Salaries can change for a number of reasons over the course of employment. Examples of salary increases include probationary increases, step increases, and/or merit pay increases.
Click to expand the sections below for more information on starting salaries and salary progression.
Starting salaries
For unionized employee groups, starting salaries are mandated in the applicable collective agreements. Please refer to these for information about starting steps.
For non-union employee groups, starting salaries are based on qualifications, skills and experience.
- Those hired at the minimum of the range are typically recent graduates, or someone who has all of the qualifications, but very little experience. It is expected that these new hires will take a number of years to become fully proficient in the job.
- Those hired at the midpoint of the range possess all the necessary qualifications, as well as sufficient experience to "hit the ground running", that is they will become proficient in the job in very little time.
- Any circumstances which require hiring at the maximum of the range require Compensation approval.
Step increases for unionized staff
For unionized employee groups, staff typically receive a step increase annually as laid out in the applicable collective agreements.
- BCGEU Child care (pdf, Appendix A)
- BCGEU Okanagan (pdf, Appendix C)
- CUPE 116 (pdf, Article 28)
- CUPE 116 Aquatic centre (pdf, Article 19)
- CUPE 2278 English language institute (pdf, Article D 14)
- CUPE 2278 Teaching assistants (pdf, Schedule A)
- CUPE 2950 (pdf, Article 36)
- IUOE 115 (pdf, Article 18)
Probationary increases for non-union staff
Upon successful completion of the probationary period, staff are eligible for this increase, subject to satisfactory performance. The guideline for this increase is 4%.
For Management & Professional (AAPS), non-union technician and research assistants and farm workers, the probationary period is 12 months.
For Executive administrative staff, the probationary period is 6 months.
Note: Positions that have been reclassified through an evolutionary process of increased responsibilities will retain their Job Entry Date and are therefore not subject to a probationary review and are ineligible for probationary increases. Positions that have been reclassified but deemed to be a new position due to a significant increase to the amount of new duties being added will be given a new Job Entry Date. These positions may be subject to a probationary review and therefore be eligible for a probationary increase at the end of the probationary period.
Administrative process
Departments are responsible for the administration of this process and can run the Staff Probationary and Midpoint Progression Eligibility report in Workday to see which of their non-union staff are eligible.
Instructions on how to run the report are available through the Workday Knowledge Base.
Midpoint progression increases for non-union staff
Staff who are between the minimum and midpoint of the salary range are eligible for this increase, subject to satisfactory performance.
For Management and Professional (AAPS), progression to the midpoint of the salary range must occur by the end of the 4th year in the position.
For other non-union groups (non-union technicians & research assistants, executive administrative staff and farm workers), progression to the midpoint of the salary range must occur by the end of the 2nd year in the position.
Okanagan technicians and research assistants are not eligible for this increase.
Administrative process
Departments are responsible for the administration of this process and can run the Staff Probationary and Midpoint Progression Eligibility report in Workday to see which of their non-union staff are eligible.
Responses to general inquires can be found on MPI FAQs for Administrators (pdf).
Instructions on how to run the report are available through the Workday Knowledge Base.
Merit increases for non-union staff
This increase is to recognize and reward meritorious performance and provides a way for Management and Professional (AAPS), non-union technicians and research assistants, executive administrative staff and farm workers to move from the midpoint to the maximum of the salary ranges. However, managers also have the option of awarding these staff with a one-time payment instead of a salary increase.
The guideline for this increase is up to 3%.
Eligibility criteria
Staff who have completed their probationary period and are at or above the midpoint of the salary range are eligible for this increase.
Staff currently at the maximum of the salary range are not eligible for ongoing salary increases, but can be rewarded for meritorious performance through alternative means such as:
- one-time payment
- additional vacation time
- career development opportunities such as conferences, courses, or coaching.
Note: For Management and Professional (AAPS), during the first year of merit eligibility, the increase will be effective no later than the anniversary date in the position. In subsequent years, the increase will be based on the standard University merit effective date, which is typically July 2nd.
This process is managed centrally by the compensation unit and in partnership with departments.
Administrative process
- 2024 Merit Memo - UBCO
- 2024 Merit Memo - UBCV
- 2024 Merit FAQ - Administrators UBCO
- 2024 Merit FAQ - Administrators UBCV
- Merit Honorarium Amount Calculator
Merit video resources
View video resources for the Merit process in the next accordion.
Please direct any questions related to the merit program to your Compensation partner.
Merit video resources
View video resources specifically on Merit increases and associated processes.
Merit refresher session Part 1
Merit refresher session Part 2
How Merit/PBI planners and approvers access their merit grid/table of eligible employees in Workday
How managers can access their grid/table of eligible employees in Workday
How to use the grid/table to enter proposed Merit/PBI ratings in Workday
Honoraria for non-union staff
An honorarium is a one-time payment for work that is above and beyond what is typically covered by regular salary.
Non-union staff including Management & Professional (AAPS), technicians & research assistants, executive administrative staff, and farm workers are eligible for honoraria.
Unionized staff and Okanagan technicians and research assistants are not eligible to receive honoraria.
Honoraria are approved on a case-by-case basis on a without-prejudice and without-precedent basis, and may vary between units. The manager will determine the amount of the honorarium request. The guideline for an honorarium payment is up to 5% of the staff salary for a particular time period (with the exception of merit pay).
An honorarium may be provided for a variety of reasons such as:
- completion of a project that went beyond the normal scope of the job
- exceptional team contribution
- additional hours of work, (not to be calculated on hourly rate)
- merit pay (in lieu of an addition to base salary).
Review and approval process
1) All honoraria are subject to the approval of the head of the unit and the respective Dean/Principal/Associate Vice-President equivalent and/or Vice President, as outlined by each Faculty or Administrative Department.
2) Upon approval, the honorarium should be submitted through Workday as a One-time payment, and include the rationale for payment, as well as supporting documentation. Requests totaling $5,000 or above, are routed to compensation for additional review and approval to ensure equity and consistency across the University.
Benefits and tax implications of honoraria
Honoraria payments are subject to income tax, as well as the usual payroll deductions (e.g., CPP, WCB, and EI). Honoraria payments do not attract other wage-impacted benefits, such as pension, Basic Group Life insurance, and Income Replacement Plan/Disability Benefit Plan. AAPS dues are deducted where applicable.