posted on April 30: TMG 2002-03 compensation structure approved by Board of Governors

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April 30, 2002

McMaster's Board of Governors approved the 2002-03 compensation structure for members of The Management Group (TMG) at its April 25 meeting.

The approved recommendations include:

  • Overall salary increases of up to 4.5 per cent for 2002-03 for employees in TMG. These increases will be a combination of economic revision (formerly known as across-the-board) of two per cent and merit pool of 2.5 per cent. Salary increases take effect June 16 and will be reflected in the July 15 pay.
  • Changes in the salary ranges of up to six per cent for 2002-03 for employees in TMG. This movement of the salary grid is the second phase in a transition to ensure TMG salary ranges are at the 60th percentile, or above average, when compared to comparable organizations.
  • An approved pay philosophy of being at the 60th percentile of comparable organizations and a definition of a “comparable organization” that includes national and regional market analyses, public and private sector institutions and corporations.

These recommendations came from extensive work completed in the last year by the Total Rewards Redevelopment Task Force that included delegates from TMG and University senior management. After consultation and input, the Total Rewards Redevelopment Task Force forwarded the compensation structure to the University's senior management team and to the Board of Governors remunerations committee for approval.

The task force's mandate is to develop a contemporary compensation and reward framework designed specifically for TMG. Members of TMG include administrative employees who deal with confidential material, managers and directors of various units within the University.

A subcommittee, the Pay-for-Performance Task Force, was created to develop ways to more closely link merit increases with performance.

“All of the task force members have worked diligently in the last several months to develop an approach to compensation that meets the needs of TMG members and the University,” said Denise Mirabelli, co-chair of the task force.

“To date, members of both the Total Rewards and Pay-for-Performance committees have sought input from TMG members within their own representative areas. In the final phase of this initiative, we encourage all members of TMG to get involved. Information sessions will be held in May and I encourage everyone to participate, ask questions and provide feedback.”

Some of the next steps include the development of a user group to recommend a Web-based performance management tool. This will be used to develop a performance review system that complements the pay-for-performance philosophy applied to TMG compensation and adopted by the University.

Any TMG member who would like to participate in the next phase of the redevelopment initiative should contact the task force co-chairs Denise Mirabelli (ext. 27295) or Roger Trull (ext. 24677) or Mark Haley (ext. 27632) in Human Resources Services.