
may
The
two
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22.1
(continued)
(c) Employee whose supervisor is a committee or board
(i.e. certain department heads and the administrator):
The employee may
or board. The
complaint within
the discussion.
discuss the complaint with the committee
committee or board must reply to the
two (2) working days, and shall document
STEP TWO: Failing a satisfactory settlement of the
complaint, the employee, without fear of recrimination,
may within three (3) working days submit the complaint in
writing in full detail to the appropriate committee or
board, with a copy to the administrator.
STEP TBREE: The complaint will be placed on the
confidential agenda of the next committee or board
meeting, and the department head and administrator will
be invited to attend. The employee concerned will be
invited to state his case, listen to the department
head's reply, and then be required to withdraw. The
department head, and the administrator if the complainant
is under his direct supervision, shall also be required
to withdraw.
STEP FOUR: The appropriate committee or board will then
consider the case and on reaching a decision, so notify
the complainant in writing, with a copy to the department
head and administrator. The committee may defer a
decision at its option to obtain additional information,
but must render its decision within fourteen (14) working
days.
The appropriate committee or board, at its option, may:
(i) refuse to hear a frivolous complaint;
(ii) appoint third party to hear the complaint and to
render an opinion on it for submission.
STEP FIVE: If the employee is not satisfied with the
committee/board decision, he may appeal to the committee
of the whole, in-camera. The committee of the whole may
hear further or additional representation before
rendering its decision, which it shall do in writing
within fourteen (14) working days, with a copy to the
department head and administrator.
23 .0 PROBATIONARY PERIOD
23.1
'An
six
for
employee will be hired for a probationary period of
(6) months, unless otherwise stipulated or provided
in provincial or federal legislation.
23.2 During the probationary period, an evaluation will be
made by the employee's department head, who shall use
this evaluation as a basis for recommending to the level
of management responsible for hiring the employee
cessation of the probationary period, continued
probation, or termination of the employee.
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23.3 Nothing in the provisions of sections 22.1 or 22.2 shall
be interpreted to prevent the employee or the employer
from terminating employment before the expiry date of the
probationary period.
23.4 Termination of employment may take place upon the
initiative of either the employee or the employer.
24.0 HillING PROCEDURE
24.1 The Council shall hire the administrator and all
department heads by by-law.
24.2
Permanent staff (part-time and full-time) shall
by resolution of Council, as recommended
appropriate department head or committee/board.
be hired
by the
24.3
non-permanent staff shall be hired
within their approved budgets.
provide hiring reports to council.
by the department
Department heads
All
head
will
25.0 VACANCIES
25.1
Vacancies for all permanent full-time and
positions in the Town of Kincardine shall be
both internally and in the local newspapers.
part-time
advertised
25.2 vacancies for summer and non-permanent seasonal positions
shall be advertised in the local newspapers.
25.3 Non-permanent, casual positions of an expected duration
of six (6) weeks or less need not be advertised.
26.0 INTERVIEW PROCEDURES
26.1 For the administrator's position, the interview team
shall consist of the mayor and the designated committee
of Council.
26.2
For department
supervision of
shall consist
Council and the
head positions
the administrator,
of the mayor, one
administrator.
under the direct
the interview team
representative from
26.3 For department head positions under the direct
supervision of a committee of Council, the interview team
shall consist of the mayor and two representatives from
the supervising committee, and the administrator if
invited.
26.4 For all other positions, the interview team shall consist
of the department head and his or her designate. If the
position reports to a supervisor other than the
department head, that supervisor shall be deemed to be
the department head's designate.
.
.
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27 . 0 DISCIPLINARY PROCEDURE
27.1 Disciplinary action should be corrective, not punitive.
27.2
When a situation arises where a supervisor feels
disciplinary action may be required, he will gather
the facts and discuss them with the employee prior
instituting any disciplinary measures.
that
all
to
27.3 The Town will follow the progressive disciplinary steps
as outlined below:
(a) The employee's immediate supervisor (or supervising
committee or board) will discuss the problem with the
employee and will give a verbal warning to the employee.
This discussion will be documented by the supervisor and,
where the supervisor is below the department head level,
will be reported to the department head.
(b) Where the supervisor is below the department head
level and the infraction continues or is repeated, the
matter will be referred to the department head who will
meet with the individual and take further disciplinary
action if warranted in accordance with this by-law.
(c) If further disciplinary action is required, a clear
written warning from the department head (or
committee/board as the case warrants) will be issued to
the employee outlining the nature of the infraction,
expected corrective action within a specified period of
time, and consequences if the employee fails to comply.
A copy of this letter will be filed in the employee's
personnel file.
(d) If necessary, a second written warning will be issued
,to the employee, indicating that this is a final warning
before more serious consequences will follow. A definite
time period should be outlined for the employee to
correct his/her conduct. A copy of this letter shall
also be placed in the employee's personnel file, a copy
provided to the administrator, and to the appropriate
committee or board.
(e) If the employee does not meet the requirements set
out in the letter, the department head will meet with the
appropriate committee and the administrator (this group
hereinafter referred to as the "management team") to
determine further disciplinary action, which may include
suspension without pay. The employee concerned will not
be in attendance at this meeting. When a decision is
reached, the employee will be informed of the decision in
writing, and the appropriate action taken immediately.
(f) If all of the above steps do not resolve the problem,
the management team will meet and, in consultation with a
labour relations solicitor, shall recommend dismissal, if
warranted, to the management level responsible for hiring
the employee (hereinafter referred to as the "hiring
body"). Prior to the hiring body making a final
decision, it shall give the employee (or his agent, or
both) an opportunity to make representation before it.
Following such hearing, which shall be held in-camera,
the hiring body will render its decision, in writing, to
the employee, within fourteen (14) working days.
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-21-
27.3
(continued)
(g) In the event of an action by an employee which
warrants immediate suspension or dismissal, Council may
consider the matter immediately and take whatever action
it considers appropriate. Discussion of the matter will
be held in-camera.
(h) In cases of dismissal, the notice period shall be
determined by the hiring body.
28.0 PREGNANCY LEAVE
28.1
Requests for leave
pregnancy will be
Employment Standards
of absence without pay due
granted in accordance with
Act of Ontario.
to
The
28.2 The employee shall make written application to the head
of her department requesting such leave at least two (2)
weeks prior to the starting date of the leave. Such
request shall be accompanied by a certificate from a duly
qualified medical practitioner stating the expected day
of delivery.
28.3 When an employee is on pregnancy leave, the Town will
continue to pay its share of health insurance, medical
and supplementary benefit plans for a period of four (4)
months provided the employee returns to work at the
expiration of such leave of absence and pays their
applicable share of such benefits.
28.4 If the employee does not return to work at the expiration
of the leave of absence, the money so expended for
payment of the fringe benefits noted in section 28.3
shall be recovered from the employee's severance pay.
29. 0 JURY AND COURT DUTY
29.1 If an employee is required to serve on jury duty, or is
subpoenaed as a witness, the Town will pay the employee
his full wages provided he turns over to the Town the
amount received as compensation, if any, other than
travelling allowance, and further provided the employee
reports for work when not required at court.
30.0 ANNUAL EMPLOYEE EVALUATION
30.1 An evaluation of each permanent employee's job
performance will be carried out each year. A new
employee hired after January 1st will be exempt from this
process with the exception of the evaluation required
after six months' probation.
30.2 Evaluations will be completed by the employee's immediate
supervisor. In the case of department heads not
reporting to the administrator, the evaluation will be
completed by the appropriate Board or Committee of
Council.
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30.3
The evaluation is to be completed not later than one
month before the anniversary date of each employee in the
following manner:
(i) Sufficiently before the completion date, the
supervisor will write down an evaluation of each
employee's job performance under his jurisdiction, using
the form appended to this by-law as Schedule "F", "G", or
"H" attached to and forming part of this by-law,
dependent upon the employee's status. He will give one
copy of the completed form to the employee for his
perusal.
(ii) Within one week of the receipt of his copy
employee will meet with the supervisor to discuss
evaluation. This meeting will be scheduled by
supervisor. The employee will write his comments
complaints on the evaluation form and will sign it.
employee's signature does not certify his agreement
this evaluation, but indicates that he has read it
discussed it with his supervisor.
the
the
the
or
The
with
and
(iii) In the event of disagreement, the employee may
follow the complaint procedure outlined in section 22 of
this by-law.
(iv) A copy of the completed evaluation will be provided
to the employee. A sealed copy, marked "Confidential"
will be provided to the administrator for filing in the
employee's personnel file. Only the employee and the
appropriate supervisor are to have access to the
evaluation.
(v) The supervisor will provide to the administrator the
rating given to each of his employees.
31.0 EMPLOYEE ADVANCEMENT AND RECLASSIFICATION
31.1 Employees shall annually progress from one step to
another within their position's pay grade on their
anniversary date, provided the employee's performance
evaluation is "satisfactory" or better.
31.2 A position's pay grade may be reviewed upon application
to the clerk-administrator who shall determine if a
review is in order. If the applicant is dissatisfied
with the clerk-administrator's decision, he/she has
recourse to the complaint procedure outlined in this
by-law.
