Exchange Spring 2018

EXCHANGE EXCHANGE is is aa quarterly quarterly magazine magazine published published by by the the Local Local Government Government Management Management Association Association (LGMA) (LGMA) of of British British Columbia.

Columbia. It’s It’s about about sharing sharing information, information, exchanging exchanging ideas ideas on on best best practices, practices, enhancing enhancing professional professional development development and and building building networks. networks. Reach Reach us us at at www.lgma.ca. www.lgma.ca.

2018 LGMA CONFERENCE

SPRING 2018

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POWER OF THE PENSION PLAN

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NEW ZEALAND REPORT

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Pension Benefits: From Start to Finish

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Comprehensive legal services for municipalities and regional districts throughout British Columbia.

We help to lay the foundation for growth and success in large and small communities across the province by supplying local governments with the legal advice and strategic support required to help them carry out their mandates.

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Update In this Issue President’s Report Executive Director’s Report Case of Interest Members Page Our Town

Professional Development 2 3 4 5 22 24

2018 LGMA Conference

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Tips & Tactics: Top Things to Consider When You’re Over 50 and Approaching Retirement

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Programs & Events

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5 2018 LGMA Conference: Strong Roots, Bright Future

Exchange is the magazine for members of the Local Government Management Association of British Columbia.

Exchange is distributed quarterly to over 900 members of the LGMA, as well as Mayors and Regional District Chairs.

Join your colleagues from across B.C. at our annual Conference, set for May 15-17 in beautiful Victoria. Take advantage of this opportunity to learn, meet great people, and be inspired to create a bright future.

Pension Benefits: From Start to Finish

Exchange is printed on Sappi Flo, an FSC® Certified 10% post-consumer recycled paper at Island Business Print Group.

Pension planning isn’t only for those nearing the end of their career. Learn about the steps you need to take at the start, middle and end of your career in local government to create the retirement you want.

LGMA Office: Suite 710A 880 Douglas Street Victoria, BC V8W 2B7 Telephone: 250.383.7032 Email: office@lgma.ca Web: www.lgma.ca

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Contact the Editor: Email: editor@lgma.ca

It’s comforting to know the Municipal Pension Plan is secure, responsible and dependable. Find out what the plan’s managers have been doing to ensure its sustainability.

Cover Illustration: Bull’s Eye/Getty Images

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The Power of the Municipal Pension Plan

Promoting Professional Management & Leadership Excellence in Local Government

20 New Zealand Overseas Exchange Report Regina Sadikova, Director of Development Services for the Thompson-Nicola Regional District, reports on her study of subdivision during her New Zealand exchange.

IN THIS ISSUE

After learning more about the Municipal Pension Plan and the work that has been done to secure its financial sustainability, I realize how fortunate I am to be a member of the plan.

orking on this edition of Exchange turned into a major win for me personally. I have to admit that my understanding of the Municipal Pension Plan (MPP) was very limited. Generally, I was aware there was a pension, I was aware it was a good one, and I knew I had been making contributions when I worked for the City of Coquitlam.

That’s about it. Beyond that, I didn’t really know how it worked, whether it was secure and what my pension would look like when I decide to retire.

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As someone who only worked in local government for a portion of my career and left before turning 50, my circumstances are different than a lot of people who are likely to spend the bulk of their career in local government. Until the last couple years, I wasn’t giving it much thought. But as my age keeps creeping up, I’m starting to think a lot more about my possible retirement timing. The theme for this edition has therefore turned into a fortunate stroke of serendipity for me – and I hope for everyone else who is enjoying the benefits of being MPP members without actually understanding what those benefits entail.

When I first connected with members of the Joint Pension Committee organized by the LGMA and Government Finance Officers Association of B.C., my focus was on what the updates to the pension involved and what the Committee wanted to convey through the articles. It became apparent early in the discussion that I was completely out of the loop about my pension benefits and how things work when you start collecting pension payments. This made us realize as a group that there are a lot of people who may have different circumstances, particularly at different stages of their career, and that we should also be speaking to their needs and interests in these articles. Our discussion also flagged that there are multiple resources available to learn more about MPP and what it involves.

Following that first meeting with the Committee, I have explored the new MPP website and learned a lot more about how it works and what some of the common pension terms mean. I learned how to set up my own online account and was able to calculate what my pension would be based on a variety of retirement ages.

I learned more about bridging (when you retire after 55 and before 65), gained a better understanding of the various options available when you retire and discovered the A-Z page on the MPP website that has definitions for all the terms I have not truly understood. I talked to people who are early in their careers, midway through and recently retired, and I gained insight into what they know (or don’t know) about their MPP benefits. Then I spoke to experts to get answers and advice.

After learning more about MPP and the work that has been done to secure its financial sustainability, I realize how fortunate I am to be a member of the plan. As noted in The Power of the Municipal Pension Plan, there have been improvements to the governance structure, and new measures include actuarial valuations done to ensure the money is there for retiree pensions as well as members working today. And there is a shared commitment to invest responsibly and make decisions that are best for members.

It was also interesting to learn how people feel about their pension at different stages of their career. In Pension Benefits: From Start to Finish, the views on pension may vary, but the value is evident from the day you first start contributing to the MPP. It provides the security of knowing that there will be income for you in your retirement, and the advice from members who have retired recently is useful for those of us who are still working. I also learned a lot from Jerry Woytack, whose pension expertise shared in Tips and Tactics helped me understand a lot more about what I should be considering when I think about the best age to start my pension.

All told, I feel like I came away with some advice that helps me personally and increases my appreciation of what it means to be a member of the MPP. I hope that everyone who reads this edition of Exchange takes away an equal measure of new insight into the value and security in the MPP and the options and considerations that apply throughout a person’s career.

Therese Mickelson, ABC Editor

A Quarterly Publication of the LGMA Exchange – Spring 2018

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PRESIDENT’S REPORT

I strongly believe it is our responsibility and commitment to our profession to promote respect for ourselves and others, including our elected officials and our communities.

his is my last column as your President, and as I think back over my term, I can’t help but return to the theme of my inaugural address, which focused on respectful collaboration.

I may have been wearing my hippie dress from the 1970s with a daisy chain in my hair that night, but those same messages seem just as important now as they were nearly a year ago.

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Watching what is going on south of the border, it seems that societal norms are transitioning, and we are seeing attitudes and beliefs that question human rights, dignity, inclusivity, religious and cultural beliefs, and respect for each other and our unique and authentic differences. There is certainly evidence that this is happening in our local government world as well.

LGMA recognizes, and our membership has acknowledged, a need to bring forward programs and education around respectful conduct. In late January, the LGMA partnered with the Local Government Leadership Forum and presented a session for elected officials on foundational principles for respectful engagement. The Corporate Officers Forum last October focused on respect for and awareness of the role of the Corporate Officer, and we are partnering with the Canadian Mental Health Association to provide two workshops at this year’s Annual Conference in Victoria on responding with respect and creating a psychologically healthy and safe workplace.

