Date: February 16, 2021
To: Deans, Department Heads, Directors and Administrators
From: Dina Wang, Compensation Associate
cc: Kathleen Cheng, Director, Compensation
HR Advisors/HR Associates
Compensation Consultants/Compensation Associates
Stanley Lau, Manager Payroll Operations and Control
Alice Shin, Service Centre Senior Manager, Integrated Service Centre (ISC)
Harjot Guram, Senior Director, Integrated Service Centre (ISC)
Re: Midpoint Progression Increase (MPI): Moving Staff to the Salary Range Midpoint
This memo provides information on ensuring that staff in the following employee groups move to their salary range midpoint within a specified timeframe:
- Non-Union Technicians & Research Assistants (TRA),
- Executive Administrative (Exec Admin), and
- Farm Workers.
Staff members who are currently below the midpoint, and who are eligible for a midpoint progression increase (MPI) can be identified through a Workday report. Instruction on how to run the report are available through the Workday Knowledge Base.
MPI increases are funded by departmental budgets.
Excluded M&P (XMP) staff and Service Unit Directors (SUDs) are not included in this process, as their compensation is governed by a separate process.
Please contact your HR Advisor if you have any concerns pertaining to the performance of these employees.
MPI for AAPS Staff Members
The University will ensure that staff who are members of AAPS progress to the midpoint of their salary range by the end of four years in their position, subject to satisfactory performance. This is in accordance with Letter of Agreement #1 in the Agreement on Conditions and Terms of Employment between UBC and AAPS.
Under this agreement, salary increases must be implemented no later than the employee’s anniversary date. The amount of the increase is at the department’s discretion, provided the staff member reaches the midpoint of the salary range by their fourth year in the role.
AAPS employees will not be automatically adjusted to the midpoint of their salary range. Therefore, you will be required to initiate a Request Compensation Change business process in Workday to adjust their salaries.
MPI for Non-Union Technicians & Research Assistants (TRAs), Executive Administrative Staff (Exec Admin), and Farm Workers
The University will ensure that staff who are members of these groups progress to the midpoint of their salary range by the end of two years in their position, subject to satisfactory performance. This is in accordance with the Handbook for Technicians & Research Assistants, and The Handbook for Executive Administrative Staff.
For employees who have reached their one year anniversary mark, you have the discretion of providing a midpoint progression increase up to the midpoint salary (i.e., you don’t have to wait for two years). These increases are effective on the employee’s anniversary date in their current position, and you need to complete a Request Compensation Change business process in Workday to effect the change.
Employees who have been in their position for two years or more will not be automatically adjusted to the midpoint of their salary range. Again, you are required to initiate a Request Compensation Change business process in Workday to adjust their salaries. The increases are effective on the employee’s anniversary date in their current position.
It is important that you inform your employees of their midpoint progression increase outcomes.
Please contact your HR Advisor/Associate if you have questions regarding midpoint progression increases, or employee salaries. If you have questions pertaining to running the report, please contact the Integrated Service Centre (ISC) or submit a ticket to ISC.
- HR Network News