32.0 ABSENCE WITHOUT LEAVEIREPORTING ABSENCE
32.1
An absence from
department head
without leave.
work without the approval
or his designate is considered
of the
absence
32.2
An employee will not receive remuneration while
absence without leave, and unauthorized absence
result in disciplinary action.
on
may
32.3 An employee may request days off without pay which must
be approved by the department head in keeping with the
provisions of the Town's Social Contract dated July 29th
1993. '
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32.4 Employees are personally responsible for advising his
supervisor or designate on each occasion necessitating an
absence from duty due to illness or unforeseen
circumstances. Employees must notify their supervisor or
designate within two hours of their normal start of work.
33.0 LEAVE OF ABSENCE
33.1
Council
personal
working
absence
of one
'absence
service
may grant leave of absence to any employee for
reasons when such leave is in excess of one
week. Department heads may grant leave of
to any employee for personal reasons for leaves
working week or less. Employees on leave of
shall not be paid and shall not accumulate
or benefits while on leave.
33.2 Any employee who is absent from work during normal
working hours due to inclement weather shall not be paid
for such time absent. However, the employee shall have
the opportunity to make up such time and must do so
within one month. The employee will be paid for the
make-up time at his normal basic rate of pay, which shall
not be increased by overtime or shift differential.
34.0 UNEMPLOYMENT INSURANCE
34.1
Deductions will be made from all employees' paycheques as
established by the Unemployment Insurance Commission.
The Town will pay its share as established by the
Unemployment Insurance Commission.
35.0
EQUAL PAY FOR WORK OF EQUAL VALUE (PAY EQUITY)
35.1
through a compensation study, the Town of
has adopted an evaluation plan that
pay equity. All positions in the same pay
receive the same pay, regardless of whether
is male or female.
In 1994,
Kincardine
encompasses
grade will
the employee
35.2
Before the Kincardine Town Council will create
position in the Town, or hire a person into
position, the following action must be taken:
(a) The responsible department head must submit
job description to the clerk-administrator;
a new
a new
a draft
(b) The clerk-administrator shall review the job
description and submit it to the designated committee of
council for personnel.
(c) The designated committee of council will review the
job description and make any changes deemed appropriate.
The clerk-administrator, personnel chair and appropriate
department head shall evaluate it, based on the
evaluation plan accepted in the 1994 compensation study.
The criteria to be used for this evaluation is attached
as Schedule "N", forming part of this by-law.
(d) The clerk-administrator shall prepare a by-law for
consideration by Council together with a report setting
out the relevant details of the evaluation and position.
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36.0 TERMINATION OF EMPLOYMENT
36.1 An employee's termination date shall be his last day
physically at work. Any monies owing to him for unused
overtime, vacation, etc., will be paid in cash on his
last pay cheque.
37.0 NEGOTIATION PROCESS
37.1 The council will, at the beginning of its term, appoint
one councillor who will be responsible for personnel
matters. That councillor, the mayor and the
clerk-administrator shall be responsible for annual
salary and benefit negotiations with the non-management
employee group and the management employee group, and
will report to and receive direction from the committee
of the whole, in camera, as required. The councillor
responsible for personnel matters and the mayor shall
negotiate with the clerk-administrator.
37.2 The permanent, non-management employees will choose from
amongst themselves a "negotiating committee", which will
consist of no more than five members, who will be the
liaison between the non-management employees and the
negotiating committee of council. An employee who sits
on the employee negotiation committee shall not be
subject to adverse action or discrimination by Council
because of his/her involvement with the employee
negotiation committee.
37.3
Management employees, with the
clerk-administrator, shall form a
group from those employees outlined
exception of the
separate negotiating
in clause 37.2.
37.4 The clerk-administrator shall negotiate separately with
the negotiating committee of council.
37.5 On or before October 1st of the year prior to the year
for which negotiations are being undertaken, the employee
negotiating groups shall present to council, through the
administrator, confidentially, in writing, their requests
for salary and benefits for the following year. The
council negotiating committee shall then meet with the
committee of the whole, in camera, and schedule meetings
with the employee negotiating groups to discuss the
requests. This negotiating process may require several
meetings.
37.6 It is the general intention of the Council to conclude
the negotiating process prior to January 1st; however,
in an election year, this may be impossible, and the
out-going council may wish to leave the salary
negotiations for the new council to carry out. In this
case, the employee groups will be required to adjust to
council's schedule.
37.7
Nothing in this section
employees from agreeing
benefit package.
shall preclude the council
to a multi-year salary
and
and
.
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.
.
.
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38. 0 SOCIAL CONTRACT
Pursuant to provincial legislation, the Town adopted a
Social Contract Plan on July 29th, 1993 which covers the
period of July 1st, 1993 to June 30th, 1996. The plan is
attached as Schedule "Q" to this Bylaw.
39.0
39.1
GENERAL PROVISIONS
Employees in all positions
certificate of health, in
requirements of the Human Rights
the Human Rights Commission.
must submit
accordance
Code and the
a medical
with the
policies of
39.2
All employees must report to either
supervisor or the payroll department if
made in their name, address, telephone
status, dependent coverage, or change in
their immediate
any changes are
number, marital
beneficiary.
39.3 This by-law shall not be amended without consultation
with the employee(s) affected by the amendment.
40.0 BY-LAW AND POLICY REPEALS
40.1 By-law number 1994-71 be and the same is hereby repealed.
41.0 NAME OF BY-LAW
41.1 This By-law shall be cited as the "1995/96 Consolidated
'Personnel By-law".
41. 0 EFFECTIVE DATE
41.1
This by-law
March 16th,
1st, 1995.
effect on
to January
shall come into full force and
1995, and shall be retroactive
READ a FIRST AND SECOND time this 16th day of March, 1995.
READ a THIRD TIME and FINALLY PASSED this 16th day of March,
1995.
~~/
~
Clerk
~~?
SCHEDULE "A"
AMENDED/REPEALED BY
BYlAW NO. I q q b - b 7
DATED s.. p-r ~ I I qq b
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TOWN OF KINCARDINE
CURRENT PAY GRADES BY POSITION
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Job Title Job Points Pay
Grade
Clerk-Administrator 791 22
Manager of Public Works 672 17
Treasurer 668 17
Facilities/Parks Manager 601 15
Fire Chief 592 14
Chief Building Official 590 14
Director of Recreation 557 13
Public Works Supervisor 548 12
W.W.T.S. Chief Operator 547 12
Deputy Clerk 540 12
Mechanic 487 10
Aquatics Director 485 10
Parks Supervisor 476 10
Building Inspector 461 9
W.W.T.S. Operator/Maintainer 457 9
Senior Accounting Clerk 454 9
Tax Clerk/Typist 433 8
Executive Secretary 428 8
Inside Mtn/Lead Hand - Rec 421 7
Outside Maintainer 397 6
Inside Maintainer - Admin. 387 6
Clerk-Typist/Recept-OPP 385 6
Clerk-Typist/Recept-Admin 385 6
Clerk-Typist/Recept-B1dg 385 6
Program Coordinator - Rec. 384 6
Clerk-Typist/Recept-Rec. 380 6
Inside maintainer - Fire 376 6
Waste Diversion/Red. Coord. 371 5
Inside Maintainer - Rec. 366 5
Accounting Clerk 365 5
Clerk-Typist/Recept. - Fire 355 5
Waste Collection Maintainer 353 5
Labourer - Waste Management 348 4
Landfill site Maintainer 347 4
Cemetery Maintainer 346 4
Landfill Site Gate Attendant 341 4
Parks Maintainer 326 4
Custodian - Administration 317 3
Crossing Guard 313 3
Health Club Coordinator 305 3
Asst. Clerk-Typist - Rec. 286 2
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SCHEDULE "B"
TOWN OF KINCARDINE
RATES OF PAY BY GRADE
Effective date: January 1st, 1995
NOTE:
Non-Management Group - Hourly salaries from grade 1
to 12, inclusive.
Management Group - Annual salaries from grade 13 to
23, inclusive.
Points Pay step Step Step Step Step
From to Grade 5 4 3 2 1
NON-MANAGEMENT GROUP
250 275 1 $12.71 $12.35 $12.00 $11.66 $11.32
276 300 2 13.26 12.88 12.51 12.16 11. 81
301 325 3 13.83 13.44 13.05 12.68 12.32
326 350 4 14.43 14.01 13.61 13.22 12.85
351 375 5 15.05 14.62 14.20 13.79 13.40
376 400 6 15.70 15.25 14.81 14.39 13.98
401 425 7 16.38 15.91 15.45 15.01 14.5B
426 450 8 17.08 16.59 16.12 15.65 15.21
451 475 9 17.B2 17.31 16.B1 16.33 15.86
476 500 10 18.59 18.06 17.54 17.04 16.55
501 525 11 19.40 18.84 18.30 17.77 17.26
526 550 12 20.24 19.65 19.09 1B.54 18.01
MANAGEMENT GROUP
551 575 13 44,203 42,955 41,72B 40,521 39,377
576 600 14 46,116 44,7B5 43,516 42,26B 41,062
601 625 15 48,092 46,720 45,3B8 44,078 42,830
626 650 16 50,172 48,737 47,344 45,992 44,660
651 675 17 52,336 50,838 49,382 47,968 46,595
676 700 18 54,603 53,022 51,504 50,027 48,592
701 725 19 56,953 55,331 53,729 52,190 50,692
726 750 20 59,428 57,723 56,059 54,457 52,B76
751 775 21 61,987 60,219 58,472 56,808 55,164
776 BOO 22 64,670 62,B19 61,009 59,262 57,556
801 825 23 67,47B 65,544 63,651 61,B20 60,052
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SCHEDULE 'B'
TOWN OF KINCARDINE
RATES OF PAY BY GRADE
Effective date: January 1st, 1996
NOTE:
Non-Management Group - Hourly salaries from grade 1
to 12, inclusive.
