Date: Jan. 6, 2017
From: Linda McKnight, Director, Human Resources – Advisory Services, and Michelle Berner, Director, Human Resources – Total Compensation
To: Deans, Directors, Department Heads and Administrators (Vancouver campus)
CC: Human Resources Advisory Services, Total Compensation, Payroll and Procurement Services
Subject: 2016 M&P Compensation Review
We would like to take this opportunity to provide an update on the 2016 M&P Compensation Review that the University has undertaken. Our last update was on April 28, 2016 (http://www.hr.ubc.ca/memos/2016-mp-compensation-review-april-28-2016/).
The University regularly conducts market reviews in order to evaluate the competitiveness of the University’s M&P compensation. In late 2015, we commenced the current market review in order to benchmark our M&P compensation against external comparators. The University endeavours to pay at the 50th percentile of the relevant comparator market, within its ability to pay. 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).
After receiving results of the survey in early 2016 from the external consultants (Mercer), the University analyzed the data, and developed a proposal to address the findings. This was presented to the AAPS Executive in July, and following this they took time to analyze the survey data as well as the University’s proposal. We met with AAPS in December to hear their feedback, as well as their request for additional job family level increases beyond those outlined in the University’s original proposal. We’re in the process of reviewing AAPS’ feedback and requests for additional increases, in consideration of the University’s ability to pay. We will meet again with AAPS later this month.
Based on the status of the project, at this time we are unable to advise which job family levels in the M&P compensation matrix will be adjusted. We can say that some changes will likely be retroactive to July 1, 2016. We are considering a “phased approach”, with some changes in each of three years: July 1, 2016, July 1, 2017, and July 1, 2018. We hope to be in a better position to advise on this after we next meet with AAPS.
As a final note, we recognize that faculties and administrative units find the financial impact of M&P increases difficult especially if retroactivity is involved. However, we also recognize the importance of addressing compensation issues and our commitments outlined in the University and AAPS Agreement. We will do our best to communicate more detailed information with regard to the increases and funding decisions as soon as possible.
Questions may be directed to Kathleen Cheng, Manager, Compensation, at email@example.com or 604-822-8148.