Schedule A Town of Orangeville. Human Resources Annual Report

Transcription

1 Schedule A Town of Orangeville Human Resources Annual Report 2013

2 Page 2 of 45 Town of Orangeville - Human Resources Department 2013 Annual Report Table of Contents Overview... 5 Mission Statement Significant Achievements Direction and Priorities Assumptions and Major Issues... 7 Service Mapping... 8 Staffing Summary... 9 Employee Headcount Employee Headcount by Department...11 Total Salaries and Wages...12 Recruitment...14 Job Applications...14 Job Postings...15 Recruited Jobs and Positions...16 Recruited Summer Student Positions...18 Interviews by Department...19 New Hires by Department...20 Terminations by Department...22 Ratio: Full-time to Part-time Terminations...23 Exit Interview Data...24 Reason for Coming to Work for the Town...24 Employee Length of Service...24 Considerations Made After Leaving the Town...25 Reasons Why People Leave...25

3 Page 3 of 45 Considered the Following in Departure Decision...26 Areas for the Town to Improve...26 Employee Profile...27 Gender...27 Average Age of Employees...28 Years of Service All Employees...29 Employee Recognition...30 Payroll...31 T4 Statements Issued in Health and Safety Report: 2013 Year End...32 Frequency of Incidents...32 Incidents by Department...32 Public Works Incidents by Division...33 Parks and Recreation Incidents by Division...33 Incidents by Employee...34 Types of Incidents...35 Types of Incidents by Department...36 Parks and Recreation...36 Public Works...36 Fire Department...37 Police Department...37 Severity of Incidents Distribution of Incident Categories...38 Lost time Injuries...38 Health and Safety Matrix...39 Observations...40 Attendance...41 Paid Emergency Leave Days...41 Short Term Disability- Days...42 Short Term Disability Days per Claim...43

4 Page 4 of 45 Short Term Disability- Claims...43 Absenteeism- Industry Comparison...44 Employee Assistance Plans...44 Health and Dental Benefits in

5 Page 5 of 45 Overview The Human Resources 2013 Annual Report provides an overview of statistical information in the following areas: Staffing Summary Salaries and Wages Recruitment New Hires Terminations Exit Interview Information Employee Profile Years of Service Payroll Health and Safety Attendance Employee Assistance Program Benefit Statistics The Town of Orangeville s human resources division provides human resources and health and safety functions to the Town s approximately 492 employees including fulltime, part-time and contract, within its 10 departments. Mission Statement Create a positive, safe and respectful work environment for all employees and provide resources and tools to the Departments to support staff development and job satisfaction Significant Achievements Recruitment of 115 positions which equates to replacing or increasing the Town s staffing complement on average by 9.5 employees per month at every level within the organization. In 2013, we replaced 3 Director and 2 Senior Management positions. Assisting the police services board in the negotiation of a new Police Civilian contract. This the first time that the Police Civilian contract was freely negotiated in many years.

6 Page 6 of 45 Completion of HRIS interfaces with the old and new payroll system with human resources now inputting all payroll related changes which was previously part of the Payroll Co-ordinator s duties. Completion of Human Resources Information System interfaces with the Time and Attendance system for Parks and Recreation and Public Works departments hourly, full-time employee attendance as an efficiency measure and reduction of double inputting of information. Eight managers and supervisors participated in a supervisory program through Georgian College. This consisted of 8 modules offered throughout the year to help build supervisory and management skills. Updating of job descriptions as positions become vacant. To date, seventeen job descriptions have been updated in Implementation of new on-line recognition program for years of service. This change is a time saving measure as the system will automatically notify the award recipients on their anniversary dates as well as providing additional options for gifts and delivery of the gifts to the employee s home. The annual recognition event will continue each November to provide Council and the departments with an opportunity to formal recognize staff. Introduced on-line platform for safety training topics. This will assist in ensuring all employees can access the information they need in a timely manner. Built an on-line version of our Accessibility training program to assist with easier access for staff and volunteers. Completed noise survey for all town equipment and machinery. Continue to use the Health and Safety Dashboard to measure our corporate health and safety program success with tangible outcomes. Implementation of third party provider for candidate references and police checks to improve efficiency and time management. TOSSI Supervisory group had 3 meetings. Topics covered include: due diligence, health and safety dashboard, new Ministry of Labour training standards, overview of psychological health and safety Canadian Standards Association, and a review of payroll and Human Resources short term disability process. Employee relations issues 10 Rzone/Respectful Workplace reports with 1 extensive harassment investigation and several resignations and/or retirements of key positions. Organized Corporate Leadership Team training.