Management Group - Annual salaries from grade 13 to
23, inclusive.
Points Pay Step Step Step Step Step
From to Grade 5 4 3 2 1
NON-MANAGEMENT GROUP
250 275 1 $13.06 $12.70 $12.35 $12.01 $11. 67
276 300 2 13.61 13.23 12.86 12.51 12.16
301 325 3 14.18 13.79 13.40 13.03 12.67
326 350 4 14.78 14.36 13.96 13.57 13.20
351 375 5 15.40 14.97 14.55 14.14 13.75
376 400 6 16.05 15.60 15.16 14.74 14.33
401 425 7 16.73 16.26 15.80 15.36 14.93
426 450 8 17.43 16.94 16.47 16.00 15.56
451 475 9 18.17 17.66 17.16 16.68 16.21
476 500 10 18.94 18.41 17.89 17.39 16.90
501 525 11 19.75 19.19 18.65 18.12 17.61
526 550 12 20.59 20.00 19.44 18.89 18.36
MANAGEMENT GROUP
551 575 13 45,305 44,057 42,830 41,623 40,479
576 600 14 47,218 45,887 44,618 43,370 42,164
601 625 15 49,194 47,822 46,490 45,180 43,932
626 650 16 51,274 49,839 48,446 47,094 45,762
651 675 17 53,438 51,940 50,484 49,070 47,697
676 700 18 55,705 54,124 52,606 51,129 49,694
701 725 19 58,055 56,433 54,831 53,292 51,794
726 750 20 60,530 58,825 57,161 55,559 53,978
751 775 21 63,089 61,321 59,574 57,910 56,266
776 800 22 65,772 63,921 62,111 60,364 58,658
801 825 23 68,580 66,646 64,753 62,922 61,154
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SCHEDULE "C"
SAFETY BOOT ALLOWANCES
Effective Date:
January 1, 1995
position
Manager of Public Works
Facilities/Parks Manager
Fire Chief
Chief Building Official
Director of Recreation
Public Works Supervisor
W.W.T.S. Chief Operator
Mechanic
Aquatics Director
Parks Supervisor
Building Inspector
W.W.T.S. Operator/Maintainer
Inside Maintainer/Lead Hand - Recreation
Outside Maintainer
Inside Maintainer - Municipal Buildings
Inside Maintainer - Davidson Centre
Waste Collection Maintainer
Labourer - Waste management
Landfill Site Maintainer
Landfill site Gate Attendant
Parks Maintainer
Custodian - Municipal Buildings
Part Time - Parks, Public Works, Cemetery and
Davidson Centre Maintainer (includes summer
and seasonal employees)
Payment
$110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
110.00
55.00
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e
Effective date:
o - 10,700 Ian.
10,701 - 24,000 Ian.
Over 24,000 Ian.
SCHEDULE 'D"
MILEAGE RATE (pRIVATE VEHICLE)
January 1, 1995
30.0 cents per kilometer
22.0 cents per kilometer
18.5 cents per kilometer
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SCHEDULE "E"
LUMP SUM MILEAGE PAYMENTS
Effective date:
Emplovee
Director of Recreation
Facilities/Parks Manager
Clerk-Typist - Davidson Centre
Program Coordinator
January 1, 1995
Lump Sum Amount
$ 600.00
600.00
150.00
350.00
.
.
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SCHEDULE "F"
THE CORPORATION OF THE TOWN OF KINCARDINE
PERFORMANCE EVALUATION
MANAGEMENT - SUPERVISORY
PRIVATE AND CONFIDENTIAL WHEN COMPLETED
ANNUAL PERFORMANCE EVALUATION
The Town of Kincardine has initiated a revised employee
evaluation procedures and forms. This procedure is
designed to evaluate employees in order to assist both
the employee and the supervisor in pinpointing strengths
and weaknesses and to help employees in their
professional development and to do a better job in their
position.
Evaluators are instructed to take their time and prepare
a wel1-thought-out and honest evaluation of each
employee. Do not take the easy way out and rank all
employees the same. Treat this as an opportunity to sit
down with each employee and have a heart-to-heart talk
with them about their performance. This procedure should
be a positive tool and develop both better employees and
better supervisors.
Evaluators who have questions on the form or procedures
should discuss them with the Clerk-Administrator.
Questions concerning individuals should follow normal
reporting lines of authority and responsibility.
GENERAL INSTRUCTIONS
I. The evaluation is to be completed one month prior to the
employee's anniversary date.
II.
· III.
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e
IV.
V.
The evaluation shall
immediate supervisor
supervising committee.
be completed by
or, if no
each employee's
supervisor, the
Upon completion of the evaluation form, the eva1uator(s)
must provide a copy to the employee, and discuss, in
private, the evaluation with the employee. The form must
be signed by both the evaluator and the employee. It
should be noted that the signature of the employee
indicates that the form has been discussed with him/her,
and does not necessarily indicate that the employee
agrees with it. If the employee does not agree with the
~ating or the evaluation, an appeal procedure may be
followed pursuant to the procedure outlined in the Town's
Consolidated Personnel By-law.
The completed evaluation shall be forwarded
clerk-administrator, in a sealed envelope marked
AND CONFIDENTIAL". Employees and evaluators may
copy if they wish. Unsigned evaluations will be
for signature.
to the
"PRIVATE
retain a
returned
The clerk-administrator will file the completed
evaluations in the employee's personnel file, and will
advise the payroll department if the employee's rating
entitles the employee to a one-step increase on the pay
grid (for employees not already at the maximum step).
The treasurer will advise the employee, and his/her
supervisor, by confidential memorandum, of the revised
rate of pay, if any.
.. .2
.
.
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1.
SCHEDULE "F" - Palle 2
RATING CRITERIA
Exceptional - performance is extraordinary and goes far
above expectations for the job. Consistently
demonstrates creative approach to the job and proposes
innovative ideas. The employee will have exhibited at
least one outstanding or unusual accomplishment.
2. Very Good - performance is beyond the requirements for
good performance for the position.
3.
4.
Satisfactory
requirements.
and training.
supervision and
performance consistently meets full job
Has acquired full knowledge, experience
Work is done, employee requires little
is dependable.
Needs Improvement - performance does not always meet the
minimum job standards. Requires unnecessary supervision
and instruction. Lacks full job knowledge, initiative,
experience or/and training and needs improvement.
5. Unsatisfactory performance consistently falls below
minimum requirements for the position. Requires constant
instruction and motivation to complete even the most
rudimentary aspects of the position. Job should not be
retained without significant improvement.
EVALUATOR'S COMMENTS AND SUGGESTIONS FOR DEVELOPMENT
It is critical that this area be completed. You must, in
your own words, sum up the individual's strengths,
weaknesses and steps to be taken to improve upon these
weak areas as well as outlining potential for increased
responsibility and job promotion.
EMPLOYEE'S COMMENTS
In this area, the employee is encouraged to comment on
the evaluation, as well as outline his/her expectations
for the position. The employee should be given an
opportunity to complete this area after the evaluation
has been discussed with the employee.
!l'MPLOYEE
Supervisory - Management Periormance Evaluation
ulI_~:\tisradot·}'
Needs IJI1 lrO\'l'llwnt
S;¡li.~(:1ctl}r)'
Vcq' CIHHI
Exceptional
·
QUALITY OF WORK - extent to which work produced meets requirements of accumcy, thoroughness,
neatness.
0 o points 0 4 points 0 5 points 0 6 poinls 0 ß point s
Unacceptablß . work Minimum job Work satislies Often performs tasks Extraordinary
done incompletely Or requirements not requirements. beller than the accuracy and
in a careless /lìL'lnfWr. always met. slanu<1rd requirocL lhoroughnoss.
Makes rnislakes oflen.
COMMENTS
QUANTITY OF WOliK - output and volume ot acceptable work produced, meeting objectives and deadlines.
Timeliness,
0 o points 0 4 points 0 5 points 0 6 points 0 ß points
InsuUicient quantity of ~...~i¡\¡murn CGrnplolos assign- 01101) SLJccossfully com- E:draordinary
work. !\1,Jkes excuses stondards of rnonts ilt roasonab!e plolos work assignllìents spoed and
\0 justify lack of performance not lenljth of lime. ahead of schedule. Fì8- volume of
production. always met. quests additiona.l 1,'/01 k. nlltOlJl
COMMENTS
JOB KNOWLEDGE - knowledge 01 techniques, equipment, methods. Understanding of the job to be
performed based on education and/or experience.
0 o poinls 0 4 points 0 5 points 0 6 points O' ß poinls
Job knowtedge is Job knowledge usually Gonerally underslands stan- Above-average Excellent knowledge
limited to certain areas. adequate to complete dard proceduros, praclfces, knowledge and in- in aU aspects 01 the
Insulficient to handle minimum 01 job instructions and details need- depth understanding job.
most tasks. standards. cd 10 complete assignments. in most areas.
