University of WaterlooSalary Administration October 2009
Agenda: • Provost’s Advisory Committee on Staff Compensation (PACSC) • Hay Evaluation System • Annual Staff Salary Increase Program • Frequently Asked Questions • Time for Questions/Discussion
Provost’s Advisory Committee on Staff Compensation (PACSC): • Four Staff Association representatives • Four Administration representatives • 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: • A point-factor system which evaluates: • skill (Know How) • effort (Problem Solving) • responsibility (Accountability) • working conditions
A Hay Job Evaluation is Comprised of: • the knowledge required to do the job whether practical or intellectual (Know How) • the kind and amount of thinking required to solve the problems which the job commonly faces (Problem Solving) • the responsibilities assigned (Accountability) • the work environment in which the job is performed (Working Conditions)
How is the Evaluation Done? • the manager submits written request to HR along with an accurate, comprehensive, current job description • 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: • My job has changed significantly. Should it be reviewed? • My job hasn’t been reviewed for a numbers of years. What should I do? • What if my manager doesn’t agree with the result?
Annual Staff Salary Increase Program: • all annual increases are based on merit • there are no across the board/Cost of Living increases • 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: • conducted annually • forwarded to Human Resources, by mid-March • paper copy held in HR for 5 years • 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: 100% 120% 80% MINIMUM JOB-VALUE MAXIMUM Compa-Ratio is the relationship of your salary to the job-value, expressed as a percentage.
Individual Salary Increases: • The departmental merit pool. • Salary increaseshave two components: • basic increase which can’t be adjusted • supplementary increase • Staffmembersreceive salary increases based on their performance appraisal rating and their position in the salary range (compa-ratio).
Some Additional Comments: • basic increase may not be changed by department head • staff members with compa-ratios over their performance goals will receiveless than the range adjustment • staff members with compa-ratios less than their performance goals will receive more than the range adjustment • system has been designed to mitigate the effects of “lavish” and “stingy” evaluators • 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: • Alfrieda Swainston, extension 32950 • Peggy Karitsiotis, extension 36645 • your Staff Relations Coordinator • http://www.hr.uwaterloo.ca/