Starting November 1, all UBC job postings must include the expected pay or pay range, as per BC's Pay Transparency Act
BC’s Pay Transparency Act was passed earlier this year, which requires all employers in BC, including UBC, to take steps towards addressing systemic discrimination in the workplace. There are four main requirements:
- Employers in BC cannot ask job applicants about their pay history. Note that this does not preclude employers from accessing readily available pay history (e.g. internal candidates, publicly accessible sources)
- Employers in BC cannot dismiss, suspend, demote, discipline or harass an employee who:
- Asks their employer about their pay
- Reveals their pay to another employee or someone applying to work with their employer
- Asks the employer about its pay transparency report
- Gives information to the Director of Pay Transparency about their employer
- UBC will be required to complete and post transparency reports starting November 1, 2024. Details about this reporting requirement are still being developed.
Beginning Nov 1, 2023, all employers in BC, including UBC, must include the expected pay or pay range for a specific job opportunity that they advertise/post publicly. This applies to all locations of the job posting (e.g., through Workday, LinkedIn, other recruitment ads, etc.). It does not apply to job postings prior to Nov 1, 2023. This New item will focus on this last requirement.
Postings in Workday
Currently, UBC’s Workday postings include the actual salary rate or range for most staff jobs, but for faculty jobs and a small portion of staff jobs there aren’t salary ranges set at the university level. These jobs that don’t have a UBC-established salary range currently show up in Workday postings with a “Broad Range” compensation grade. That is, a very large range shows up on the postings (e.g., $1-300/hr; $1-500,000/month). These “Broad Ranges” are not meaningful to job applicants.
New Requirement Effective November 1, 2023
There are no changes to job postings that currently include the position’s UBC-established salary range.
However, for job postings of positions that currently have a “Broad Range,” the faculty/department must now manually specify the expected pay rate or range. If the position has a Broad Range compensation grade, faculties/departments must now copy and paste the text below into the “Additional Job Description” box in Workday, replacing the "Xs" with a salary rate or range that the position is expected to be hired at:
The expected pay (or pay range) for this position is [$xx.xx/hour or $xx,xxx/month OR $xx.xx - $xx.xx/hour or $xx,xxx - $xx,xxx/month].
For these postings, if this salary information has not been added, a critical error will be created preventing the Workday transaction from moving forward. Help text will be available at the top of the “Create Job Requisition” task, as well as a prompt if the critical error is triggered.
Guidelines for Establishing a Salary Range for “Broad Range” Jobs
Staff Positions
For the few staff positions that are “Broad Range”, and don’t have a UBC-established salary range, the faculty/department has in some cases determined a standard salary rate or range. If this is the case, please add this salary rate or range to the “Additional Job Description” box.
However, if the job’s salary range is unknown, you can establish a salary range for these “broad range” staff positions by using the following guideline: 80% of budgeted or targeted salary amount = the lower end of the salary range, and 120% of the budgeted or targeted salary amount = the upper end of salary range. This is aligned with the current methodology for some existing salary ranges. For example, if the budgeted salary amount is $6,000 per month, then the range would be $4,800-$7,200 per month.
Faculty Positions
For faculty positions, which are typically always “Broad Range”, without a UBC-established salary range, faculties/departments should determine the salary rate or range based on their knowledge of similar faculty roles, the market for qualified candidates, and any other relevant factors. Guidelines for determining salary ranges for faculty job postings are:
- A Single Salary Amount: a singular expected salary may be posted, typically the budgeted/targeted/expected salary amount for the position. For example, $10,000 per month
- A Salary Range: a salary range around the budgeted/targeted salary amount may be posted at the discretion of each faculty or unit. The actual range relative to the budgeted/targeted amount may be different for different roles. For example, it could be from 75% to 125% of the budgeted or targeted salary amount (example: for a $10,000 expected salary amount, a range of $7,500-$12,500/month), or 85% to 115% of the budgeted target salary amount (example: for a $10,000 expected salary amount, a range of $8,500-$11,500/month).
- Other: other approaches include developing a range using the mean salary for the rank in combination with the standard deviation, a regression analysis, or some other methodology that meets the intention of the Pay Transparency Act.
If units publicly post Postdoctoral Fellow positions, the above principles apply.
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