TO: PSRC DATE: October 20, 1999.
RE: PSRC Meeting Notes Thursday October 14, 1999.
Attendance: K. Reiniger, J. Yandon, A. Hurst, D. Morris, R. Ruegg, S. Austen, J. Drozdoff, G. Sheffer, A. Trudel; by invitation: J. Hanlon.
Agenda :
- PPR
- Conditions of Employment
- Director Search
- Election
- AOB.
PPR (and Compensation) :
Klaus reported that the majority of the PPRs have been completed on time; this year the work plan is again optional. The 1999 PPR awards will be a fixed bonus as was done in 1998. July 1 is the nominal PPR review anniversary and salary adjustment date, but HR may be planing to have it linked to the fiscal year.
Jim Hanlon reported that last year about 40-50 personnel received either a step increase or were reclassified as a result of the PPR ratings; approximately 15 were reclassified. The determinations were made by the division heads ad hoc by looking at 4s and 5s and how long they had been at their level. Any technicians rated 3 or better and were eligible for an “automatic” step were given one. Step increases are intended to be an integral part of the process beginning in the first year of the next five year plan. According to procedure, reclassifications can be requested by an individual or their supervisor, but must be approved by the division head before being considered by the reclassification committee. Division heads reportedly monitor the time that individuals stay in a range, and move on reclassifications when a case can be properly supported. Often this occurs well after there has been a change in job responsibility. An up to date job description is an important reference document.
The salary grid system was intended to provide a mechanism for progress within the salary ranges (in much the same way as the “automatic” steps in tech categories), and could be applied in conjunction with the PPR results, but this has not been utilized during the salary freeze over the last few years, having been replaced by merit awards linked to PPR ratings: percentage increases for 1997/98 and fixed bonuses for 1998/99, 1999/2000.
Jim said that HR is planning to replace the current compensation system (common salary grid) with families of salary ranges with only minimum, maximum and normal levels indicated. The family ranges are to be kept at competitive market value; classification of a job determines the range, and individual performance (PPR) determines progress within the range. HR will do the ground work and have it reviewed by external consultants. They have started by looking at positions which would be in an Administration family. With the new five year budgets, there will be some amount planned for scale increases, performance awards and individual adjustments due to inequities. Jim said that TRIUMF management ( including the Board) are concerned about “brain drain” and are interested in reestablishing competitive compensation. Jim feels that the techincians at TRIUMF are poorly paid, the P&S and BAEs are better off but may also be below market value. Jim thanked the committee for their constructive criticisms, and assured the PSRC that the management is attempting to do the best for employees within existing guidelines and budget constraints.
Conditions of Employment :
HR has completed a few of the sections which were not included with the previously released package of policies: descriptions of policies covering those employees under different paymasters - e.g. SFU etc.; replacement of sabbatical with education / work leave. For administrative purposes, the vacation entitlements will be calculated annually (based on individual anniversary dates) and updates given to individuals Jan. 1 each year.
Director Search :
John McDonald (UofA) is the chair of the search committee. The position has been advertised in various scientific periodicals. A short list of candidates will be invited to TRIUMF and will present seminars and meet with the employee representatives. John Yandon volunteered to write a letter to the search committee expressing our interest in participating, and inquiring how and when we may be involved.
P&S Election :
The terms of several members expire this year. An election should be held in December; a general meeting should be planned for November.