The LGMA Board remains committed to supporting the September 2017 UBCM resolution to adopt the recommendations of the Working Group on the Responsible Conduct of Elected Officials. Staff have been working with representatives from UBCM and the Ministry of Municipal Affairs and Housing to implement those recommendations.

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Promoting Professional Management & Leadership Excellence in Local Government

Since October, this work has included analysis of both legislative and non-legislative tools to help strengthen responsible conduct and address a range of issues including conflict among and between elected officials, inappropriate behaviour towards staff, questionable behaviour at Council/Board meetings or in interactions with the public, conflict of interest violations, and breaches of other procedures and regulations.

Policy work has also started to develop a model code of conduct.

The Working Group is developing a code of conduct framework in phases, beginning with the content of a model code of conduct, which we hope will be voluntarily adopted by all local governments following the 2018 local government elections. The development of a voluntary model code of conduct is intended to be completed

by October 2018. Work on the other components will continue through 2019. It is the hope of the LGMA that this will lead to proposed legislative changes to implement a mandatory code of conduct with a defined adjudication mechanism and penalties.

I strongly believe it is our responsibility and commitment to our profession to promote respect for ourselves and others, including our elected officials and our communities. The LGMA strives to be innovative, responsive and dynamic while promoting professional excellence, with values that speak to professionalism, ethical behaviour, inclusiveness and accountability. I am proud to have led this Association and invite all of you to join me in walking the talk, staying positive and maintaining our values and ethics to be an Association of professionals held in high esteem.

Patti Bridal President

EXECUTIVE DIRECTOR’S REPORT

The LGMA wants to ensure foundational principles, and corresponding standards and expectations of behaviour, are incorporated in the LGMA Code of Ethics.

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love my job – most days. The hard days are the ones when members are struggling with challenges they perceive are threatening their employment or their relationships with their elected officials or key staff. There is little I can do on those days other than listen and provide support and connections to counselling, financial or legal professionals. It is heart-breaking to hear these stories of dedicated, committed professionals struggling to figure out how to recover from these challenges. I feel it is becoming more difficult for many of our colleagues because it seems that more and more of the stories include open bullying or other inappropriate conduct from either elected officials or the public.

By accepting membership in the Association, LGMA members pledge to uphold these principles in their conduct and decisions in order to merit the trust of the public, elected officials and the staff they serve. As a condition of membership, LGMA members also acknowledge there will be a peer review should there be an allegation of unethical conduct. When the Association’s governance review was completed in 2015, changes were made in the Constitution and bylaws to conform with the new Society Act requirements, and members voted to accept significant membership commitments and consequences for abrogating the ethical principles of the Association.

As many of you know, the LGMA has been working for the better part of a year with UBCM and the Ministry of Municipal Affairs (MAH) on issues around the bullying and inappropriate behaviour of elected officials through a Working Group on the Responsible Conduct of Elected Officials (WGRC). When the WGRC started the work to address this growing issue, I consistently said to our partners that while the focus of our work was on the conduct of elected officials, the LGMA would be attentive to the responsible conduct of local government professionals, and that we would do our part to uphold the same requirements as elected officials.

While there have only been ethics complaints against three LGMA members in my five years as Executive Director, addressing these complaints has underscored some important lessons. In particular, there have been many changes in the profession, and it’s timely to review the procedures to deal with ethical lapses. Therefore, before its 100th anniversary, the LGMA Board has committed to conducting a review to ensure there are clear guidelines to assist members and the Ethics Committee in applying the principles outlined in the Code. The Board of Directors will provide all members with the details on the ethics review process at the Annual General Meeting on May 16, 2018.

As part of the WGRC implementation of the recommendations on responsible conduct of elected officials that were approved at the 2017 UBCM, four foundational principles have been developed and were released publicly in early March. The LGMA now wants to ensure these four foundational principles, and the corresponding standards and expectations of behaviour, are incorporated in the LGMA Code of Ethics.

Addressing complaints has also reinforced the requirement for the Association to provide ethics training. Since 2016, we have had ethics modules in MATI-The Successful CAO and MATI Foundations, and we introduced sessions on ethics at the Administrative Professionals, CAO and Corporate Officer Forums. There is room for improvement, and I look forward to guidance from the Ethics Committee as the review of the Code of Ethics begins.

Adopted in 1980, the LGMA Code of Ethics outlines the principles expected of the local government management profession and standards for respectful conduct. These standards include leadership in a management body committed to equity, transparency, integrity, stewardship of public resources, political neutrality, and respect for the rights and responsibilities of elected officials and community members – in short, to promote and protect democratic local governance.

I also look forward to spending time with local government staff at the spring Chapter conferences, our elections training workshops, and of course, here in Victoria for our 79th Annual Conference where we will kick off the celebrations for our 100th anniversary!

Nancy Taylor Executive Director

A Quarterly Publication of the LGMA Exchange – Spring 2018

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By Lui Carvello, MCIP, RPP Carvello Law Corporation

CASE of INTEREST

Pensions from a Land Use Perspective

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pension is also defined as a small hotel or boarding house. In B.C., several zoning bylaws continue to refer to pensions as a defined land use, primarily in the context of temporary tourist accommodations.

Whether you live in an apartment, condo or house, if you anticipate using your primary residence or income property to facilitate your retirement finances, it’s important to be aware that most of this province has zoning regulations that will affect what land uses can be lawfully established. This article highlights key zoning terms, trends and what you can do to prepare yourself.

Many communities have sought to stem the wave of temporary tourist accommodations that are disrupting residential neighbourhoods by creating clear distinctions between areas where people live primarily full-time from those that tourists visit and occupy for short stays with high turnover. This residential versus tourist accommodation distinction is key for determining what you can do with your residential property. Another is whether those living in the same building or on the same property do so independently or as a housekeeping unit, which is the modern version of a family unit (previous planning definitions based on blood relations alone were discriminatory and rejected by the courts). Many local and regional governments are limiting the number of people who are not directly related that can be deemed a housekeeping unit.

Boarding and lodging is historic planning jargon that essentially allows a portion of one’s home to be used both as a full-time residence and for paid residential roommates and/or paid temporary guests. This accessory use may not include separate kitchen facilities. There is a trend to define the terms boarding and lodging more clearly and regulate requirements related to residential versus tourism use. This is particularly important in the era of Airbnb.

Bed and breakfasts continue to be operated by permanent residents who provide tourist accommodation in bedrooms, and these operations are subject to numerous regulations. The term vacation rental is more recent jargon for tourist accommodation in residential homes, but the definition and rules can vary widely. Look for whether a full-time resident must be present, whether the entire dwelling unit can be used and what length of stay is permitted.

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Promoting Professional Management & Leadership Excellence in Local Government

If you plan to use your primary residence or income property to facilitate your retirement finances, it’s important to be aware of how the local zoning bylaws may affect you.

Accessory dwelling units generally connote separate, fully-contained units with their own living and sleeping space, kitchen and bathroom(s). They are expanding from secondary suites (in a house) to include lock-off rooms (in an apartment/condo) and detached units such as garden suites, carriage houses, guest cabins and other forms. Again, the residential versus tourist accommodation distinction varies widely across the province and some allow either or both.

