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Support Staff Compensation

Submitted by ipthomps on Tue, 09/11/2012 - 3:50pm

The University of Calgary is pleased to provide a comprehensive Compensation Plan for Support Staff (AUPE). This program supports a staffing strategy to attract, retain, develop and motivate exemplary staff.

Submitted by 21232f297a57a5a... on Fri, 06/27/2014 - 10:39am

Please refer to the AUPE Collective Agreement - Schedule A to view salary schedules for Support Staff positions.

Job Families


The General job family encompasses positions which primarily involve the performance of fundamental tasks and routine procedures. The nature of the work is essentially physical, and methodical, frequently involving front line customer service, production, light construction, or facility maintenance. Positions in this job family often support a service or operation within the university.


The Operational/Administrative job family encompasses positions where the nature of the work typically ranges from routine office duties, to complex coordination and administration of programs and services. Positions in this job family support all aspects of campus life, i.e. teaching, research, operations, and services within the university.


The Specialist/Advisor job family provides expertise to one or more administrative or operational units. Positions in this job family act as an internal advisor in a specialty area and often support a professional service or function within the university.


The Technical job family encompasses positions which primarily perform specialized tasks and procedures and provide operating advice to one or more units. The nature of the work is in the application of specialized technical functions to support operational needs within the University.


The Trades job family encompasses positions which primarily perform specialized tasks and procedures and provide operating advice to one or more units. The nature of the work is essentially physical, and systematic, and support the operations within the University infrastructure.

Job Evaluations and Profiles

Job evaluation is a systematic method for determining the relative value of Support Staff roles and responsibilities within the University of Calgary to ensure internal equity across different phases. It is a career-based approach that establishes a hierarchy of jobs within a series of job families and phases.

A job profile or job description is a key resource for Managers, Employees, and Human Resources providing important information to assist in hiring, developing and managing people. The purpose of the guidelines is to help create and maintain consistent job profiles across campus.

The Job Profile Database (JPD) is a repository for all Support Staff and Management and Professional Staff jobs. The Job Profile Data Base allows users to enter, modify, and search for job profiles.

Every job profile must also reflect the responsibilities related to Occupational Health & Safety to ensure employees are aware of them and are compliant.

Research Job Profile Templates

Research Job Profile Templates have been created to assist in the preparation and planning for research grant applications. The information includes a brief description of each classification along with the corresponding salary ranges available for the identified jobs.

Annual Salary Increment

In accordance with Article 45 of the AUPE collective agreement, the annual increment is an increase to an employee's base pay / monthly salary within the scale of pay assigned to the position.

Am I eligible for an annual increment?

Regular, Sessional and Limited Term Employees are eligible for an annual increment.

Recurring Part-time, Temporary, Casual and Student Employees are eligible upon completion of 1820 hours worked (which is equal to one year).

How much would I receive?

The amount of the annual increase is outlined in Article 45 of the Collective Agreement; it is based on a percentage of your current salary.

What if I haven't been here for a full year?

The increment may be prorated to reflect the number of months of service or the number of months from the last full increment (excluding growth increments).

When is the annual increment effective?

The annual increment is effective as of April 1 of each year.

What if I am at or near the top of my salary range?

If your salary is near the top of the range and a full increment would exceed the maximum established, then the value of a full increment would be reduced to the amount that would bring your salary to the top of the range for your current job family and phase.

If your salary is at the top of the range or over the range, you will not receive an increment.

Growth Increment

The Growth Increment, as outlined in Article 46.01 of the AUPE Agreement, is to be used when there has been recognition of growth of responsibilities of the employee's position. The Growth Increment must:

  • be authorized by the Manager
  • equal 1.5% potentially every 6 months
  • not exceed the salary range of the employee's position

Please refer to Article 46.01 of the AUPE Collective Agreement for more information.

Special Payments

Group Leader Premium

  • When would a Group Leader premium be applicable?

    A Group Leader premium is applicable to an employee who has been assigned duties as a Group Leader but whose position does not include such duties. The premium will be added to the employee's basic salary rate for the duration worked as a Group Leader.

  • How much is a Group Leader premium?

    The increment value is calculated in accordance with the schedule outlined in Clause 45.02 of the AUPE Collective Agreement.

Acting Incumbency Premium

  • Am I eligible for an Acting Incumbency premium?

    An employee is eligible if they are required to perform a majority of the main duties of a position that is in the same or different job family or phase, or if the duties of the position are expanded from the regular duties on a temporary basis. An employee who is required to perform such duties for one full shift or longer, will be paid an acting incumbency.

  • How much is an Acting Incumbency premium?

    If both positions are AUPE, the Acting Incumbency premium is the greater of 5% of the employee's basic salary rate or the difference between the employee's basic salary rate and the minimum salary rate for the phase of the higher level position.

    If an employee is required temporarily to replace a person in a higher paid position which is not covered by the Collective Agreement, the amount of the Acting Incumbency premium should not be less than 5% of the employee’s basic salary rate.

  • How is an Acting Incumbency premium processed?

    The supervisor/manager will need to complete an Acting Incumbency form and send it to Human Resources for processing.

Need to talk to someone?

For questions regarding Support Staff Compensation, please contact:

phone (403) 220-5932