2 responses to “Focus on People 2016-17 Benchmark Report”

  1. Nancy Vered

    May I please have some clarity on the division between senior-level, mid-level and junior professionals as outlined in the staff head count tables, Figures 5 and 6. What criteria was used to differentiate between the levels: job family, job levels, job title, salaries?

    Thank you for more information.

    1. Stuart Murray

      Hi Nancy. Thank you for your question. These levels take advantage of a relatively new field in HRMS called “tier code.” Tier codes were originally created in 2015 for faculty positions to support time-to-tenure research for the Senior Advisor to the Provost on Women Faculty. In order to make tier codes comprehensive, we extended tier codes to all 1200 active job codes at UBC including union, non-union, and M&P staff. The classification of M&P positions was done by the Compensation team in UBC Human Resources. Classifications were done on a judgment-call basis, with each job level within each job family assessed independently.

      Junior professionals include M&P staff in their early career who make professional decisions but without full independence, often leading a small team. Mid-level professionals have a combination of independent judgment, consulting skills, project management and leadership of a medium-sized team. Senior professionals are those with substantial scope in a major policy area, broad leadership of larger teams, and substantial involvement in the negotiation of major deals.

      Please feel free to contact me directly if you have any further questions.