Current salary information: 2015-2018
- Full text of the 2015-2018 memorandum of salary settlement (pdf)
|Rank||Floor||Threshold T1||Threshold T2|
The selective increase unit (SIU) shall be $3,843.
Your salary changes annually based on two main factors:
- the annual scale increase, determined by the memorandum of settlement, and
- the selective salary increase, determined by your annual performance rating and the size of your Faculty’s Selective Increase Pool. This increase is also affected by the salary floors and thresholds.
Both increases are added to your nominal full-time salary as of May 1 of each year. In addition, you might receive an Outstanding Performance Award. We’ll look at each of these components in turn.
Floors and thresholds
The floors are intended to ensure that new faculty hired at the University of Waterloo receive no lower a salary than the floor for their rank, and that current faculty member receive a salary no lower than the floor for any rank after promotion to that rank.
Thus, when someone moves from assistant professor to associate professor, if their then-current salary is less than the floor of their new rank, their annual nominal salary is adjusted (in practice, most members’ salaries have broken through the floor of the next rank before they are promoted).
The thresholds have a more significant impact on members’ salaries, as they slow down the rate of increase in an individual’s salary over time, and reallocate the available resources to those with lower incomes according to the formula laid out in section 13.3.3 of the MoA.
(See the current salary floors and thresholds under “Current salary information” on this page.)
This amount is determined in compensation negotiations and is a percentage increase applied to your nominal salary, taking effect May 1 each year.
Selective salary increases
Your selective salary increase is a function of your annual performance rating (colloquially referred to as “merit”) and your salary relative to the thresholds (T1 and T2). This amount is also applied to your salary as of May 1 of each year.
Merit ratings: actual-R and adjusted-R
Here’s where the thresholds come in. When your salary is below T1, your selective increase is based on the full merit amount. Once you hit a threshold, your merit rating is adjusted to slow down the rate of increase. Below T1, your actual-R and adjusted-R are the same. When your salary is at or above T1 and below T2, your adjusted-R value is actual-R less 0.75. When your salary is equal to or greater than T2, your adjusted-R value is actual-R less 1.25.
Each Faculty is allocated funds annually to pay for merit increases based on a formula outlined in Section 13.3.2 of the MoA.
This Selective Increase Pool is calculated using the SIU (Selective Increase Unit), a historically determined dollar amount that increases each year by the scale increase specified in the salary settlement (see section 13.2.1 in the Memorandum of Agreement for an explanation of the SIU).
So, the actual dollar value of an adjusted-R of 1.0 in a given year is determined by adding up all the individual adjusted ratings in your Faculty and dividing that number into the total value of the Faculty’s Selective Increase Pool.
Let’s say you’ve received a merit rating of 1.75 (actual-R), and an adjusted-R merit rating of 1.0 in your faculty is valued at $2000. Then:
- if your salary is below T1, your increase is $3500 ($2000 x 1.75);
- if your salary is between T1 and T2, your adjusted-R value is 1 and your increase is $2000 ($2000 x (1.75-0.75));
- if your salary is equal to or above T2, your increase is $1000 ($2000 x (1.75-1.25)).
Outstanding Performance Awards
Each Faculty receives an additional amount equal to 10% of its Selective Increase Pool for Outstanding Performance Awards (OPAs).
Members in each department or school whose annual performance rating for the current year is in the top 20% may be considered for an OPA. The names of all members so identified are submitted to the Dean of the Faculty who, in consultation with the vice president academic & provost, reviews the performance of everyone on that list and identifies a subset from that list who receive a special salary increase equal to one SIU.
This increase is applied to the member’s nominal full-time salary. Eighty percent of these awards are made for outstanding performance in teaching and scholarship. The remaining 20% may be given on the basis of outstanding service.
What gets negotiated
Collective bargaining at the University of Waterloo is handled differently from most post-secondary institutions in Ontario and Canada. Compensation negotiations at the University of Waterloo are limited to:
the annual scale change in members’ salaries,
- changes in the salary structure,
- anomalies and other special salary increases,
- changes to the Faculty Professional Expense Reimbursement Plan,
- “other benefits specific to Members” (10.2, Memorandum of Agreement), and
- changes to benefits defined in University policies and/or administered by the Pensions and Benefits Committee.
All other matters related to the working conditions of our members are negotiated by the Faculty Relations Committee, at the direction of the Board.
Compensation settlements are negotiated by three-person teams from each of the Faculty Association and the University. They may be for one, two or three years.
1. By June 15 of the year before the current settlement expires, the President of FAUW and the President of the University must agree upon a list of possible mediators and arbitrators.
2. By November 15 of the same year, each party must inform the other of the names of their Chief Negotiator and the other two members of their negotiating team.
3. By December 1 at the latest, negotiations must begin.
4. If the parties have not reached an agreement by February 1, an external mediator will be appointed. (If both parties agree, mediation can be waived.)
5. If, by March 1, an agreement has not been reached, an arbitrator will be appointed.
6. By March 15, arbitration must commence. One week prior to the hearing, each party submits a proposed memorandum of settlement. The arbitrator is obliged to choose one of the two proposals, and this will become the new settlement.
For the fine print, please consult the Memorandum of Agreement.
2015–2016 salary anomaly review
As part of the salary settlement effective May 1, 2015, the Vice President Academic and Provost and the President of the Faculty Association (FAUW) agreed to establish a working group to investigate possible faculty salary inequities.
- 2015–2016 Salary Anomaly Review FAQ
- Salary Anomaly Working Group Report Highlights
- Joint Provostial/FAUW Memorandum of Agreement on Faculty Salary Anomaly Reviews (pdf) [issued December 12, 2016]
- Message from the Chief Negotiator
- Salary floors and thresholds and professional reimbursement 2013-2014
- Salary floors and thresholds and professional reimbursement 2012-2013
- Salary floors and thresholds and professional reimbursement 2010-11 (PDF)
Memorandum of salary settlement 2008-2010 (PDF)
The Faculty Professional Expense Reimbursement (FPER) effective May 1, 2008 is $1,589.
The FPER effective May 1, 2009 is $1,626.
- Salary settlement 2006-2008 (PDF)
- New floors and thresholds effective May 1 2006 (PDF)
- Memorandum of implementation (PDF)
Memorandum of salary settlement, May 1, 2004 to April 30, 2006 (PDF)
The Faculty Professional Expense Reimbursement effective May 1, 2004 is $1465. Effective May 1, 2005 it is $1,492.
- Memorandum of salary settlement, May 1, 2002 to April 30, 2004
Salary floors and thresholds, May 1, 2003 (PDF)
The Faculty Professional Expense Reimbursement effective May 1, 2003 is $1425.
Salary floors and thresholds, May 1, 2002
The Faculty Professional Expense Reimbursement effective May 1, 2002 is $1394.