The process by which the money in the three pools is to be allocated could definitely be better. This blog explains the problems the Association is attempting to rectify, and the objectives it is attempting to achieve, with our proposals.
The process by which the money in the three pools is to be allocated could definitely be better. This blog explains the problems the Association is attempting to rectify, and the objectives it is attempting to achieve, with our proposals.
In addition to General Wage Increases and Career Progress Increments or salary steps, many of our members are regularly considered for merit awards and Performance Salary Adjustments (PSA). Merit and PSA are some of the more confusing features of our members’ compensation packages. We have made three proposals to rationalize, clarify, and simplify merit and PSA.
The salary structure of every university in Canada comprises, to a greater or lesser extent, two major components; across-the-board increases (Bargaining Blog 2012 – Salaries at Comparator Institutions) previously discussed), and progress through the ranks (PTR), which at UBC is also called the career advancement plan (CAP).
Salaries in most jobs are characterized by seniority-based pay systems. This is partially to account for increasing productivity over time, but primarily it is designed to defer compensation from the early part of the employee’s career to the latter part.
On February 1 the university repeated a proposal they had made informally a few times previously in the past several months, that we just ”roll over” the Collective Agreement for a two year period.
Before the University tabled its proposal with the Faculty Association, they suggested that the Association consider a two-year “rollover agreement” which would write in the 0/0% salary increases recommended by the province for the public sector but not otherwise discuss or negotiate any revisions or new language for our Collective Agreement.
