2019 merit-based salary increases for AAPS, Executive Administrative, Farmworkers, and Non-Union Technicians & Research Assistants
Compensation has distributed 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, 2018.
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
Inquiries about your spreadsheet can be directed to Sabrina Basra (604-827-2464 or sabrina.basra@ubc.ca).
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.
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.