7 Page 7 of Direction and Priorities Review Human Resources structure within the municipality by re-assigning and re-aligning positions and tasks as positions become vacant. Continue to review and update the Employee Handbook policies. Create an operational managers group to align with CLT and work together to provide strategic direction and priorities to the corporation. Continue manager and supervisor development through training programs. Development of corporate orientation program. Review corporate compensation strategy. Create new procedures for reporting data to Human Resources. Introduce the Employee Self Service Module for attendance. Continue to integrate the on-line health and safety training offerings into our training schedule throughout the departments. Continue to work on launching the Human Resources SharePoint site. Continue to research and implement efficiency strategies within the department in order to be more effective with limited resources Assumptions and Major Issues Replacement of the Director of Parks and Recreation in the first quarter. Increased demand on HR time for recruitment, new and revised job descriptions. Uncertain economic times budgetary restrictions with increased demands. Total head count continues to increase each year - creating increasing demands for Human Resources services across the corporation. Additional human resources and health and safety training for new Directors to understand the Town s policies and procedures as required by new legislation Many policies and procedures need to be reviewed and implemented. Preparation for two contract negotiations to commence in early 2015 Fire Association and Civilian Police Association.

8 Page 8 of 45 Service Mapping The Human Resources Department supports the 10 departments and 492 employees in the areas of employee relations, compensation, benefits, health and safety, recruitment, organizational development, and training and development as well as labour relations for the police, civilian, senior civilian and fire associations. Under the direction of the Clerk, the Human Resources Division is comprised of: Human Resources Manager 1 FTE Human Resources Co-ordinator 1 FTE Health and Safety Officer.6 FTE With the resignation of the Human Resources Co-ordinator in August 2013, we are undertaking a review of the positions within human resources and the Human Resources Co-ordinator s position has not been filled. As we review the positions, duties and responsibilities within the department, we have hired a Human Resources Intern to temporarily fill in the gap created by the vacancy as we develop our plan moving forward.

9 Page 9 of 45 Staffing Summary The Town of Orangeville staffing headcount as of December 31, 2013 was 492 employees: 177 permanent full-time, 259 permanent part-time or casual, and 56 seasonal/contract employees. In addition, we provide service to 13 Town, Police and Fire retirees. In 2013, no additional full-time positions were approved by council and due to vacancies within various departments at the end of 2013; there is a reduction in full-time positions from the 2012 figures. Once those positions are filled, the number of full-time positions will return to the 2012 level. We will be filling those vacancies throughout You will note an increase in part-time employment and a decrease in seasonal/contract employment. Some positions that were previously contract in 2012 became casual positions with the Town in In particular, this affected the in motion Program Counsellors. We also had an increase in casual aquatics and concession positions in Our part-time/casual as well as our seasonal/contract positions do fluctuate from year to year and can be very dependent upon availability of staff to work, the needs of the organization relating to programming and events, and grant funding approvals for summer student positions. In 2014, we continue to work closely with the Parks and Recreation department to review its requirements for part-time and casual employees and to see how we can better utilize our staffing resources. Employee Group Employees in 2008 Employees in 2009 Employees in 2010 Employees in 2011 Employees in 2012 Employees in 2013 Full-time Part-time Seasonal/ Contract Total

10 Page 10 of 45 Employee Headcount Employees in 2008 Employees in 2009 Employees in 2010 Employees in 2011 Employees in 2012 Employees in