COMMENTS
JOB PERFORMANCE - use of time, plans work schedules, eltective organization 01 work.
0 o points 0 4 points 0 5 points 0 6 points 0 8 points
Takes action only when Minimum Steady regular Performance is Extraordinary
instructed. Must be standards 01 results. beyond normal performance.
prodded to keep p.er1ormance not requirements.
workinQ. always met.
COMMENTS
INITIATtVE/MOTIVATION - self-starting ability to proceed with work without being told. Recognizes and acts
on new opportunities, slrives to learn latest developments.
0 o points 0 4 points 0 5 poinl s 0 6 points 0 ß points
Needs constant Usually Accepts respon- Ambitious - takes respon+ Sell-starter. Challenged
supervision and completes jobs sibilily lor gelling sibilily for work beyond by new and difhcult as-
instruction. with minimum the job done. regular duties. Makes sug- signments.Originales
gestions to improve work. ideas and methods.
superVISion.
COMMENTS
DEPENDABILITY - exlent to which employee can be counled on \0 carry Ollt instructions, be on the job, and
fulfill responsibilities. Meets schedules and deadtines,reports back \0 supervisor.
0 o points 0 4 points 0 5 poinls 0 6 points 0 8 points
Unreliable. Usually reliable. Consistontly reliable. Superior to normal Recognizes needs
Doos regular as well job demands. and
as special assignmenls assumes r8sponsibil-
promplly. rty beyond job level.
COMMENTS
PLANNING I ORGANIZING / UTILIZING RESOURCES - to meel objectives and Council/Board requirements
Ability 10 form programs and esl3blish priorities.
0 o points 0 4 points 0 5 points 0 6 points 0 8 points
Minimal planning without Adequate in utilizing Plans and organizes Plans and organizes Planning and Organizing
considering objectives, resources, planning, as required to meet in detail. Considers exceptionally complete.
priorities, and resOurces organizing work and work group objoctives objectivos, prioritios Objectives dearly ¡don-
available. Poor organiz- setting priorities. and priorities. and interrelations tilied. Spots potential
atíonal techniques. Some improvemenl botween tasks required. problems. Considers
needod Cos1- conscious cost minimiza\íon.
COMMENTS
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e
Schedule 'F' Page 3
Unsati.sradory
Neeòs Improvcment
Satisractor)'
VCI)' Gn-od
Exccptjonal
·
SUPERVISORY TECHNIQUES - DELEGATION AND FOLLOW-UP - delogation and follow-up of work.
0 o points 0 4 poinls o 5 points o 6 points 0 8 poinls
Does little to'define Delegation Delegates work to meel Continually aware 01 [11octively d81ûgates
goals or procedures. of work and jollow-up current requirements, work progress. work and achieves high
Does not lollow-up. not always consistont. providing necessary Makes good use 01 performance. Consist-
guidance and iollow-up. subordinates' abilities. ently follows-up on all
work assignments.
COMMENTS
SUPERVISORY TECHNIQUES - MOTIVATION OF STAFF
0 o points 0 4 points o 5 points o 6 poinls 0 8 points
D08s not encourage Stall requires Encourages stalf to Emphasizos the Consislenlly motivates
slafJ participation. Work some achieve al/ective results in 080d lor high 5!allto achieve high work
habits set poor example motivation. an elficient manner. quality and periormance. Stimulates
for others, resulting Work habits set a good quantity 01 work. others in the development
in poor morale. example for others. and implementation o! ideas.
COMMENTS
ST AFF DEVELOPMENT - to meet present and fulure needs.
0 o points 0 4 poinls o 5 points o 6 points 0 8 points
Lacks knowledge, Some training and Recognizes present Anticipates short term Develops stall for
ability and 1016sight to Development skills needs and trains stall training needs and long term needs and
provide the required required. to meet current require effectively develops considers individual
training 01 staff. ments in work group stall. Provides guid- career goal
activities. ance to other work development.
qroups as aDProoriate
COMMENTS
COMMUNICATIONS SKILLS - oral and written - writing and conveying concise, organized and clear informalion.
0 o points 0 1 point o 2 points o 3 poinls 0 4 poinls
Not clear. Olten Some communications Clear and concise. Concise and clearly Excellent presentation.
incompletB, inaccurate skills require Uses propor languagE understood. Maintains Always accurate and
and not easily under- improvement. and terminology. logic and clarity, even on well organized in
stood. complex assignments content.
and issues.
COMMENTS
JOB A TIITUDE - Amount 01 cooperativeness, interest and enthusiasm shown in work. Avoids personal influences,
willingly accepts additional responsibility, accepts personal counselling and guidancB,
adjusts personal lime to satisfy needs 01 project.
0 o points 0 1 point o 2 points o 3 points 0 4 points
Attitude very poor. Attitude needs some Favourable attitude. Willingly contributes Highly enthusiastic,
improvement. extra eHort and persevering, constantly
energy. seeks addilional work.
Conscientious.
COMMENTS
ADAPTABILITY - ability to periorm variety of assignments within scope 01 job duties and meel changed
and/or unusual situations.
0 o points 0 1 point o 2 points o 3 points 0 4 points
Resists change. Usually adjusts to Consistently adjus1s to Very adaptable Quick to adjust 10
change. changes or nßw or unusual to change. changed conditions.
situations enough to
perform work satisfaclorily.
COMMENTS
INTERPERSONAL SKILLS - maintaining positive working relationships with peers, supervisors, and the
public, assisling others to accomplish work group objeçlives.
0 o poinls 0 1 l)OiILI o 2 poinls o 3 points 0 4 points
Uncooperative with Displays minimum Cooperative with peers, Works well with others. An excellent team
others. Has an adverse courtesies and supervisor{s) and Ihe An asset in fulher- worker. Highly respect·
stlect on work group. cooperation. public. Accepts construc- ing cooperation with ad by all. Contributes
Frequently challenges tive criticism. Interacts others. to group relationships
supervisor's authority. well with groups and and el1ec1iveness.
Rude to the public. individuals.
COMMENTS
APPEARANCE - Personal hygiene, noatness. and appropriale standard of dress.
0 o poinls I 0 1 poinl I o 2 points I o 3 points I 0 4 poinls
COMMEI,TS
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Schedule -r" Page 4
TOWN OF KINCARDINE
ANNUAL PERFORMANCE APPRAISAL SUMMARY
r..... ." ....... :".. :"~'~ ",; ::,:~:":' ~:·:F~:·";.:·:·:·:·::··~·~· :~'/~.::':"; ..,"~:~ ..: ¡". ,":: .;' ',:~ '¡" ~":;': '. ..'
:::; :' ' :<;...:i,:·¡:'·; :",:}
.'
_.____ ... . . .... .......... - ______..__. _. __... ..._._ _......... - n_"" .__....__..__..~ _._~...._...._...
SUPERVISORY - MANAGEMENT
Employee
Department
Classification
per
CRITERIA
RATING POINTS
·
1. Qualitv of Work (max.8)
2. Ouantitv of Work (max.8)
3. Job Knowledae (max. B)
4. Job Performance (max.8)
5. I nit iative/Mativa lion (max.8)
6. Dependabilitv (max.8)
7. Plannina/Oraanizina (max.8)
8. Supervisory Techniques
- Deleqation and Follow-Up (max.8)
9. Supervisory Techniques
- Motivation of Staff (max. 8)
10. Staff Develooment (max. 8)
11. Communications Skills (max. 4)
12. Job Attitude (max. 4
13. Adaptabilitv (max. 4
14. Interpersonal Skills (max. 4
15. Appearance (max. 4)
TOT AL POINTS (max.100)
·
Exceptional
Very Good
Satisfactory
Needs Improvement
Unsatisfactory
87-100 points
68 - 86 points
54 - 67 points
46 - 53 points
o - 45 poinls
Schedule "F" Page 5
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EVALUATOR'S COMMENTS AND SUGGESTIONS FOR IMPROVEMENT
EMPLOYEE'S COMMENTS AND DEVELOPMENT INTERESTS
Prepared/Appraised by:
Signature: Date:
This appraisal has
been discussed: Date:
(Signature of Employee)
Note: Signature of employee does not necessarily signify
concurrance with appraisal.
Schedule 'F' Page 6
·
·
·
SCHEDULE "G"
THE CORPORATION OF TIlE TOWN OF KINCARDINE
PERFORMANCE EVALUATION
CLERICAL - SECRETAllIAL
PRIVATE AND CONFIDENTIAL WHEN COMPLETED
ANNUAL PERFORMANCE EVALUATION
The Town of Kincardine has initiated a revised employee
evaluation procedures and forms. This procedure is
designed to evaluate employees in order to assist both
the employee and the supervisor in pinpointing strengths
and weaknesses and to help employees in their
professional development and to do a better job in their
position.
Evaluators are instructed to take their time and prepare
a we11-thought-out and honest evaluation of each
employee. Do not take the easy way out and rank all
employees the same. Treat this as an opportunity to sit
down with each employee and have a heart-to-heart talk
with them about their performance. This procedure should
be a positive tool and develop both better employees and
better supervisors.
Evaluators who have questions on the form or procedures
should discuss them with the Clerk-Administrator.
Questions concerning individuals should follow normal
reporting lines of authority and responsibility.
