February 2006

Salary System Review (LTS&B) Guiding Principles

During the 2001-2003 negotiations, both the Administration and the Faculty Association agreed that “a complete review of the LTS&B is periodically necessary”. That Agreement further provided that a joint working group with equal representation from the University Administration and the Faculty Association was to be struck in 2006 to thoroughly review the scheme. The working group is expected to bring forward majority based recommendations that are designed to improve the LTS&B scheme, including the identification of anomalous issues.

As part of the last memorandum of agreement (2005-2007) it was agreed that

“this review process begin in July 2005 in order to determine whether changes are needed to meet the future needs of the Association and the University Administration. It is intended that any changes accepted by the University Administration and the Faculty Association would be implemented as soon as possible.”

In May 2005 the Association Council approved the formation of the Long Term Salary and Benefits (LTSB) Advisory Committee, which is a committee of council and subject to Council. The Committee membership is open to all under the chairmanship of Thom Herrmann.

The Committee developed Guiding Principles for the salary system review. These Guiding Principles were approved by Executive and Council.

The six (6) Guiding Principles are:

1. That the current reference wording of “at least 5^th place” (i.e. age-weighted average salary at fifth place or better among Ontario Universities) be strengthened/clarified. An appeal process and self correcting mechanism be established to ensure the continuing maintenance of at least 5^th place.
2. The grid system is among the best systems for rewarding meritorious achievement.
3. With our present grid system there is a significant problem with the salary base. The present base does not support the grid structure as originally envisioned. The base salary must be moved up significantly. As part of implementation it is envisioned that an implementation process will provide a small immediate increase and increased lifetime earnings (eg. presently employed faculty/librarians move to the new grid step that is next highest to relative current salary).
4. Any modification to the grid must ensure maintenance of the Guelph Advantage - that is, rapid increases in rewards to early-career faculty and smaller step increments for more senior colleagues.
5. That a Watchdog Committee (jointly appointed by the Faculty Association and Administration) report on the activity related to salary and benefits policy and administration every 3 years .Since each committee should have no more than 18 months to complete the report, Institutional Analysis and Planning will provide requested material in a timely fashion. A draft copy of the final report will be provided to the Faculty Association President and the University President for comment and correction.. Within four months a final report will be submitted. Following the receipt of the final report, the administration (and/or Faculty Association) shall publish the recommendations of the Watchdog Committee.
6. There must be proportional parity for librarian remuneration such that their scheme is 85% equivalent to faculty. This means that the percentage value of increment, grid step intervals and salary floors should be equivalent to the faculty grid but at 85% of the value.

February 2006

This UGFA fact sheet is intended to provide general information to UGFA members to allow them to understand their association better and to encourage active participation.