11 Page 11 of Employee Headcount by Department Employees in 2013 Department Full-time Part-time Seasonal or Contract Retirees Administration 2 Building & By Law Clerk's Economic Development, Planning and Innovation Fire Administration 3 Fire Full-time 13 Fire Volunteers 37 1 Library Parks and Recreation Administration 6 8 Arena Parks Aquatics Programming/Summer Camps Concession 20 Police Uniform & Administration Police Civilian Police Auxiliary 9 Public Works Administration Public Works (Outside) Treasury Total

12 Page 12 of 45 Total Salaries and Wages $16,000, $14,000, $12,000, $10,000, $8,000, $6,000, $4,000, Salary Totals Year 2009 Salary Totals Year 2010 Salary Totals Year 2011 Salary Totals Year 2012 Salary Totals Year 2013 $2,000, $- Full-Time Part-Time Council Salary Totals by Year Full- Time $ 11,965, $ 13,089, $ 13,660, $ 14,087, $ 14,530, Part- Time $ 2,382, $ 2,783, $ 2,858, $ 2,982, $ 3,303, Council $ 133, $ 139, $ 169, $ 235, $ 260, Total $ 14,481, $ 16,012, $ 16,689, $ 17,305, $ 18,094, The full-time category encompasses all permanent full-time staff, including police, fire, and all town departments. The part-time category encompasses all part-time employees, excluding volunteer fire fighters. The increase to the wages for full-time and part-time staff illustrates the approved 2.25% wage increase in 2013 for Town Staff, 3% increase for uniform police, 2% increase for special constables, 1% increase for data entry and court secretary positions and a combined 2.9% increase for fire association

13 Page 13 of 45 employees spread over two incremental bi-annual payments. The remainder of the increase would be attributed to the hiring of additional approved positions, yearly step increases for those employees not at job rate, pay equity adjustments, and retroactive payments. In addition, in 2013, costs such as mileage and reimbursement for expenses are now being processed through payroll instead of through accounts payable. Overall, salary totals increased by 4.65% from 2012 to Council figures include all remuneration for Council, Police Services Board and Technical Review Committee (Heritage Orangeville appointment). This would be attributed to a wage increase for Council of 2.25% and some costs being paid through payroll instead of accounts payable such as the computer allowance. In addition, the honorarium for the Police Service Board Secretary was added in 2011 to payroll and the per meeting additional compensation costs for Police Service Board members including the secretarial position fluctuate each year because additional meetings are remunerated at $ per board member and these additional costs are not predictable. In 2013, many additional meetings were held for negotiations of the uniform in the early part of the year and civilian contract throughout 2013 as well as other personnel related matters.

14 Page 14 of 45 Recruitment 2013 saw an overall increase in applications received by the Town. The current methods of applying for employment included mail, , fax or hand delivery. The Town received 121 more applications in 2013 compared to continues to be the most popular avenue used to apply for positions with the Town. In 2014, with the launch of the new Town website, applicants will be able to download their resumes to the website and they will receive an automatic response from the website that their application was received. As per a Council motion in 2009, all applicants receive a response that their applications have been received, either via letter or . Job Applications 3000 Job Applications Received in Mailed letters in response to applications mailed in, faxed or hand-delivered applications received 1000 Total Job Applications Received Mailed letters in response to applications mailed in, faxed or hand-delivered applications received Total

15 Page 15 of 45 Job Postings In 2013, 47 individual job postings accounted for the hiring of 134 new employees 96 full-time, part-time, contract and casual positions and 38 summer student positions. This equates to 3 open job postings every month. In addition, we continue to recruit on an as needed basis for Rink Assistants, Concession Attendants, various Aquatic Guard and Instructor positions and Crossing Guards. As of December 31, 2013, we had the following vacancies to fill: two Casual Control Station Attendants, and Director of Parks and Recreation. Job postings generally do not include police recruitment or volunteer fire fighter recruitment; however, police and volunteer fire fighter positions are included in new hires and terminations. Recruited Positions Recruited Positions 2009 Recruited Positions 2010 Recruited Positions 2011 Recruited Positions 2012 Recruited Positions