GENERAL INSTRUCTIONS
I. The evaluation is to be completed one month prior to the
employee's anniversary date.
II.
eIII.
·
·
IV.
V.
The evaluation shall
immediate supervisor
supervising committee.
be completed by
or, if no
each employee's
supervisor, the
Upon completion of the evaluation form, the evaluator(s)
must provide a copy to the employee and discuss, in
private, the evaluation with the employee. The form must
be signed by both the evaluator and the employee. It
should be noted that the signature of the employee
indicates that the form has been discussed with him/her,
and does not necessarily indicate that the employee
agrees with it. If the employee does not agree with the
rating or the evaluation, an appeal procedure may be
followed pursuant to the procedure outlined in the Town's
Consolidated Personnel By-law.
The completed evaluation shall be forwarded
clerk-administrator, in a sealed envelope marked
AND CONFIDENTIAL". Employees and evaluators may
copy if they wish. Unsigned evaluations will be
for signature.
to the
"PRIVATE
retain a
returned
The clerk-administrator will file the completed
evaluations in the employee's personnel file, and will
advise the payroll department if the employee's rating
entitles the employee to a one-step increase on the pay
grid (for employees not already at the maximum step).
The treasurer will advise the employee, and hir/her
supervisor, by confidential memorandum, of the revised
rate of pay, if any.
. . .2
·
·
·
·
·
·
SCHEDULE 'G' - Pal!e 2
RATING CRITERIA
1.
Exceptional - performance is extraordinary and goes far
above expectations for the job. Consistently
demonstrates creative approach to the job and proposes
innovative ideas. The employee will have exhibited at
least one outstanding or unusual accomplishment.
2. Very Good - performance is beyond the requirements for
good performance for the position.
3.
Satisfactory
requirements.
and training.
supervision and
performance consistently meets full job
Has acquired full knowledge, experience
Work is done, employee requires little
is dependable.
4.
Needs Improvement - performance does not always meet the
minimum job standards. Requires unnecessary supervision
and instruction. Lacks full job knowledge, initiative,
experience or/and training and needs improvement.
5. Unsatisfactory performance consistently falls below
minimum requirements for the position. Requires constant
instruction and motivation to complete even the most
rudimentary aspects of the position. Job should not be
retained without significant improvement.
EVALUATOR'S COMMENTS AND SUGGESTIONS FOR DEVELOPMENT
It is critical that this area be completed. You must, in
your own words, sum up the individual's strengths,
weaknesses and steps to be taken to improve upon these
weak areas as well as outlining potential for increased
responsibility and job promotion.
EMPLOYEE'S COMMENTS
In this area, the employee is encouraged to comment on
the evaluation, as well as outline his/her expectations
for the position. The employee should be given an
opportunity to complete this area after the evaluation
has been discussed with the employee.
\ [I.1I'LOYEE
Clericell - SecretoriCJI PerfonnCJnce EVCJluCJtion
·
Uns<llIslaclcry N~eds hnprovemenl Si'llIsl;¡clory VelY Good E(cepllonal
OLJAUl Y OF wonK· !!~lc[)1 \0 which "'OI .; I',ollucecl meoLs Jeqllir~lncnls of "Cel/liley. IhOloughnoss. nOõllnQSS
0 o points 0 6 painls o 8 points 0 10 pOints 0 12 painls
Unacceptablo -work Minimum job WOrks3!Ís!Îes OIlen performs lasks Ex1r;lI) { il\¡uy
dona incornploLoly OJ loquiroll\onls nol f0'J"ôremO/lIS hollor Ih;¡n tho <lccUlacyand
illacafolossrnannor. ..lw,1ys mol. sl;wUardl'H¡UÎrod. tho,ou!1)U¡oss.
MakeslT1islakesollen.
COMMENTS .
aUAN1!TY OF WonK. output and voh..lmo Q{ accoplabJa wor\( ploducod, monling objoct;vus ¡¡nd dOOild\ines. Tirnolinoss
0 o painls 0 G pain!s o IJpoinls 0 10 points 0 12 points
Insullicienl quanlilyol Minimurr¡slar\1lallJ$ Compleles assiçn· otlen succes~lully com· EXlraordinary
work. Makes \Jxcuses 01 pedolll1ance 1101 mQJ1I; inloi1sol1able plelas work asssignmenls spoed a...dvolume
10 iuslily I;¡ck 01 ..Iw",-ysmel 101'19111 01 li",e. ahoaJ 01 schodulo Ho- of 01/1put.
pfodllclion. Q\lo~ls addilio"al work.
COMMENTS
JOB KNOWLEDGE· knowledge or lechniques. equipment, melhods. Umjels1anding 01 Ihe Job 10 be
pcdollned b(lseu on educalion an<Vor expelience.
0 o poinls 0 6 poinls 0 ß poinls O.IOr-<:tinls o ·12 poinls
Johklluwledgo is Joù kno"'l~dge usually Genarillly understallds sIan· Ahovo·avolage Excellent knowledge
Iimitedlocertain:lleH. adoqualelo comple!e dardcle¡icalp.oceduras, knowledgo and In· inanaleasollhe
Insullicienlto handle rninimum 01 job ir.sllUclions and delails noed depth understandin',! job.
rnosllasks. st"rrda ( s edtocomplele ;¡S5¡gnrnenls ;nmOsl;¡re:.s.
COMMENTS
JOB PH\FÜRMANCE - use 01 lime, ptans wOlk schedules. elfeclive organizalion of work.
0 Opoir"s 0 6 points o 6 poinls 0 10 ¡x>inls 0 12 poinls
Takes aclion only when Minimumstandalds Sleady regular PedOlm,lnce is Extlðordin;¡ry
instructed. MlJstbo 01 per ormaneenol rosults. uOYOl'ld nOlm<l1 pel(orrnance.
p/oddedlokoep alw;¡ysrnol. rOQuHernol\ls.
working.
COMME~jTS
DEPENDABILITY - extent 10 which employee can be counted on 10 C<:I/IY out ¡nstrucliom., be on the job, and
luUiU I()s~nsi\}ílílies. Ml:!cls schedules and de.lulines. leetJs back inlormalion.
0 o poinls 0 6 points 0 B painls 0 10 poinls 0 12 painls
Unrali,lblc. Usually reli;¡bIQ. COMistontlyr"'Iiablo Suporiof to no/mal Recognilesr.Eleds
tJoElds somo Dorn H (~IJlaf <I-S wnll joutJomands. andaSSIJm05
ilT'f'lovemerrl. as sþacial ;¡ssignmanlS rasponsibilily
"rom"II';. beyond lob leye!.
COMMENTS
INITIA TIVE/MOTIV ATION - sell·slarting ability 10 proceed wilh work wilhout being laid. Recognizes and aels
on new 0ppOllunilies, slrives 10 learn lalest developments.
0 o points 0 4 points o 6¡x>inls o B points 0 10 poinls
Naedsconslant USU;¡ny Accepts laSpOn· ^mbilíou~ . takes rasp on- Sall·sl;¡l1er. Ch;¡lIIengad
supolvislol\ and eornpletes ¡obs sibilitytOf gelling sibil¡ty lor wOfk beyond by new and dillicull a¡.
instruction, with minimum Ihejob dOM. f8gullu dulies. Makes sug· signmanls.Originales
supe/vision. geslions 10 improve wOlk. Ideas and methods.
COMMENTS
JOB ATIITUOE· Amount 01 cooperaliveness, Inlecest and enlhusiasm shown in work. Avoids pefsonal inllu·
ences, willingly accepts addiHonal responsibilily, accepts personal counselling and
guidance, adjusts personal lime 10 satisly needs 01 PfOject.
0 O~inls 0 <4 poinls o 6 points o ß poinls 0 10 painls
Al1iluda vary poor. AtliluulI nllsds some Favorahlll altitude. WîUinglyconllÌbullIS tlighlyenlhusiastic,
in~rovement. B~"a ellor1 ;¡nd pelsevsring, conslantly
enðfgy, seeks addilion;¡! work.
Conscioncious.
COMMENTS
ADAPT ABILITY - ability 10 pedorm variety 01 a!:signmonls wilhin scope 01 ¡ab duties and meel changed
amVo( unusual sìlualions.
0 o points 0 2 poinls o 4pojnls 0 6 pain1s 0 8 poinls
Aesislschange. US\J;¡Uy adjusts 10 Consislsl\Uy il.djlJsls 10 Voryad:lplable Quick to adjusl10
change. çhangas Of nawol unus· lochangs. changadcondilior,s
val sÌlu;¡tions IIn~gh 10
I "erlormwork satisfacloril...
COMMENTS
INTEAPEIlSONAL SKILLS - mainlaining posilive working Iclalionships with peers, supervisors, and lhe
public, assisling olhcls 10 accomplish work glOup objecl1vcs.
0 Opainls 0 2 poinls 0" points o 6 poinls 0 B poinls
UncOOporativlI wilh Displays minÎrn\Jm COOj)elative.....ilh pllOrS, WOIkswellwÎthothe¡s. An excallllnllailm
olhors, 11:15 an advor5o COUftos;es ;¡nd supol"isOI(S) ;¡ndlhe An aSSl\1 in l\Jther· workof.lliUhlyraspocl
ellocl on wOIk glOup c00 1l1fation, public. Accepts construe· il\gcoopolation wilh od bYill1. Conlribules
FleqlJentlychanøngðS live cliticism. 11\1111i1cts olhers. 10grolJp relationships
sllpaf'liSOl'S autholÏly well wilh gloups and ;¡ndellecliveness.
nudo lolho puutic individuals
COMME.NlS
APPEAnANCE . Personal hygiene, neatnùss, and appropriate standard 01 uress.
