Update on the Salary Adjustment Commission
December 3, 2024
Update on the Salary Adjustment Commission
Back in May, we shared that the salary adjustment process for CUASA members was being put on hold while CUASA and Carleton University sought the assistance of a mediator to determine updated terms for the Salary Adjustment Commission to carry out its work.
Following mediated sessions with Andrew Tremayne in May and July, the parties were able to come to an agreement and in October, we signed a Memorandum of Settlement that included an updated Appendix E outlining the new process for the SAC to perform salary reviews for CUASA members.
The new Appendix E terms can be found here. Below, we summarize the updated procedures for the SAC:
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.
- Under the new terms for the Salary Adjustment Commission, applications are no longer being considered on the basis of special merit or market differentials. Only adjustments sought on the basis of obvious inequity will be considered.
- That said, 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.
This summary provides an overview of the Commission’s structure and processes, emphasizing the importance of transparency and fairness. It reassures members that salary adjustments are based on objective criteria and that decisions will be communicated clearly, with opportunities for the Association to remain informed. This framework ensures that CUASA members understand the processes designed to protect their interests and address inequities.
