Determining Starting Salaries

There are a number of factors that contribute to the determination of an employee's starting salary.

Ongoing Salary Progression

Salary progression varies by employee group, but is based primarily on a combination of the following adjustment types.

MARKET ADJUSTMENTS

  • General market adjustments (across-the-board to all employees)
  • Individual market adjustments (targeted to employees below their market target)

SERVICE-BASED INCREMENT

Annual increase based on additional years of service

  • USFA career development increase (CDI)
  • ASPA increment percentage dependent upon employee’s salary range quartile
  • CUPE 1975 regular increment

MERIT INCREASES OR BONUS

Performance-based awards that can be provided as either an increase to salary or a one-time bonus payment

  • USFA special increases – applied to base salary
  • ASPA merit awards –can be provided as one-time performance bonuses
  • Exempt merit awards – can be provided as one-time performance bonuses
You can view you a personalized summary of your current salary along with other compensation, benefits and pension at My Total Rewards.

Market Strategy

A market strategy for compensation varies by employee group and is a combination of two factors:

1. Our comparator groups

The university uses market data to compare the pay of our employees with those in other organizations in Canada including:

  • Canadian Universities
  • National public/private sector organizations
  • Local (SK) public/private organizations

We gather our market data from multiple sources:

  • Annual compensations surveys—in which we participate—that are administered by compensation consulting companies
  • Subscriptions to online compensation databases
  • U15 University-specific Compensation Reports
  • Custom surveys created by USask

2. Our market target

Part of our university's compensation strategy is determining at what level do we want to pay our employees relative to our comparator groups.

LEAD PAY STRATEGIES
Paying higher wages than the market rate for employees.
(Sometimes necessary to attract talent from other markets/industry)

MATCH STRATEGIES
Paying wages comparable to other positions in the market.

LAG STRATEGIES
Paying wages that are intended to match market rates but on a delayed bases (e.g. 1-2 years).

Placement Models/Matrix

Position placement within our compensation models are determined by the following:

As of April, 2015

Information Technology

A combination of education and experience, duties and career path allows for the participation in the technical/professional areas of Information Technology.

Primary Purpose

Phase 1
  • coordinates and implements the day to day activities required to meet the goals and vision of the unit , area, project, or program
  • provides support at the unit level
  • independently exercises a scope of focused and assigned duties
  • operational focus, short term planning horizon
Phase 2
  • determines the steps required to achieve the goals and vision of the unit, area, project, or program
  • applies expertise in functional areas and acts as a resource
  • works independently, analyzes the current needs of the unit or area and uses a broad scope of available resources
  • tactical focus, medium term planning horizon
Phase 3
  • aware of evolving industry practice and policies and applies this extensive knowledge in determining the direction, goals, and vision of the unit or function
  • independently applies high level of expertise
  • influences and leads by evaluating the situation and identifying the future needs of the unit/area
  • strategic focus, long term planning horizon

Education/Experience

Phase 1
  • a minimum of 3 years of education / training / experience in a relevant related field
  • professional qualifications for industry if required
Phase 2
  • a minimum of 5 years of education / training / experience in a relevant related field
  • professional qualifications associated with an intermediate level of practice in the industry where necessary
Phase 3
  • a minimum of 10 years of education / training / experience in a relevant related field
  • professional qualifications associated with an advanced level of practice in the industry where necessary

Accountability

Phase 1
  • performs self-directed work within established guidelines and policies
Phase 2
  • exercises decision making and judgement in determining how to achieve the goals and visions of the unit, program, project, or area
Phase 3
  • ensures that the vision and goals of the unit, program, project, or area are determined and supported


Instructional

A combination of education and experience, duties and career path allows for participation in the development, co-ordination and delivery of instructional materials to students.

Primary Purpose

Phase 1
  • coordinates and implements the day to day activities required to meet the goals and vision of the unit , area, project, or program
  • provides support at the unit level
  • independently exercises a scope of focused and assigned duties
Phase 2
  • determines the steps required to achieve the goals and vision of the unit, area, project, or program/li>
  • applies expertise in functional areas and acts as a resource
  • works independently, analyzes the current needs of the unit or area and uses a broad scope of available resources
Phase 3
  • NA – academic staff

Education/Experience

Phase 1
  • a minimum of 3 years of education / training / experience in a relevant related field
  • professional qualifications for industry if required
Phase 2
  • a minimum of 5 years of education / training / experience in a relevant related field
  • professional qualifications associated with an intermediate level of practice in the industry where necessary
Phase 3
  • NA – academic staff

Accountability

Phase 1
  • performs self-directed work within established guidelines and policies
  • primarily delivers prepared content
  • provides instructions and/or demonstrates techniques
Phase 2
  • exercises decision making and judgement in determining how to achieve the goals and visions of the unit, program, project, or area
  • responsible for content preparation
Phase 3
  • NA – academic staff


Managerial

A combination of education and experience, duties and career path is applied to a set of responsibilities and accountabilities for staff, budgets, facilities and other resources.

