|Date:||July 4, 2011|
|To:||Principals, Deans, Academic Directors & Chairs; Professional and Managerial Staff|
|From:||Angela Hildyard, Vice-President, Human Resources & Equity|
|Re:||USW Job Evaluation|
Further to our email communication of April 29, 2011
(http://www.hrandequity.utoronto.ca/news/memoranda/1011/30.htm) providing you with detailed
information with respect to the Job Evaluation settlement reached between the University and
USW Local 1998, we are now writing to advise you that the attached joint communication between the University and USW will shortly be issued to all USW represented employees
outlining the next steps in the implementation of the new job evaluation system.
Base Salary Adjustments
Managers should be aware that effective July 1, 2011 those positions that have already been
rated will be moved to the new salary scales. The Union and the University have agreed to the
- incumbents whose salaries are below the new salary range will have their salaries
increased to the minimum of the range, and will then receive their step progression on
their next salary adjustment date
- incumbents whose salaries are within the new salary range will remain at their current
salary, and will then receive their step progression on their next salary adjustment date
- incumbents whose salaries are above the new salary range will receive across-the-board
increases, if any, but no step increases, for as long as they continue to hold their current
The migration of affected employees to the new pay structure will be administered centrally.
Those employees who will be moving to the new salary ranges on July 1, 2011 will be receiving
letters from the University providing them with information on their new job class, the job class
rating and their total points, their new pay scale and salary adjustment, if applicable.
As set out in the April 29, 2011 email, the base salary adjustments resulting from this process
will be absorbed by the Divisions. Each Division will shortly receive a detailed spreadsheet
outlining the adjustments and the associated costs.
The Divisional Human Resources Offices are working with Managers to disseminate
information about the new rating and pay scales so that you are aware of the impact.
Retroactive Pay Equity Adjustments
Retroactive adjustments for those positions which have been rated will be paid as lump sum
OTO amounts on September 30, 2011. The University is currently working on calculating
these payments and further information will be provided to Divisions and individual employees
prior to the September 30, 2011 payment date.
In accordance with the terms of the most recent collective agreement, funds have already
been set aside which will cover a portion of the retroactive costs associated with this project.
The remaining portion, to be paid over three years, will be funded as a cost shared by
Divisions through University wide costs and the Provost’s contingency funds.
For more information please contact your Divisional HR Office. Resources and information on
USW Job Evaluation, including links to recent memos, are also available on-line at: