REQUEST FOR DECISION
File # 0340
0340--50
Report To: Mayor and Council
From: Chief Human Resources Officer
Presenter: Jessica Bowie
Subject: Administration Report No. 0003/22
Annual Remuneration for Members of Council
Meeting: Regular Council
Meeting Date: 10 Jan 2022
RECOMMENDATION:
"THAT, Administration Report No. 0164/21 Annual Remuneration for
Members of Council Policy No. 74/__ be received,
AND FURTHER THAT, the policy be amended to change the the annual
increase to be effective January 1st, based off of the BC Consumer Price Index
(CPI) of October over October Stats Canada report, including clarifying
medical, dental and extended health coverage is on the same basis as the
coverage provided to exempt staff,
AND FURTHER THAT, the policy is updated to include a transition allowance
benefit for the Mayor in the amount equivalent to the employer contribution
under Municipal Pension Plan beginning for January 1, 2022."
CAO'S COMMENTS:
It is necessary to ensure that Council compensation remains competitive and is reviewed
periodically alongside peer municipalities.
ALTERNATIVE RECOMMENDATION:
"THAT, Administration Report No. 0164/21 Annual Remuneration for Members of Council
Policy No. 74/__ be received, AND FURTHER THAT, the policy be amended to change the the
annual increase to be effective January 1st, based off of the BC Consumer Price Index (CPI) of
October over October Stats Canada report, included clarifying medical, dental and extended
health coverage is on the same basis as the coverage provided to exempt staff. "
OR
"THAT, Administration Report No. 0164/21 Annual Remuneration for Members of Council
Policy No. 74/__ be received."
OR
"THAT, Administration Report No. 0164/21 Annual Remuneration for Members of Council
Policy No. 74/__ be received and direct staff to hire an external consultant to complete a full
review of Council remuneration to bring forward recommendations."
KEY ISSUES(S)/ CONCEPTS DEFINED:
In 2019, a report was brought forward to Council to update the Annual Remuneration for Members of
Council Policy to reflect best practice recommendations from UBCM's Council and Board Remuneration
Guide to complete an external review of the policy in 2021 and the following resolution was passed:
Administration Report No. 0205/19
Annual Remuneration for Members of Council Policy No. 74/19
RESOLUTION NO. 400/19
MOVED/SECONDED
"THAT, Administration Report No. 205/19 - Annual Remuneration for Members of Council Policy No.
74/19 be received,
AND FURTHER THAT, the policy be amended to change the external review year from 2026 to 2021
to reflect UBCM's Council and Board Remuneration Guide's best practices."
CARRIED
In reviewing the UBCM's Council and Board Remuneration Guide's best practices, it identifies that reviews
can be completed by Local Government staff, experienced consultants or an independent task force and
that best practice is to review remuneration and report the results one year before the next election.
As an extensive review was completed on Council remuneration in 2017 first by an external consultant and
then by an independent task force created as a Community Advisory Committee, staff have undertaken the
opportunity to complete an preliminary review to provide findings to Council ahead of engaging in an
external review to be completed at this time.
Salaries
During our review of Council salaries it was discovered that among all of our Benchmark Communities, as
identified in Council Policy No.51/10, our remuneration remains competitive. Of our British Columbia
Benchmark Communities, Fort St. John Mayor and Council salaries remain above average. As per the
recommendations that were provided by the Community Advisory Committee in 2017, they aligned with
UBCM's Council and Board Remuneration Best Practices in that it provided an automatic cost of living
adjustment using the CPI to elected officials' base remuneration. As per Council Policy 74/19,
"...Council's remuneration will increase each December by the Consumer Price Index for British Columbia
plus 1% to a maximum of 3%."
*attachment for reference
It is recommended that the Policy is updated to reflect the annual increase is in effect for January of each
year to align with all other annual increases that are provided for consistency in the payroll function.