In the context of apartments and condominiums, check whether the property itself is subject to a housing agreement, as these have regulations affecting use and occupancy. That is, of course, in addition to the respective residential tenancy agreements and/or strata bylaws.

Some communities are tightening their land-use restrictions, while others are loosening them. Investigation early may help you determine whether it would be wise to establish your desired use before rules are tightened, therefore gaining the benefit of nonconforming use protection.

This article has focused on zoning, as that establishes the fundamental right to or prohibition against a desired land use; however, home occupation, development permit, building permit, servicing and other development regulations, as well as business licencing can affect the cost and the details of how that use can be lawfully established and operated. Call your friendly neighbourhood planner today.

LGMA UPDATES

TOURISM VICTORIA

B.C.’s scenic capital city is the backdrop for this year’s LGMA Conference, taking place May 15-17.

Join us in Victoria for the 2018 Conference Strong Roots, Bright Future – Strengthen your roots in the ‘city of gardens’ when you attend the 2018 LGMA Conference in Victoria from May 15-17. The knowledge and skills you receive and connections you make will help you build a brighter future for you and your organization.

The 2018 program features keynote speakers who will share skills and ideas that are more important than ever to today’s leaders. Award-winning physician and global social entrepreneur Dr. Shimi Kang explains the science behind adaptability, why this skill is crucial in our rapidly changing and competitive world, and how to use “prescriptions” that lead to lasting success. From leading First Nations entrepreneur Carol Anne Hilton you will learn about Indigenomics, a term she coined to describe an approach to economic and social development. Indigenomics incorporates Indigenous perspectives and how local governments can partner with First Nations on new, resilient community initiatives. Join diversity and inclusion expert Joe Gerstandt for a discussion on why the price of conformity has never been higher.

Dr. Shimi Kang

Carol Anne Hilton

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The survival of our organizations and professions, he says, necessitates a continuous flow of new approaches and viewpoints. Gerstandt provides a practical model for pursing greater authenticity and clarity on how to avoid the common organizational dynamics that squash it.

CONFERENCE DETAILS AND BOOKING To view the full conference program or register, visit www.lgma.ca > Programs & Events > Annual Conference & AGM > 2018 Conference & AGM.

Covering timely topics relevant to today’s leaders, the program includes Joe Gerstandt workshops targeted toward Administrative Professionals, Approving Officers and Communications Officers, along with those wishing to learn more about workplace mental health or adapting to climate change. Get the latest updates related to responsible conduct in the workplace and the legalization of recreational cannabis. Prepare for the future with sessions on protecting water resources, dealing with emergencies and building sustainable communities. Get inspired by the innovative ways that local governments are accommodating population growth through low-carbon transportation options and using mobile and online apps to decrease operating costs and improve convenience for citizens.

Hear how your peers are managing multiple projects in ambitious timeframes while ensuring that their programs and services are meeting the needs of the community and using resources efficiently.

While at the conference, take advantage of opportunities to meet up and connect! Join fellow delegates as part of the Early Risers’ Club, talk to sponsors and exhibitors about local government resources and solutions, and consult with experts on your education plans.

Then, join friends old and new at the Celebration of Excellence Black and White Gala, featuring an elegant dinner, entertainment, and the opportunity to recognize members who have contributed to the local government profession this past year.

A conference room block is available at the Fairmont Empress Hotel.

For the special rates (beginning at $219 plus taxes) call 1-800-441-1414 and reference the “Local Government Management Association” group.

TOP 5 REASONS TO ATTEND Join peers and partners from all regions of British Columbia to explore best practices, innovative solutions, and future trends in the field of local government.

If you are tempted but still need a little convincing (or need to convince someone else), here is a quick recap on why you can’t afford to miss it: 1. Networking – Strengthen your roots through valuable connections with colleagues from across British Columbia.

2. Inspiration – Keynote sessions will get you thinking differently today in order to envision and realize a bright future.

3. Professional Development – In-depth workshops and breakouts led by local government experts provide critical skills that you can put into action back at the office.

4. Knowledge Gathering – Interact with sponsors and exhibitors and learn how they can help you move your organization forward.

5. Knowledge Sharing – Add value and assist your peers by asking questions and adding insights at interactive sessions or during informal conversations.

tion of Excellen a r b e c l e C black and white gala e Thurs May 17, 6:30 pm Dress in black and white and join your colleagues on the red carpet for an old-Hollywood Black and White Gala and celebration of excellence! Enjoy a reception, elegant dinner and the LGMA awards, then dance the night away to

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Promoting Professional Management & Leadership Excellence in Local Government

Cities, featuring Juno-nominated singers Adam and Antonia Kittredge, drummer Matt Johnson of 54-40, and worldrenowned horn players Miguel Valdes and Nick La Riviere playing everything from high-energy classics to today’s hits.

Pension

By Therese Mickelson, ABC

Benefits:

From Start to Finish

A Quarterly Publication of the LGMA Exchange – Spring 2018

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Is your retirement – and how you will pay for it – on your radar?

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t’s important to understand Municipal Pension Plan (MPP) benefits at every step in your career path, but the level of interest in different components and considerations will likely shift as an employee moves from entry level positions, to mid-career and then into retirement.

Many thanks to insights shared here by members of the Joint Pension Committee, which was established by the LGMA and Government Finance Officers of BC to provide advice and support to the municipal representative on the Municipal Pension Plan Board of Trustees. Thanks also goes to recent retirees who shared their advice about preparing for retirement and what to consider during your career.

ENTERING WORKFORCE Many young people entering local government do not know they have a pension plan, let alone what is involved and how it benefits them. Many start as part-time or auxiliary employees, and even those who start in full-time positions may not be aware of how the plan works.

“When I first joined local government out of university, I was a fulltime employee, but I didn’t know about the pension plan,” says Anson Yeung, Technical Support Specialist at the City of Nanaimo and member of the Joint Pension Committee. “I knew about the salary and other benefits, but I didn’t contribute to the pension plan in the first year, and my manager didn’t add me to the program. Fortunately, when a new manager was hired, the oversight was caught, and I was added to the plan – but I didn’t know to ask about it myself.”

Who qualifies?

The MPP rules spell out in detail who qualifies as an employer and an employee, but in general, if you’re employed in local government in B.C. full time, you automatically qualify for the pension. It may start after a waiting period, so you will need to ask your employer about when contributions begin.

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Promoting Professional Management & Leadership Excellence in Local Government

“When I first joined local government out of university, I was a full-time employee, but I didn’t know about the pension plan.”

Anson Yeung

For local government employees who are part time or transferring from another pension plan, there may be some lead time before joining the pension plan. The best approach is to check with your human resource manager or union to find out when you qualify.

When you qualify for the pension, your organization should set you up for automatic deductions, and your employer matches your contribution – which means you’re doubling your pension savings with every paycheque.

“When I talk to lifeguards, for example, they don’t have a pension plan at first, but these young people have no idea that they should even check into it,” adds Yeung. “There needs to be more clarity around who qualifies and when they should start contributing.”

