NLLS Policies

STATEMENT OF POLICY AND PROCEDURE

Section: NLLS Employee(s) | Chapter: Conditions of Employment | Page(s): 1

Subject: COMPENSATION | Sec 1, 1B 

Reviewed 2023/09/01 | Revised: 2023/11/24 | Effective: 2021/02/26

SECTION 1 - 1.B

COMPENSATION

Northern Lights Library System (NLLS) follows all applicable laws and labour standards, both federal and provincial, in relation to the compensation of its employees.

This compensation policy applies to full and part-time employees of NLLS. The Executive Director’s compensation is managed by contract and the Executive Director's Compensation Policy.

Definitions

Level: The salary grid is divided into five (5) levels, each with five (5) steps or pay grades. Pay levels are based on experience, education, and job classification.

Step: Each pay level is divided into five (5) pay grades called steps.

Cost-of-Living-Allowance (COLA): An increase in the pay grade designed to meet inflationary pressures. COLA increases are generally provided annually at the discretion and approval of the Board.

Pay Grid

The Executive Committee will review the pay grid every 3-years. Market analysis and market benchmarks will be used to analyze the grid. COLA increases will be considered by the Board annually. Where COLA increases are approved, the pay grid will automatically reflect such increases.

Movement on the Pay Grid

Step:

1. Movement along a pay Level, up a Step, is based on the length of an employee’s service and overall positive annual performance evaluations.
2. Moving up a step may occur annually, in alignment with our fiscal calendar, for full and part-time employees after the first year of continuous employment or at the discretion of the Executive Director.
3. In the event of an unsatisfactory overall annual performance review, no movement on the salary grid will be made.
   1. Employee performance may be reassessed within six (6) months from the original performance review. Where poor performance has been remediated, and at the discretion of the Executive Director, the employee may be moved to the next step on the salary grid.
4. Employees who have reached the top of their Level may be eligible for Cost-of-Living Allowance (COLA) when they are available.
5. Considering market conditions and the ability to attract qualified employees, the Executive Director may recognize prior relevant experience and place an employee higher than on Step 1 of the grid.

Level:

1. At the discretion of the Executive Director, and where a change in job classification warrants, an employee may be advanced to the next Level.
2. The decision to advance any employee two (2) or more Levels requires Executive Committee notification and approval.