$10K university training program and $1,300 bonus OK'd for Saskatoon library CEO
'There’s a lot of resentment and hard feelings over this': union
The CEO of the Saskatoon Public Library (SPL) has been approved to receive a bonus — and attend a $9,900 leadership coaching program delivered by Queen's University — mere months after overseeing staffing cuts prompted by funding challenges.
The perks for Carol Cooley, including a $1,300 bonus (before tax), were approved by the SPL board at its Sept. 20 meeting. They come on top of a $167,500 salary and car allowance of $3,600.
"There's a lot of resentment and hard feelings over this," said Rhonda Heisler, a spokesperson for the Canadian Union of Public Employees (CUPE) Local 2669, which represents library workers.
Heisler said the optics of the bonus are "extremely bad" among workers and that it's become "the elephant in the room" during contract negotiation sessions with SPL.
"Collecting bonuses on top of large salaries during this time of civic deficit, concessions and fiscal restraint is perceived as irresponsible," said Heisler.
She said Cooley's bonus should be clawed back and the money put to restoring jobs.
'Reasonable compensation'
SPL chair Candice Grant defended the board's decision on Friday.
"The CEO of the Saskatoon Public Library receives reasonable compensation for the role and responsibility," Grant said in an emailed statement.
Cooley has been approved to take part in Queen's University's Leadership Program, a training program aimed at managers and executives.
"The board determined the cash bonus did not reflect the merit of the work done over the prior year, and that providing funding for professional development would reflect the merits without additional monetary compensation," said Grant.
Part of the program involves an "executive coach" offering "360-degree feedback" evaluations.
"Your executive coach will help you better understand how you are perceived by your colleagues," reads the program description page.
Cooley is no stranger to criticism.
Last month, while updating city councillors on the plan for a new, multi-million-dollar central library branch in the city's downtown core, Cooley was heckled by a city hall audience member who asked her how the library could "justify" such spending in the wake of the staffing cuts.
Grant says the board had budgeted for the cost of the evaluations, making the net cost of Cooley's professional development about $3,900.
She pointed out that unionized SPL employees also receive professional-development training, with $180,000 for training and development set aside for 2018.
Grant added that SPL's overall 2018 budget, approved earlier this week by city councillors, included no increase in spending over 2017.
Cooley's contract contains a bonus clause allowing for a reward amounting to up to eight per cent of her salary. She is the only SPL staffer eligible for a bonus, according to a library spokesperson. Cooley received the $1,300 bonus for her June 2016 to May 2017 employment period.
Workers offered inferior new jobs: union
SPL has come under much scrutiny in recent months for its move toward a new service model, one that critics say devalues library staff and that Heisler calls "vague."
After the provincial government cut its 2017-18 funding to the City of Saskatoon — which in turn affected how much operating money the city gave the library system — SPL gave layoff notices to 22 workers.
Four of those people retired, 13 took new positions and five resigned "for personal reasons or because they found other employment."
The position cuts came as the current central branch, the Frances Morrison Central Library, moved toward what SPL calls "integrated desk schedules and roving reference."
"This change created better service opportunities to meet patrons at their point of need in public and collection areas," said the spokesperson.
But Heisler says not all laid-off workers were enticed by SPL's offer of new jobs.
"Some employees were faced with very hard decisions of whether to accept positions well below their current wage and educational levels, decrease hours from full-time to part-time, take early retirement or resign and try to find another job," she said.
"Is that truly a voluntary decision?"
The union had a hand in that process, according to the spokesperson.
"The process and the criteria used for bumping [into a different position] was developed together with, supported by and signed in a joint memorandum of agreement between SPL and CUPE 2669," the spokesperson said.
"The union was actively involved in placing employees in new positions that matched their qualifications."
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