Date: May 25, 2018
From: Michelle Berner, Managing Director, Total Compensation, Health & Wellbeing, Human Resources; and Linda McKnight, Managing Director, Strategic Staff Relations, Human Resources
To: Deans, directors, managers and heads of academic and administrative units at the Vancouver and Okanagan campuses
CC: Compensation; HR Advisory Services; Trang Nguyen & Adam DeMello, Budget Office and Management Reporting; Curtis Morcom, Director, Finance Strategies, Budget Office (Okanagan)
Subject: M&P Compensation Review – Pay Grade and Salary Administration, Phase 3 Effective July 1, 2018
Further to our update on March 22, 2017, the university is pleased to provide an update on the third and final implementation phase of the 2016 Compensation Review of M&P jobs. This memo provides specific details about the upcoming implementation, effective July 1, 2018.
Implementation of Results
As a reminder, this compensation review will not result in a general wage increase 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.
The changes 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. Separately negotiated general wage increases and economic stability dividends result in across-the-board lifts to the overall pay structure and salaries.
For your reference, a list of M&P job family levels that will be changed in the third phase of the implementation is attached at the end of this memo. Please contact Kathleen Cheng, Senior Manager, Compensation (Kathleen.firstname.lastname@example.org) or your Human Resources Advisor if the implementation of these changes results in issues within your department or unit.
UBC’s salary scales are posted online at http://www.hr.ubc.ca/compensation/salary-administration/salary-scales/.
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 guidelines:
- If the staff member’s salary falls below the minimum of the “new pay grade”, then it will be increased to the minimum of the “new pay grade”.
- If the staff member’s salary was at or above the midpoint of the “old pay grade”, but falls below the midpoint of the “new pay grade”, then it will be increased to the midpoint of the “new pay grade”.
- 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.
- 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.
Actions for Administrators
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, Senior Manager, Compensation (Kathleen.email@example.com) immediately if there are any issues, concerns, or corrections.
If you have positions in the Student Management Job Family, you will be receiving a separate memo and spreadsheet pertaining to the levels and pay grade adjustments as a result of the Student Management Job Family Review Project.
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 date who are eligible for a salary adjustment will receive the respective pay adjustment.
Note that government wage constraints continue to impact excluded M&P staff not represented by AAPS, and these staff members are not eligible for increases at this time. AAPS members are not affected by the government wage constraints.
Departments/faculties are responsible for funding salary adjustments for all positions.
The exception to this at the Vancouver campus is that the university will fund salary adjustments for core operating activity positions in faculties and administrative units. Core operating activities exclude non-operating funds as well as ancillary, continuing education, bill backs, and fee for service.
Questions about funding may be directed to Adam DeMello, Associate Director, Management Reporting, Financial Reporting & Budgeting (firstname.lastname@example.org), or Trang Nguyen, Associate Director, Financial Reporting & Budgeting (email@example.com) in the Vancouver Budget Office.
On the Okanagan campus, the university will fund salary adjustments resulting from the M&P compensation review, for core operating activity positions in faculties and administrative units.
Core operating activities include those positions currently funded under the general purpose operating fund, and exclude positions funded by research, fee for service, endowment and ancillary funds.
Questions about funding may be directed to Curtis Morcom, Director, Finance Strategies (firstname.lastname@example.org) in the Okanagan Budget Office.
M&P Compensation Review 2016 – Phase 3
Job families and levels affected by the compensation review
Note: Only job family levels that are affected are indicated below. Job family levels that are not indicated in the table below will not be changed.
|Job Family||Job Family
Effective July 1, 2018
|Clerk to Board or Senate||A||8||9|
|Clerk to Board or Senate||B||11||12|
|Conf, Accomm, Ceremonies & Events||C||8||9|
|Conf, Accomm, Ceremonies & Events||D||9||10|
|Conf, Accomm, Ceremonies & Events||E||10||11|
|Conf, Accomm, Ceremonies & Events||E2||11||12|
|Conf, Accomm, Ceremonies & Events||F||12||13|
|Graphic Design & Illustration||B||6||7|
|Graphic Design & Illustration||C||7||8|
|Graphic Design & Illustration||D||8||9|