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Policy: Salary Administration for Confidential, Managerial, and Professional Support Staff

Human Resources


EFFECTIVE DATE:

March 6, 2011 (replaces Policy dated April 1, 1999)

Authority:

Vice President, Human Resources, Audit and Sustainability

PURPOSE:

As part of a Total Rewards Philosophy, the University of Winnipeg will strive to provide salary equity by:

The purpose of this policy is to define ongoing guidelines and procedures for determining and administering any changes to, or setting of, the salaries of confidential, managerial, and professionalCMP staff excluded from bargaining units.

SCOPE:

This policy applies to all employees at The University of Winnipeg in confidential, managerial, and professional (CMP) staff positions, and who are therefore excluded from collective bargaining units.

RESPONSIBILITY:

The overall responsibility for the administration of this policy lies with the Vice-President, Human Resources, Audit and Sustainability. The Director, HR Services is responsible for the communication, interpretation, and day-to-day administration of this policy.

Determining Rates of Pay for Positions

  1. Position Descriptions
  1. Job Content Evaluation at the University: Internal Relativity
  1. Job Evaluation Appeal Procedure

4. Salary Range Structure: External Relativity

 Determining Titles for Positions and Employees

Range

Titling Convention

Range

Titling Convention

11

Executive Director

5

Executive Assistant or Professional

10

Executive Director

4

Assistant or Administrator

9

Director

3

Assistant or Administrator

8

Manager

2

Assistant

7

Manager or Professional

1

Assistant

6

Coordinator or Professional

 

Determining Rates of Pay for Employees

1. Starting Salaries for New Hires: 

2. Promotions, Reclassifications and Acting Assignments:

3. Performance Increases:

4. Over Range Maximum:

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