Some commonly asked questions pertaining to the 2016 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, 2017.
 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, 2017.
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.
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.
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 June, prior to the planned implementation on the July 15th, 2017 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 contact Kathleen Cheng at Kathleen.firstname.lastname@example.org or 604-822-8148 by June 8, 2017.
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 July 1, 2017, or some time in June 2017? Will the position and the salary be impacted?
A: If the effective date of the appointment is on or before July 1, 2017, and 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.
Q8: How will the salary increases be funded?
A: At the Vancouver campus, departments/faculties are responsible for funding salary adjustments for all positions. The only 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. For the Okanagan Campus, the University will fund salary adjustments for operating activity positions in Faculties and Administrative Unites. 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. For funding inquiries, please contact the Budget Office on your campus.