Further, it is recommended that the Policy be updated to reflect that it will use BC CPI October over
October rate from Stats Canada each year as these amounts are provided at the end of November
annually. Currently it is set that the increase occurs in December and based off of November over
November stats which are not released and available until the end of December.
Benefits Coverage
As per Council Policy 74/19:
The Mayor and Councillors’ benefits coverage will be maintained at the current level with 100% of the
premiums paid by the City:
Group life $25,000 coverage (reducing to $12,500 coverage at age 65)
Accidental death and dismemberment $25,000 coverage (reducing to $12,500 coverage at
age 65)
Dental
Medical Services Plan coverage
Extended health
*attachment for reference
It is recommended that there is clarification provided that the medical, dental and extended health are
provided on the same basis and eligibility criteria as for exempt staff, and to remove the reference to
Medical Services Plan coverage as that program has ceased.
Short/Long Term Disability
Currently there are no identified communities within, and beyond our Benchmark Communities that have
any programs in place for the offering of short, or long term disability concerning elected officials.
We have been unsuccessful in finding an insurance company to quote Long Term Disability for an Elected
Official.
We can secure quotes for Short Term Disability coverage but only for elected official working at least 30
hours per week.
Retirement Planning
When considering options for Retirement Planning we discovered that there were several communities
engaged in some form of compensation in place of formal retirement contributions. We consulted with the
UBCM Council and Board Remuneration Guide in which it was made apparent that this could be a feasible
option for elected official recruitment and retention in Fort St. John:
“Transition allowances may be most relevant and defensible in local governments with elected
officials in roles that require a de facto full-time commitment (even though some roles may be paid
at part-time rates). Individuals in these positions place their existing careers and jobs on hold while
in office, and may not, as a consequence, be able to participate in a work-related pension or
savings program. Individuals in full-time elected positions may also have more difficulty than others
in transitioning back into the workforce following their time in elected office.”
“…the benefit is intended as a bridge to help individuals re-enter the workforce, either in a new
occupation, or back into a career that may have been placed on hold. In other cases, the benefit is
presented in lieu of pension contributions that would have been paid by an employer if the elected
officials had been considered employees and eligible for the existing municipal pension plan.”
-Union of BC Municipalities, 2019 Council Remuneration Guide
The Guide recognizes that the lack of such a benefit may discourage some individuals from considering
public office, and may become more of a barrier in future years, at least in some centres. Local
governments that wish to explore the development of a transition allowance, may want to consider the
following questions:
Does the lack of a transition benefit stand as a significant barrier to participation? Which
groups of individuals may view the benefit as being particularly important?
What is the primary purpose of the benefit? Is it to provide a bridge for departing elected
officials to re-enter the workforce? Or is it to provide pension contributions in lieu of
contributions that elected officials could earn outside of office?
What is a reasonable cap on the benefit, expressed either in terms of benefit paid, or
eligible service time?
RELEVANT POLICY: Annual Remuneration for Members of Council Policy No. 74/19
IMPLICATIONS OF RECOMMENDATION
COMPLIANCE WITH STRATEGIC GOALS:
Goal No. 1 - Enhance community economic development to provide opportunities and
sustainability for Fort St. John.
Goal No. 2 - Demonstrate leadership in environmental responsibility through sustainable and
effective practices for municipal operations.
Goal No. 3 - Build and manage civic assets and human resources that support the current and
future needs of the community.
Goal No. 4 - Initiate and foster partnerships that will benefit Fort St. John. Advocate to
decision makers on issues that impact the community to ensure our northern voice is heard.
Goal No. 5 - Continue to invest in community social, cultural and recreational assets and
programs to provide an inclusive, vibrant, livable Fort St. John.
COMPLIANCE WITH STRATEGIC PRIORITIES:
GENERAL:
The Importance of Remuneration
Individuals who do make the commitment to serve as local elected officials should be able to expect fair
and reasonable compensation.