Another key recommendation for young employees is to buy back the pension from their probationary period. There is a five-year limit to the buy-back option, and even a six-month period can have a big impact at retirement.

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Pension Benefits: From Start to Finish Continued from page 9

Is it portable?

Another key consideration for young people today is the flexibility to move to other jobs and maintain their pension plan.

“When I first changed jobs, I didn’t know if my pension plan would be portable, and that’s just within local government,” says Yeung.

“Normally, local government employees stay in their jobs for a long time, so the only way for younger people to move up is to jump to other municipalities for promotions. That makes portability important.”

If your new employer also participates in the MPP, you will remain a member if you make a contribution within 30 days of leaving your old job. This is something that should be discussed with your new employer to make sure the transfer is completed within 30 days.

If there is a break of more than 30 days, regular eligibility rules apply – it would be like starting the new job as a new employee, and you would need to wait to begin contributing again. There are also portability agreements between MPP and numerous other pension plans in Canada.

The employee is responsible for initiating this transfer. There is a list of employers with portability options at https://mpp.pensionsbc. ca - simply do a search for “pension plan transfer agreement” and the required forms are also available.

How is pension calculated?

With MPP, both the employee and the employer contribute to the pension. The employee’s contribution is deducted before taxes, so this is similar to contributing to an RRSP – the income tax isn’t deducted until the pension plan payments start. The amount of the employee’s contribution is about 10 per cent of total income. While the employer’s contribution varies (you can see how much is being contributed by the employer on your pay stub), in general employers match the employee contribution. This means you’re actually contributing 20 per cent of your salary each year. The pension statement sent to employees will show how much you would receive each month if you continue contributing towards the pension until retirement. The projected pension amount changes as you advance in your career.

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“For myself, I think about how little I actually think about my pension.

But when I do, I want to be assured that it’s a secure investment.”

“Most financial planners will tell you to pay yourself 10 per cent – set 10 per cent of your income aside in savings for your retirement, and that’s what the pension plan is doing for you,” says Katherine Lecy, Manager, Business Advisory Services, City of Richmond and member of the Joint Pension Committee. “With your employer matching contributions, you’re even further ahead and your money is going into a reliable and secure investment.”

As well, your pension payments will be based on your five best years of service in terms of amount of salary – not contributions.

MID-CAREER When you are mid-way through your career, pension planning may not be at the top of your priorities. For many, finances are focused more on mortgage payments, household costs and family expenses.

At the same time, there is the surety of having a pension when you need it, so understanding the impacts of career changes and other tips on actions best implemented earlier rather than later can further improve your retirement experience.

Retirement Timing Sundance Topham

Some of the key factors that influence the timing of retirement and options for pension benefits are career changes and leaves of absence that influence the amount of contributions going into the plan. When you’re not contributing to the pension plan, you’re essentially adding time to your official retirement date. This may not seem to matter when you’re midway into your career, but it may be more important when you’re getting close to the Rule of 90 – the date when your age and years of service combined equal 90 and you can retire without any penalties. Just as it’s important to buy back time from probationary periods, it’s also valuable to buy back time from things like a maternity leave or a leave of absence to travel or study.

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“For myself, I think about how little I actually think about my pension,” says Sundance Topham, Chief Administrative Officer at the Village of Cumberland and member of the Joint Pension Committee. “But when I do, I want to be assured that it’s a secure investment, and I’m always curious about when I can retire and what my options will be.”

Secure Investment The power of the pension plan lies largely in its contribution method – employees and employers contribute – along with its sheer size (more than 300,000 members) and governance model, which provides for responsible investing and financial management. The result is a plan with net assets of more than $46 billion, and actuarial reports that provide assurance that the funds are in place to pay out member benefits and allow for set level of cost of living increases. The bottom line is that the money for retirement will be in place for every MPP member.

“I think having a pension is a huge bonus for working in local government,” says Topham. “My friends in private sector are worried about RRSPs and whether there will be enough for their retirement, and I worked with a fellow who took the pension buy out and later regretted it. When he tried to buy back in, he missed the opportunity, and it added years to when he could retire.”

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Promoting Professional Management & Leadership Excellence in Local Government

Practical advice, creative options, value for local government Planning, Development & Environmental Law

Carvello Law Corporation

Lui Carvello, MCIP, RPP Lawyer & Registered Professional Planner

203-1005 Broad Street Victoria, BC V8W 2A1 250-686-9918 lui@carvellolaw.ca

www.carvellolaw.ca

Pension Benefits: From Start to Finish Continued from page 11

Other factors to consider around retirement relate to career changes. If leaving local government, there may be an option to transfer your pension to another plan. If not, your options are to leave the pension in place or take the value of the pension you have out and invest it in RRSPs. “I can remember starting in this business when I was 27, and I remember grumbling Tim Wood about the pension payment thinking I could do better on my own,” says Tim Wood, who retired at the age of 60 and now does some consulting work on contract. “What I learned is that unless you’re really good at saving with the investment instincts of a Warren Buffett, you’re never going to do as well as the results of the pension plan. You get a guaranteed income – livable family income – who else does that? There’s enough money on the plan for just about anything.”

When changing careers out of local government, everyone makes his or her own decisions about what to do with their pension investment.

Regardless of the choices made, it’s a good idea to get advice from experts and assess the pros and cons before making a decision.

Advice from Retirees: Invest and Insure The maximum that can be saved each year in either in a pension plan or RRSP is currently 18 per cent of earned income through employment to a maximum of $26,230. For more senior positions with higher salaries, this often means that there is little or no room for additional RRSP savings.

At the same time, it’s always best to maximize this tax-saving option.

The advice from those who are now retired is to take advantage of the opportunity to buy into RRSPs to reach the maximum whenever possible – which is likely earlier in your career.

“The more you can put away before you’re 30, the better off you are, and you tend to have more room for RRSP savings when you’re younger, so remember to do so,” says Mark Brown, who is now both enjoying retirement and doing some contract work for local governments as a consultant.

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“I wish I’d researched the benefits part a bit more, so my advice overall is to seek as much information as you can from as many specialists as you can.”

Some may choose to retire at 60 to take advantage of the bridging benefit which provides a higher pension payment up to 65, while others may prefer to keep working until 65 to add more service and contributions to bump up their total pension amount. When assessing options, it’s helpful to get advice on what to assess and what the impacts will be financially.

“Depending on individual circumstances, there are a whole menu of choices around what type of pension you select – and it’s good to get advice on what the various options mean and how they may apply to you,” says Brown.

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“It’s even better if you can pay yourself first by having an automatic RRSP deduction from your paycheque. You can take advantage of the Municipal Finance Authority’s group RRSP and make the contribution through SunLife.”

Brown also recommends that you take Mark Brown advantage of tax free savings accounts as much as possible, and purchase a separate whole life insurance plan, especially if your mortgage is not going to be paid off by the time you retire. “Your life insurance benefit ends when you retire, so if you still have a mortgage or want to have life insurance in your retirement, it’s a good idea to get it when you’re younger and healthy. Even though it means you have a duplicate life insurance plan while working, I think it’s worthwhile, because if you wait until you’re older, the life insurance is harder to get and a lot more expensive.”

