Memo: 2016 M&P Compensation Review (April 28, 2016)

Memorandum
Date: April 28, 2016
From: Linda McKnight, Director, Advisory Services, Human Resources, and Michelle Berner, Director, Total Compensation, Human Resources
To: Deans, Directors, Department Heads and Administrators (Vancouver & Okanagan)
CC: Human Resources Advisory Services, Total Compensation, Payroll and Procurement Services
Subject: 2016 M&P Compensation Review


We are pleased to let you know about the 2015/16 M&P Compensation Review that the University is undertaking. We regularly conduct market reviews in order to evaluate the competitiveness of the University’s M&P compensation. It is important to the University to retain fair and competitive compensation for our M&P staff, and regular surveys are required by the agreement between the University and AAPS (the Association of Administrative and Professional Staff). The last M&P Compensation Review was in 2011/12, with implementation in 2013/14.

Timelines

A project such as this takes considerable time from the planning stage through to implementation, which we anticipate to be later this year and 2017. The survey results have now been received from the University’s consultant, Mercer (all M&P job families were surveyed). We are now in the process of analyzing this data relative to the University’s current M&P salary ranges, and identifying any changes that may be indicated, as well as the associated costs. We will not be in a position to communicate which job family levels will be changed until this analysis has been completed, the cost of any changes is understood, and all consultations and approvals are obtained.

Changes Resulting from the Survey

The compensation review process will not result in a general wage increase (GWI) for all employees. Any adjustments will be dependent upon the findings of the survey, and how UBC’s compensation compares to the external market. Adjustments to compensation are also subject to the University’s overall ability to pay, as well as review by the government through the Public Sector Employers’ Council (PSEC).

Next Steps

Once we have analyzed the data, identified a plan, consulted with AAPS, and received approval from UBC to move forward, we will proceed with implementation.

Conclusion

We are pleased to have embarked on the M&P compensation review, as it’s important to the University to recognize the significant contribution that M&P staff members make to the effective operation of the University. We will provide additional information as the project progresses.

Questions may be directed to Kathleen Cheng, Manager, Compensation, at kathleen.cheng@ubc.ca or 604-822-8148.

Thank you.