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Leaders will determine whether an increase is appropriate depending on the circumstances. Other unique situations could also include recent secondments or transfers from other areas.

Salary increases are applied only up to the maximum of the salary range. No additional increase or lump sum will be provided. 

Performance reviews provide an opportunity to recognize an employee’s efforts, offer both appreciative and constructive feedback, and focus in on priorities for the upcoming performance year. Please speak to your leader about completing your performance review as soon as possible.

Employees on leave will be included in the review process.  Any increases applied will be effective upon their return to work.

Employees need to be an “active” MaPS employee on the date the increases are paid.

The Ministerial Order is for the period of April 1, 2024 to March 31, 2025.  The approach will remain in place until that time while the government works to advance legislative amendments to implement a new compensation governance model.

Leaders should defer the review of salary until the employee returns from their leave of absence – please ensure you keep track of these situations for future follow up.

The salary for a recently hired employee will have been assessed at the time they joined the university. Factors such as the individual’s position in the salary range and internal comparators within the faculty/unit should be considered prior to recommending an increase for a recent hire.

All MaPS should have a performance review for each annual performance cycle. Leaders should complete a review for the 2023-2024 performance year. 

Each employee’s circumstances should be reviewed individually. Leaders should make recommendations they can support and that align to the circumstances in their area.

Increases will vary based on each individual’s situation, including positioning within the salary range and performance factors. Leaders have the discretion to make adjustment recommendations they feel are appropriate for each employee’s circumstances.

Leaders will need to make decisions on salary recommendations that apply to each employee’s circumstances. It may not be necessary to make an adjustment for new hires, recently promoted employees, or employees that have received a salary adjustment in the last 12 months. This should be assessed while considering internal comparators within the faculty/unit and the individual’s position in their salary range.

Consideration should be given as to whether the employee’s salary was evaluated at the time of the transfer, and whether an increase is appropriate for the new role.  Leaders should have a discussion with the employee’s former leader to discuss these factors. 

Employees with a performance rating of 1, and employees with fixed-term contracts of less than six (6) months should be excluded.

Salary increases should be made in consideration of the employee’s regular position, not their interim role. If an employee performing an interim role is receiving a temporary pay uplift, the salary increase should be considered in relation to their regular position and salary prior to the temporary uplift. 

The overall increases for the faculty or unit cannot exceed the budget allocated. The Senior Leadership Team (SLT) member for that faculty/unit will need to approve the increases for their groups and ensure the overall budget is adhered to.

Leaders will make recommendations for salary adjustments with final approval resting with the Senior Leadership Team (SLT) member and Executive Leadership Team (ELT) member responsible for the area.  Further information on this process will be provided in the coming weeks.

Casual staff are not included in this process.

Part-time employees are included in the review process. Any increases will be applied as a percentage to their pro-rated salary.

Salary increases are applied up to the maximum of the salary range.  No additional increase or lump sum will be provided.  Leaders should ensure they allocate their budget accordingly for these employees.