MedNet

Salary Increases

Learn about probationary and merit increases by employee group.

M&P

Probationary Increases

All M&P staff must serve an initial 12 month probationary period. The University-wide guideline for M&P probationary increases is 4%. An increase of up to 4% indicates an employee is fully meeting the position’s expectations. Probationary increases are based on performance. Your manager will provide a performance review prior to a probationary increase. 

Mid-Point Progression Increases

Mid-point progression increases move an employee’s salary from  the hiring salary to the mid-point of the salary scale. Once your salary is at mid-point, you will be moved to the merit (link to merit page) salary progression process. Mid-Point Progression increases cannot go above the mid-point of the salary scale.

M&P staff must be moved to mid-point by the end of their fourth year in the position but can be moved to mid-point earlier as well. Normally, employees receive a mid-point progression increase on their annual anniversary date provided there is satisfactory performance.

Merit Increases

Merit increases move an employee’s salary  from the mid-point to the maximum of the salary scale. Merit increases commence on July 1st of the year after an employee becomes eligible for merit.  

There are two criteria necessary to be eligible for merit increases:   

  1. the probationary period must be successfully completed.
  2. the salary must be at mid-point or above of the salary scale.  

Both of these criteria must be met by June 30th of the year previous to the Merit increase.  

Example
If you meet the criteria for Merit on April 29, 2012, you will be eligible for an increase effective July 1, 2013. The year, July 1, 2012-June 30, 2013, is the monitoring period for performance on which the merit increase of July 1, 2013 is based. The purpose of the merit program is to reward meritorious performance, factors such as equity and employment market are not considered. Staff members who are currently at the maximum of their salary scale are not eligible for ongoing salary increases. However, these employees can still be rewarded for meritorious performance through a one-time merit payment, extra vacation time or professional development opportunities.  

Performance reviews are generally conducted annually for staff members and are required to support performance-based Merit pay decisions.  

Merit Rating Scale
  • Meets job requirements                                    0%
  • Demonstrates above average performance      up to 1%
  • Demonstrates excellent performance               over 1% and up to 2%
  • Demonstrates extraordinary performance         over 2% and up to3% 

Honouraria

An honorarium is a payment for work that is above and beyond what is typically covered by the regular salary. The Staff Honorarium Form must include a rationale for payment as well as any other supporting documentation.   

CUPE 2950

CUPE 2950 salary progression is unique from M&P and NUT/RAT. As a CUPE 2950 employee,  there is a set salary progression as defined by the salary scale. All CUPE 2950 salary increases are pre-determined by the CUPE 2950 Collective Agreement. CUPE 2950 staff move from the beginning step to maximum step via yearly step increases the day after their anniversary date. This is automatic and does not require your department to prepare any paperwork. All new hires to CUPE 2950 that are also new to UBC are hired at Step 1. See salary scale. CUPE 2950 employees who transfer into a CUPE 2950 position of the same classification retain their step.  

Example: 
A CUPE 2950 employee who moves from Arts to Medicine where both positions are classified as Administrative Support 2 (Pay Grade 3)  retains the sameStep level. If however, an employee moves from an Administrative Support 2 position in Arts to an Administrative Support 3 position in Medicine, he/ she will start at Step 1 as the positions are at different levels. There is an exception to this rule. When a CUPE 2950 employee is being promoted to a higher level position, he/ she must receive a minimum $50 increase (per month).  

Example: 
In the previous example, a CUPE 2950 employee moves from Administrative Support 2 to Administrative Support 3 which is a move from pay grade 3 to pay grade 6. This is an increase of more than $50 per month so the employee would start at Step 1. If the difference in pay grades was less than $50 per month, the employee would be moved to the next highest step to give them a $50 per month increase.  

As these are unionized positions, CUPE 2950 employees are only entitled to increases that are covered by the Articles in their Collective Agreement. No other forms of increases, such as merit or honourarium are permitted.

Non-Union Technicians and Research Assistants

Probationary Increases

All NUT/TRA (Non-Union Technicians and Research Assistants) hired after September 1, 2008 must serve an initial 12 month probationary period.  The University-wide guideline for NUT/RAT probationary increases is 4%. An increase of up to 4% indicates an employee is fully meeting the expectations of their position. Probationary increases are based on performance. Your manager will provide a performance review prior to  a probationary increase. 

Mid-Point Progression Increases

Mid-Point Progression increases move an employee’s salary  from hiring salary to the mid-point of the salary scale. Once your salary is at mid-point, you will be moved to the merit (link to merit page) pay program. NUT/TRA staff must be moved to mid-point by the end of their second year in the position but can be moved to mid-point earlier as well. 

Merit Increases

Merit increases move an employee’s salary from the mid-point to the maximum of their salary scale. Merit increases commence on July 1st of the year after an employee becomes eligible for merit. There are two criteria necessary for an employee to be eligible for Merit increases:  

  1. The probationary period is successfully completed.
  2. Be at mid-point or above of their salary scale.  

Both of these criteria must be met by June 30th of the year previous to the Merit increase.  

Example:
An employee who meets the criteria for Merit on April 29, 2012 will be eligible for an increase effective July 1, 2013. The year, July 1, 2012-June 30, 2013, is the monitoring period for performance on which the merit increase of July 1, 2013 will be based. The purpose of the merit program is to reward meritorious performance, factors such as equity and employment market are not considered. Staff members who are currently at the maximum of their salary scale are not eligible for ongoing salary increases. However, these employees can still be rewarded for meritorious performance through a one-time merit payment, extra vacation time or professional development opportunities. Performance reviews are generally conducted annually for staff members and are required to support performance based Merit pay decisions. 

Merit Rating Scale
  • Meets job requirements                                                   0%
  • Demonstrates above average performance                up to 1%
  • Demonstrates excellent performance                           over 1% and up to 2%
  • Demonstrates extraordinary performance                    over 2% and up to3% 

Honorarium

An honorarium is a payment for work that is above and beyond what is typically covered by the regular salary. The Staff Honorarium Form must include a rationale for payment as well as any other supporting documentation.