Report on the meeting with Alan Shotter:
The Chairs of the three staff representative groups (TELC, PSRC, BARC) met with Alan Shotter to discuss the issues raised from the May 2002 PSRC executive meeting. The three Chairs, BARC; Rick Baartman, TELC; Tim Emmens, PSRC; Roman Ruegg agreed in advance that we would limit discussions to three topics: Compensation, compensation policies, staffing levels.
1) The inflation rate in BC is approximately 2.9% and our scale increase is 2%. Alan noted that compensation is constrained due to the fiscal restraints placed on TRIUMF’s budget and what TRIUMF needs to accomplish in the near future in order that we can reasonably expect to receive continued funding for future five-year plans. 2% is the amount that is consistent with the salary budget, while still allowing some for merit increases. It is expected that this situation will not ease until a new five-year plan is approved. Alan was asked to consider giving all staff the 3-day closure period between Christmas and New Year gratis in lieu of the 0.9%. He noted that he had already given this some consideration but was not able, at this time, to give further comment on the matter.
2) In view of item 1) above, what is TRIUMF’s policy with regard to scale/ merit/ career progress compensation? That is, under a limited salary budget scenario, what percentage of an increase will be applied to each of scale, merit, career progress, and internal inequities? Alan noted that all the categories are important and that although TRIUMF has no firm policy with regard to the division of percentages to these categories some changes need to be made. He wants more time to review the old Grid system of yearly increments. Alan likes the general idea but does not want at this stage to commit to it. He is very insistent that Career Progress and of course Merit as well be based on Performance Evaluations and not be automatic. He would like to base an employee's salary increment not just on the past year's performance, but on his/her whole performance record. Alan agrees with our dislike of the Bonus system of Merit rewards; he is scrapping it, and the funds would go to scale increases.
3) Staffing levels are a concern as there is an ever-increasing workload. How is TRIUMF addressing this problem?Alan stated that a number of staff will be retiring over the next few years and some strategic new hires are also required. A staff compliment review is in progress to evaluate present and future needs of the lab. This is an important requirement for the next five-year plan as TRIUMF recognizes that personnel resources are stretched thin. TRIUMF is overspending the Salary component of the NRC budget. There is no way to negotiate an increase from NRC to cover salary increases. Any increase, whether it be through pay raises or new hires, comes at the expense of ongoing TRIUMF programs. There appears to be no easy answer for the immediate problem although some resource reallocation may temporarily ease localized problem areas.