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 Salary Ranges:
Each PMA Salary Range (Salary Grades, Computer Services, Technical Plan, University Police Sergeant and Research Scientists) is comprised of a range minimum, job rate and range maximum.
Job Rate: The primary reference point and is deemed to be reflective of the job rates for similar positions in the labour market.
Range Minimum: Equal to 15% below the Job Rate. This is the minimum salary for a position in a range. Salaries for new hires/appointments will typically be at or near the range minimum.
Range Maximum: Equal to 21% above the Job Rate. This is the maximum salary considered for a position in a range.
Annual Pay Adjustments
The total annual November 1st adjustment to PMA salaries is comprised of the following:
| Employees at or above the Job Rate |
| 1. The Basic Increase |
| 2. The Merit Adjustment |
| |
| Employees below the Job Rate |
| 1. The Basic Increase |
| 2. The Merit Adjustment |
| 3. The Progression Through the Range (PTR) Adjustment |
In accordance with the terms of the PMA employee agreement, these adjustments are applied as follows:
1. Application of Basic Increase:
- A basic percentage increase is applied to all salary ranges.
- This basic increase is also applied to the salaries of all PMA eligible employees with an active appointment as at Oct 31st each year.
2. Application of Merit Adjustment
- The merit pool available is equal to a specified percentage of the total payroll for PMA eligible employees as at Oct 31st.
- The merit pool is typically assigned to the Faculty or Associate Vice-President level for distribution among all PMA eligible employees within that group.
- The distribution of the merit adjustments will differ between groups and are affected by the following factors:
- individual performance assessment ratings (noted below)
- individual salaries
- the available merit pool for each group
- the distribution of the ratings among the PMA eligible employees within the group
Performance Assessment Level |
Points Assigned |
N/A or Unacceptable |
0 |
Fair |
1 |
Good |
3 |
High Quality |
5 |
Exceptional |
7 |
Example:
The total Oct 31st PMA salaries in “Department A” amounted to $250,000. The merit pool was 1.4% of salaries or $3,500. One employee received Unacceptable (0 points), one employee received Fair (1 point), two employees received High Quality (5 points) and one employee received Exceptional (7 points).
The employee with an Unacceptable performance level received a zero percent merit increase. The remaining employees shared in the merit pool proportionate to their salaries and their points such that the two people who scored High Quality received the same percentage merit increase but the actual merit dollars were relative to their salaries. The person who scored Fair received a lower percentage merit increase than the employees rated with High Quality performance. The person who received Exceptional received a higher percentage merit increase than the employees rated with High Quality performance. The total merit adjustments for "Department A" would be $3,500. |
If the increase for merit applicable to an individual increases his/her salary above the range maximum for their classification, the amount of the increase above the maximum is paid to the employee as a one-time lump sum payment and pension contributions are payable on that lump sum. The new salary will be the maximum for the range.
3. The Progression Through the Range (PTR) Adjustment:
The Progression Through the Range (PTR) Adjustment is equal to a specified percentage of the salaries for PMA eligible employees whose compensation rate is below the new job rate for their classification after the application of both the Basic and Merit Adjustment.
The PTR Adjustment will progress an employee’s salary towards the new job rate for their classification but will not increase their salary beyond that rate. |
