Budget and Academic planning: How to optimize resources

June 10, 2013 - University Budget Planning Update

As you are aware, the University of Victoria Board of Governors approved a balanced budget framework on March 27, 2012. Click to view the 2012/2013 to 2014/2015 planning and budget framework document.

Each Dean will lead the budget planning process in his or her Faculty.  During the past two months, Deans have been working with the VPAC office under the leadership of Associate Vice-President Academic Planning and Associate Vice-President Student Affairs to explore opportunities for optimization of resources within the academic sector. Specifically, we focused on how we can have smart growth. We discussed how we can strategically grow our programs to achieve our undergraduate and graduate enrollment targets. We also explored how we can make improvements to curriculum without sacrificing quality and focusing on strategic areas of focus. Finally, we considered how we can be flexible, adaptable and explored opportunities to do things differently in under the current budget environment.

In order to accomplish this task, we explored three questions:

  1. How we are using our classrooms and scheduling our classes?
  2. How we are assigning teaching responsibility?
  3. Whether our curriculum is best designed to achieve quality (e.g. identifying learning outcomes and articulating how we are achieving them)?

We have developed tools to explore these opportunities for optimization and they are available here. Please note access to some documents requires your netlink id and password.

Why have we decided to make this change to faculty salaries?

The University has an obligation under the British Columbia Human Rights Code to provide equal pay for equal work on the basis of gender to male and female employees. In the last round of bargaining the University and Faculty Association agreed to establish a Joint Committee to determine if pay equity issues exist for tenure‐stream faculty and librarians, and to make recommendations to the Provost for the University to address any inequities if necessary.

How did the joint committee determine what was the best solution? Were other options considered?

The committee considered and tested a range of models first, to determine whether there were salary differences related to gender and, second, if so how they should be addressed. Two of the models that were tested were: a linear multiple regression (or additive model) and a log-linear multiple regression (or multiplicative model). The committee recommended adoption of the additive model because it accounts somewhat more for the gender-based salary diffidence and because salary increments for faculty are primarily additive i.e CPI and MI.

The selected model requires the committee to use some measure of experience to make the adjustment. After reviewing the possible ways of measuring experience, the committee decided to use the longer of years since hire or years since highest degree.

What do you mean by “experience”?

The number of years since hire means the number of years since hire into a faculty position covered by the Framework Agreement (regardless of rank) and not the number of years since first being hired at the University (e.g. if you started as a sessional or postdoc). But the figure used for “experience” is the longer of this measure or the years since highest degree. This captures the situation of someone who came to UVic already having accumulated experience in another venue.

How can I calculate this on my own?

The model produces two straight lines – one for women’s salaries and one for men’s. The lines cross at about 6.5 years’ experience. These lines determine the adjustment based on years of experience (yoe) in accordance with a formula.

For female faculty the adjustment is yoe x $367-$2388      (1)

Female faculty members with 6.5 years of experience or less receive no adjustment and those with 6.5 years of experience receive the adjustment amount given by (1).


























































































For male faculty the adjustment is $2388 – yoe x $367      (2)

Male faculty members with less than 6.5 years of experience receive the adjustment given by (2) and male faculty members with 6.5 years of experience or more receive no adjustment.


















> 6.5


How many will receive adjustments?

We anticipate that approximately 350 faculty members will receive an adjustment.

Why do some people receive only small adjustments?

The committee’s analysis graphs salaries for men and for women separately. It shows that currently, at hire, women seem to be receiving higher salaries than men; however, at about 6.5 years’ experience, the lines cross and after that women who have been here longer have increasingly lower salaries compared to those of men with the same experience. Because the adjustment is based upon these differences, around the crossing point at 6.5 years of experience, the difference and therefore the adjustment is small.

How much will these adjustments cost the institution?

Calculations are still currently underway; however, it is anticipated that the total base cost for these adjustments is approximately $1.5 million. As well as the cost identified in the committee’s report, the University has to include the additional cost of benefits for wage-impacted benefit plans such as pension. As well, the cost is increased because the Provost has decided to measure experience up to 2013 while the committee’s recommendation was based on years of experience up to 2012.


