Presentation on theme: "University of Waterloo Salary Administration October 2009."— Presentation transcript:
University of Waterloo Salary Administration October 2009
Agenda: u Provost’s Advisory Committee on Staff Compensation (PACSC) u Hay Evaluation System u Annual Staff Salary Increase Program u Frequently Asked Questions u Time for Questions/Discussion
Provost’s Advisory Committee on Staff Compensation (PACSC ): u Four Staff Association representatives u Four Administration representatives u Manager, Salary Administration - Resource Responsible for revising and overseeing compensation-related policies and programs such as: salaries (policy 5), overtime (policy 16), paid holidays (policy 38), vacation (policy 6) and structural changes to the annual salary adjustment
Role of Human Resources: Human Resources takes direction from the PACSC committee on the interpretation and implementation of policies and programs related to Salary Administration
Hay Evaluation Method: u A point-factor system which evaluates: –skill (Know How) –effort (Problem Solving) –responsibility (Accountability) –working conditions
A Hay Job Evaluation is Comprised of: u the knowledge required to do the job whether practical or intellectual (Know How) u the kind and amount of thinking required to solve the problems which the job commonly faces (Problem Solving) u the responsibilities assigned (Accountability) u the work environment in which the job is performed (Working Conditions)
How is the Evaluation Done? u the manager submits written request to HR along with an accurate, comprehensive, current job description u Staff Relations Co-ordinator: interviews manager and staff member conducts research into comparable UW positions discusses the result with manager who conveys to staff
Frequently Asked Questions: u My job has changed significantly. Should it be reviewed? u My job hasn’t been reviewed for a numbers of years. What should I do? u What if my manager doesn’t agree with the result?
Annual Staff Salary Increase Program: u all annual increases are based on merit u there are no across the board/Cost of Living increases u job-values are increased by an amount recommended by the PACSC after reviewing relevant data, which may include market movement, consumer price index (CPI), national survey data and funding
Performance Appraisals: u conducted annually u forwarded to Human Resources, by mid-March u paper copy held in HR for 5 years u ratings are from 1 to 5 with increments of.25 for ratings above 3
How Do Performance Ratings Correspond to Salary Increases ? Performance ratings from 1 to 5 represent a position in the salary range or a “performance goal” over a career. 5......................................... 120% 4.5.......................................... 115% 4........................................... 110% 3.5........................................... 105% 3............................................. 100%
Need to Know More? For complete descriptions of each rating see the Performance Appraisal documentation on the Human Resources website: http://www.hr.uwaterloo.ca/work/appraisal/ appraisal.html
Salary Range: MINIMUM JOB-VALUEMAXIMUM 80% 100% 120% Compa-Ratio is the relationship of your salary to the job-value, expressed as a percentage.
The Range for USG 6 Looks Like This: 80%100% Job Value 120% 38,458.9548,073.6957,688.42 45,670.01 95% of job value 50,477.37 105% of job value
u The departmental merit pool. u Salary increases have two components: a)basic increase which can’t be adjusted b)supplementary increase u Staff members receive salary increases based on their performance appraisal rating and their position in the salary range (compa-ratio). Individual Salary Increases:
Some Additional Comments: u basic increase may not be changed by department head u staff members with compa-ratios over their performance goals will receive less than the range adjustment u staff members with compa-ratios less than their performance goals will receive more than the range adjustment u system has been designed to mitigate the effects of “lavish” and “stingy” evaluators u staff members who have reached their performance goal will receive the range adjustment
More Frequently Asked Questions: 1. What do I do if I don’t like my performance rating? 2. My manager hasn’t given me my performance review, what should I do? 3. I didn’t receive the range adjustment, why? 4. How long will it take to reach my target? 5. What happens when I reach my target?
Other Salary Questions: 6. What happens if I’m promoted to another job? 7. What happens if I transfer to another job? 8. I’m performing the duties of a staff who is on maternity leave. Should I get paid more? 9. I’m seconded to a project for over a year, what can happen?
For More Information: Contact: u Alfrieda Swainston, extension 32950 u Peggy Karitsiotis, extension 36645 u your Staff Relations Coordinator u http://www.hr.uwaterloo.ca/