Primary Purpose

Phase 1
  • coordinates and implements the day to day activities required to meet the goals and vision of the unit, area, project, or program
  • provides support at the unit level
  • independently exercises a scope of focused and assigned duties
  • operational focus, short term planning horizon
Phase 2
  • determines the steps required to achieve the goals and vision of the unit, area, project, or program
  • applies expertise in functional areas and acts as a resource
  • works independently, analyzes the current needs of the unit or area and uses a broad scope of available resources
  • tactical focus, medium term planning horizon
Phase 3
  • aware of evolving industry practice and policies and applies this extensive knowledge in determining the direction, goals, and vision of the unit or function
  • independently applies high level of expertise
  • influences and leads by evaluating the situation and identifying the future needs of the unit/area
  • strategic focus, long term planning horizon

Education/Experience

Phase 1
  • a minimum of 3 years of education/training/experience in a relevant related field
  • professional qualifications for industry if required
Phase 2
  • a minimum of 5 years of education/training/experience in a relevant related field
  • professional qualifications associated with an intermediate level of practice in the industry where necessary
Phase 3
  • a minimum of 10 years of education/training/experience in a relevant related field
  • professional qualifications associated with an advanced level of practice in the industry where necessary

Accountability

Phase 1
  • performs self-directed work within established guidelines and policies
  • operational management at a unit or functional level
Phase 2
  • exercises decision making and judgement in determining how to achieve the goals and visions of the unit, program, project, or area
  • involved in policy and development and implementation
Phase 3
  • ensures that the vision and goals of the unit, program, project, or area are determined and supported
  • recognizes needs and is responsible for policy development


Specialist/Professional

A combination of education and experience, duties and career path allows for the participation in an identifiable professional career (e.g. nursing, accounting, engineering) or a unique field of expertise (e.g. project managing, student advising, media producing, administration)

Primary Purpose

Phase 1
  • coordinates and implements the day to day activities required to meet the goals and vision of the unit, area, project, or program
  • provides support at the unit level
  • independently exercises a scope of focused and assigned duties
  • operational focus, short term planning horizon
Phase 2
  • determines the steps required to achieve the goals and vision of the unit, area, project, or program
  • applies expertise in functional areas and acts as a resource
  • works independently, analyzes the current needs of the unit or area and uses a broad scope of available resources
  • tactical focus, medium term planning horizon
Phase 3
  • aware of evolving industry practice and policies and applies this extensive knowledge in determining the direction, goals, and vision of the unit or function
  • independently applies high level of expertise
  • influences and leads by evaluating the situation and identifying the future needs of the unit/area
  • strategic focus, long term planning horizon

Education/Experience

Phase 1
  • a minimum of 3 years of education/training/experience in a relevant related field
  • professional qualifications for industry if required
Phase 2
  • a minimum of 5 years of education/training/experience in a relevant related field
  • professional qualifications associated with an intermediate level of practice in the industry where necessary
Phase 3
  • a minimum of 10 years of education/training/experience in a relevant related field
  • professional qualifications associated with an advanced level of practice in the industry where necessary

Accountability

Phase 1
  • performs self-directed work within established guidelines and policies
Phase 2
  • exercises decision making and judgement in determining how to achieve the goals and visions of the unit, program, project, or area
Phase 3
  • ensures that the vision and goals of the unit, program, project, or area are determined and supported


Operational Administrative

Operational and administrative duties are performed in the application of practices and procedures.

Primary Purpose

Phase 1
  • task focused, defined scope
  • Provides proficient clerical and administrative support
  • performs assigned specialized clerical and administrative tasks and activities
  • provides Office and/or accounting support
  • duties may require analysis of data/information as requested by supervisor

Education/Experience

Phase 1
  • related certificate or diploma with a minimum of 2 years of experience

Accountability

Phase 1
  • decision making and judgment is exercised within established policies, procedures, programs and/or projects
  • makes recommendations and provides input to others as others determine the operational needs of the unit. Recommendations and input are based on individual operational observations and/or feedback from others

Position Placement

Position placement within a salary band for Exempt employees is determined by the market rate for each position.

Salaries are reviewed on an annual basis to ensure that compensation for career progression and other factors are accounted for.

Position Placement

Position placement within a salary band for Exempt employees is determined by the market rate for each position.

To Determine Placement of a New Position

  • Submit job profile to your unit’s Human Resources Strategic Business Advisor (HR SBA) or directly to the Compensation team at compensation_inquiries@usask.ca
  • Compensation reviews position and assigns a market rate to the position
  • Placement within a salary band is determined by choosing the salary range that is the best fit for the market rate of the position
  • Information regarding the factors considered when determining market rates and position placement.