HR Memo: Moving Staff to Midpoint of Salary Range (Midpoint Progression Increase): Feb. 14, 2019
On Feb. 14, HR Compensation issued a memo regarding Moving Staff to Midpoint of Salary Range (Midpoint Progression Increase) for staff who are Management & Professional, Non-Union Research Assistant/Technicians, Executive Administrative Staff and Farm Workers.
Please contact your HR Advisor/Associate if you have questions regarding midpoint progression increase or the salary of your employees.
If you have questions regarding your department’s spreadsheet (Vancouver campus), please contact Sabrina Basra at 604-827-2464 (sabrina.basra@ubc.ca).
2018 Performance-Based Merit Pay Program
Human Resources (Compensation) has, as of Aug. 3, started to distribute departmental spreadsheets to administrators who have staff eligible for this year’s merit-based salary increases in the following employment groups: AAPS, Executive Administrative, Farmworkers, and Non-union Technicians & Research Assistants. To be eligible, staff members must have passed their probationary period and be at or above the midpoint of their salary range as of June 30, 2017.
Please visit the merit web page for information on the following:
- Instructions for completing your department spreadsheet
- Step-by-step instructions for implementing merit
- Merit FAQs
HR Memo: Faculty and Staff Salary Changes – Implementation Effective July 1, 2018 (June 28, 2018)
On June 28, HR issued a memo regarding faculty and staff salary changes effective July 1, 2018.
If you have any questions regarding faculty salary increases, please contact your Faculty Relations Assistant Manager. If you have any questions regarding staff salary increases, please contact your HR Associate.
HR Memo: Changes to Minimum Wage in British Columbia Effective June 1, 2018 (May 31)
On May 31, HR issued a memo regarding the Changes to Minimum Wage in British Columbia Effective June 1, 2018 (May 31).
Please contact your HR Advisor/Associate if you have questions.
HR Memo: M&P Compensation Review – Pay Grade and Salary Administration, Phase 3 Effective July 1, 2018
On May 25, HR issued a memo regarding the M&P Compensation Review – Pay Grade and Salary Administration, Phase 3 Effective July 1, 2018.
Please contact your HR Advisor/Associate if you have questions.
Compensation Job Classification Reviews Moving to Tuesdays/Thursdays
Our Compensation team in HR has, for a number of years, conducted job classification reviews on Mondays and Thursdays. Effective Sept. 5, 2017, these reviews will be held on Tuesdays and Thursdays.
If you have any questions, please contact Kathleen Cheng (Senior Manager, Compensation) at kathleen.cheng@ubc.ca.
HR Memo: M&P Compensation Review – Pay Grade and Salary Administration, Phase 2 Effective July 1, 2017 (May 25, 2017)
Today, we have a memo with information on the second implementation of the 2016 M&P Compensation Review, effective July 1, 2017.
If you have any questions, please contact Kathleen Cheng, Manager, Compensation, at kathleen.cheng@ubc.ca or 604-822-8148.
See all HR memos at http://www.hr.ubc.ca/memos/.
HR Memos: BC Provincial Election; May 1 GWI/ESD
On April 24, 2017, we distributed a memo on the subject of the University’s obligations to employees who are scheduled to work on May 9, 2017, while voting will be underway for the provincial general election.
On April 27, 2017, we distributed a memo regarding the May 1, 2017, General Wage Increases and Economic Stability Dividend for staff who are members of the following employee groups: Management & Professional (represented by AAPS), Executive Administrative, Non-Union Technicians & Research Assistants, and Farm Workers.
Timeline for 2017 Performance-Based Merit Pay Program
Human Resources is currently working on the implementation of the 2016 M&P Compensation Review implementation for July 1, 2016 (as communicated in our memo of March 22, 2017). Once that implementation has been made (for the April 30, 2017, pay cheque), we will begin work on the July 1, 2017, implementation. In order to ensure the Compensation Review implementations are made in an efficient and timely manner, we will be waiting to send communications and materials for the 2017 Performance-Based Merit Pay Program until after the July 1, 2017, implementation is done.
About the UBC Merit Pay Program
The University’s performance-based Merit Pay program recognizes and rewards meritorious performance. The following employee groups are eligible for this program:
- Management & Professional,
- Executive Administrative staff (i.e., excluded clerical),
- Farmworkers, and
- Non-union Technicians and Research Assistants.
This program is designed to provide a tool to move employees who have demonstrated above average performance from the midpoint toward the maximum of their salary ranges.
See full information at http://www.hr.ubc.ca/compensation/salary-administration/salary-progression/merit-pay/.
HR Memo: 2016 M&P Compensation Review Implementation (March 22, 2017)
On March 22, 2017, we distributed a memo with information on the implementation of the 2016 M&P Compensation Review, including implementation dates and the job families and levels affected by the review.
If you have any questions, please contact Kathleen Cheng, Manager, Compensation, at kathleen.cheng@ubc.ca or 604-822-8148.
See all HR memos at http://www.hr.ubc.ca/memos/.
Salary Range on Staff Job Postings: Now Displays Min-to-Max Salary Scales
HR has made a change to the job postings for staff job postings in UBC employee groups paid on a salary range. We have added the maximum to the salary range, where previously only the minimum and mid-point were displayed.
Postings for the following employee groups are impacted:
- Management & Professional
- Excluded Management & Professional
- Service Unit Directors
- Non-Union Technicians (TRAs)
- Agassiz Farm Workers
- Executive Admin Staff
Background
We started this initiative about a year ago after consultation with senior administrators. The reason for doing this is that we want to attract the best candidates to UBC, and we felt that by not including the maximum, potential applicants might have been misled (and may have chosen not to apply) perceiving a limited salary range. In addition, we have added a “guiding principle” to the posting page that indicates “midpoint” means the individual possesses full job knowledge, qualifications and experience.