16 Recruited Jobs and Positions Number of Job Postings Recruited Jobs Number of Positions (not summer) Page 16 of 45 Number of summer student positions Full-time, Part-time and Application Positions Start Date Casual Positions Deadline available Interviews Director of Economic 14-Dec Mar-2013 Development, Planning and 1 10 Innovation Director of Public Works 23-Jan Feb Rink Assistant Continuous 31-Jan Aquatics Continuous 20-Feb In-Motion Program Counsellors Continuous 06-Mar Program Instructor 2 07-Feb Feb Instructor/Guard Continuous 10-Mar Library Page 15-Feb Mar Financial Analyst Taxation and Revenue 12-Mar Apr Parks Operator 3 20-Mar May Orangeville s 150 th Event Co-ordinator 4-Mar Apr Seasonal Parks Labourer 16-Apr Apr Collections and Systems Assistant 8-Apr May Manager of Operations and Development 7-Jun Nov Information Assistant 6-May Jun Concession Attendants Continuous 23-Aug Rink Assistant Continuous 20-Aug Aquatics Continuous 08-Aug

17 Page 17 of 45 Full-time, Part-time and Application Positions Start Date Casual Positions Deadline available Interviews Financial Analyst Capital and Reserves 18-Jul Sep Recreation Program Coordinator Part-time 2-Jul Sep Casual Information Assistant 24-Jul Aug Program and Research Assistant Part time 13-Sept Nov Crossing Guard Continuous 04-Sep Aquatics Continuous 10-Sep Manager of Environmental Services 23-Aug Oct In-Motion Program Counsellors Continuous 08-Oct Collections and Systems Assistant Part-time 04-Oct Nov Human Resources Intern 20-Sep Oct Clerk 18-Oct Nov Seasonal Equipment Operator 1-Nov Nov Seasonal Public Works Labourer 1-Nov Nov Committee Administrator 9-Dec Dec Information Assistant 28-Nov Jan Contract Program Coordinator 16-Dec Control Station Attendant 13-Dec Jan Seasonal Equipment Operator 1-Nov Jan (backfill) 2 Director of Parks and Recreation 29-Nov Feb Totals

18 Page 18 of 45 Recruited Summer Student Positions Summer Student Positions Assistant Camp Co-ordinator Application Deadline Start Date # of positions available # of interviews 31-Jan May Senior Camp Counsellor 31-Jan Jun Junior Camp Counsellor 31-Jan Jun Parks Maintenance 31-Jan Apr Water Works Labourer 31-Jan Apr Public Works Labourer 31-Jan Apr GPS Student 31-Jan May Summer Reading Program Assistant 31-Jan Jun Economic Development and Planning Summer Student 31-Jan May Summer Aquatics 31-Jan Jun Totals Each year, the Town has experienced more retirements which is increasing the recruitment activities. With each retirement, the Chief Administrative Officer and the Human Resources Manager meet with the department head to review the needs of the department, the open position, its job duties and responsibilities as well as the current and future needs of the department. This review has resulted in some departmental restructuring and re-positioning of some of the current positions. Job descriptions are also being updated in some cases; positions are being re-evaluated if significant changes are being made to the job description prior to hiring.

19 Page 19 of 45 Interviews by Department Interviews in 2010 Interviews in 2011 Interviews in 2012 Interviews in 2013 # of Interviews 2010 # of Interviews 2011 # of Interviews 2012 # of Interviews 2013 Department Administration/Clerk s Building & By-law Library Parks and Recreation Planning Police Public Works Treasury Total

20 Page 20 of 45 New Hires by Department *The abbreviation E.D.P.I. refers to the Economic Developing, Planning and Innovation department. The figures in the graph above are also expressed in the table on the following page.