Wood adds that it helps a lot to pay off your mortgage before retirement and recommends that people see a good financial planner while in their 30s to look at future expenses, like university for children and plans for travel.

LOCAL GOVERNMENT PROGRAMS Do you want to improve your knowledge, gain new skills and advance your career?

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Ω Local Government Administration – Certificate, Advanced Certificate or Diploma

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RETIREMENT

Starting in September:

When you’re approaching retirement, the timing for your last day at work and the amount of pension available to you becomes increasingly important. There are also a number of different options and variables offered through the MPP, and understanding how each one works – and what works best for you and your family – is an essential part of your planning.

Ω PADM 200 Local Government Administration in BC –

When can you retire?

Ω PADM 307 Ethics & the Responsible Local Government

This question quickly becomes top of mind for many as they reach the age of 50 and start to think about their years of service. For many, the Rule of 90 is reached well before the age of 60, when you can retire with no reductions. For others, they may choose to retire earlier regardless (you have to be at least 55 to retire with no penalties using the Rule of 90).

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North Vancouver

Ω PADM 201 Local Government Services in BC – North Vancouver and Parksville

Ω PADM 203 Municipal Law in BC – Kelowna Ω PADM 305 Problem Solving & Policy Writing Skills for Local Government Professionals – Langley Professional – Cowichan Bay

2018 MATI Courses

* New Location *

Successful CAO (Feb.); Advanced Communication Skills (Apr.); Managing People (May); Leadership (June); Community Planning (Oct.)

COURSE DATES AND DETAILS: www.capilanou.ca/local-govt REGISTER FOR 2018 COURSES: Anna Delaney at adelaney@capilanou.ca

Pension Benefits: From Start to Finish Continued from page 13

Wood recommends going to a good financial planner and doing an assessment of what it means to retire or work longer.

“Unless you’re really passionate about your career, there’s a good argument for retiring when you reach the Rule of 90 – and it includes leaving to make room for new people to come in,” says Wood. “For me, it was because I really wanted to travel and see the world.”

The decision to continue working after retirement is also an individual choice. For Brown, it was based in part on the fact that he met the Rule of 90 shortly after his 55th birthday, and also it was financially advantageous to begin receiving his pension and not contribute to the MPP further once he had attained the Rule of 90.

“I think the choice to continue to work is that I feel too young to not do anything for 12 months, but the benefit of being able to consult is that I can write off some expenses and save a bit more money for an enhanced retirement,” says Brown. “And for me, it’s not just the money. When public service is in your mind and heart, you want to continue it. I was able to help out in High River after their flood emergency, and it was very rewarding to be able to help out in a community that had been devastated by flooding.”

Consider Benefits Plans The benefits offered to local government employees, including extended health and dental coverage, and life and travel insurance, do not continue after retirement. The MPP does offer the option to participate in their group benefit plan for extended health and dental; however, the coverage is not the same. The extended health plan is only partly subsidized (and does not apply to spouses; however, they can be covered under the plan if they pay the premium), and there is no subsidy for dental. (See The Power of the Municipal Pension Plan on page 15). Depending on an individual’s needs and preferences, it may be worth shopping around for other coverage options. It’s also a good idea to make full use of your extended health and dental benefits, such as having any major dental work done, before retiring.

“I wish I’d researched the benefits part a bit more, so my advice overall is to seek as much information as you can from as many specialists as you can,” says Brown. “Make a budget to get a better picture of your true expenses, and if you want to travel, do it while you’re younger.”

KAMLOOPS OFFICE

❖

VANCOUVER OFFICE

A Quarterly Publication of the LGMA Exchange – Spring 2018

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Log in to your account at http://mpp.pensionsbc.ca to see what the robust MPP is doing for your future.

THE

POWER

By Therese Mickelson, ABC

When you think about your pension – the money for your retirement – a few key words should come to mind: secure, responsible and dependable. Fortunately, all of these adjectives apply to the Municipal Pension Plan (MPP), which means members of the plan can focus on other priorities throughout their career and have confidence that they will have funds to live comfortably when they retire. That’s no small assurance.

While individual members don’t need to spend a lot of time thinking about the MPP and how it will be managed, those who are responsible for the plan have been implementing measures to ensure the security of the plan. Through changes in governance over the years and measured responses to the actuarial valuations completed every three years, there is power behind the plan to protect members. The pension promise from MPP is to provide secure retirement income to plan members. The plan is guided by three key goals: to provide retirees their basic pension, pay inflation where possible, and to make joint benefits plans available.

With the number of changes that have taken place in recent years and the added pressures on the plan stemming from the shift in demographics and increase in retirees, it’s important for members to be informed about their pension plan and how it is being managed.

A key aspect to understand is the security of the plan.

Continued on page 16

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Promoting Professional Management & Leadership Excellence in Local Government

OF THE MUNICIPAL PENSION PLAN

The Power of the Municipal Pension Plan Continued from page 15

This security stems from how the plan is governed, the value of the plan, the approach to investments and the security that comes with being part of local governments and other organizations who are not at risk of going out of business.

Governance of the plan was strengthened in 2001 when the plan management shifted from being overseen by one provincial government employee as the sole trustee to a joint trusteeship. A joint trusteeship means the plan has a Board with representatives from employers and employees. There are 16 Board trustees and 16 alternate trustees, which means there can be as many as 32 people around the table to discuss options and what is best for the plan. The Board has a fiduciary duty to invest in the interests of plan members and beneficiaries – not social or political objectives.

Pension plan investments must be made in the best financial interests of plan members, former members and beneficiaries, and without undue risk.

“The health of the plan is based on trustees making joint decisions on what gets funded and how it gets funded,” says Diana Lokken, Board Trustee for the MPP.

Pension plan investments are made in the best financial interests of plan members, former members and beneficiaries, and without undue risk.

“When we make these decisions, you can’t tell who is representing the employer or employees – everyone is focused on how we can best deliver the plan to members.”

This approach to management of the Board also leads to more a comprehensive review of the impacts of decisions. This is a shift from the past, when decisions were made by an individual. One example is the decision back in the 1980s to provide a benefits plan that would be 100 per cent subsidized.

Continued on page 17

A Quarterly Publication of the LGMA Exchange – Spring 2018

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This came about when one person managed the plan, and retirees lobbied for this added benefit. At the time, the ratio of employees to retirees was about eight to one, which meant the plan seemed to be more than able to accommodate this added service.

The problem was that the pension plan was never set up to provide extended Diana Lokken health and dental benefits at no cost to the pensioner, which meant employee contribution rates did not reflect these extra costs. “These benefits were not sustainable, particularly with the shift we have now seen where there are about 2.2 employees for every retiree,� says Lokken. “We need to be conservative in order to protect the current workers and minimize the risk of having to increase their rates, and we need to consider that people are living longer, so collecting their pension longer. We currently have a number of retirees over 100 years old getting a pension.�

Responsible management steps like these are protecting the core pension promise, and responsible investing is supporting their efforts to help minimize the need for contribution increases. Even within a challenging investment environment, the plan’s 10-year annualized rate of return (6.5 per cent) continues to exceed the market benchmark (5.8 per cent), and plan assets have grown to more than $46 billion. In 2001, the plan was valued at $15.1 billion. The sheer size of the plan allows it to ride out downturns in the market without negative impacts to long-term investments.

