Salary Increases and Progression


  1. Starting Salary

  2. General Wage Increases

  3. Probationary Increase

  4. Salary Progression to Midpoint

  5. Midpoint to Maximum

  6. Maximum

Letter of Agreement #1 in your Collective Agreement details the salary administration plan and pay structure. As employees progress in their respective roles and have demonstrated satisfactory performance, they will also progress along the salary range.

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 indicated the job family (job category) 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 they are on the salary scale, how long they have worked at UBC,  or if they are on notice, receive General Wage Increases (GWIs).

UBC HR will produce a new salary scale/grid and everyone’s wage increases.

See the negotiated GWIs for the current agreement

Learn more about the Economic Stability Dividend (LOA #5)

*GWIs and market adjustments should not preclude or impact performance-base pay increases.



Probationary Increase

At the end of your probationary period, you will receive an increase based on satisfactory performance. The guideline for this increase is 4%. Please note 4% is not an entitlement.




Salary Progression to Midpoint

If you are below Midpoint, you will receive annual salary increases, based on satisfactory performance and tied to your anniversary (hire) date. By year 4 in the same role, given satisfactory performance, you must be at Midpoint of your salary range.

For example, a professional hired on October 15, 2014, who has demonstrated satisfactory performance 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.

Keep in mind; unsatisfactory performance should be well documented and pre-determined. If you find yourself in a situation where you have been given satisfactory performance reviews then all of sudden you are told you won’t get an increase because of your performance, please speak with a Member Services Officer.



Midpoint to Maximum

By year four, given satisfactory performance in the same role, you must be at Midpoint, as outlined your Collective Agreement.

After 12 months at Midpoint or above you are eligible for Merit Increases.  The availability of Merit is determined each year by the President’s Office and communicated in a memo to department heads from UBC HR. Departments/units will evaluate staff and award the appropriate merit increases based on performance. Please note that Merit Increases are not tied to your anniversary date.


See:2016 Performance-Based Merit Pay Program (May 31, 2016)




When you reach Maximum on the salary grid for your job classification, you are no longer eligible for Merit.

You may be able to negotiate other forms of compensation such as additional vacation time or professional development opportunities. GWIs and market salary adjustments still apply.


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