Who is eligible for this pay adjustment?

All current, tenure‐track, or tenured positions (Assistant Professor, Associate Professor, Professor, Assistant Teaching Professors, Teaching Professors and Artist-in-residence) are eligible for this pay adjustment.

If this equal pay issue exists between female and male faculty, what about Librarians?

The report contains a number of other recommendations, some of which are still under review. In the next few months, we will consider in more detail the issue of whether there are any gender pay inequities in the Libraries; the report did not reach any conclusions in this area. Institutional Planning & Analysis will work with the University Librarian and the Associate Vice-President Faculty Relations and Academic Administration on this question.


Why wasn’t the adjustment made retroactive to an earlier date?

The Memorandum of Agreement which resulted in the committee’s report did not deal with retroactivity.  The Memorandum did specify implementation by June 30, 2013 which is the date the Provost has selected to begin the base salary adjustment.

The challenge is that there really is no logical date from which to start the adjustment because it is not feasible to analyze the salaries of faculty members individually over their entire careers to determine what adjustment would be fair in every case. Rather, the committee adopted an analysis of overall salaries which indicated that women who have more than 6.5 years of experience have been paid less than men with the same experience and that this discrepancy has grown over time. For this reason, the salary adjustment is greater for those who have more years of experience. The committee’s analysis therefore contains an element to compensate for past history of lower salaries because the longer a female faculty member has been at UVic, the larger her salary increase will be, thus recognizing the effects of past inequality.

Also, by using data based on years of experience from 2013, female faculty in the affected group (6.5 years’ experience or more) will receive a higher adjustment to base salary than they would if the calculation were based on the 2012 data that the committee was given for their work. But they will only receive retroactive pay from 2013.

How does the adjustment get applied to my salary?

Like merit increments or the CPI, the gender equity adjustment is a fixed amount (determined in accordance with a formula based on years of experience) and it is added directly into your base salary, just as other increments (such as merit) are. The order in which the gender pay equity increment will be applied to July 1, 2013 salary is as follows:

  • 2012/13 Base Salary
  • Basic adjustment as per the arbitrators award
  • Promotion Increment (if awarded promotion for July 1, 2013)
  • Career Progress Increment
  • Floor Adjustment (if necessary as per Article
  • Merit Increments
  • Gender Pay Equity Increment

Will this adjustment be a permanent addition to my salary?

Yes the adjustment is a permanent base adjustment to your July 1, 2013 salary.

Why are men getting an adjustment?

The committee’s analysis showed that for more recent hires there is a discrepancy that seems to be related to gender that favours women and disadvantages men. The committee recommended that this be addressed as well. The discrepancy seems to end after about 6.5 years when the lines produced by the committee’s analysis for men and women cross.

When is this pay adjustment taking effect?

The pay adjustment is retroactive to July 1, 2013 and the adjustments will be implemented as follows:

October 31st, 2014:

All eligible faculty members including those on study leave will receive their new July 1, 2014 base salary.

November 28th, 2014:

All eligible faculty members will receive retroactive salary for July 1st, 2013 to October 15, 2014 including those who were on study leave during the period of July 1, 2013 to October 31st, 2014.

Will I receive new salary notices?

Yes, we will provide all affected members with revised salary notices for July 1, 2013, December 15, 2013 and July 1, 2014.

Do I need to refile my 2013 taxes?

No, as the salary adjustment will be paid in the 2014 tax year.

How is this pay adjustment related to the current round of collective bargaining between UVIC and the UVIC Faculty Association?

This pay adjustment is completely separate from the current round of collective bargaining at UVic. This adjustment is as a result of the last round of bargaining. However, it does result in a significant increase to the salary base for faculty members beyond the arbitrator’s award.

May I see the report?

The report may be reviewed here: Gender Pay Equity Report

I think my salary adjustment is incorrect – who do I contact?

You may contact Pamela Nielsen, Director, Faculty Relations directorfacultyrelations@uvic.ca if you believe the adjustment is incorrect.