Factors to Consider
Time Commitment
» Councils and boards need people who are willing and able to commit the time needed to
serve. Remuneration reflects and compensates individuals for the time they must spend to
do the job.
Employment and Financial Impacts
» The time required to serve on a municipal council or regional district board will reduce the
amount of time available to spend on other paid work.
Responsibility
» elected officials who sit on these governing bodies contribute to and accept responsibility for
funding, policy, and service delivery decisions that are taken to meet infrastructure needs,
promote land use goals, tackle social issues, provide opportunities for sport and recreation,
protect sensitive environments, regulate activities, and deal with a host of other issues.
Representative Government
» Fair remuneration is important in helping to reduce barriers, and in attracting capable people
from a variety of backgrounds, demographic groups, socio-economic classes, and
employment types
The Importance of Reviews
Remuneration levels that are left static in the face of changing circumstances, including shifts in the cost-
of-living, risk becoming barriers to participation.
Who Should Conduct Reviews
1. Local Government Staff
2. Experienced Consultant
3. Independent Task Force
ORGANIZATIONAL:
FINANCIAL:
The current pension employer contribution amount is set at 9.31%. To
provide a Transition Allowance Benefit for the Mayor's position, it would be in
the amount of approximately $8,988.31 based on 2022 annual remuneration
amount.
Cost to complete external review will be approximately $15,000.
FOLLOW UP ACTION:
COMMUNITY CONSULTATION:
COMMUNICATION:
DEPARTMENTS CONSULTED ON THIS REPORT:
Attachments:
2021 Salary Compensation Mayor and Council
All Benefit Groups Comparison 2021
Draft Annual Remuneration for Members of Council Policy
RESPECTFULLY SUBMITTED:
Jessica Bowie, Chief Human Resources Officer
Full or Part Time Council Percentage of
Community Name Population Province Mayor Mayor Salary Council Salary Mayor Salary LTD? STD?
FSJ - Current 22,283 BC Full-time $ 93,732.69 35,150.00 37.50% no no
Campbell River 37,500 BC $78,955.00 30,004.00 38.00%
Colwood 16,859 BC $32,356.00 16,178.00 50.00%
Courtenay 26,000 BC $75,090.00 26,309.00 35.04%
Esquimalt 17,655 BC $59,709.42 25,600.01 42.87%
Langford 35,342 BC $75,863.00 27,410.00 36.13%
Langley 27,774 BC $131,597.00 61,412.00 46.67%
North Cowichan 29,800 BC Full-time $77,834.00 28,025.00 36.01% No No
North Vancouver 82,562 BC $130,179.00 43,479.00 33.40% No No
Pitt Meadows 19,580 BC $99,700.00 40,353.00 40.47%
Port Coquitlam 58,612 BC Full-time $135,764.00 74,405.00 54.80% No No
Port Moody 33,551 BC $114,517.00 43,509.00 37.99%
Squamish 20,000 BC $89,884.00 40,578.00 45.14%
Vernon 40,116 BC Full-time $93,394.00 33,666.00 36.05%
Average BC 33,402 $91,910.96 35,066.29 38.04%
Grande Prairie 47,076 AB $109,917.48 58,348.05 53.08%
Cochrane 34,467 AB $99,600.00 41,832.00 42.00%
Okotoks 28,881 AB $96,000.00 43,000.00 44.79%
Airdrie 68,091 AB $112,462.00 52,780.00 46.93%
Fort Saskatchewan 26,942 AB Full-time $97,377.00 39,484.00 40.55%
Leduc 29,993 AB $96,552.00 43,867.00 45.43%
Spruce Grove 34,066 AB $114,361.00 53,397.00 46.69% No No
Lloydminster 31,410 AB $105,716.00 40,435.00 38.25% No
Camrose 19,333 AB $62,534.78 21,633.50 34.59%
