A notable increase in job/position responsibilities while remaining in same job/position or level of complexity of the job/position may warrant a pay increase, the amount of which would depend on the degree of change. An increase in volume of activity/transactions by itself would not typically warrant additional pay. As well, a pay increase may not be warranted as a result of supervising additional staff with similar responsibilities, but rather due to major changes in programmatic responsibilities or a measurably higher degree of complexity within the current role.

In order for Human Resources to determine the level of change and to ensure that the position's description accurately reflects the increased responsibilities, an updated/new job/position description must be completed.

Key factors in determining whether an increase would be appropriate include:

• Knowledge, Skills, & Expertise
  Does the job/position require significantly broader knowledge and/or more complex skills than when the job/position was originally defined?
  
  Has the complexity of the job/position increased significantly?
  

• Decision Making
  Are the decisions required more complex and less prescribed?
  
  Are the consequences of the decisions more significant to the unit, department, and/or Institute?
  
  Has the impact of decisions broadened?
  
  Is there an increased degree of risk in the outcomes of the decisions made?
  

• Communication Effectiveness
  Have the types of communications required by the job/position become more sophisticated over time, and have the primary contacts/clients expanded?
  
  To what extent are higher-level communication skills required; e.g., influence, facilitation, and/or negotiation?
  

• Critical Thinking and Problem Solving
  Are the types of problems encountered more complex than previously?
  
  Are the problem solving skills required more complex than previously?
  

• Responsibility and Accountability
  Has the ultimate accountability for the position increased? For example, is there significantly more staff, significantly higher budgetary responsibilities, increased input in determining strategic direction?
  
  Does the job/position require more independence in determining methods and systems to be used by others?
  
  Is there an increased responsibility for establishing short- and long-term goals for the employee and/or others?
  

A pay increase, typically up to 5%, may be considered when there has been a significant increase in either job/position responsibilities or the complexity of the job/position. In all cases, managers or the appropriate department administrative officer should consult with their Human Resources Officer for guidance in making an informed decision. No commitment should be made to employees regarding salary prior to having a conversation with Human Resources. Where required, approval from the designated senior officer must be obtained to ensure that established channels within a department or school are followed.

effective August 1, 2001