Compensation Review

What is a Compensation Review?

Compensation Reviews are a common method for both the public and private sectors to ensure that employers are compensating their employees at a competitive rate. UBC’s compensation review is based on comparing the salaries of their job families with similar or equivalent job families from a list of comparator employers listed in the Collective Agreement. The comparator market is comprised of other Universities and public sector employers of comparable size and complexity to UBC.

In the first Collective Agreement between UBC and AAPS in 1995, the parties agreed to a binding commitment to pay you at least at the 50th percentile of the comparator market.

The compensation review remains a priority issue for the AAPS Board. The Board will continue to press the University to ensure all members are at least at the 50th percentile as outlined in the Collective Agreement and ensure a fair and transparent process for evaluating and implementing the compensation review on an ongoing basis.

2019 Compensation Review

Update: Memo fron UBC HR regarding the 2019 Compensation Review:

The University has provided AAPS with the data regarding M&P job families that are currently receiving below-market salaries. While the specifics regarding which families are below-market is currently confidential, far fewer job families are below market than in previous surveys. We believe this is a direct result of AAPS negotiating an “aging” of the salary market data during the previous compensation review.

Now that we know which job families are below market, we are able to begin negotiations with the University on implementing a plan to ensure all M&P job families are compensated at no less than the 50th percentile of the salary market for comparable positions. AAPS and the University will be meeting in the fall of 2019 regarding the implementation of the compensation review.

2016 Compensation Review

2016 Compensation Review Implementation by numbers

  • 53.4% of members will see their earning potential increase
  • 30.7% of members will receive a raise during the implementation process
  • 23 Job Families are impacted by the changes
  • 111 Job Family Levels will change
  • 1st year that retroactive payments were negotiated
  • 3 Implementation Dates: July 1, 2016, July 1 2017, and July 1 2018

2011 Market Survey (Compensation Review)

Negotiations between AAPS and the University regarding the implementation plan for the remaining $3M of the settlement for market survey adjustments have now concluded.

UBC will now be responsible for implementing the final three phases of the market survey settlement. On Monday December 16, 2013, UBC released a joint statement with AAPS regarding the upcoming implementation for the market survey settlement. You can read this statement here.

 Additional Resources