Continued on page 18

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In response to the benefit cost projections and the pension valuation reports, and in order to ensure there is sufficient funding to support pension payments for everyone who is in the plan today, the Board made the decision to restructure the group benefits program. While the benefits program is still offered, there is no subsidy for dental coverage, and the extended health subsidy only applies to the member, not to spouses or other family members.

The Board receives actuarial reviews every three years to project how much money is needed today to pay for everyone who is currently receiving a pension, as well as members who are still working (future retirees). These actuarial valuations determine the financial position of the plan and help to determine whether the employer and member contributions are adequate for meeting the pension requirements. This is used to determine the MPP’s funded status. There is a separate review to determine how much of an inflation increase can be accommodated. Inflation increases are not guaranteed, but the MPP strives to accommodate an increase in a responsible way based on the limit set every three years. “We’re trying to protect inflation increases, so we get the data on the maximum we can accommodate safely, and then use the Canada inflation rate to determine how much to increase the pension. As long as that inflation rate doesn’t exceed the ceiling established at the time of the actuarial valuation, the pension payments will be increased by that amount,� says Lokken. “So far, the inflation amount has been within the ceiling, so retired members have seen their payments go up at the rate of inflation. And at the same time, we are ensuring that we have the funds to pay future pensioners.�

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bcmsa.ca

The Power of the Municipal Pension Plan Continued from page 17

“The cheque just comes every month... You don’t have to figure out where to invest the money. And you don’t have to worry that you’ll lose your investment.”

“As a large pension plan with a diversified investment portfolio, we don’t have to sell long-term assets when the market drops, so we don’t need to sell at a loss and can benefit when the market goes back up,” says Lokken. “As an example, when the markets were hit hard in 2008, the value of our investments went down temporarily, but we just held on and recouped the values in the following years.”

Members also benefit from lower management fees for expert investment advice for the plan when compared to what an individual would pay for mutual funds and other investment management fees.

The Board believes that strong corporate governance and responsible corporate behaviour with respect to environmental, social, and governance factors will generally contribute to better long-term financial performance. The Board is a signatory to the Principles for Responsible Investment – a network of investment managers and asset owners supported by the United Nations who share the belief that good corporate citizenship is good for society and good for the bottom line.

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The Board is also affiliated with SHARE, an organization that promotes responsible investing and provides guidance on how to achieve this objective. Together, these factors help to ensure that the MPP’s assets are invested wisely and with more secure returns. As a result, pension payments today are funded in large part by investment returns (75 per cent) and the remainder is from contributions (25 per cent).

“The cheque just comes every month,” says Lokken. “You don’t have to find an investment advisor. You don’t have to figure out where to invest the money. And you don’t have to worry that you’ll lose your investment.”

Looking ahead, the Board is focused on continuing to monitor the program for sustainability. This will include conducting regular reviews of the group benefits program and analysis of the new voluntary dental program and carrier before the end of 2018.

Members who want to stay more informed about the plan in general, or their individual benefits are encouraged to visit http://mpp.pensionsbc.ca. ❖

A Quarterly Publication of the LGMA Exchange – Spring 2018

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tips & tactics Top Things to Consider When You’re Over 50 and Approaching Retirement People are focused on earliest and unreduced retirement within the Municipal Pension Plan (MPP). For many, this means working until they are 60 or when they reach the Rule of 90 (age plus years of service equal 90). There may be more to think about and other options to retire sooner.

Many thanks to Jerry Woytack (an expert on municipal pensions and advisor for the LGMA, who counsels members who are assessing their retirement options) for the following advice on what to consider and tips for preparing to retire.

• Leading up to retirement, two key things to consider are affordability, and almost as important, the psychological aspect. Many people enjoy the social aspect of working and are concerned about what they will do and how they will stay busy and engaged if they retire too soon.

• Questions to ask yourself: ∙ Do I have to wait? ∙ Should I work longer? ∙ Can I afford to retire? ∙ Should I use my outstanding vacation leave or overtime entitlements? ∙ Are there reasons beyond affordability that are pushing me to retire or keep working?

• Here’s a general guide to pension calculation: ∙ Your pension is based on the best five years of salary, multiplied by 2 per cent times the number of years of service.

So, if you have 20 years of service your pension is about 40 per cent of salary, if 30 years of service, it will be about 60 per cent, of salary. ∙ The amount of your pension is not based on the amount of your contributions. ∙ To get a sense of your pension amount, take your net income working and compare it to a net pension income at age 55, 60 or another age if that is your plan. ∙ Once 60, you can also add in Canada Pension Plan if you choose to take it early. ∙ Try to estimate what your retirement budget might look like, including larger costs like children in university, mortgage payments and travel, and compare it to your estimated pension payments. (Remember that you will have fewer deductions so you keep more of the money, and if you don’t have a mortgage, you may be closer than you think to retiring comfortably.)

• Calculate your pension and compare it against your normal working income.

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Promoting Professional Management & Leadership Excellence in Local Government

• Calculate the difference in your pension if you retire at 55, 60 or 65.

• Consider options like the increasing Baby Boomer trend to phase in retirement by starting your pension but also working part-time to stay engaged and add to your income. Employers are seeing the value of retaining talented, experienced people as part-time, temporary or even contract employees.

• Delay your Canada Pension Plan payment until you quit completely, thereby increasing your total pension income later in life.

• Remember to take a close look at the extended health and dental benefits available after you retire and consider getting any major dental work or other extended health services done before you retire.

• Ensure you understand how the various options affect you, including bridging, which only applies until you are 65. If you wait to retire at 65, you don’t receive this portion of your pension benefit; however, you will accrue more pensionable service time, which increases the amount of the life-time pension you receive in the long term. It’s important to ensure you understand how each option impacts your pension and what works best for you.

Resources: • Municipal Pension Plan workshops and e-learning programs: These information sessions are tailored to each stage of your career and can be booked through employers or contact the Municipal Pension Plan.

• Municipal Pension Plan website (https://mpp.pensionsbc.ca): Use the site to: ∙ Create an account and calculate your pension benefit based on retiring at different ages ∙ Get answer to frequently asked questions ∙ See definitions to describe common pension plan terms (A-Z) ∙ Review articles related to pension, health coverage and other retirement tips ∙ Stay informed about pension governance, investments and other reports ∙ Find general information about pension benefits in multiple scenarios • LGMA-sponsored Pension Counselling Services for eligible members.

LGMA UPDATES

New Zealand

Overseas Exchange Report

By Regina Sadilkova, Director of Development Services Thompson-Nicola Regional District Most of my friends do not find a comparative study of subdivision to be a rousing go-to hot topic, but it has always interested me, and so it formed the focus of my overseas exchange to New Zealand. At home I serve as the Director of Development Services for the ThompsonNicola Regional District. Although I am no longer a subdivision approving officer, I was keen to learn more about the administration, practices and legislation governing subdivision in New Zealand.

