2016 Compensation Review Implementation

 

Dear AAPS Members,

We are pleased to confirm that we have signed an agreement with the University on the 2016 Compensation Review Implementation.

A world class University needs to retain and hire world class staff. Ensuring that your compensation doesn’t fall behind your public and private sector colleagues is an essential step in the right direction.

We are pleased that the 2016 Compensation Review Implementation will positively impact over 50% of AAPS Members. Together, we must continue to strive to ensure that all of us are fairly compensated for our work at UBC.

This success is an example of how, through our participation and commitment, we can achieve positive change at UBC.

2016 Compensation Review Implementation by numbers

  • 53.4% of members will see their earning potential increase
  • 30.7% of members will receive a raise during the implementation process
  • 23 Job Families are impacted by the changes
  • 111 Job Family Levels will change
  • 1st year that retroactive payments were negotiated
  • 3 Implementation Dates: July 1, 2016, July 1 2017, and July 1 2018

For details on the implementation structure and timelines, please see the memo released by UBC HR.

UBC HR will be sending a letter to each member whose salaries and job family levels are impacted by the changes.

If you as a member have concerns about how the 2016 Compensation Review Implementation will impact your salary, please contact the AAPS Office.

What is a Compensation Review?

Compensation Reviews are a common method for both the public and private sectors to ensure that employers are compensating their employees at a competitive rate. UBC’s compensation review is based on comparing the salaries of their job families with similar or equivalent job families from a list of comparator employers listed in the Collective Agreement. The comparator market is comprised of other Universities and public sector employers of comparable size and complexity to UBC. In the first Collective Agreement between UBC and AAPS in 1995, the parties agreed to a binding commitment to pay you at least at the 50th percentile of the comparator market.

 

Sincerely,

Andrea Han
President, AAPS at UBC