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Academic Compensation

Submitted by 21232f297a57a5a... on Thu, 06/26/2014 - 4:55pm

Main Earning Components

There are several earnings components that can make up an academic’s total compensation:

  "Compensation" as per CA Other possible pay components paid
by the U of C
Other possible components not paid by the U of C
Included in pensionable earnings BASE - rank salary as per the collective agreement Administrative Honoraria Medical Honoraria - administrative and clinical
Market supplement Honoraria from Trust Grants Clinical Income
Research Stipend International Stipends Outside Professional Activity (OPA)
  AI-HS Research Prizes or Dual Reward Research Supplements Research Supplements  

Compensation as defined in the Collective Agreement includes:

  • Rank Salary (see Schedule A of the Collective Agreement) – this is the salary component used for Merit and Across-the-Board increases
  • Market Supplements – salary payments paid to recruit and retain individual staff members due to either competitive pressures in the academic market place, and/or the high earning capability of highly qualified, highly marketable personnel
  • Research Stipends – salary that is paid to an academic staff member who accepts a Chair appointment, usually funded by the research grant
  • AI-HS Research Prizes (Alberta Innovates – Health Solutions) – these are used as a vehicle for the recruitment and retention of highly qualified, internationally competitive investigators at Alberta Institutions. Where the amount of the academic staff member’s regular clinical income exceeds the amount of the Research Prize, AI-HS may provide an additional research supplement.

The definition of compensation does not include the following components, although an academic staff member would receive these payments through the U of C:

  • Administrative honoraria - currently typically $8,450 per annum for Heads/Associate Deans/Area Chairs – tied to when an academic agrees to take on the administrative duties.
  • Honoraria paid from trust grants - the principal investigator receives additional payment from the trust account set up for that research grant
  • International Stipends - these are rare occurrences, and are paid to an academic staff member who performs international activities as part of international programs operated by a Faculty, i.e. Haskayne International Business Program
  • Research Supplements – to supplement Medical doctors who have been asked to focus more time on research, resulting in reduced clinical hours and thus loss of income – often money is recovered from another agency
  • Medical honoraria (administrative and clinical) – administrative honoraria is paid if an academic is asked to take on a leadership role, i.e. for an institute; clinical honoraria paid by external agencies to help achieve a salary for the academic that is competitive to what they would earn if they stayed practicing 100%. This honoraria is adjusted inversely with the rank salary, so as a rank salary is increased (by across-the-board and merit increments), the honoraria would be reduced, so the total amount stays the same

Annual Merit Increases

Academic staff members are formally evaluated on a biennial basis, and a merit increment is applied to each of the current and succeeding years.

The regular assessment of each academic appointee shall normally be prepared by the Head or equivalent as the appropriate administrative officer in the department or unit who is uniquely qualified to assess the impact of the appointee's contributions to the appointee's particular field.

See Annual Performance Review and Merit for more information.

Provost’s Salary Adjustment

Academic staff members eligible for consideration of a Salary Adjustment shall hold a Continuing, Contingent Term or Limited Term appointment.

A Dean (or equivalent) typically nominates an eligible academic staff member for a salary adjustment for consideration by the Provost (via the Academic Operations team).

In order to ensure careful stewardship of the Provost’s Salary Adjustment Fund, responses to salary adjustment requests must be evidence based. Deans are requested to supply the following information/documentation when requesting a salary adjustment for an academic staff member.

  • Information relative to the academic staff member’s strategic importance to the University and the Faculty.
  • The academic staff member’s increment history together with any awards, recognition received by the academic staff member, or other indicators of exceptional quality that would warrant a salary adjustment from the Provost’s Fund.
  • A case establishing the need for a base rank salary adjustment rather than a market supplement or other enhanced forms of support (e.g. letter of offer from another institution or evidence of approach by another institution).
  • Arguments demonstrating that a base rank salary adjustment is the best way of addressing the issue.
  • Market data where appropriate and available.
  • Confirmation that the Dean, or designate, has met with the academic staff member to discuss the matter and in departmentalized Faculties, an indication of whether or not the Dean has consulted with the Head.
  • An analysis of the impact of the proposed upgrade on salary patterns within the Faculty.

If a Dean is unwilling to nominate an academic staff member, that academic staff member may request in writing directly to the Provost for a salary adjustment.

In order to consider such a request, the Provost will consult with the Dean (or equivalent).

Salary Anomaly Adjustments

An academic staff member may receive a salary increase to address a salary anomaly, relative to colleagues in the same Department or other appropriate academic unit, that can be demonstrated to have been present at the commencement of the staff member's current appointment.

See the Salary Anomaly Review Process for more information.