0 opoillls \ 0 1 poinl I o 2 poinls l o 3poinls l 0 4 rainls
COMMENl S
·
·
·
·
·
Schedule "G" Page 3
TOWN OF KINCARDINE
ANNUAL PERFORMANCE APPRAISAL SUMMARY
!: ,<:..~~ " " ,r:;1! ~;: 1;·,:":::::':~~.; "::: ,.:!,~~.,:~.~.. ···..~.:~1'~!~ !.'LST r~ i~>~\,~_:~:ù~~f?0!;~~i~?:~~:..:(·:,~~·j·',1,(:·f(;·:·;T~:.~::.~... :~~~~~J
CLERICAL - SECRETARIAL
per (hr/year)
Employee
Department
Classification
CRITERIA
RATING POINTS
(max 12)
(max.12)
(max.12)
(max.12)
(max.12)
(max.10)
(max.10)
(max. 8)
(max. 8)
(max. 4)
(max. 100)
1. Quality of Work
2. Quantity of Work
3. Job Knowledge
4. Job Performance
5. Dependability
6. Initiative/Motivation
7. Job Attitude
9. Interpersonal Skills
10. Appearance
TOTAL POINTS
Exceptional
Very Good
Good
Satisfactory
Unsatisfactory
91-100 points
72 - 90 points
55 - 71 points
43 - 52 points
o - 42 points
Schedule "G" Page 4
.
.
.
.
EVALUATOR'S COMMENTS AND SUGGESTIONS FOR IMPROVEMENT
EMPLOYEE'S COMMENTS AND DEVELOPMENT INTERESTS
Prepared/Appraised by:
Signature:
Date:
This appraisal has
been discussed:
Date:
(Signature of Employee)
Note: Signature of employee does not necessarily signify
concurrance with appraisal.
Schedule "G" Page 5
.
.
.
.
.
.
.
·
·
·
1.
II.
. III.
·
·
IV.
V.
SCHEDULE "H"
THE CORPORATION OF THE TOWN OF IUNCARDINE
PERI'ORMANCE EVALUATION
INSIDE/OUTSIDE MANUAL AND MECHANICAL
PRIVATE AND CONFIDENTIAL WHEN COMPLETED
ANNUAL PERFORMANCE EVALUATION
The Town of Kincardine has initiated a revised employee
evaluation procedures and forms. This procedure is
designed to evaluate employees in order to assist both
the employee and the supervisor in pinpointing strengths
and weaknesses and to help employees in their
professional development and to do a better job in their
position.
Evaluators are instructed to take their time and prepare
a wel1-thought-out and honest evaluation of each
employee. Do not take the easy way out and rank all
employees the same. Treat this as an opportunity to sit
down with each employee and have a heart-to-heart talk
with them about their performance. This procedure should
be a positive tool and develop both better employees and
better supervisors.
Evaluators who have questions on the form or procedures
should discuss them with the Clerk-Administrator.
Questions concerning individuals should follow normal
reporting lines of authority and responsibility.
GENERAL INSTRUCTIONS
The evaluation is to be completed one month prior to the
employee's anniversary date.
The evaluation shall
immediate supervisor
supervising committee.
be completed by
or, if no
each employee's
supervisor, the
Upon completion of the evaluation form, the evaluator(s)
must provide a copy to the employee, and discuss, in
private, the evaluation with the employee. The form must
be signed by both the evaluator and the employee. It
should be noted that the signature of the employee
indicates that the form has been discussed with him/her,
and does not necessarily indicate that the employee
agrees with it. If the employee does not agree with the
rating or the evaluation, an appeal procedure may be
followed pursuant to the procedure outlined in the Town's
Consolidated Personnel By-law.
The completed evaluation shall be forwarded
clerk-administrator,· in a sealed envelope marked
AND CONFIDENTIAL". Employees and evaluators may
copy if they wish. Unsigned evaluations will be
for signature.
to the
"PRIVATE
retain a
returned
The clerk-administrator will file the completed
evaluations in the employee's personnel file, and will
advise the payroll department if the employee's rating
entitles the employee to a one-step increase on the pay
grid (for employees not already at the maximum step).
The treasurer will advise the employee, and his/her
supervisor, by confidential memorandum, of the revised
rate of pay, if any.
. . . 2
-
·
·
·
·
·
·
SCHEDULE "H" - PaŒe 2
RATING CRITERIA
1.
Exceptional - performance is extraordinary and goes far
above expectations for the job. Consistently
demonstrates creative approach to the job and proposes
innovative ideas. The employee will have exhibited at
least one outstanding or unusual accomplishment.
2. Very Good - performance is beyond the requirements for
good performance for the position.
3.
Satisfactory
requirements.
and training.
supervision and
performance consistently meets full job
Has acquired full knowledge, experience
Work is done, employee requires little
is dependable.
4.
Needs Improvement - performance does not always meet the
minimum job standards. Requires unnecessary supervision
and instruction. Lacks full job knowledge, initiative,
experience or/and training and needs improvement.
5. µnsatisfactory performance consistently falls below
minimum requirements for the position. Requires constant
instruction and motivation to complete even the most
rudimentary aspects of the position. Job should not be
retained without significant improvement.
EVALUATOR'S COMMENTS AND SUGGESTIONS FOR DEVELOPMENT
It is critical that this area be completed. You must, in
your own words, sum up the individual's strengths,
weaknesses and steps to be taken to improve upon these
weak areas as well as outlining potential for increased
responsibility and job promotion.
EMPLOYEE'S COMMENTS
In this area, the employee is encouraged to comment on
the evaluation, as well as outline his/her expectations
for the position. The employee should be given an
opportunity to complete this area after the evaluation
has been discussed with the employee.
\ EIM'LüYEE
Inside/Outside Manual & Mechanical Performance Evaluation
·
Unsali~(aclory Ncccl~ lJL'prn,'ul1cIIl Sa(l~r"!;lory T Vcr)' (;0(,,1 E:tct >li"",,
QUALITY OF WOHK· extent 10 which work plodur.:ec mee\s ¡cquirclllûlìls 01 i.lcclJracy, 1horougil!wss,
neatness.
0 o points 0 6 points 0 8 roinls 0 10 points 0 12 painls
Unaccoptable - wOlk Minirnumiob Worksa1is{ios DIlen pedurms tasks Extraordinary
done incomplQtoly or loquirornenls not lequìrelnon\!. boiler Ih(!,n thIJ accuracy íllld
in a c..roleS5 manner. always 11101 stand.utl !6quir8d. thoroughnoss.
Makes Illistakes ol\en.
COMMEt..JTS
QUANTITY OF WOnK· output nnd volume 01 acceptable worl< 1J/(xJucûd, rneelil1g olJjoclives and deadlines
Tirnelir\cs$
0 o points 0 6 roinls 0 B points 0 10 points 0 10 painls
\nslllficienl quantity or Mil\\lrIUl1ì COII,plf)If)~ ..ssiyn· allan succosslully corn- EXlraordinary
work. Makes oxcllses slalld<irds ot Illùnls il\ roasof1,lolo plelo5wolkassignmoll\s spood am] volume
10 juslity lack oj perlormaf\co not lenglh of limo ahuad 01 scheduhL ne oloulput
production. ¡).I~S(llel. QuCSls <lddilional work
COMM l.: NT S
JOG KHOWLl()CE - klìow1cdW: 01 \(~ch()iqIJes, equipllwrll, fI\elhod~ Urld(!lslandinu nllhe job 10 l.Je
pcdorrn8cJ based all educ81ion and/or (~/peri(!I\r;e
0 o poinls o " '~'"'' 0 "",',," 0 '" ''',,* ~ ",d,,"
Job knowledge is .JùlJ \-;now\edge usu,llIy Generally undorsl.JIHJs sl"n' Above·average Ex(:ollol11 knowlodgB
lil11ited to cOllain areas adequale to co!nplele daru procodures, pracll·:es, knowledge and in· in "II aspects oj \he
Insuflici~nllo hi\tld\o minimum o! Job inslruclions <¡nd uel;¡i\s IHJod- derJlh under standing job.
most tasks st"IH ê\lds od to complelo assignments in must aroas.
COMMEN1 S
JOB PEnr-OrU.~^HCE . u~;e ú! till1C, plans work sc:hedules, efleclive orgùnizùlion of work.
0 o ¡-Joinls o 6 POinlsJ 0 o poinl s 0 \ Ü IXìinls 0 12 painls
Takes achon only Ylh(!n liIinirnlJm Sleady regular Pertorcnance is Extraordinary
inS\/llcted. MU!>1 be sl¡H\dards 01 rosul15. t..eY0f"\d normal por1ormance.
proddod 10 keep per1O/manco nol rcqIJilornont<;
workinq. alwJYs I1lct
COMMËNTS
DEPENDABILITY . ax1ontto whiçh err,')loye6 can be counled on 10 carry Oql inSIrUClion!>, be on Ihe job, and
luUiU responsibilitios. Meals schedules and doad¡ines,roporls bac'.:. 10 sur¡¡rvisor.
