Salary policies


We are pleased to announce implementation of the following salary policies:

1. Members of the MUNACA bargaining unit

In accordance with article 24 of the collective agreement, the salary scales and salaries of all eligible employees will be increased by two percent (2%) on December 1, 2005. Eligible employees will also receive 2.5% automatic progression, subject to scale maxima. An employee must forego automatic progression once in order to compensate for summer Fridays (article 23.11).

2. Management staff and staff in positions excluded from the MUNACA bargaining unit

This year, salary policy for management staff and staff in positions excluded from the MUNACA bargaining unit is as follows:

  • an across the board increase of 1.75% with some restrictions for staff above their new scale maximum; salary scales will be increased by 2%.

  • a merit component representing 2.75%;

  • an increase of salary scale minimums from 73% to 74% of the salary scale maximum.

  • Implementation

    a. Salary Scale Increase

(i) Salary increases are effective December 1, 2005, and will be reflected on the pay cheques of December 15, 2005.

(ii) In order to be eligible for the salary scale increase, employees must be active regular employees at the time of implementation, i.e., December 1, 2005.

(iii) In accordance with the Salary Administration Policy, employees who are at or above the salary scale maximum for their grade will receive:

  • 1.75% across the board increase, if their salary is at the salary scale maximum, since their salary scale maximum will move upward by 2%.
  • 1.75% across the board increase, if their salary is above the scale maximum, limited to the greater amount of:

    one-half (1/2) of the applicable increase or the amount that would bring their salary up to the new salary scale maximum for the grade.

In the event that an across the board increase is limited due to this circumstance, the balance of the across the board increase will be paid as a non-base, one-time lump sum payment.

(iv) An employee whose salary scale is secured will receive the salary scale increase applied to their existing salary scale maximum, subject to the criteria outlined above.

(v) An employee who held a management term appointment and who is a regular employee at the date of implementation (December 1, 2005) is eligible to receive the applicable increase, subject to the scale maxima criteria outlined above.

This salary policy does not apply to employees hired as management term employees under the Temporary Employment Policy.

b. Merit Distribution

The reference period for the award of merit is June 1, 2004, to May 31, 2005. An employee must have been at work at least sixty (60) working days during the reference period. Distribution of merit must be in accordance with the table below, according to the staff member's level of performance.

There are six (6) levels of performance:

Surpasses Expectations
Achieves Expectations
Requires Improvement (year 1)
Requires Improvement (year 2)

The number of staff members in the "Exceptional" category and the "Surpasses Expectations" category is limited to thirty percent (30%). Recommendations for merit must be reviewed by the appropriate senior administrative head. The amount applicable to each grade and level of performance is set out below.

Grade Exceptional Surpasses Expectations Achieves Expectations Requires Improvement (year 1) Requires Improvement (year 2) and Unacceptable
1 1,800 1,250 1,050 650 0
2 1,950 1,400 1,150 700 0
3 2,150 1,500 1,250 750 0
4 2,400 1,700 1,400 850 0
5 2,600 1,850 1,500 900 0
6 2,800 2,000 1,650 1,000 0
7 2,950 2,100 1,750 1,050 0
8 3,200 2,250 1,850 1,100 0
9 3,400 2,400 2,000 1,200 0
10 3,650 2,550 2,150 1,300 0
11 3,900 2,750 2,300 1,350 0

The schedule and guidelines for merit distribution will be published shortly.

3. Pay Equity

The final (fifth) pay equity adjustment will be paid on November 30, 2005, to all eligible job classes (effective November 21, 2005).

In addition, the salaries of eligible employees in predominantly male and neutral job classes in the MUNACA bargaining unit will be increased by an amount equivalent to the pay equity adjustments made to employees in predominantly female job classes.

With this final pay equity adjustment all transitional (combo) salary scales for members of the MUNACA bargaining unit will be replaced by the pay equity salary scales. The need for transitional (combo) scales will, therefore, cease to exist. For example:

Date Combo scale Minimum Maximum Pay Equity scale Minimum Maximum
Dec 1, 2004 CL0709 $30,213 $41,673 CL0009 $30,463 $42,018
Nov 21, 2005 CL0709 becomes CL0009 $30,463 $42,018 CL0009 $30,463 $42,018

Any questions concerning salary policy or pay equity implementation should be addressed to Salary Administration (Johanne Bellefleur at 2681 or Tanya Neitzert at 8699).