For Hiring Managers
An example of how the salary information now displays in eRecruit:
Hiring managers may find the addition of the maximum as something that they will have to manage and explain to applicants seeking a salary above mid-point. The Letter of Agreement #1 in the AAPS/UBC Agreement provides further guidance:
“Where an employee is paid a salary at the midpoint of the salary range it means that the employee possesses full job knowledge, qualifications and experience. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job. An employee who is hired, transferred or promoted above the midpoint means the employee possesses superior job knowledge, qualifications and experience.”
This language can provide guidance for hiring staff within the impacted employee groups.
This change is to support the strategic priorities of the University, which aspires to hire first choice applicants.
If you have any questions about hiring staff, please contact your HR Advisor.
2015 Performance-Based Merit Pay Program
For HR Administrators
Information for the 2015 Performance-Based Merit Pay Program has been sent out from HR’s Compensation unit to Administrators with staff eligible for merit, along with individual units’ spreadsheets. The memo can be found here: http://www.hr.ubc.ca/memos/2015-performance-based-merit-pay-program-june-3-2015/.
Full information on the Performance-Based Merit Pay Program can be found at: http://www.hr.ubc.ca/compensation/salary-administration/salary-progression/merit-pay/.
If you have questions about the Performance-Based Merit Pay Program, contact Compensation.
Compensation Portfolio Redistribution, June 15, 2015
For HR Administrators
As part of the reorganization of workflow within HR’s Total Compensation unit, and building on individual’s strengths, Joyce Wei will be seconded to HR’s Health, Wellbeing and Benefits unit full-time effective June 15, 2015, on a one-year term to oversee the day-to-day financial monitoring of all the project/grants in Health, Wellbeing and Benefits. Please join us in congratulating Joyce in her new role.
Alex Brand, Compensation Associate, will assume the Compensation duties vacated by Joyce including the job evaluation and classification for all support positions (CUPE 116, CUPE 2950, IUOE 882, Research Assistants/Technicians not in the bargaining unit, and Executive Administrative Staff), and M&P positions in the Faculty of Science and Faculty of Pharmaceutical Sciences. In addition, Alex will oversee the administration of merit, MPI, and auditing of supporting positions not approved by Compensation. Please contact Alex Brand at: Alex.brand@ubc.ca or 604-827-2464 for inquiries and questions.
The new Compensation portfolio distribtion will be available on the HR website as of June 15, 2015. Visit http://www.hr.ubc.ca/compensation/contact/ to see the full portfolio listing.
Job Posting Audits
For the HR Community of Practice
Since the implementation of eRecruit in March 2009, departments have been given the flexibility of classifying new and vacant positions (non-M&P) and posting them for recruitment without requiring HR Compensation to classify them.
HR Compensation would randomly audit positions to check for equity and consistency in order to ensure positions are classified appropriately.
This is a reminder that we will continue to conduct random audits of job postings to ensure appropriate classification of non-M&P positions.
If departments are unsure of the classification or require assistance with classification, please contact your Compensation Consultant/Associate (http://www.hr.ubc.ca/compensation/contact/).
M&P Compensation Review: Phase 3 Implementation July 1, 2014
For the HR Community of Practice
HR and Finance are getting ready to implement the July 1, 2014, M&P Compensation Review next week, in time for the July 15, 2014 paycheques.
Implementation Dates
- June 10: Impacted employees’ salaries (if eligible) will be mass adjusted in HRMS.
- June 11: Impacted positions will be mass updated in HRMS.
Eligibility criteria is outlined on the Compensation website at http://www.hr.ubc.ca/compensation/mp-compensation-review/.
Please note:
- Because this change is effective July 1, 2014, there will be no retro payments necessary.
- Dec 1, 2014 changes (Phase 4) will be done later in the year.
Full information, including FAQs and sample scenarios, is available at http://www.hr.ubc.ca/compensation/mp-compensation-review/.
The May 26, 2014, memo that has a list of the impacted job families, is available at http://www.hr.ubc.ca/memos/implementation-of-the-mp-compensation-review-phase-3-may-26-2014/.
General Wage Increase Implementation
For HR Administrators
A memo regarding the implementation of the July 1, 2013 General Wage Increase was distributed last week.
Lisa Castle’s Message on the Changes to HSE and HR
By Lisa Castle, Associate Vice-President, Human Resources.
On behalf of everyone in HR, I am excited to welcome the members of the Health Promotions Programs unit into Human Resources. While always part of my portfolio, the recent reorganization of the Department of Health, Safety and Environment will see HPP transitioning into HR’s Total Compensation unit under the leadership of Michelle Berner (Director, Total Compensation).
The reorganization of HSE was undertaken in order to better allow the university to increase its commitment to identify and manage risk across the organization. The new portfolio (including much of HSE, the Risk & Insurance group from Treasury, and the current staff from Risk Management) will report to Vice-President, Finance, Resources and Operations, Pierre Ouillet, and be headed by the university’s new Chief Risk Officer, Ron Holton. Mr. Holton helped UBC develop its existing risk management framework in 2009/10, and was most recently the Vice-President, Risk Management and Assurance Services, for VANOC.
While the transition period will be a challenging time for everyone, I believe that the end result of this reorganization will allow Human Resources and Risk Management to become stronger in their support of UBC’s Students, Faculty and Staff, and the organization generally.
I will miss my colleagues in the other units in Health, Safety and Environment, as they move into their new portfolio. We will continue to work together to move our portfolios forward, and I wish them every personal and professional success!