Note: The Merit Pay policy will not be implemented until a later date when provincial funding to the University improves.
In order to recognize outstanding performance, an annual merit pool consisting of X% of the total salary budget for grades 1 to 14 will be distributed on a percapita basis to budget envelope holders (deans and vice-principals) and the envelope holders will be responsible for the equitable distribution of the funds.
- Individual staff in grades 1 to 9 will move through the grid based on experience, providing that performance in the job during the past year has been satisfactory. In cases where less than satisfactory performance might result in the grid step being withheld, the decision to do so must be based on documented performance appraisal.
The determination of extraordinary merit must be demonstrated by documented evaluations of performance in particular situations. A letter setting out the substantive case for a one-time non-base merit payment will be submitted to the appropriate dean or vice-principal for initial approval. Approved recommendations will be forwarded to Human Resources for consideration and final approval by the Principal and vice-principals.
- Salaries for staff in grades 10 to 14 have not been placed on the grid and the total annual increase will continue to be based solely on performance. The combination of range step for the applicable grade and the scale increase will be interpreted as a guideline to assist department heads in making recommendations regarding performance.
Recommendations that are less than or in excess of the guidelines must be accompanied by documentation supporting the recommendation and submitted to the appropriate dean or vice-principal for initial approval. Approved recommendations will be forwarded to Human Resources for consideration and final approval by the Principal and vice-principals.
- This policy applies to employees in continuing/term and research grant and contract positions.