Salary increases for Faculty

Career Progress Increments (CPI) are awarded according to agreed guidelines to eligible members who demonstrate satisfactory career progress. 

Increases for members of UBC's Faculty Association are negotiated with the University and normally are effective July 1 of each year.  

Following are the general wage increases for members of the bargaining unit effective each July 1:

• 2024: 3%
• 2023: 6.75%
• 2022: Flat $520 (annual) and 3.24%
• 2021: 2%
• 2020: 2%
• 2019: 2%
• 2016, 2017 & 2018 July 1: 1.5% plus a Mutually Beneficial Gains Increase of 0.5%
• 2015 July 1: 2.0%
• 2014 July 1: 2.0%
• 2013 July 1: 2.4%
• 2012 July 1: 2.45%
• 2011 July 1: no GWI
• 2010 July 1: no GWI

The Length of Service (LOS) Career Progress (CP) award was established in 2011 with the first awards being processed effective July 1, 2011.  This financial award is paid to those members eligible for Career Progress (CP) Increments with service in a CPI eligible rank for 20 and 25 years.

In addition to annual increases to salary eligible Faculty Association members will receive a lump sum payment of 1% of salary. This is as per Article 5 of Part 2 of the Collective Agreement. To be eligible the individual must be active or on paid leave as of June 30th.

For regular faculty members the lump sum is based on the annual salary as of June 30th and is processed on a June 30th paycheque.

For sessional lecturers the lump sum is based on earnings between July 1st of the previous year and and June 30th of the current year and is paid on the September 30th paycheque.

Merit allocations are communicated individually to each Faculty by Faculty Relations. 

Merit is effective July 1 and is based on a 12-month review period is April 1 to March 31.  The dollar amount of the Merit unit varies from year to year. Refer to the Merit page for further information include unit value amount..

Performance Salary Adjustments (PSA) allocations are communicated individually to each unit by UBC Faculty Relations. 

Recommendations for PSA awards are made having regard to overall performance. The factors that should be taken into account are:

performance over a period of time which is worthy of recognition
the relationship of a faculty member’s salary to that of other faculty taking into consideration total years of service at UBC, and
market considerations.
PSA awards must be based on these three factors and may not be used as additional merit dollars. 

UBC may allocate funds for the purpose of dealing with the retention of faculty members in accordance with Article 15 of Part 1 of the collective agreement.

Retention fund amount:

On an annual basis the university may allocate up to 0.20% of salaries for those members of the bargaining unit on June 30th of the preceding academic year.

Eligibility for retention

All academic ranks (Professor, associate professor, assistant professor, professor of teaching, assistant professor of teaching, associate professor of teaching) and lecturers are eligible to be considered for retention fund increases.

Processing retention

Recommendations for retention increases should be communicated to the Dean. Dean’s offices submit the recommendations to the respective provost.

Each provost’s office will work with UBC's Faculty Relations department to arrange retention increases. Departments and faculties are not required to process retention increases.

Confirming retention

The respective provost’s office will confirm approval of awards to the Dean. The Dean should inform the Head/Director. The Head of Academic Unit must then arrange for a list of those faculty members who are awarded retention to be distributed individually to all members of the unit. The list should contain the names only and not the value of the award.