Average AB 35,584 $99,391.14 43,864.06 43.59%
Benefits EXEMPT BCGEU - FT BCGEU - PT BCGEU - Aux IAFF COUNCIL
LIFE & AD&D COVERAGE - SUNLIFE
3X annual earnings to 2X annual earnings to 2X annual earnings to
LIFE INSURANCE N/A N/A Flat $25,000
$250,000 max $165,000 max $165,000 max
AD&D Yes Yes N/A N/A Yes Yes
DISABILITY COVERAGE - SUNLIFE
75% weekly earnings to 75% weekly earnings 75% weekly earnings
Short Term Disability No No No
max of $1,500 to max of $1,500 to max of $1,500
66.7% 1st 2500, 52.5%
66.7% 1st 2500, 52.5% next next 2500, 40%
66.7% of monthly
Long Term Disability 2500, 40% remain to $6000 No No remain to $3,500 No
earnings to max of $3,500
month max (non-taxable) month max (non-
taxable)
DENTAL - SUNLIFE
- Basic 100% no max 100% No No 100% 100% no max
80% basic/major 50% basic/major
- Major 75% max $2000 / year No No 75% max $2000 / year
combined max $3000 combined max $2,500
- Recall Exam 2x per year 2x per year No No 2x per year 2x per year
80% - $6,000 lifetime 80% - $4500 lifetime
- Orthodontics - dependants under 21 80% - $4500 lifetime max 80% - $6,000 lifetime max No No
max max
EXTENDED HEALTH - SUNLIFE
Prescription Drugs 100% 100% No No 100% 100%
Medical Services & Equipt. 100% 100% No No 100% 100%
Semi Private Hospital Rm 100% 100% No No 100% 100%
Out of Country Emergency Medical (60 days) 100% 100% No No 100% 100%
Private Duty Nursing 10,000 / year 10,000 / year No No 10,000 / year 10,000 / year
$750 combined $500 combined max $750 combined
$750 physio / $500
(Psychologist/RMT/speech/ speech & physio plus (Psych/massage/spee
Paramedical speech / $1000 No No
physio/naturo/acupunctur/ acupuncture $8/visit/ ch/physio/naturo/acu
acupuncture
audiologist) 20 visit annual punt/audiologist)
$3000 / 5 years adult / 3
Hearing Aids $700 / 2 years No No $500 / 5 years $700 / 2 years
year dependent
Vision - Eye exams 1/person/year 1/person/year No No 1/person/year 1/person/year
Vision - Glasses/contact lenses/laser $600 / 2 years $600 / 2 years No No $600 / 2 years $600 / 2 years
HEALTH - CITY PAID DIRECT
Registered massage / chiro No $800 / max $800 / max No No No
Health & Wellness $500 annual No No No No $500 annual
In Lieu of Health Benefits No No $1.10/hr $1.10/hr No No
PENSION
Same as FT if 2 years
10.44% to YMPE, then
Municipal Pension Plan - EE Contributions 8.5% to YMPE then 10% 8.5% to YMPE then 10% continuous at 60% of No No
11.944%
YMPE met
Same as FT if 2 years
Municipal Pension Plan - ER Contributions 10.01% 10.01% continuous at 60% of No 15.44% No
YMPE met
OTHER SERVICES
EFAP Services Yes Yes Yes Yes Yes Yes
Annual - Performance
Wage Increases Collective Agreement Collective Agreement Collective Agreement Collective Agreement By Council Policy
Based
File No. 0340-50
Administration
ANNUAL REMUNERATION FOR MEMBERS OF COUNCIL POLICY
Council Policy No. 74/1921
PURPOSE:
To set the annual remuneration for Council members in accordance to the Council Remuneration
Committee’s recommendations that were ratified by Council on January 28, 2019December 13, 2021.
POLICY:
1. Effective January 1, 2019, the Mayor’s remuneration is $89,130 with the activity level being
equivalent of a full time position working 1,800 hours a year.
2. Effective January 1, 2019, the Councillors’ remuneration will be set at $32,850 which is 37.5% of the
recommended remuneration for the Mayor.
