M&P compensation review 2023/24

Compensation review and implementation is currently underway for the Management and Professional group.

UBC has recently completed a market review to evaluate the competitiveness of its compensation for Management & Professional (M&P) Staff. 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.

The University’s bargained agreement with AAPS (the Association of Administrative and Professional Staff) requires the University to conduct salary surveys of the representative comparator market at regular intervals, and this has been done every three to four years since 2004. The results inform targeted changes to the AAPS salary grid that result in the University paying at the “50th percentile” of the comparator market. 

Changes from the M&P Compensation Review are separate from compensation increases that are negotiated during collective bargaining, which tend to come in the form of General Wage Increases (GWIs) to keep up with inflation.

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. Separate negotiated GWIs 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 is available at the end of this article. You may also reference UBC's salary scales.

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. View the implementation rules below:

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". The effective date is January 1, 2024.
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".  The effective date is January 1, 2024.
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

Planning for these changes has recently begun, and it is anticipated that they will be implemented by June 2024.  

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 an email directly from Human Resources advising them of their new job family level and salary as a result of the changes.

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 excluded M&P staff not represented by AAPS are not impacted by this implementation.

Summary of effect on Job Families

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.

Questions

Queries may be directed to compensation@hr.ubc.ca at the Vancouver Campus, Angela McLean at the Okanagan Campus, or your Human Resources Advisor within your department or unit.