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Salary Settings
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SALARY SETTINGS |
Frequently asked Questions and Answers
It is an important goal of Human Resources to provide a service that support managers in attracting and retaining outstanding staff by offering competitive salaries while ensuring fairness and internal equity to our employees.
Managers often ask the following questions:
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Whom do I get help from regarding decisions around setting salaries? |
| A: |
An assigned HR Advisor, Recruitment and Classification is available to give you assistance as she has knowledge of all jobs on campus and from salary surveys. |
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| Q: |
Are there set rules and policies in relation to salary ranges/starting salaries? |
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For CUPE and PEA employees there are negotiated salary ranges and starting salaries are mandated in the Collective Agreements.
For other employee groups, there are no formal policies and guidelines, however, there are common practices employed by the University of Victoria.
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| Q: |
I noticed job postings show the salary range from the floor up to the job rate. Please explain. |
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The floor of the range is generally offered to candidates who possess all of the position qualifications and meet the minimum criteria for experience. It is expected that new hires will take a number of years to become fully proficient in a new environment and in a new job.
“The job rate is the salary staff members may expect to achieve through Progression Adjustments, normally over a period of 4 years, subject to satisfactory performance.” |
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| Q: |
Can I offer a placement higher on the range when a great candidate has significantly more experience and educational qualifications directly relevant to the position than qualifications identified in the posting? |
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In special circumstances where departments would like to hire a candidate above the floor, managers are asked to submit a written rationale supporting their recommendation to an HR Advisor, Recruitment and Classification
It is important to do so BEFORE a verbal or written offer is made to the selected candidate.The HR Advisor will support managers by reviewing the candidate’s qualifications and education, ensuring that the additional experience is directly relevant and necessary for the position in question.
To ensure internal salary equity, the HR Advisor will ask that managers be cognizant of salaries of existing employees in their units before they submit their proposal to hire above the floor. New employees should not be appointed above similarly qualified existing employees. |
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| Q: |
What if I have run more than 2 competitions and have failed to attract suitable candidates specifically because of the salary listed? |
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We encourage you to contact an HR Advisor, Recruitment and Classification in HR to explore other recruitment and posting options. |
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| Q: |
What if a potential candidate has a documented Counter Offer?
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What if there is likelihood that an existing high-performance and valued employee in a hard to fill position will receive another job offer with a higher salary? |
| A: |
In these cases a Manager may discuss with their HR Consultant the suitability of a market salary adjustment. The method of payment for a
market adjustment is an increase to base pay. |
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