Sept. 22, 2021 The Division of Human Resources & Equity is now called the Division of People Strategy, Equity & Culture.

(2007-2008 HR#21, PDADC#52) Holiday Schedule 2008-2009 and 2009-2010

May 2, 2008
Principals, Deans, Academic Directors & Chairs; Professionals / Managersl; Confidential Staff
Angela Hildyard, Vice-President, Human Resources & Equity
Approved July 2008 Annual Increases for Professional/Managerial (PM)& Confidential Staff Revised PM Compensation Policy

I am pleased to announce that at its April 28th, 2008 meeting, Business Board approved the annual salary increases for PM and Confidential staff along with amendments to the PM Compensation Policy.

1. Salary Increases for Professional/Managerial and Confidential Staff

The approved annual salary increases for PM, Confidential Staff are as

P/M 1 to 5 and Confidentials
A 3% ATB plus merit has been approved effective July 1, 2008.

P/M 6 to 9
A 3% ATB, plus a merit amount will be pooled and distributed entirely
based on merit effective July 1, 2008.

Administration of Salary Increases
The ATB and merit increases will be administered as follows:

As in past years, merit dollar amounts for Confidential staff will be calculated for each level of the performance rating scale and be distributed as flat dollar amounts. The amounts allocated will increase proportionally from the lowest performance level to the highest.

PM 1- 7
This year, based on the recommendation of the Human Resource Management Board, the review and approval of performance ratings will be completed by Divisional committees. The funds available for merit increases will be calculated for each division (or group of small divisions) based on the number and level of PM’s in the division. Then flat dollar merit amounts will be calculated for PM’s in each division based on the distribution of performance ratings in that division. Thus merit amounts to be paid to PM staff will vary from division to division based on the distribution of performance ratings in the division. There will be pooling among smaller divisions.

PM 8-9
The performance ratings and merit increases for staff at the PM 8-9 level will be reviewed through a centralized process lead by the President. Merit pay for this group will be determined using a methodology similar to that used for decanal positions.

Detailed instructions regarding the Annual Increase Program for P/M and Confidential staff are available at

The adjusted salary ranges, effective July 1, 2008 for Professionals/Managers are available at and for Confidential staff are available at

2. Compensation Policy for Professional/Managers

The changes to the Compensation Policy for PM staff are relatively minor and include the following:
The policy now indicates that positions in the PM 6 salary range have a notional maximum and are eligible for merit increases that are solely based on performance, making them more similar to PM 7, 8, 9. These changes were approved by Business Board and implemented (and announced)in July 2007.
Clarifying statements have been added to the policy to articulate the University’s commitment to reward employee performance and contribution while being fiscally prudent and transparent in compensation programs. These statements also clarify how individuals move through the salary range.
Additional statements have been added to the policy to clarify approvals and processes for administering salaries above maximums and lump sum OTO payments. These changes are aligned with changes to the Senior Appointments and Compensation Committee.
The revised compensation policy for P/M staff is available at:

The compensation policy for Confidentials remains unchanged and can be
viewed at