Salary & Benefits
Salary Information
Increases to faculty, instructor and librarian salaries are, for the most part, determined by the collective agreement. Initial salaries are negotiated by candidates during the recruitment process. For more information, see the Job Candidates page.
For information on salary adjustments or requesting a review of your salary, please see the section on Salary Adjustment below.
In general, academic staff salary scales are designed to to recognize both the continuous professional development and significant amount of formal education required of academic staff.
When an academic staff member begins their career, it is typically at a salary that is below the average. Throughout their career, academic staff at Carleton receive negotiated scale increases (usually expressed as a percentage and/or a lump sum) and Career Development Increments (CDIs).
CDIs are an annual performance-based increase to the member’s salary. CDIs are awarded to all eligible members, provided they meet certain criteria (see Article 40.3). The CDI continues to be awarded until the member reaches the ceiling, though it is reduced once the member passes the breakpoint.
For more information on academic staff salaries, please see Article 44 of the collective agreement, or contact us if you have questions.
CUASA members may seek salary adjustments related to obvious inequity under the terms of Appendix E of the Collective Agreement. Here is a summary of the adjustment process:
Structure of the Commission
- The Commission is made up of four members: Two appointed by the University and two by the Association, each serving renewable two-year terms.
- Quorum requires equal representation from both parties to ensure balanced decision-making.
- Members appointed by CUASA shall be tenured and shall be from two different faculties.
Mandate and Procedures
- The Commission’s primary responsibility is to review and recommend adjustments to address obvious inequities in salary. These adjustments are evaluated using clear criteria, such as discipline, rank, career progression, and year of hire.
- Applications are no longer being considered on the basis of special merit or market differentials, as was previously allowed. Only adjustments sought on the basis of obvious inequity will be considered.
- The University may unilaterally respond to competitive employment offers, a task previously given to the SAC. The Association will be notified of such decisions.
Data and Input
- The Office of Institutional Research and Planning (OIRP) prepares the data to support the Commission’s deliberations.
- Deans are consulted to provide context and input for salary adjustment requests.
Recommendations and Decision-Making
- Recommendations are approved by a majority vote within the Commission.
- If a split vote occurs, the Commission has processes in place to reach a decision.
- The Provost has the final say on salary adjustments and will communicate decisions to members in writing. This includes the rationale behind the decision and references to the data and criteria considered.
Confidentiality and Communication
- Commission members appointed by the Association may share decisions with the Association on a confidential basis to ensure clarity and alignment.
For assistance in making an application for a salary adjustment, please contact the CUASA Office.
Benefits Information
The Association has negotiated a benefit package on behalf of our members that includes:
- Health and Dental Coverage
- Life Insurance
- Long-Term Disability
- Pension
- Employee and Family Assistance Program
- Tuition Benefits
- Professional Expense Reimbursement
- Athletic Centre Access
Some information about the benefits available to Association members is available below. For more information, consult Article 39 of the collective agreement, the Carleton University website, or Carleton’s Benefits at a Glance.
If you have any questions about your benefits, or wish to access the full benefits booklet, you can contact CUASA or Carleton Human Resources.
Health and dental benefits for CUASA members are administered through Canada Life.
Annual deductible: $25 per covered person, to a maximum of $50 per family annually (does not apply to emergency travel, hospitalization and vision)
The health plan, among other things, covers the following to certain limits:
- Prescription drugs
- Paramedical Services
- Hospitalization
- Home Nursing
- Medical Supplies and Prosthetics
- Ambulance Services
- Orthopedic Shoes or Boots
- Orthodics
- Hearing Aids
- Out of Country Emergency Care
- Vision Care
The dental plan provides coverage for basic, major restorative and orthodontic services.
For details on the health and dental plans, please see Carleton’s Benefits at a Glance.
The Carleton University Retirement Plan provides a pension for members retiring from service at Carleton University. In exchange for regular contributions while members are employed, the Plan provides income through retirement.
Pension issues are extremely complex. If you have questions about the pension plan, please contact Carleton’s Pension Fund Management Office. For more information, please see the following resources:
Long-Term Disability is meant to cover members if they become unable to work for an extended period of time due to illness or injury. The program is designed to provide members with a monthly income replacement.
The process for applying for disability can be complicated, as are the eligibility and assessment requirements. Please contact Carleton Human Resources or the CUASA Office for advice if you are in a situation where you may require this coverage.
Applications for LTD should be made no later than three months before the end of the qualifying period, so it is important to apply early. For more information, see the Carleton Long-Term Disability document.
The Life Insurance Plan covers members while they are employed at Carleton. Should something happen to the member, the plan would provide the beneficiary of the plan with payment linked to the member’s salary.
Members may also purchase additional life insurance for themselves or their spouse.
Please see Carleton’s Benefits at a Glance for more details.
Members, their spouse, or eligible dependents are eligible for free tuition for credit courses offered by Carleton University. Students qualifying for tuition reimbursement must maintain academic standing.
Dependents are defined as the children of the employee under the age of 26 to whom the employee provides regular financial support.
There are reciprocal agreements with other institutions under this program.
For more information on the tuition waiver program, see the University’s Education Benefits webpage, or contact Carleton Human Resources.
The Employee and Family Assistance Program provides free, professional and confidential counselling and referral services to CUASA members and their families. This service is provided through Family Services Ottawa.
For more information, please see the Carleton Employee and Family Assistance Program website.
CUASA members are entitled to a professional expense reimbursement account to purchase items related to the performance of their professional or teaching duties. This account can be used for books, equipment, memberships in professional associations or for travel. For eligible expenses, see the PER Handbook.
The PER amount under the 2021-2024 collective agreement is $2,200 per year. On each May 1, unspent portions will be carried over provided the total does not exceed five (5) years entitlement. Balances in excess of five years will be permanently removed and transferred to the CUASA Scholarship Fund. Claims generally must be submitted by April 30 of each year.
Claims are submitted through the Carleton Travel and Expense Reimbursement System.
