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. Refer to the AUPE Collective Agreement - Schedule A to view salary schedules for Support Staff positions.
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 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.
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.
Job Profile/Job Description
A job profile or job description is a resource for managers, employees, and HR providing key information to assist in hiring, developing and managing people. Their purpose is to create and maintain consistent job profiles across campus.
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.
Occupational Health and Safety
Every job profile must also reflect the responsibilities related to Occupational Health and Safety to ensure employees are aware of them and are compliant.
Job Evaluations and Job Reviews
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.
Job reviews are requested when the employee and/or manager believe the job has either evolved beyond its current classification or that the current placement is incorrect, as identified in Article 16 of the Collective Agreement.
Annual Salary Increment
In accordance with Article 45 of the Alberta Union of Provincial Employees 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.
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).
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.
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).
The annual increment is effective as of April 1 of each year.
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.
As outlined in Article 46 of the AUPE Collective Agreement, an employee may receive a Growth Increment in recognition of growth of responsibilities of the position. The Growth Increment must:
- be authorized by the manager
- be one-half (1/2) and no greater than one full (1) salary increment
- not be paid more than once every six (6) months
- not exceed the salary range associated to the employee's position
Growth increments are used to recognize a growth in responsibilities, including higher-level or increased complexity of work. They should not be provided for increased workload or volume of current responsibilities. A Growth Increment should not be given for temporary situations, (e.g. a short term project or a brief work coverage). Below are three examples of Growth Increments that state the expanded responsibilities of a role.
John has taken on several additional tasks including initiating a tracking process so he can advise students/PIs/admins when a student's payment is approaching termination so it can be renewed. He has also worked closely with IT on a SharePoint project to develop a new scholarship application using one process for all CSM scholarships that will provide more consistent compilation of information and supporting data. As a result of this process he has taken on the role of a SharePoint super user in the office so will be a resource and point person for troubleshooting.
The responsibility of this role has expanded over the past year. The position is now responsible for executing stewardship for a growing number of scholarship donors, including mailing donors notification of scholarship recipients, endowment financial updates, and adjusting our internal process to make this a digital-first process, rather than default to mail-based. In addition to facilitating new and more digital touchpoints with donors, the number of donors needing this correspondence has increased by about 200 over the past year.
Working as a Research Coordinator, Jane has successfully taken the lead on 7 heart failure research trials. As the lead, this role coordinates all study activities, including the study team, to execute site study responsibilities including: general and study training, screening, enrolment, study visits, assessments, labs, testing, shipping, audits/monitoring, CHREB applications and reporting, safety reporting etc.
As a best practice, it is important to update an employee’s job profile with the described responsibilities relating to the Growth Increment. Please contact your HR Advisor for further information regarding job profiles.
- 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.
- 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.