0 o points 0 6 poinls 0 8 points 0 10 points 0 \2 points
Unroliable Usually roliablo. Consislanl\y reliable. Ooas Superior to normal nocognizes needs and
Some Improvement regular as waH as special job demands assumes r6!>ponsibi\·
rneeded assignrnents plOmplly. ity beyond job level
COMMENTS
SAFETY PRACTICES -knQwledge 01 safety placlices, regulations and applicalÌon, Keeping the work aroa dean,
0 o poinl s 0 6 points 0 B points 0 10 points 0 12 points
Displays 50/1)6 reminding 01 Co¡rplios wilh saloly Compl¡os wi\h saloty lulo!> Promotes & practices good
unsalislaclory proper satety stand- rules and procedufes. and proceduros and salely procedures.
safety an&or afds and proceduros Maintains clean, weU- encourages o'hers to do thu Eliminatos safely hazard!>.
housekeeping ¡)mVor housekeeping organized wock aroa. ,",M MainlaillS c\oan. Maintains dean, wof[·
nfaclices practices is required. wen- organized "'lor\-; area organized wor\( aroa.
COMMENTS .
INITlATIVElMOTlVATION· soll,slar1ing ability to procoed with work wilhoul being 101d. Recognizes anù acts
011 new 0ppoltunitios, strives to learn Jatest devolopmonls.
0 O~irtls 0 .:\ poinls 0 6 poinLs 0 ß poinls 0 10 poinl&
Needs cons.tant Usually Complates Accepls responsibility ArnbiliO\Js - takes losponsibi1· Selt·starter, Challenged
supervision jobs wilh rnirÚnurn lor gening i1y lor walk beyond regular by new and diHitult
and instruction, supervision. 'he job done. duties M..kes suggostions 10 assignmel)ls. Originates
improve work. ideas af)d methods
COMMENTS
JOB ATTITUDE . A1110\m\ ot cooporativol\ess, inlorosl and enlhusiasm sho.....n in work Avoids porsonal illllllencos,
willingly accepls additional responsibility, accepts porsonal coul1selling and guidanco,
adjusts personal lime to salisly neods 01 plOjeçt
0 o points 0 4 point 0 6 poinLs 0 B poìnLs 0 10 points
Attitude vr~ry poor. Altitude needs some Favourable atlitude Willingly contributes
i!fl(Jrove.nonl extra aUort and }-fighly enthusiaslic,
erwrgy conscientious pelsevering, constanlly
seeks additional work.
COMMENTS
ADAPT ABILITY - abilily 10 pertolln vari~ly 01 <Issignrnents wi\hìn scope 01 job d\.Jlies and moet changod and/or
unll~ual silualilH!S
0 o points 0 1 point 0 2 points 0 :) poinls 0 <1 poinls
ResiSls change. Usually adjusts to Consislenlly ad u!>ls to changes Velyadaplable Quick. 10 adjusllo
change. or new or unusual situations to change. changed conditio()s.
enough to pollorm work
satislaclorilv
COMMENTS
INTERPERSONAL SKILLS- maintaining posiliva walking f8lalionships witr, poers, supervisors, and the
public, as:¡,íslinfj ol\1ors 10 accomplish w01Ì( group objectives.
0 o poinlS 0 1 point 0 2 r)()ints 0 3 !)()inls 0 ·1 points
UI\COO¡iQraUVQ with otholS Oi$pl"ys Coo~r3Uv" WiUl ¡>'lor' 'up"p;isor(s) V'lo,kswollw¡U,olhers MoxC(¡llontI9¡)1t\
H"s ¡m DdvOI$" 011<><:1 on m'nul\um an<.lU\6 public. Accopl5 oonsllucll-,o AI\,Hs~!in L)\I¡ß,ing worko! Highly Josp&Clüd
woc'llÇlOup. FraqIJ¡¡nUy coullosiils il/id (;(iljçjsH\ 1r,1.....-;lsw....1I wiU1glOIJps coo¡>ù,,,ljon w¡u) oUliIrs by ¡¡II. wnLlibul¡¡s \0
challol\gOs supgtvis.or's IX>OPillation anoJin¡livi<JuaJs t}lOllp rßI¡¡~onship an<.!
a\JlhOlit'r'_ R\Joo 10 U,¡¡plJt¡tìc (lUocliVOf1i1SS
COMMENTS
·
·
·
·
·
Schedule "I r Piìqe 3
·
·
·
·
·
·
TOWN OF KINCARDINE
ANNUAL PERFORMANCE APPRAISAL SUMMARY
" ,.
" ,
r'"
.' . I
.. .
. . ¡. :',
,. ,. ..1
.. ,. ,_. . .,
.._ _.............., ,., _..., ... .. . ..._.... - .....n ,..., II _ . ,._ n,.
Inside/Outside Manual and Mechanical
Employee
Department
Classification
CRITERIA
RATING POINTS
1. Quality of Work (max. 12)
2. Quantity of Work (max. 12)
3. Job Knowledge (max. 12)
4. Job Performance (max. 12)
5. Dependability (max. 12)
6. Safety Practices (max. 12)
7. Initiative/Motivation (max. 10)
8. Job Attitude (max. 10)
13. Adaptability (max. 4)
14. Interpersonal Skills (max. 4)
TOTAL POINTS (max. 100)
Exceplional
Very Good
Satisfactory
Needs Improvement
Unsatisfactory
B7 -100 poinls
6B - B6 points
54 - 67 points
46 - 53 points
o - 45 points
Schedule "H" Page 4
.
.
EVALUATOR'S COMMENTS AND SUGGESTIONS FOR IMPROVEMENT
EMPLOYEE'S COMMENTS AND DEVELOPMENT INTERESTS
Prepared/Appraised by:
Signature:
Date:
This appraisal has
been discussed:
Date:
(Signature of Employee)
Note: Signature of employee does not necessarily signify
concurrance with appraisal.
Schedule 'H' Page 5
·
·
e
e
·
·
SCHEDULE'I'
SUMMER STUDENT. SEASONAL. AND REPLACEMENT EMPLOYEE WAGES
Effective date:
January 1st, 1995
January 1st, 1996
Summer Student
Non-Supervisory
Supervisory
$ 6.85 per hour
7.43 per hour
$ 6.85 per hour
7.43 per hour
Seasonal Emnlovee
Non-Supervisory
Supervisory
$10.68 per hour
12.88 per hour
$11. 03 per hour
13.23 per hour
Renlacement Emnlovees
A replacement employee will be paid 15% less than step 1
on the scale of the position being replaced, for the
first six months. After six months, an increase to step
1 will be granted if work is satisfactory.
.
·
·
·
·
·
SCHEDULE "J'
EXPENSE ALLOWANCES - CONFERENCES AND CONVENTIONS
Effective date:
January 1, 1995
1 . Salary
An employee's regular salary will be paid
days of the conference or convention. No
will be paid for hours extended outside
normal working day or for travelling time.
for the workinq
overtime salary
the employee's
2 . Meals
3.
4.
At cost, to a maximum of $40.00 per
may be reimbursed if warranted.
sufficient detail to justify the
reimbursement.
day. Unusual expenses
Receipts must be of
need for additional
Travel
By air, if more economical. If not, by rail, bus or
automobile. The rate per kilometer for use of own
automobile will be pursuant to Schedule "D" attached to
and forming part of this by-law. The corporation vehicle
will be used when available. Every effort will be made to
,share rides. The least expensive mode of transportation
available will be used.
Parkinll
Parking fees will be reimbursed, at cost, while attending
the conference or convention.
5. Taxi and Rental Vehicles
Will be reimbursed
arrangements make the
limousine is used, taxi
at cost where the travelling
use of these necessary. If a
rates only will be reimbursed.
6 . Accommodation
7 . Tins and Gratuities
At cost, all approved accommodation charges.
8.
Reasonable tips and gratuities, at cost.
Extraordinary Exnenses
9 . Costs for ComnanlonfSnouse
At cost only if subsequently approved by Council.
10.
The Town will not pay the costs incurred because of a
spouse or companion accompanying an employee to an
approved event unless prior approval has been given by the
appropriate authority.
Entertainment Expense
Entertainment expenses must be previously approved by the
appropriate committee or council.
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SCHEDULE "K'
EMPLOYEES AFFECTED BY REPLACEMENT ALLOWANCE
Effective date:
January 1, 1995
Department Head/Supervisor
Replacement
Clerk
Director of Recreation
Chief Building Official
Public Works Supervisor
W.W.T.S. Chief Operator
Deputy Clerk (see note)
Facilities Manager
Building Inspector
Lead Hand - Public Works
W.W.T.S. Operator/Maintainer
Notes:
1) For the purpose of this schedule, the clerk's salary shall be
deemed to be equivalent to grade 14.
2) Replacement allowance for clerk, director of recreation and
chief building official ~i11 commence on the 3rd consecutive day of
absence.
3) Replacement allowance for public works
water treatment system chief operator will
hour worked, but only if the supervisor is
four (4) consecutive hours.
supervisor
commence on
absent for
and
the
more
waste
first
than
4) In the absence of both the public works supervisor and the
appointed lead hand - public works, the manager of public works may
appoint an alternate acting lead hand at his/her discretion.
