Memo: Implementation of the M&P Compensation Review (Dec. 16, 2013)

Memorandum
Date: Dec. 16, 2013
To: Deans, Directors, Department Heads and Administrators
From: Linda McKnight, Director, HR – Advisory Services
Michelle Berner, Director, HR – Total Compensation
Jacqueline Smit, President AAPS
Pauline Brandes, Director, HR – UBC Okanagan
CC: AAPS Executive, HR Advisory Services, Total Compensation
Subject: Implementation of the M&P Compensation Review


Further to our update of Sept. 19, 2013 (http://www.hr.ubc.ca/memos/mp-compensation-review-update-sept-19-2013/), the University and the Association of Administrative and Professional Staff (AAPS) are pleased to provide another update on the implementation of the final three phases of the 2011 Compensation Review of M&P jobs. The first phase was implemented in the Spring of 2013. All three remaining phases will occur in 2014. This memo provides specific details about the upcoming implementation.

Implementation of Results

It is important to note that this compensation review will not result in a general wage increase (GWI) for all M&P staff. Adjustments are targeted at those job family levels that have fallen behind the 50th percentile of the relevant comparator market.

It is also important to note that the changes that are going to be implemented will not result in any lifting of the overall pay structure, but rather will result in rearrangement of the classification of targeted levels within job families.

For your reference, a list of M&P job family levels that will be changed is attached at the end of this memo. Please contact Kathleen Cheng or your Human Resources Advisor if the implementation of these changes results in issues within your department or unit.

Implementation Rules

Even if a job family level is adjusted, this does not mean that every staff member within that level will receive a salary adjustment. Much depends upon where the M&P staff member’s salary is within the pay grade. Here are the implementation rules:

  1. If the staff member’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 each of the following dates: Jan. 1, 2014, July 1, 2014, and Dec. 1, 2014.
  2. If the staff member’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 each of the following implementation dates: Jan. 1, 2014, July 1, 2014, and December 1, 2014.
  3. Staff members who were above the midpoint of the “old pay grade”, and who remain above the midpoint of the “new pay grade” will not receive a salary increase.
  4. Staff members who were between the minimum and midpoint of the “old pay grade” and who remain between the minimum and midpoint of the “new pay grade” will not receive a salary increase.

Implementation Date

It is anticipated that the changes effective Jan. 1, 2014, including any retroactive pay to that date, will be paid out on the Feb. 28, 2014, pay cheque. Note that this is a target date only, and we will keep you apprised of the actual date we are able to achieve. With regard to increases on July 1, 2014, and Dec. 1, 2014, it is anticipated that staff impacted will receive their increase on the pay cheque immediately following these dates.

Department Administrators will receive a spreadsheet from Human Resources with changes denoted for each eligible M&P staff member in the faculty/department. The spreadsheet will be sent prior to implementation. In addition, staff members whose salaries are impacted will receive a letter directly from Human Resources advising them of their new job family level and salary as a result of the changes.

It is important that you contact Kathleen Cheng (604.822.8148) immediately if there are any issues, concerns, or corrections.

Eligibility Notes

Former staff members who are no longer employed by UBC as of the implementation date are not entitled to any retroactive pay.

Staff members on salary continuance as of the effective dates who are eligible for a salary adjustment, will receive the respective pay adjustment.

Note that due to the current government compensation freeze, excluded M&P staff members who are impacted by the freeze are not eligible for increases at this time. AAPS members are not affected by the freeze.

Funding

Departments/faculties are responsible for funding salary adjustments for all positions. The only exception to this is that the University will fund salary adjustments for positions in Administrative Units in Operating funds (G, F, C) at the Vancouver campus.

Conclusion

We are pleased to have finalized the implementation plan for the M&P Compensation Review, and to be responsive to the principles in the AAPS Agreement. It is important to the University and to AAPS that M&P compensation remains competitive, given its fundamental nature in retaining and recruiting outstanding staff.

We look forward to expeditiously implementing the changes.

Please share this information with M&P staff in your department.

Thank you.

M&P Compensation Review 2011 (Phases 2 – 4)

Summary of Effect on Job Families

Job Families and Levels Affected by the Compensation Review

Note: Only Job Family Levels that were affected are indicated below. Job Family Levels that are not indicated in the table below will not be changed.