21 Page 21 of 45 New Hires By Department Department Administration/Clerk s Building and By-law E.D.P.I* Fire Library Public Works Parks and Recreation Police Treasury Total In 2013, the Human Resources Department was directly involved with the hiring of 127 of the 137 new hires. The Orangeville Police Service has a separate recruitment process and the recruitment of volunteer firefighters is also separate. Recruitment activities increased 20% in 2013 compared to 2014 and overall, the Town s recruitment has increased 244% since 2009.

22 Page 22 of 45 Terminations by Department Administration/Clerk s Building and By-Law E.D.P.I.* Fire Library Parks and Recreation Police Public Works Treasury Total *E.D.P.I. refers to the Economic Development, Planning and Innovation department.

23 Page 23 of 45 Ratio: Full-time to Part-time Terminations In 2013, 80% of employee terminations were part-time employees, while 20% were fulltime employees. Of the 89 terminations in 2013, 18 terminations were full-time, and 71 were part-time Employee Terminations: Part-time to Full-time Ratio 20% 80% Full-Time Part-time

24 Page 24 of 45 Exit Interview Data In 2013 we were able to collect data from 4 individuals as part of an exit interview process. The goal of an exit interview is to try to get some valuable insight on how we can improve our workplace processes and culture. Reason for Coming to Work for the Town Other (To Get Work Experience) Gain Municipal Experience Town's Reputation as a Good Employer Job Function Opportunity for Advancement Compensation/Benefits Location Employee Length of Service 50% 25% 25% Less than 6 months Six months - Two Years Two to five years More than four years

25 Page 25 of 45 Considerations Made After Leaving the Town Following the exit interviews, we found that 3 of the 4 respondents would return to work for the Town. 2 of the respondents had secured other employment after leaving their jobs, and 3 of the 4 respondents had relocated (or were planning to relocate) Yes No 0 Would you Return? Secured other Employment Relocation Reasons Why People Leave Primary Reason for Leaving Other Factors

26 Page 26 of 45 Considered the Following in Departure Decision Stress from overwork Job or workplace was not as expected Too few growth/advancement opportunities Loss of confidence in senior leaders Mismatch between job and person Too little coaching and feedback Feeling devalued and unrecognized Not feeling connected to the organization None of the above Other (Career Advancement) Areas for the Town to Improve Advancement Opportunities Manager's Leadership Skill Improved Work-Life Balance Compensation Utilization of Qualifications Performance Evaluation Process Educational Opportunities Clear goals and objectives Teamwork Internal Communications Department Cooperation Corporate Culture For the two graphs above, note that the four employees were able to select more than one factor considered while making a decision to leave the Town, and more than one suggestion for the Town to make improvements.

27 Page 27 of 45 Employee Profile Some interesting facts about Town of Orangeville employees in 2013: The gender split remained the same as in 2012; 49% female and 51% male. The average age of an employee is 47.61, which is a slight increase over % of Town employees have worked for the Town for less than 10 years. Gender Gender Distribution FEMALE 49% MALE 51%

28 Page 28 of 45 Average Age of Employees Average Age 2012 Average Age 2011 Average Age 2010 Average Age *The abbreviation E.D.P.I. refers to the Economic Developing, Planning and Innovation department Average Age 2012 Average Age 2011 Average Age 2010 Average Age Department Administration/Clerks Building/By-Law E.D.P.I* Fire Library Parks and Recreation Police Public Works Treasury Total Average

29 Page 29 of 45 Years of Service All Employees Years Years Years Years Years Years 6-10 Years 0-5 Years Years of service Zero to Five Six to Ten Eleven to Fifteen Sixteen to Twenty Twenty One to Twenty Five Twenty Six to Thirty Thirty One to Thirty Five Thirty Six to Forty Totals The total number of employees for the purposes of years of service calculations does not include seasonal/contract positions.

