Many factors contribute to the ongoing development and administration of our compensation program, which is a core element in the employment relationship. These aspects include internal equity, ongoing attraction and retention of staff resources, and consistent pay practices and salary planning. The effective combination of these elements supports the achievement of Queen's strategic vision, and reinforces a productive and healthy work place.
The following process and reference information applies to staff in General Support and Research staff positions.
Queen's University administrators and the Queen's University Staff Association (QUSA) determine salary and benefit programs for eligible staff.
- The salary grid and associated ranges are published based on the current Memorandum of Agreement with QUSA. The salary grid is effective from July 1 to June 30 annually.
- The salary grid represents the salary steps and ranges (minimum step through maximum step for each grade) that forms the compensation framework for salary administration and pay related decisions.
For information on the Merit Compensation Program for Senior Non-Academic Administrators please go to: Merit Appraisal and Salary Program Guidelines for Senior Non-Academic Adminstrators.