3. Effective November 1, 2017January 1, 2022, Council’s remuneration will increase each December
January by the Consumer Price Index (CPI) for British Columbia (as provided by Stats Canada for
November October over November October of each year) plus 1% to a maximum of 3%.
4. Effective November 1, 2017, Council’s remuneration will be red circled/ frozen if there is a decrease
in CPI.
5. The “Acting” Mayor remuneration for Councillors will be $500.00 per month.
6. An external review should be conducted every two terms of office with the next scheduled review to
take place in 20212025.
6. The Mayor and Councillors’ benefits coverage will be maintained at the current level with 100% of
the premiums paid by the City, with medical, dental and extended health on the same basis and with
the same eligibility criteria as for exempt staff:
➢ Group life $25,000 coverage (reducing to $12,500 coverage at age 65)
➢ Accidental death and dismemberment $25,000 coverage (reducing to $12,500 coverage at
age 65)
➢ Dental
➢ Medical Services Plan coverage
➢ Extended health
7. Effective January 1, 2022 the Mayor will be provided with a transition allowance benefit in the
amount equivalent to the employer contribution under the Municipal Pension Plan. This payment
will be paid out on the Mayor’s regular pay remittance.
Council Resolution No. 400/19 Effective: December 9, 2019
Supersedes Council Resolution No. 34/19, 260/17, 33/16(c), 316/15, 220/10, 583/09 Page: 1 of 1
File No. 0340-50
Administration
ANNUAL REMUNERATION FOR MEMBERS OF COUNCIL POLICY
Council Policy No. 74/1921
8. City staff will complete a T2200 – Declaration of Conditions of Employment at the end of each fiscal
year for those Council members who provide a request in writing to the Director of Finance.
8.9. Each Council member will receive a $500.00 annual health and wellness allowance starting in 2016 in
accordance with the criteria indicated within Health and Wellness Program (Exempt Staff)
Administrative Procedure No. 14/16.
Council Resolution No. 400/19 Effective: December 9, 2019
Supersedes Council Resolution No. 34/19, 260/17, 33/16(c), 316/15, 220/10, 583/09 Page: 2 of 1
Benefits COUNCIL
LIFE & DISABILITY
LIFE INSURANCE Flat $25,000
AD&D Yes
Short Term Disability No
Long Term Disability No
DENTAL
Basic 100% no max
Major 75% max $2,000 / year
Recall Exam 2x per year
Orthodontics - dependants under 21 80% - $4,500 lifetime max
EXTENDED HEALTH - SUNLIFE
Prescription Drugs 100%
Medical Services & Equipt. 100%
Semi Private Hospital Rm 100%
Out of Country Emergency Medical (60 days) 100%
Private Duty Nursing $10,000 / year
$750 combined (Psychologist, RMT,
Paramedical speech therapist, physiotherapist,
naturopath, acupuncture, audiologist)
Hearing Aids $700 / 2 years
Vision - Eye exams 1/person/year
Vision - Glasses/contact lenses/laser $600 / 2 years
HEALTH - CITY PAID DIRECT
Health & Wellness $500 annual
PENSION
Municipal Pension Plan - Employee Contributions No
Municipal Pension Plan - Employer Contributions No
OTHER BENEFITS
EFAP Services Yes
EXEMPT
3X annual earnings to $250,000 max
Yes
No
66.7% 1st 2500, 52.5% next $2,500,
40% remain to $6,000 month max (non-
taxable)
100% no max
75% max $2,000 / year
2x per year
80% - $4,500 lifetime max
100%
100%
100%
100%
$10,000 / year
$750 combined (Psychologist, RMT,
speech therapist, physiotherapist,
naturopath, acupuncture, audiologist)
$700 / 2 years
1/person/year
$600 / 2 years
$500 annual
8.5% to YMPE then 10%
10.01%
Yes
