Schedule of Rates

Funding agencies sometimes establish mandatory salary and wage scales (refer to the terms and conditions of your grant or contract to determine if such conditions apply) but most often they simply require that principal investigators conform to the standards, practices and policies of the University. While there is no formal classification or salary structure in place for most individuals engaged in funded research, some principal investigators choose to use established collective agreement rates and procedures as the foundation for salary treatment. If you require further details about the duties of a position to determine salary treatment, or if a you choose not to follow one of the schedule of rates referred to below, contact an Analyst in Human Resources.

• For positions such as: Animal Attendant, Technical Assistant, Clerical Assistant, Technician, Animal Technician, Medical Lab Tech
  • Refer to pages 48 to 50 of the CUPE 1975 Collective Agreement for the schedule of rates.
  • Refer to the Job Placement Manual for additional information on determining salary treatment
    
    
• For positions such as: Research Assistant, Research Officer, Research Engineer, Research Other
  • Refer to page 44 of the ASPA Collective Agreement for the schedule of rates.
  • The Classification Guidelines and Research Criteria Matrix provide additional information for determining salary treatment.
    
    
• For positions such as:Senior Research Scientist, Professional Associate III, Research Scientist, Professional Associate II, Professional Research Associate, Professional Associate I
  • Refer to pages 48 to 50 of the USFA Collective Agreement for the schedule of rates.
  • The Classification Guidelines provide additional information for determining salary treatment.
    
    
• For Student Assistants Refer to the Student Rates page. Student Assistant rates will change effective May 1, 2011. The new rates are available here.

General Salary Treatment Information

Annual Increments: Regular increments are usually provided to recognize growth in proficiency derived from time-related experience and a satisfactory level of performance over a given time span.

Merit Increments: Principal investigators may want to periodically award salary or wage increments based on meritorious performance (when proficiency, growth and levels of performances are considerably better than what might generally be viewed as “normal”).  Principal investigators considering this should contact Human Resources for further information.