Some commonly asked questions pertaining to the 2019 M&P Compensation Review are answered below.
Q1: What are the implementation rules for employees to receive a salary increase as a result of the compensation survey?
A: There are a few factors that are determinative:
 If the employee’s salary fell below the minimum of the “new pay grade”, then it will be increased to the minimum of the “new pay grade”. This will occur effective July 1, 2019.
 If the employee’s salary was at or above the midpoint of the “old pay grade”, but fell below the midpoint of the “new pay grade”, then it will be increased to the midpoint of the “new pay grade”. This will occur effective July 1, 2019.
Employees who were above the midpoint of the “old pay grade”, and who remain above the midpoint of the “new pay grade” are not eligible for a salary increase.
For salary offer to a new candidate, or a salary adjustment to an existing employee in the coming weeks leading up to March 15, 2020, please ensure that you refer to the table in the memo of January 30, 2020 to determine if the candidate or employee’s position falls within the Job Family Level that will be impacted by this implementation, and whether the change in salary grade will impact the offered salary or salary adjustment.
Due to the current provincial government wage constraints, excluded management & professional staff (i.e., who are not part of the AAPS bargaining unit) are not eligible for increases at this time.
Some sample scenarios of the implementation are provided in this PDF document.
Q2: Will department Administrators receive information about the final implementation changes denoted for each eligible M&P staff in the department?
A: Yes, Human Resources (HR) will provide a spreadsheet that lists the M&P staff members in your department who are affected. This will be sent in early February, prior to the planned implementation on the March 15th, 2020 pay cheque. Individual memos will also be sent to affected M&P staff advising them of their salary increase. When you receive your department’s spreadsheet, please review it, and if changes or corrections are required, please notify the following members of the HR Compensation team by February 20, 2020:
- Vancouver – Salim Nayani at email@example.com or 604-827-6707
- Okanagan – Angela Mclean at firstname.lastname@example.org or 250-807-8582
Q3: Which job families and job family levels are affected by this settlement?
A: For your reference, we have provided a summary of the affected job families and job family levels in this PDF document
Q4: What if this implementation creates a salary inequity among employees in my unit who are in different job families?
A: Please contact email@example.com or your Human Resources Advisor if the implementation has resulted in issues within your department or unit.
Q5: What if I have given notice to someone and they are on salary continuance?
A: If your staff member is on salary continuance at the date of implementation, then they are eligible
Q6: What about employees who have left UBC?
A: Individuals who are no longer employees as of the implementation date are not eligible.
Q7: What if I have given an offer to a new hire with a specific salary and an effective date of February 28, 2020, will the position and the salary be impacted?
A: If the position is in one of the impacted job family level, the position’s pay grade will be adjusted, and the salary may change based on the Implementation Rules. Please ensure that you refer to the table in the memo of January 30, 2020 to determine if the candidate falls within the Job Family Level that will be impacted by this implementation, and whether the change in salary grade will impact the offered salary.
Q8: If an employee was at the maximum of their pay grade and received an honorarium for 2019 merit pay that was a percent of salary, may I now change the honoraria they received based on the new salary?
A: Yes, you may. If a staff member was at or above the maximum of their pay grade and received their 2019 merit in the form of an honorarium, the department administrator may request conversion of the amount equal to the honorarium to ongoing base salary on a going forward basis, as long as the new salary does not exceed the new pay grade maximum. There is no obligation to make this conversion, because merit, as always, can be in the form of a one-time payment such as an honorarium. The conversion requires management approval, and requires completion of a Staff Appointment Form (SAF) indicating the reason for the change (forward SAFs to Kathleen Cheng in Human Resources). This conversion may only be done for the 2019 merit program.
Q9: How will the salary increases be funded?
A: At the Vancouver campus, departments/faculties are responsible for funding salary adjustments for all positions. The exception to this at the Vancouver Campus is that the University will fund salary adjustments for core operating activity positions in Faculties and Administrative Units. Core operating activities exclude non-operating funds as well as ancillary, continuing education, bill backs, and fee for service. Questions about funding may be directed to the Vancouver Budget Office.
For the Okanagan Campus, the University will fund salary adjustments resulting from the M&P compensation review, for core operating activity positions in Faculties and Administrative Units. Core operating activities include those positions currently funded under the general purpose operating fund, and exclude positions funded by research, fee for service, endowment and ancillary funds. Questions about funding may be directed to the Okanagan Budget Office.