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Queen's University
 

Supervisory Differential

Policy

When two or more employees are in a supervisor/supervisee relationship with respect to each other, the supervisor's salary shall be a minimum of 5% higher than the highest paid supervisee. In cases where the normal compensation program does not provide for at least a 5% differential, the supervisor will receive a premium which allows for a 5% differential while employed in the supervisory position. Both employment and salary relationships will be monitored and the premium adjusted as required.

Procedures

  1. This policy applies to continuing/term and research grant and contract staff.

  2. In almost all situations the salary grade differential resulting from the job evaluation process provides for an appropriate pay difference between supervisor and supervisee. However, where the compensation programs for supervisor and supervisee are different (i.e. non-unionized and unionized), there may be potential for compression.

  3. A supervisor is defined as having the right to hire/fire or make the effective recommendation to do so, responsible for handling disciplinary matters, conducting performance appraisals, delegating work and ensuring that the work is completed satisfactorily.

  4. This policy does not apply to employment relationships where an administrative staff member exercises some supervisory responsibilities for professional staff such as doctors, engineers, lawyers, etc. whose salaries may be regulated by a provincial or professional body.

Note: Funding of a supervisory premium is the responsibility of the department head and/or the dean or vice-principal. Premiums are not funded centrally.

Queen's Human Resources
Fleming Hall, Stewart-Pollock Wing
Kingston, Ontario, Canada. K7L 3N6.
T: 613.533.2070 | F: 613.533.6196
hradmin@queensu.ca