Memo: Implementation of the M&P Compensation Review: Phase 4 (Oct. 9, 2014)

Memorandum
Date: Oct. 9, 2014
From: Linda McKnight, Director Advisory Services, Human Resources, and Michelle Berner, Director Total Compensation, Human Resources
To: Deans, Directors, Department Heads and Administrators
CC: HR Advisory Services, Total Compensation, Trang Nguyen, Management Reporting and Budgeting
Subject: Implementation of the M&P Compensation Review: Phase 4


Further to our updates of Dec. 16, 2013, and Jan. 27, 2014, we are pleased to inform you about the upcoming implementation of Phase 4 of the M&P Compensation Review. This is the fourth and final phase of implementation (the first was in Spring 2013, the second in January, 2014, and the third in July, 2014).

This final phase of the implementation is effective Dec. 1, 2014, and we are targeting salary adjustments for the Dec. 15, 2014, pay cheque. No retroactive payments will be required. The implementation method, eligibility rules, and funding approach will remain the same as in the last three phases. Please refer to the Dec. 16, 2013, memo for detailed information.

In mid-October, 2014, HR will forward spreadsheets that list the M&P staff in your faculty/department whose salary grades and/or salary will change as a result of Phase 4 of the M&P Compensation Review. Only departments whose employees are impacted by this implementation will receive a spreadsheet. A list of definitions, background information, and FAQs for staff members and Administrators are available on the Human Resources website at http://www.hr.ubc.ca/compensation/mp-compensation-review/.

For your reference, a list of the M&P job family levels that will be changed in Phase 4 is provided at the end of this memo.

If the implementation of these changes results in issues within your department/faculty, contact Kathleen Cheng (kathleen.cheng@ubc.ca) or your Human Resources Advisor. If changes/corrections to your spreadsheet are required, notify Joyce Wei (joyce.wei@ubc.ca) by Oct. 31, 2014.

Those M&P staff members whose salary will be adjusted in Phase 4 will receive a memo from HR. M&P staff members whose salary will not be impacted, even if there is a change in salary grade, will not receive a memo. The target date for these memos is Dec. 5, 2014.

At UBC Vancouver, central will provide funding to cover the market adjustments in Administrative units, CTLT, Graduate and Postdoctoral Studies in Operating Funds (excluding Ancillary.)

Queries may be directed as follows:

  • Questions from Administrators and staff members may be directed to compensation@hr.ubc.ca. A Human Resources representative will respond on a priority basis.
  • Inquiries pertaining to funding may be directed to Trang Nguyen (trang.nguyen@ubc.ca) in Management Reporting and Budgeting.

Pay Grade After Implementation

Job Family

Job Family Level

Current Pay Grade

Phase 2 Effective Jan. 1, 2014

Phase 3 Effective July 1, 2014

Phase 4 Effective Dec. 1, 2014

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

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

Athletics & Recreation

B

7

7

7

8

Business Operations Management

A

3

3

4

4

Business Operations Management

B

4

4

5

5

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

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

Development Office

D

7

7

8

8

Development Office

D2

8

8

9

9

Development Office

D3

9

9

10

10

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

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

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

Industry Liaison

C

8

9

9

9

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

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

Nursing

A

6

7

7

7

Nursing

B

7

8

8

8

Nursing

C

8

9

9

9

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

Supply Management

A

5

5

5

6

Supply Management

B

6

6

6

7

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

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