Compensation Review and Implementation Plan

As we approach the conclusion of the second semester, we are pleased to share some positive news about the compensation review. 

After a series of meetings and discussions with the University, we are happy to report that we have reached an agreement on the compensation review implementation plan.

Before we provide more information, particularly which job family levels are impacted, we wanted to first provide some context for those unfamiliar with compensation reviews.

What is a compensation review?

A compensation review, also referred to as a salary market survey, is a systematic method used by both the public and private sectors to ensure that employers are compensating their employees at a competitive rate. This involves comparing salaries with other employers that work in the same or similar sectors, as well as employers that are of comparable size and complexity. To see a list of the comparator organizations that was used for this review, you can view the list  on our website in the AAPS Collective Agreement under Document C (p. 85).

Due to the nature of the compensation review, the process can be complex and can take considerable time in conducting and reviewing. The University contracts a firm that specializes in salary market surveys to conduct the compensation review. The review is then shared with AAPS.

Why is it important?

Aside from ensuring that you are compensated appropriately for your skills and contributions, conducting reviews also help ensure that your salaries remain competitive in the sector. This is particularly important when it comes to recruitment and retention.

Additionally, in certain occupations, there may be industry standards that need to be followed. Conducting a compensation review ensures compliance with those standards.

Lastly, under the Letter of Agreement #1 of the AAPS Collective Agreement (p. 47), the University is bound to paying AAPS members at least at the 50th percentile of the comparator market.

2024 Compensation Review: Overview of the Implementation Plan

This compensation review evaluated a number of job family levels across many of UBC’s job families. In certain instances, job families were reviewed due to suspicion that compensation levels might be falling below job market rates. In other cases, the review was conducted due to concerns related to attraction and retention issues within those specific fields.

In the table below, you will find the 31 job family levels that were determined to be out of market and therefore needed to be increased to meet the University’s obligation to pay AAPS members at least at the 50th percentile of the comparator market. 

The 31 job family levels represent 698 individual employees that are moving to a higher pay grade. Please note that even though you are moving to a higher pay grade, you may not necessarily end up receiving a higher salary. This plan does not include AAPS members moving proportionally between paygrades (i.e., members who are halfway between the midpoint and maximum in their current paygrade will not move to halfway between midpoint and maximum in their new paygrade). You will be informed by your manager about whether or not you will be receiving an immediate pay raise.

While the plan does not include AAPS members moving proportionally between paygrades, it does apply the Public Sector Employers' Council (PSEC) mandate’s formula to comparator organizations in the BC public sector. Because the public sector data was aged via the formula that we proposed, many of the affected members will be advancing more than one pay grade and 70% of these affected members who are out of market will be receiving an immediate pay raise.

You will find below which job family levels are out of market, their current pay grade, and the new pay grade they will be moving to.

[Please click here for a readable PDF version of the above image.]

Cost to the University

The net cost to the University for these changes is approximately $1.7 million. Additionally, as you may recall, AAPS bargained an additional fund of $600,000 per compensation review to address any inequities or other issues created by the results of the review. That $600,000 is not reflected here.

AAPS will be meeting with the University after the compensation review is implemented to discuss how to allocate the additional $600,000.

Next Steps

For AAPS members whose job family levels are listed above, your manager will be reaching out to you in the coming weeks to provide more information and let you know whether or not you will be receiving an immediate pay raise. Lines of communication between AAPS and the University will be kept open all throughout this implementation phase.

Lastly, note that this should not impact your individual increases. This means that if you are eligible for the general wage increase, the steps to midpoint, or the merit-based increases, the compensation review will not prevent you from receiving these increases.

Thank you once again for your continued support and engagement as we work to implement this important initiative. Should you have any questions, please do not hesitate to contact the AAPS office.