Agenda

1. Agenda • Discussion of new Compensation System • How did we get here? • Clarification and Explanation • Impact on Personnel Policies • Proposal from Executive Committee • Motion in Support of Executive Committee MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

2. How did we get here? • 1997 demand by MUNASA • 1998/99 Joint Work Group adopts University of Calgary as model: • Job Families, Roles, Broadband Salary Ranges • 2000/01 Pay Equity uses Job Families, Role Profiles, Hay Job Evaluation Methodology • HR rethinks Compensation • Smaller scales is better than broad-banding • Administration decides to implement within 6 months MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

3. Profiles, Hay Points • 7 Job Families, 28 Sub-Families, 82 Profiles • 4 levels of management hierarchy • Hay points differ between sub-families for same level of management: PERSX 193 ADMX 195 PERS1B 255 ADM1A 263 FIN1B 228 PERS2B 353 ADM2A 299 FIN2B 329 PERS3B 455 ADM3A 470 FIN3B 457 PERS4B 698 ADM4A 721 FIN4B 696 MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

4. Profiles, Hay Points, Salary Grades(after Dec. 1 scale increase) MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

5. Moving from M scales to Grades • Example: ADM1A • 88 people with classification from M1.1 to M2.1 • ADM1A minimum higher than M1.1-M1.4 minimum • ADM1A Maximum lower than M2.1 Maximum MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

6. 50 % 55,000 Moving salaries from Scales to Grades Penetration determines salary adjustment • Apply pentration in old scale to new grade • Determine ¼ of the difference between current salary and target salary • 55,000 – 50,000 = 1,250 • 4 • Adjust salary • $50,000 + $1,250 = $51,250 50 % 50,000 New scale Current scale MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

7. Three changes at once: • Replace M Job Descriptions with Role Profiles to address internal equity problems • Replace 20 salary scales with 10 salary grades • Increase the minimum from 70% of Max to 75% of Max. MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

8. Distribution of Money • 3% of salary mass paid as salary adjustments to new grades • 1.5% base increase: • 1.0% scale increase • 0.5% base, non-scale, increase • Relativity payment distribution as non-base 2.0% MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

9. Communication and Contention • Notification of Profile, Salary grade, salary and appeal process Dec. 15 (approx.) • Appeals of profile assignment can be made until Jan. 31, 2003 • Appeal Board: MUNASA, HR, Senior Managers • Appeal decisions final March 31, 2003 MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

10. What effect on people’s salaries? • Addressing Internal Inequities means some relative rankings change • Mapping classifications into Role Profiles into salary grades general benefit lower classifications moving to a Role Profile • Some people at their scale ceilings will be below the grade maximum MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

11. Impact on Personnel Policies MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

12. Salary Administration Policy • Classification of positions C, LA, T, M, E  C, LA, T, ADM, SAF, IS, LOG, COM, …, E? • Levels and grades replace “classification” • Salary increases Salary Scale, “Special Adjustments”, “Entry Level”, “Market Adjustments (Base and Non-Base)”, Promotion • Promotions and transfers • Overtime • Definition of “managerial staff” MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

13. Staffing Policy • Job Requirements have two components: • Profile Qualifications (Education, Experience) • Competencies (e.g. Knowledge of Banner) • Internal Candidates: minimum Qualifications • Trial Period versus Training Period • Internal Candidates access to Entry Level • Training! MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

14. Temporary Employment • Must be hired into a Role Profile • Must be paid according to scale • Application of Salary Administration Policy?? MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

15. Management Trainee • Diminished Salary (60% of Ceiling) • ?Profile Requirements waiver? • Duration of training period • Pre-defined competencies training • Regular and frequent review • Consequence of not attaining qualification MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

16. Proposal from Executive • No “Wait and See” Policy • Principles: • Transparency: Salary increases published • No Entry Level (Trainees) before Policy • Lack of Competency no barrier to internal candidates • Externals must meet Profile Requirements • Employer provides competency training • Salary Disputes arbitration MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

17. Management Trainee Policy • Two years maximum • Trainee position available to internal candidates • Employer provides training • Disputable training • Salary progresses with qualifications MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

18. Motion • Whereas MUNASA has been involved since 2002-08-15 • Whereas MUNASA participation has prompted changes • Whereas MUNASA works to improve conditions • Whereas proposed improvements have been distributed and are available • Be it resolved: That the MUNASA membership endorse and support the position put forward by its representatives in their discussion with the University over Compensation. MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002

19. Other Business MUNASA S.G.M. 2002-11-06 "M" Compensation Strategy 2002