30 Page 30 of 45 Employee Recognition 35 Employee Recognition: Award Recipients Years 10 Years 15 Years 20 Years 25 Years 30 Years 35 Years 40+ Years Years Years Years Years Years Years Years Years Total In 2013, the Town recognized 47 employees with long term service awards. The event was held in the banquet hall of the Tony Rose Memorial Sports Centre in the evening with cake and light snacks provided. All employees, with the exception of the Orangeville Police Service and seasonal/contract employees are eligible for service awards.

31 Page 31 of 45 Payroll T4 Statements Issued in 2013 In 2013, there were 555 T4 forms distributed to Town employees. This number is up from 2012 (526) and has been rising steadily four the past four years T4's Distributed Year T4's Distributed

32 Page 32 of 45 Health and Safety Report: 2013 Year End With the analysis of injury/incident stats, it is important to consider two main factors: the frequency of and severity of incidents. Both are relevant measures of a corporate health and safety program. They address the questions around do we have the correct controls in place for what we do and are the controls working? Frequency of Incidents The frequency of incidents has remained constant from In 2013 we had 48 reported incidents Incidents by Year Incidents by Department Below is a distribution of incidents by Department Administration Building and By-Law Fire Library Parks and Recreation Police Public Works

33 Page 33 of 45 Public Works Incidents by Division Water Works WPCP Roads Parks and Recreation Incidents by Division Camps Aquatics Facilities Concession

34 Page 34 of 45 Incidents by Employee In order to better compare incident rates, we can break down the frequency verses the number of employees within a department. A graph below better illustrates where the highest frequency of incidence is per employee. This graph also shows trends year over year - which departments are having success and where we need to focus more attention Incidents per Employee Year Over Year

35 Page 35 of 45 Types of Incidents The types of hazards that are causing the incidents/injuries can be used to identify patterns and areas of repeat occurrences. Although our departments do very different work, many of the hazards employees face are similar. Slips and falls continue to be our most frequent incident, comprising approximately 31% of all incidents. Overexertion is the second most frequent incident In order to better understand where certain injuries are occurring, we will break the information down by department. The four graphs below indicate the 2013 injuries in the Parks and Recreation, Public Works, Fire, and Police.

36 Page 36 of 45 Types of Incidents by Department Parks and Recreation Public Works

37 Page 37 of 45 Fire Department Police Department

38 Page 38 of 45 Severity of Incidents All incidents are categorized into 4 categories: Lost Time Lost Time incident/injury means an employee was off work for one or more shifts. Medical Attention Medical Attention is where an employee went to get medical attention for an incident, but was able to return to his/her regular duties No Lost Time No Lost Time, where the incident/injury was not serious. The employee was able to immediately return to their regular work. Disallowed this is a recently added category that helps us track incidents/injuries that are reported at work, but are not approved under the Workplace Safety Insurance Board as a workplace claim Distribution of Incident Categories Disallowed 4% Lost Time 6% Medical Attention 31% Lost Time No Lost Time 59% No Lost Time Medical Attention Disallowed Lost time Injuries Lost Time Injuries by Year 5 8 3

39 Page 39 of 45 This year the lost time injuries were in Fire (5 shifts), Parks and Recreation (1 shift), and Public Works (2 shifts). The lost time was very low. In our case, back injury due to overexertion is the reason for all three lost time incidents. Health and Safety Matrix The Health and Safety Dashboard Metrics were introduced in The purpose is to provide the Corporate Leadership Team, Managers and Supervisors a way to measure our program success. The dashboard metrics provides specific measurable leading indicators that should be driven within each department. The desired outcome is that the Corporate Leadership Team uses the Health and Safety Dashboard Metrics to guide performance, accountability, and recognize achievement with the management and supervisors. Below is a summary of the 2012 results. *N/A is indicated where the department did not have any reports, concerns, or recommendations to respond to. Metric Leading Indicator Parks and Recreation Public Works Department Town Hall Fire Library Each department delivers 12 talks to their employees 50%?* 40% 100% 41% The Director, department manager or supervisor will complete 12 formal inspections of facility throughout the year. If more than one department shares a building, inspection may be done on behalf of all departments Incident reports are received by Health and Safety Officer within 2 days of being reported 100% 20% 20% 100% 92% 100% 100% 100% 100% 100%

