Salary review procedures in the Collective Agreement (Article 17) establish our system for merit-based pay. During your career, you have available a specific number of regular annual salary increases based on rank: Career Development Increases. In addition to these regular salary increases, you may be awarded Special Increases for meritorious work.
Salary committees at the level of the academic unit (department or non-departmentalized college) award special increases based on standards set by the unit in accordance with provisions in the Collective Agreement. Department Salary Committees may also recommend faculty for additional special increases to the College Review Committee (CRC) or recommend faculty for special increases if there is not enough money allocated to the department to provide increases for all meritorious work.
Salary committees in non-departmentalized colleges and CRCs award special increases and may recommend faculty for additional special increases to the President’s Review Committee (PRC). You can also appeal to PRC if you are unhappy with your salary review outcome and Deans can appeal to PRC on behalf of a faculty member.
A Special Increase may be awarded to an employee who has demonstrated excellence in one or more of the categories described in Article 17.2 or for accumulated performance over a period of years which, when regarded together, may merit a Special Increase (Article 17.1.3).
The period under review ends on June 30 of the academic year prior to the one in which the review takes place (Article 17.5.6(i)). Evaluation will be in accordance with applicable standards for the award of Special Increases based on information provided by each employee as documented in a current CV update as well as such information as the candidate wishes to introduce to support their case.
Separate from our process for awarding special increases, but part of Article 17, are “Expedited Procedures” (Article 17.5.7). Expedited procedures allow salary adjustments in emergencies, when there is a salary anomaly at the time of appointment or a demonstrable risk of losing a faculty member because of higher salaries at comparable institutions. Such salary adjustments can be made by adding, temporarily or permanently, a combination of CDIs and special increases, provided the increase is recommended by appropriate salary committees and approved by the Joint Committee for the Management of the Agreement (JCMA).
The salary review process is not intended for anything other than meritorious work.