Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
1.
Purpose
The Employee Value Strategy is aligned with and supportive of the vision of the Ktunaxa Nation and the
strategies, goals and culture of the Ktunaxa Nation Council.
The Compensation Policy is based on the following goals:

Attract and retain qualified employees

Recognize and invest in positive employee performance and behaviours

Ensure that the KNC remains aligned and in congruency with other like organizations’ compensation

Demonstrate the KNC’s recognition that employees must believe that there is real or perceived fairness and
equity in their compensation

Support employees in meeting and maintaining their needs for financial and emotional security, self-esteem,
social acceptance and protection

Stimulate employees to increase organization productivity and achieve personal career aspirations

Keep employees satisfied, minimize turnover, reduce employee complaints and maintain overall stability in
the organization’s human resources

Ensure that employees are inspired and recognized to achieve desired levels of performance
2.
Scope
The Compensation Policy applies to all salaried and hourly paid positions; all permanent (full or part-time), and
temporary (full or part-time) position.
3.
Definitions
4.
Policy Statement
Ensure Equity (internal and external)

The need for equity is perhaps the most important factor in determining the salary structure and ranges.
Real and perceived equity is important to employee work satisfaction and performance
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 1 of 3
Original Issue:
July 14, 2008
Current Version:
July 14, 2008
Review Date:
July, 2011
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation

Internal equity requires that pay be related to the relative worth of positions

External equity involves paying employees at a rate equal to the pay that similar workers receive in other
organizations
Internal Equity




Position descriptions to be written clearly and fully describing the requirements of the position and both the
required and additional qualifications.
In total, the descriptions, as written, define and inform the KNC
Define, determine and qualify the factors for which KNC compensates its positions
Have a process with objective and standard assessment of each position based on these factors.
External Equity


Conduct salary surveys with other First Nations, provincial and federal governments and local industry to
gather data on relative salaries and salary ranges that are generally equal in responsibilities and
qualifications to the KNC positions.
The mid-point of the KNC salary ranges reflects market rate based on the survey information.
Recruit qualified and experienced employees


Recruitment and selection standards and processes to determine best qualified and best fit candidates for
offers of employment
Use of the valuated position description to inform the recruitment and selection process.
Retain and Develop Present Employees



Recognize and reward achievements, competence, desired behaviours, initiative, experience and dedication
Rewards and incentives for exemplary performance and contribution
Training and development through courses, support for formal education and on-the-job application of
knowledge and skills
Incentives


Equitably and consistently recognize and compensate employees for superior performance to achieve
results; to direct desired behaviour toward objectives and goals.
Be flexible to provide rewards based on unique contributions of individual positions
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 2 of 3
Original Issue:
July 14, 2008
Current Version:
July 14, 2008
Review Date:
July, 2011
Ktunaxa Nation
HUMAN RESOURCES POLICY MANUAL
Policy Section:
Employee Value Strategy
Name of Policy:
Compensation
Participation and active involvement by all employees

Position descriptions engaged in active transactions within the environment i.e. work, culture, traditions,
community, transition and change, design) to support a high quality of working life
Administer Costs


A rational compensation program to support the organization to obtain and retain employees at a reasonable
cost
Integrates with fiscal budget cycle
Administrative Efficiency

5.
Design of a compensation program that can be effectively and efficiently administered, aligned with other
corporate processes (ie performance and recognition valuations, training economies, budget cycles etc.)
Responsibility
Nation Executive
Sector Directors and Operational Directors
Human Resources
6.
Legislative Context
Compliance with Legal Regulations
 Provisions of the Canada Labour Code, Pay Equity Laws etc.
7.
Associated Documents
8.
Implementation
Authorized by:
KNC Sector Directors and Nation Executive
Document Owner:
Human Resources
Page 3 of 3
Original Issue:
July 14, 2008
Current Version:
July 14, 2008
Review Date:
July, 2011