40 Page 40 of 45 Reduction in number of days lost from work. yes yes N/A no N/A Safety Concerns are formally responded to with 21 days JHSC recommendations are formally responded to within 21 days % of employees that have completed the corporate health and safety training - orientation, WHMIS, violence and harassment, accessibility % of employees that have documented job specific training completed. 100% 100% 100% 100% 100% 100% 100% 100% 100% 100% 96% 96% 100% 100% 100% 80%?*?* 100% 100% Observations The three question marks (? ) in the chart above were put in place because the information was not provided by the departments concerned. Although we have seen an increase in frequency, the severity and number of days lost has remained steady. Ergonomics and material handing type injuries are areas to focus our preventative efforts. The Health and Safety matrix results show that we are very successful in meeting the minimum legal requirements for reporting. We need to do more work in the areas of training and communicating job specific hazard information to all staff. The SharePoint reporting systems has made the record keeping more efficient and easier to track.

41 Page 41 of 45 Attendance Paid Emergency Leave Days Average Number of Paid Emergency Leave Day Taken per Department Departments Administration/Clerks Building and By-Law Fire Library Parks and Recreation Planning Police Administration Public Works Treasury Overall

42 Page 42 of 45 Short Term Disability- Days In 2013, there were a total of Short Term Disability days taken by Town employees. The total number of Short Term Disability days taken by employees decreased by from There were significant decreases in Short Term Disability days within the Police and Treasury departments. Between 2012 and 2013, however, the number of claims increased by 8. Short Term Disability Days Total Number of Short Term Disability Days Department Administration/Clerks Building and By-Law Fire Library Parks and Recreation Planning Police Public Works Treasury Total

43 Page 43 of 45 Short Term Disability Days per Claim There were a total of 36 short-term disability claims in 2013, with an average of 23.1 days per claim. Between 2009 and 2010, the number of Short Term Disability days doubled, while 2011 saw a 3% decrease in Short Term Disability days. In 2012, the Town experienced a 27% increase in STD days, with an additional days away from work; however, the total number of Short Term Disability claims had decreased by 15. Notice that though the number of Short Term Disability days decreased by in 2013, the number of claims increased by Average # of Days per Claim Total # of Claims Short Term Disability- Claims Average # of Days per Claim Total # of Claims

44 Page 44 of 45 Absenteeism- Industry Comparison According to Statistics Canada, there were a total of 12.3 days lost per public sector worker in 2013; however, lost days per worker would include short term disability days, which are recorded separately for the Town s statistics. In 2013, the Town s cumulative average number of paid emergency leave days taken was The cumulative average number of short-term disability days per full-time employee was If short term disability days are added to paid emergency leave days, the total would be 8.34 days lost per full-time Town employee in This would make the Town below the industry average, with a difference of 3.96 days. Employee Assistance Plans Employee Assistance Plan- Usage 30 Number of EAP Cases Utilization Rate 2010 Utilization Rate 2011 Utilization Rate 2012 Utilization Rate 2013 Utilization Rate 2009 Utilization Rate 2010 Utilization Rate 2011 Utilization Rate 2012 Utilization Rate 2013 Utilization Rate

45 Page 45 of 45 Health and Dental Benefits in 2013 $250, $200, $150, $100, Benefits- Health Benefits- Dental $50, $- Town Hall Fire Police Total Benefits Paid in 2013 Department Benefits- Health Benefits- Dental Total Benefits Town Hall $222, $170, $392, Fire $81, $56, $138, Police $182, $89, $271,731,52 Totals $486, $316, $802, The total number of claims processed resulting in a benefit being paid by Manulife in 2013 was 11,249. The total amount of benefits paid to employees for these services was $802, In addition, Long Term Disability Claims paid out to claimants with a date of disability between January and December 2013 was $19,560. These figures show that the Town has strong utilization rates for benefits.