I was curious about the reforms to local government authority that New Zealand embarked upon starting in the late 1980s and culminating in the Resource Management Act of 1991.

“I designed the exchange with my New Zealand counterpart, Liam Nolan, to study how subdivision is handled – not only in legislation but in practice.”

In addition to these reforms, I wanted to learn more about the interplay of planners’ decision-making in the political soup of local, regional and central government authority.

Continued on page 21

A Quarterly Publication of the LGMA Exchange – Spring 2018

20

Above, downtown Christchurch is still visibly and economically affected by the 2010 and 2011 earthquakes.

At left, Christchurch City Hall.

Unlike B.C., New Zealand has no independent subdivision approving officer who is individually called to answer for a decision or make a call on public interest.

I designed the exchange with my New Zealand counterpart, Liam Nolan, to study how subdivision is handled – not only in legislation but also in practice. I wanted to know about their future challenges with respect to subdivision of limited agriculture lands and that of rural lands on the fringe of urban centres.

At a glance, the New Zealand subdivision “consent” regime seems similar to that of British Columbia: we both have zoning, and we establish policy via a statutory plan (a “District Plan” in New Zealand versus our Official Community Plan). We both have an application process, review and response through preliminary layout review/approval or a “consent decision” letter. Then there is engineering, professional studies, development cost charges, works and services, and so forth. Finally, a survey is electronically deposited at a land title office and title is drawn.

From there, the two regimes diverge. They differ in how decisionmaking is delegated, especially a reconsideration or appeal of a decision. How policy and regulation is interpreted (or relaxed) differs between B.C. and New Zealand. New Zealand staff have far more authority to interpret and waive requirements. Also, New Zealand local regional governments administer and control subdivision in rural areas. And finally, New Zealanders have a distinct understanding of landowners’ rights to privacy and sunlight.

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Promoting Professional Management & Leadership Excellence in Local Government

Instead, planning staff interpret the District Plan as a whole and arbitrate matters, including public notice and density or variances that we elevate to our elected officials. There is no Agriculture Land Reserve to control fragmentation of farmlands, especially in fertile valleys near New Zealand’s urban centres.

If a subdivision consent decision is appealed in New Zealand, it is typically reconsidered by a qualified independent panel, again not the elected body. New Zealand also has a specialized Environment Court that adjudicates everything from resource consents, including subdivision, to statutory plans and appeals from applicants, staff, Council or the neighbours of a given application. For example, say there is a challenge to a geotechnical condition of a subdivision, the judge assigned by the court would have that particular expertise.

This court also supports local government enforcement of regulations by issuing orders and assigning costs.

The New Zealand legislation and consent process is, in my opinion, far more onerous and comprehensive than in our province. It is more demanding on staff and developers. As the General Manager of consents for Christchurch put it: “New Zealanders are very much aware of their obligations with respect to citizenship and their individual responsibilities.”

My exchange was a unique and memorable privilege, and I am grateful to the LGMA and my employer, Thompson-Nicola Regional District, for facilitating this opportunity.

MEMBERS PAGE

SPECIAL RECOGNITION Board of Examiners Three local government employees have been recognized for their education and work experience while working in the local government field in B.C. and are being awarded a Certificate by the Board of Examiners.

Certificate in Local Government Service Delivery • Brianne Hillson, Deputy Corporate Officer, Town of Osoyoos • Debra Hopkins, Senior Committee Clerk, District of Saanich • Maria Doyle, Senior Executive Assistant, City of Vernon

Change to Requirements of the Board’s Policy 1 As well, the Board is pleased to advise that effective January 16, 2018, the Board will accept the PADM 208 Community Planning in Local Government Organizations course, offered by Capilano University, as meeting the requirements of the Board’s Policy 1, as a course in “urban and regional economics.”

This change brings the number of courses meeting the core course six requirement to two, namely UVIC’s ADMN 445 and Capilano’s PADM 208, and provides more opportunities for local government staff seeking certification from the Board.

If you have any questions please do not hesitate to contact Leta Hodge, Administrator, at Leta.Hodge@gov.bc.ca.

MEMBER MOVEMENT Adrian Bergles, Chief Administrative Officer, Canal Flats (formerly Lands Manager, Akisqnuk First Nation) Kevin Bertles, Chief Financial Officer, City of Armstrong (formerly Chief Financial Officer, City of Vernon) Dawn Christensen, Director of Finance, Town of View Royal (formerly, Chief Financial Officer, Strathcona Regional District) David Douglas, Director of Finance, Town of Gibsons (formerly Manager of Finance, District of Ucluelet) Mike Fox, Manager Operations and Environment, Regional District of North Okanagan (formerly Senior Manager of Operations, City of Kimberley) Wendy Heshka, Communications Manager, City of Kamloops (formerly President/Principal Consultant, Think2020) Marlene Lagoa, Deputy Municipal Clerk, District of Ucluelet (formerly Community Development Coordinator, Township of Esquimalt)

Sam Lattanzio, Fire Chief, City of Castlegar (formerly Deputy Fire Chief, City of Castlegar) Diane Kalen Sukra, Founder, Kalen Consulting (formerly Chief Administrative Officer, Village of Salmo) Cheryl Martens, Chief Administrative Officer, Town of Princeton (formerly Chief Administrative Officer, Village of McBride) Jeannette McDougall, Deputy Corporate Officer, Village of Gold River (formerly Chief Administrative Officer, Village of Alert Bay) Barbara Mohan, Manager, Human Resources, Cowichan Valley Regional District (formerly Director of Human Resources, City of Powell River) Joanne Molnar, Chief Financial Officer, Village of Chase (formerly Chief Financial Officer, Village of Clinton) Continued on page 23

LGMA: More for Our Members Are you taking advantage of all your LGMA membership has to offer? Learn more at www.lgma.ca or 250-383-7032

A Quarterly Publication of the LGMA Exchange – Spring 2018

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MEMBERS PAGE MEMBER MOVEMENT (CONT.) Lucas Pitts, Director of Transportation and Civic Works, City of Castlegar (formerly Director of Engineering and Development Services, City of Duncan)

April 19-20 Thompson Okanagan Chapter Meeting Spirit Ridge Resort, Osoyoos April 22-27 MATI Advanced Communication Skills (CAPU/LGMA) Bowen Island

Natalie Wehner, Manager, Finance Division, Cowichan Valley Regional District (formerly General Manager, Financial Services, Regional District of Fraser-Fort George)

April 25 Elections Workshop (in conjunction with Rocky Mountain & West Kootenay Boundary Chapters Joint Spring Meeting April 26-27) Copper Point Resort, Invermere

RETIREMENTS

April 25-27 Rocky Mountain & West Kootenay Boundary Chapters Joint Spring Meeting Copper Point Resort, Invermere

Bev Caldwell, Executive Assistant, Town of Creston Duncan McDonald, Superintendent of Public Works, District of Elkford Brenda Paquin, Manager of Administrative Services, Powell River Regional District

