Salary Increases


  1. Starting Salary

  2. General Wage Increases

  3. Incremental Steps to Midpoint

  4. Midpoint to Maximum

  5. Maximum

Letter of Agreement #1 in your Collective Agreement details the salary administration plan and pay structure.

If you have any concerns about your salary, please contact the AAPS Office.


Starting Salary

AAPS members’ starting salaries are determined by their department/unit within the range of their job classification as developed by UBC HR. Each UBC job posting indicates the job family) and the classification title (A,B,C,D...).

See M&P Job Family Descriptions and Occupational Guidelines for Management & Professional Staff.

There is nothing in the Collective Agreement that precludes AAPS members from negotiating their starting salary within the range of the job classification.


General Wage Increases

All AAPS members, regardless of where you are on the salary scale, how long you have worked at UBC,  or if you are on notice, receive General Wage Increases (GWIs).

UBC HR will produce a new salary matrix and everyone’s wage increases.

See the negotiated GWIs for the current agreement

*GWIs and market salary review adjustments should not preclude or impact individual pay increases. If you find yourself in a situation where you are not receiving individual increases due to GWIs, market surveys, or budget issues, please contact the AAPS Office for the confidential conversation.

Incremental Steps to Midpoint

If your salary is below Midpoint, you will receive annual salary increases tied to your anniversary (hire) date. By year 4 in the same role, you must be at Midpoint of your salary range.

For example, a professional hired on October 15, 2014 must be at Midpoint on October 15, 2018.

You can get to Midpoint sooner depending on where you started on the salary grid and the percentage of your annual increases.

Increases typically range between 1%-4% at the discretion of your manager.


Midpoint to Maximum

By year four if you stay in the same role, you must be at Midpoint, as outlined your Collective Agreement.

You will now be following the Merit-Base pay model for your individual increases.


When you reach Maximum on the salary matrix for your job classification, you are no longer eligible for a % based Merit increase.

You may be able to negotiate other forms of compensation such as an honourium, bonus, additional vacation time, or professional development opportunities. GWIs and compensation review adjustments still apply.


performance-based merit pay program
2013 Performance-Based Merit Pay Program
2013 Performance-Based Merit Pay Program