MUNASA Management Forum 2006-09-21. MUNASA2 Agenda Introducing MUNASA Merit and Salary Policy 2006 Compensation, Competencies, and Performance Dialogues.

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Presentation transcript:

MUNASA Management Forum

MUNASA2 Agenda Introducing MUNASA Merit and Salary Policy 2006 Compensation, Competencies, and Performance Dialogues Personnel Policy Development Student Life and Learning and its Impact on Managers White Paper ‘Strengths and Aspirations’

MUNASA3 MUNASA – a brief history Formed in 1972 representing all non- academics Introduced first Pay Equity 1976 Incorporated as not-for-profit 1991 M Compensation System 2002 Performance Dialogue 2003 Competencies Model 2004

MUNASA4 MUNASA – Executive Officers Trevor Garland President Robert Stanley Vice- President Ron Critchley Vice President Liaison Patrick O’Neil Vice- President Membership Gopal Menon Treasurer Gordon Burr Executive Secretary Anne Kosowski Councillor (Faculties) Karen Sciortino Councillor (Non- Faculties)

MUNASA5 MUNASA - endeavours Compensation System evolution Personnel Policy improvements Health and Safety representation Social Equity and Diversity representation Employee Relations Committee Staff Benefits representation Personal Labour Relations support Quebec University Staff Associations

MUNASA6 Merit and Salary Policy 2006 Third year of 3-year agreement of 4.5% Salary scales increase 2% General salary increase (‘COLA’) 1.75% Merit pool 2.75% of eligible categories Six merit categories: 1. Exceptional, 2. Excellent (30% of eligible) 3. Quality 4. Requires Improvement Year One, 5. Year Two Employees must worked 60 working days to

MUNASA7 M Compensation System Compensation –Evolution of Role Profiles, Job Families Competencies –Core competencies model –Competencies and staffing –Expanded competencies model Performance Dialogues

MUNASA8 Personnel Policy Development Performance Planning Policy Amendments to Staffing Policy Salary Administration amendment – role profile rematch Whistleblower Policy Association Activities

MUNASA9 Student Life and Learning Significant impact on student advising (SAF) Impact on all staff providing service to students Read Comment!

MUNASA10 ‘Strengths and Aspirations’ Strengths_and_Aspirations_June_2006.pdf “Call to action” for all Strengthen graduate student programs and support Support and quality for undergraduate students Improve physical and human environment Boost and measure progress Section 8: Administrative and Support Staff –Professional development and growth –Competencies-based model –Employment Equity Policy –Safe Disclosure Policy (“Whistleblower”)

Questions And comments