2018 LGMA PROGRAMS & EVENTS April 11 Elections Workshop (in conjunction with North Central Chapter Spring Meeting April 12-13) Ramada Inn, Prince George April 12 Elections Workshop Four Points Sheraton, Kelowna April 12-13 North Central Chapter Spring Meeting Ramada Inn, Prince George April 18 Elections Workshop (in conjunction with Vancouver Island Chapter Meeting April 19-20) Tigh-Na-Mara, Parksville

April 27 Elections Workshop River Rock, Richmond May 3 Archives for the Non-Archivist Webinar www.lgma.ca May 11 Change in Your World Webinar www.lgma.ca May 15 Approving Officers Workshop Victoria Conference Centre, Victoria May 15 Administrative Professionals Workshop Victoria Conference Centre, Victoria May 15 Adapting to Climate Change Workshop Victoria Conference Centre, Victoria May 15 Communications Officers Forum Victoria Conference Centre, Victoria

April 18 Lower Mainland Chapter Meeting Anvil Centre, New Westminster

May 15 Mental Health at Work Workshop Victoria Conference Centre, Victoria

April 19-20 Vancouver Island Chapter Meeting Tigh-Na-Mara, Parksville

May 15-17 LGMA Annual Conference and Tradeshow Victoria Conference Centre, Victoria

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Promoting Professional Management & Leadership Excellence in Local Government

May 25-June 30 Writing Effectively Online Course www.lgma.ca May 27-June 1 MATI Managing People in Local Government Organizations (CAPU/LGMA) Bowen Island June 14-15 Grievance Management Workshop Radisson Hotel Vancouver Airport, Richmond June 17-22 MATI Leadership in Local Government Organizations (CAPU/LGMA) Bowen Island August 12-17 MATI Foundations UBC Okanagan Campus, Kelowna

May 20-23 International Institute of Municipal Clerks (IIMC) Annual Conference Norfolk, Virginia May 28-30 Canadian Association of Municipal Administrators (CAMA) Annual Conference & Tradeshow Fredericton, New Brunswick May 31-June 3 Federation of Canadian Municipalities (FCM) Annual Conference Halifax, Nova Scotia May 30-June 1 Government Finance Officers Association of BC (GFOABC) Annual Conference Kelowna

September 13 CAO Breakfast Whistler

June 7-13 Association of Municipal Managers, Clerks and Treasurers of Ontario (AMCTO) Annual Conference Collingwood, Ontario

September 30-October 5 MATI Community Planning in Local Government Organizations The Cove Lakeside Hotel, West Kelowna

August 19-22 Institute of Public Administration of Canada (IPAC) Annual Conference Quebec, Quebec

November 21-23 Corporate Officers Forum Delta Grand Okanagan Resort, Kelowna

September 10 -14 Union of BC Municipalities (UBCM) Annual Convention Whistler, BC

2018 RELATED PARTNER PROGRAMS & EVENTS

September 23-26 International City/County Management Association (ICMA) Annual Conference Baltimore, Maryland

April 4-6 Local Government Administration Association Annual Conference & Tradeshow (Alberta) Red Deer, Alberta May 6-9 Government Finance Officers Association (GFOA) Annual Conference St. Louis, Missouri

MEMBERS PAGE OUR TOWN: CITY OF RICHMOND Richmond is B.C.’s fourth largest city, with our population anticipated to pass 220,000 by the end of 2018 and to reach 280,000 by 2041. The strong continued growth is reflected by construction activity. 2017 was the third busiest year ever, and construction value of building permits issued over the past four years has topped $2.4 billion. The City is supporting this growth with more than $800 million in capital spending during the current Council term and $160 million in 2018 alone.

Richmond is home to the Vancouver International Airport and deep sea port facilities and has direct freeway access to the United States border, making it an international centre for transportation, trade and distribution. The robust local economy offers an enviable 1.4 jobs available for every employable resident. On the people side, Richmond is one of Canada’s most diverse communities, with the highest proportion of immigrants nationwide. More than 60 per cent of Richmond residents are immigrants.

Continued growth and increased diversity have brought many benefits to the community, but also brought new challenges. Our Council and administration are dedicated to developing innovative solutions to preserve the high quality of life our residents enjoy.

An example is Richmond’s award-winning community energy program, which meets Climate Charter objectives while providing significant cost savings for taxpayers. A key component is our municipal district energy utility, which is on track to become the largest such operation in North America.

Community wellness is another important measure of livability. Richmond has long been recognized as one of Canada’s healthiest cities. Richmond residents live an average of 85.7 years, the longest average lifespan in Canada and more than four years longer than the national average of 81.1.

Richmond was also designated as a World Leisure Community of Excellence for 2017 by the World Leisure Organization (WLO). This prestigious honour recognizes Richmond’s innovative and successful use of leisure to improve its citizens’ quality of life. An important element in achieving this honour is our partnership with multiple community and sport associations in managing many of our civic facilities, which provides direct public engagement in the delivery of programs and services.

Later this summer, our commitment to wellness will be further enhanced with the opening of the new Minoru Centre for Active Living. This $79 million multipurpose centre in the heart of our city will feature aquatic and fitness services, seniors’ services, and sport and fitness amenities to meet the evolving needs of our community. The complex will double programmable space for seniors and more than double the surface water area for aquatics, compared to the facilities they are replacing.

The City’s other multi-purpose jewel is the Richmond Olympic Oval. An international centre of excellence for sport, recreation, wellness and culture, the Oval was the premier venue of the 2010 Olympic Winter Games. It has since become recognized as one of the most successful Olympic legacy venues ever, providing a phenomenal array of benefits for its host community, as well as national and international high-performance sport.

HCMA ARCHITECTURE + DESIGN

Rendering of the new Minoru Centre for Active Living aquatic centre.

More than 70 community sport groups regularly train or compete at the Oval. In addition, it is home to the Olympic Experience, North America’s only official Olympic Museum. The Oval is also home to Canada’s national women’s volleyball team. Our high-performance sport program provides elite level coaching and support for athletes and groups of all levels and has development partnerships with a number of other national sports George Duncan organizations. It hosts dozens of major sporting events a year, like national and international level championships in a variety of winter and summer sports, including Paralympic disciplines. With all it offers, the Oval attracted more than one million visitors in 2017 and was ranked as B.C.’s third largest attraction.

Richmond’s outstanding parks and trails network includes Terra Nova Rural Park, which won national and international awards for its unique combination of recreational amenities, celebration of the site’s agricultural history and sustainability initiatives. This includes the Terra Nova Adventure Play Area, which has won national acclaim for its innovative and fun use of natureinfluenced play opportunities for children and has quickly become the new standard for playground design.

Richmond is proud to be an award-winning City for management, innovation and excellence in municipal service delivery. We will continue to strive to ensure that Richmond is the best place for residents to live, work, play and embrace a healthy, active lifestyle. To learn more visit us at www.richmond.ca.

– George Duncan, Chief Administrative Officer

A Quarterly Publication of the LGMA Exchange – Spring 2018

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