Report to/Rapport au :
Council / au Conseil
Submitted by/Soumis par : Steve Kanellakos, Deputy City Manager, City Operations/Directeur municipal adjoint, Opérations municipale
Rapport d'analyse des ETP – renseignements supplÉmentaires aux previsions budgÉtaires
That Council receive the FTE Analysis Report as supplemental information to the 2012 Draft Budget.
Que le Conseil municipal prenne connaissance du Rapport d'analyse des ETP à titre de renseignements supplémentaires aux prévisions budgétaires de 2012.
The FTE Analysis document is designed to assist senior management and Council in planning and decision-making by providing information on how human resources are being utilized and by showing human resource historic trends over time. It provides a detailed analysis of where full-time equivalent positions (FTEs) are located in the organization and what types of positions support the City’s programs and services. This increases the City’s transparency and accountability to Council and the public.
FTEs are used for budget purposes to quantify the number of FTE positions approved by Council. One FTE may equal the following hours per year: 1,820 (35 hours/week), 1,950 (37.5 hours/week), 2,080 (40 hours/week) or 2,184 (42 hours/week) depending on the collective agreement associated with the work. The FTE count is used to quantify annualized hours for positions to provide for a standard, universally accepted means of comparability and is the accepted basis for comparison with other organizations and municipalities.
Positions are created from FTEs based on operational requirements to deliver services. Positions are categorized as full-time, part-time, salary, wage, casual and student and are based on the type of staff required to the work.
Headcount is defined as the number of employees in the organization. Headcount is distinct from the FTE count. One FTE can be comprised of several positions and the positions can have multiple employees. Therefore, there are more positions in the organization than FTEs and more employees than positions.
There are no rural implications.
Consultation was not required.
There are no legal impediments to implementing the recommendation in this report.
There are no financial implications associated with the approval of the report recommendation.
There are no accessibility impacts associated with this report.
There are no technical implications associated with this report.
The Human Resources Department will action any direction received as part of consideration of this report.