 

 

 

Pay Grade After Implementation

Job Family

Job Family Level

Current Pay Grade

Effective Jan. 1, 2014

Effective July 1, 2014

Effective Dec. 1, 2014

Information Systems & Technology

D

10

10

10

11

Information Systems & Technology

E

11

11

12

12

Information Systems & Technology

E2

12

12

13

13

Information Systems & Technology

F

13

13

14

14

Information Systems & Technology

G

14

14

15

15

Information Systems & Technology

H

15

15

16

16

Information Systems & Technology

I

16

16

17

17

Conf, Accomm, Ceremonies & Events

C

6

7

7

7

Conf, Accomm, Ceremonies & Events

D

7

8

8

8

Conf, Accomm, Ceremonies & Events

E

8

9

9

9

Educational Programming

A

3

4

4

4

Educational Programming

B

6

7

7

7

Educational Programming

C

8

9

9

9

Educational Programming

C2

9

10

10

10

Educational Programming

D

10

11

11

11

Educational Programming

E

11

12

12

12

Educational Programming

F

13

14

14

14

Accounting

C

7

8

8

8

Accounting

D

8

9

9

9

Accounting

G

12

12

13

13

Accounting

H

13

13

14

14

Accounting

I

14

14

15

15

Accounting

J

15

15

16

16

Nursing

A

6

7

7

7

Nursing

B

7

8

8

8

Nursing

C

8

9

9

9

Administration

A

4

5

5

5

Administration

C

8

9

9

9

Administration

D

9

10

10

10

Administration

F

12

13

13

13

Administration

G

13

14

14

14

Administration

G2

14

15

15

15

Administration

H

17

18

18

18

Human Resources

A

4

4

5

5

Human Resources

B

6

6

7

7

Human Resources

B2

7

7

8

8

Human Resources

E

12

12

13

13

Supply Management

A

5

5

5

6

Supply Management

B

6

6

6

7

Research & Facilitation

D

9

9

10

10

Research & Facilitation

E

10

10

11

11

Research & Facilitation

F

12

12

12

13

Research & Facilitation

G

13

13

13

14

Statistical Analysis

A

6

6

6

7

Statistical Analysis

B

7

7

7

8

Statistical Analysis

C

8

8

8

9

Statistical Analysis

D

9

9

9

10

Media Services

A2

6

7

7

7

Media Services

B

7

8

8

8

Media Services

C

9

10

10

10

Media Services

D

11

12

12

12

Health Safety & Environment

A

5

5

6

6

Health Safety & Environment

C

8

8

9

9

Health Safety & Environment

C2

9

9

10

10

Health Safety & Environment

C3

10

10

11

11

Health Safety & Environment

D

11

11

12

12

Health Safety & Environment

D2

12

12

13

13

Development Office

D

7

7

8

8

Development Office

D2

8

8

9

9

Development Office

D3

9

9

10

10

Development Office

E

10

10

11

11

Business Operations Management

A

3

3

4

4

Business Operations Management

B

4

4

5

5

Business Operations Management

B2

5

5

6

6

Business Operations Management

C

6

6

7

7

Business Operations Management

H

13

13

14

14

Business Operations Management

I

14

14

15

15

Business Operations Management

I2

15

15

16

16

Industry Liaison

C

8

9

9

9

Athletics & Recreation

B

7

7

7

8

Job Families Not Affected by the Compensation Review

  • Museum
  • Editorial & Production Services
  • Information Services
  • Institutional Analysis
  • Marketing & Sales
  • Residence Life Management
  • Security
  • Scientific Engineering
  • Cooperative Education
  • Genetic Counsellor
  • Investment, Finance and Insurance
  • Counsellors & Psychologists
  • Business Development
  • Facilities, Planning & Engineering
  • Graphic Design & Illustration
  • Student Management
  • Clerk to Board or Senate

Amalgamated Job Families

The following M&P job families were amalgamated prior to implementation of phases 2 – 4 of the M&P Compensation Review:

  • The Building Maintenance and Facilities, Planning and Engineering job families (now called “Facilities Management”).

Correction: Please note that when this memo was originally published, we included two table items for the Building Maintenance family. This inclusion was incorrect as the Building Maintenance family had previously been rolled into the Facilities Management family. The above table reflects the correct information.

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