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SCHEDULE "L"
SHIFT PREMIUM RATES
Effective date:
$.35
a.m.
p.m.
January 1, 1995
cents per hour for all non-overtime hours worked outside
to 5:00 p.m. for outside workers and 8:00 a.m. and
for Davidson Centre inside maintainers.
8:00
4:00
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SCHEDULE "M'
STAND-BY REMUNERATION
Effective date:
January 1, 1995
Outside Maintainers - Public Works
$ 45.00 per week if on stand-by. Stand-by to be in effect from
December 1 to March 31 annually.
Waste Water Treatment Svstem Emplovees
$ 45.00 per week if on stand-by. Stand-by to be in effect from
January 1 to December 31 annually.
Public Works Supervisor
$ 45.00 per week. Stand-by to be in effect from December 1 to
March 31. This stand-by pay will be paid throughout this period
with the exception being if the supervisor takes vacation during
this period, when it will not be paid. Vacation consists of at
least 5 days' consecutive absence. This benefit is not
transferable to the lead hand even in the case of vacation, where
the manager of public works will take necessary calls.
Notes
1. Maximum of one waste water treatment system employee and three
public works employees to be on stand-by in anyone week, not
including the public works supervisor.
2. The Manager of Public Works may require stand-by shifts for
outside maintainers outside the months of December to March should
conditions warrant.
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SCHEDULE "0"
EMPLOYEES DESIGNATED AS MANAGEMENT EMPLOYEES
Effective Date: January 1, 1995
Clerk-Administrator
Treasurer
Manager of Public Works
Chief Building Official
Fire Chief
Director of Recreation
Facilities/Parks Manager
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SCHEDULE 'po
MEETING REMUNERATION - MANAGEMENT EMPLOYEES
Effective date: January 1, 1995
Management employees will receive one extra week of vacation
each year in compensation for meetings that they attend
during the year. It will be requested in the same manner as
any other vacation week from the clerk-administrator and is
subject to the same rules as other annual vacation.
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SCHEDULE "Q"
THE CORPORATION OF THE TOWN OF KINCARDINE
SOCIAL CONTRACT PLAN
Pursuant to the Social Contract Act, 1993 (hereinafter
referred to as the "Act") in the municipalities sector, this
document constitutes the Social Contract Plan (hereinafter
referred to as the "Plan") for the Corporation of the Town of
Kincardine (hereinafter referred to as the "Town"), exclusive
of the Kincardine Police Service and Kincardine Public
Utilities (Èlectrica1) and its employees as a means of
achieving the target established by the Government of Ontario
and imposed upon the Town of Kincardine.
1.
This plan
Framework
applies to
the provisions of the Sector
the municipalities sector, and
of the Town of Kincardine.
incorporates
Agreement for
all employees
2.
This Plan is intended to meet the expenditure reduction
targets set by the Province, to be fair and equitable in
its application to all employees, subject to the
requirements of the Act, and to minimize the impact on
jobs and the services provided to the citizens of the
Town of Kincardine.
3. The provisions of the Plan do not affect pay equity or
violate the Ontario Human Rights Code.
4. Council, management and employees are directed to
implement local measures on openness and accountability.
4.1
Council recognizes and
suggestions put forward
provided opportunities for
excellent
which have
its target.
appreciates the
by the employees
the Town to meet
4.2 The Town will continue this process and institute a
formal procedure to encourage and recognize suggestions
which create additional efficiencies.
4.3 These suggestions shall be reviewed by a joint 1abour-
management committee who will provide their comments to
Council; such suggestions which are implemented are to
be judged for recognition by a committee of peers
representing a cross-section of departments.
4.4 Nothing in the Plan will impair the ability of the Town
to carry out its management responsibilities; and any
representation by the employees on public policy and/or
political committees is excluded.
5. The means of achieving the Town's target which is
estimated at $20,000 in each of the years 1993 and 1996
and $40,000 in each of the years 1994 and 1995 will be
met by a combination of compensation savings and
productivity and efficiency savings as outlined on the
attached Schedule "A" attached hereto.
6.
In the event that the initiatives outlined on Schedule
"A" are not sufficient to meet the Town's target in any
of the years covered by the Plan, departments will be
required to reduce their operating budgets by 1%
inclusive of any savings noted on Schedule "A".
7.
In the event that the initiatives outlined in clauses
(5) and (6) above are not sufficient to meet the Town's
target in any of the years covered by this Plan, Council
will be subject to a further 2.5% reduction in their
basic remuneration.
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8.
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SCHEDULE 'Q' " Page 2
In the event that the initiatives outlined in clauses
(5), (6) and (7) above are not sufficient to meet the
Town's target in any of the years covered by this Plan,
employees will only be paid their regular hourly rate
for time worked up to 42 hours per week, with overtime
rate applied to hours in excess of 42 hours per week.
For those employees whose regular work week is 35 hours,
overtime rate would be paid after 37 hours. Premium pay
for statutory holidays and Sundays will not be affected.
9. In the event that the savings outlined in clauses (5) to
(8), inclusive, above are not sufficient to meet the
Town's target in any of those years covered by this
Plan, all employees whose base earnings exceed $30,000
per year will be required to take up to 12 days off
without pay per year. Such days off to be designated by
the employer with appropriate consideration given to
employees' requests.
10.
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11.
The Town agrees to pursue and negotiate early retirement
opportunities with employees provided that adequate
arrangements can be made with the Ontario Municipal
Employees Retirement System.
Salary
changes
ongoing
ranges will be adjusted as a
adopted by Council pursuant to
compensation/pay equity study.
result of any
the currently
12. The Town's leave of absence policy will be relaxed to
permit full consideration for employees who wish to take
unpaid leave of absence or sabbaticals.
13. This Plan meets the requirements of the Act, giving the
employees access to the benefits of the Public Sector
Job Security Fund, if necessary.
14.
15.
· 16.
17.
18.
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The Town shall, upon
,information available
regulations.
financial
in the
request,
as is
make such
prescribed
The plan will be posted in Town workplaces. A
will be made available, upon request, to any
wishing one.
file copy
employee
This Plan may be appealed by any employee in accordance
with the Act.
The Town and its employees will abide by the terms of
this Plan.
This Plan and the Attached Schedule "A" constitute the
entire Plan for the Town and may be amended from time to
time by the Council for the Town after consultation with
its employees, and subject to the appeal provisions
under the Act.
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SCHEDULE 'Q' - Pa~e 3
SOCIAL CONTllACT PLAN - SCHEDULE 'A'
PRODUCTION SAVINGS
DescriDtion
Cancellation of Town Christmas party
1993
Cancellation of Christmas turkeys 1,500
$ 1,500
Employees pay 1/2 association dues which
carry or have the opportunity of carrying
a designation
Employees/Councillors to use Town vehicle
for seminars, conferences, meetings, etc.,
if available. If available and vehicle is
not used mileage to be paid at 12 cents/krn
Pay only 1 mileage rate per conference
even if more than one employee/councillor
attends
Do not copy correspondence for which
direction is not required to members
of Council
Co-operative advertising for similar
ads with surrounding municipalities.
Town to purchase coveralls/uniforms and
supply cleaning allowance to employees,
rather than contract out the service
Staff do own legal research to reduce
professional fees
Remove'printers from hardware mainte-
nance contract - repair as required
Bulk purchasing with
or surrounding mun.
other depts, and/
- sand/gravel
- office supplies
- copy paper
- cleaning supplies
Cards instead of flowers
Use single-colour letterhead
Use Town resources to spread calcium
- do not contract out
500
300
250
1,000
500
100
1,500
100
Close Davidson Centre for 10 public
holidays - only open if revenues outweigh
costs if it makes economic sense 3.000
Total productivity savings
10.300
1994
$ 1,500
1,500
600
1,000
500
625
1,000
5,000
1,000
125
1,500
1,000
400
1,000
50
200
800
1,000
6,000
24,750
Description
COMPENSATION SAVINGS
1994
Employee meetings held after hours
on own time
Revert to basic drug plan and attempt
to co-op group ins. with other mun.
1993
$
900
$ 400
2,000
1995
$ 1,500
1,500
600
1,000
500
625
1,000
5,000
1,000
125
1,500
1,000
400
1,000
200
800
1,000
6,000
1996
600
500
250
315
500
2,500
500
100
750
500
200
500
100
400
500
24,750 10,915
3,000
1995
$ 400
2,000
1996
$ 200
2,000
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SCHEDULE 'Q' . Pal!e 4
SOCIAL CONTRACT PLAN· SCHEDULE 'A' . Pal!e 2
Description
COMPENSATION SAVINGS· CONTINUED
1994
Delete one crossing guard position by
attrition due to reconstruction of
Kincardine Ave./Queen St.
Reduce student help during summer by
one student in each dept~, but not
below one studellt (with the exception
of 1993)
Building staff to conduct plumbing
inspections rather than contract out
Members of Council to incur a 2.5%
pay reduction
Reduce number of Council from nine
members to seven
Total compensation savings
TOTAL SAVINGS
1993
$2,000
4,000
300
500
7.700
$18.000
$5,000
6,000
1,500
1,220
16.120
40.870
1995
$5,000
6,000
1,500
1,220
10.000
26.120
50.870
1996
$5,000
3,000
750
610
5.000
16.560
27.475
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