Adopted on 1993-10-27 by the Executive Committee of the Board of Governors.
Modified on 2022-03-15 by the Executive Committee of the Board of Governors.
1.1 The purpose of this Policy is to establish general principles used by the University to determine and administer salaries and salary levels for regular non-unionized support staff employees in positions classified by Human Resources in the Confidential category or the Management category, as defined in Section 2.1 of this Policy.
2.1 The following words and expressions have the corresponding meaning for the purposes of applying this Policy and the Procedures for Salary Administration for Regular Non-Unionized Support Staff:
a) Confidential category (NC): Grouping of non-managerial positions that are non-unionized because of the nature of the role and includes support, administrative, and technical positions.
b) Regular employee: Any part-time or full-time employee who holds an indeterminate position.
c) Management category (NM): Grouping of managerial, specialist, and professional positions that are non-unionized because of the nature of the role.
d) Salary: a fixed or ascertainable amount of money that an employee is entitled to be paid annually and for each pay period in return for the work performed by the employee.
3. SCOPE AND APPLICATION:
3.1 This policy applies to regular non-unionized support staff employees occupying positions classified by the Human Resources in the Confidential (NC) or Management (NM) categories.
4.1 The University seeks to attract and retain qualified talented employees with a range of relevant skills and experiences to successfully carry out the University’s activities and to deliver on the University’s strategic objectives. Accordingly, salary determination and administration should be designed to achieve the following objectives:
a) attraction of high-quality competent workforce;
b) retention of high performing staff;
c) reinforcement of a work culture that values equity, diversity and inclusion;
d) maintenance of a balance between internal equity and external competitiveness with the labour market;
e) recognition of the level of responsibilities associated with the position and the education and experience of the person who will hold the position; and
f) result in the University being regarded as a transparent, fair and equitable employer.
4.2 Salaries will be internally and externally equitable while managing within the University’s financial capabilities and within applicable legislation.
5.1 Human Resources Service is responsible for the following:
a) developing, maintaining and implementing written administrative procedures for the approval of the Vice-President, Finance and Administration related to the determination and administration of salaries and salary levels for regular non-unionized support staff positions;
b) ensuring that salaries and salary ranges are established and maintained in compliance with applicable legislation, including without limited to, the Employment Standards Act, the Ontario Human Rights Code and the Ontario Pay Equity Act.
5.2 The Associate Vice-President, Human Resources has authority to make final decisions over all salary related matters and disputes.
6. REVIEW AND IMPLEMENTATION:
6.1 The Vice-President, Finance and Administration is responsible for ensuring a periodic review of this Policy every five years or as necessary.
6.2 Human Resources is responsible for the implementation of the Policy.
7. APPROVAL AND AMENDMENTS
7.1 The Vice-President, Finance and Administration is responsible for recommending amendments to this Policy for approval by the Executive Committee of the Board of Governors.
7.2 Notwithstanding clause 7.1 of this Policy, the Vice-President, Finance and Administration may amend this Policy without the need to submit such amendment to the Executive Committee of the Board of Governors for approval if such amendment to this Policy is required to,
a) Update or correct the name or title of a position, unit, law, regulation, policy, authority; or
b) Make corrections that does not change the meaning of a provision; or
c) Make consequential amendments to conform with or arising from another by-law, resolution or policy of the University of Ottawa
7.3 The Vice-President, Finance and Administration may establish, amend, abrogate or make exceptions to Procedures for purposes of the effective implementation of this Policy, provided that such procedures or exceptions are consistent with the provisions of this Policy.