Governing Documents: Staff
Effective Date:
July 1, 2009
Revised Date:
June 26, 2012
Review Date:
July 1, 2019
Approving Body:
Board of Governors
The University of Manitoba Act, Section 16(1)(b)
University Secretary
University Secretary
Applies to:
Board of Governors members, Executive Staff, Senior Academic Administrative Staff

1.0 Reason for Policy

The University of Manitoba is committed to attracting and retaining the best available individuals to serve in Senior Administrative positions at the University. The intent of this policy is to lay out the principles that will guide the compensation system for Senior Administrators at the University of Manitoba.

2.0 Policy Statement

2.1 The University of Manitoba is committed to a compensation system for Senior Administration that:

a) is performance based;

b) relates compensation to similar positions at comparable institutions such that compensation neither leads nor trails the compensation at comparable Canadian universities;

c) is competitive;

d) is reflective of the University’s ability to pay;

e) recognizes the skills, experience, and growth of individuals within positions;

f) takes into account changes in compensation for other employee groups at the University; and

g) is flexible.

2.2 Definitions

Senior Administration (senior administrator(s)) refers to members of the Executive Group and the Senior Administrative Academic Staff Group.

Executive Group refers to the President, the Vice-Presidents, the Vice Provosts, the Associate Vice-Presidents, the Executive Lead, Indigneous Achievement, the Executive Director for Technology Transfer, the Chief Information Officer, the Comptroller, and the University Secretary and any other position so designated by the Management Resources and Compensation Committee of the Board of Governors.

Senior Administrative Academic Staff Group Positions refers to the Deans of Faculties, the University Librarian, the Director of the School of Art, the Rector of St. Paul’s College and the Warden of St. John’s College.

Compensation refers to salary, pension, benefits, vacation, allowances, any other one-time or recurring cost directly related to the employee’s terms and conditions of employment, and administrative leaves.

Management Resources and Compensation Committee (MRCC) refers to the committee of the Board of Governors responsible for fixing and providing for compensation for the Executive and Senior Administrative Academic Staff Groups.

2.3 Salary ranges and benefit packages for Senior Administration shall be established for each Senior Administrative position and approved by MRCC from time to time. All new employment agreements must be within the ranges approved, unless specific approval is obtained from MRCC.

2.4 The salary of persons holding academic appointments who are appointed to Senior Administration shall have two components:

(a) a base professorial salary component (“base salary”) which shall be negotiated at the time of appointment that shall not normally exceed the maximum salary at the rank of Professor. This component shall be tracked and augmented annually based on any salary adjustments to academic staff in the relevant employee group;

(b) a salary component related to the senior administrative position (“senior administrative salary supplement”) which shall be paid for the duration of the Senior Administrator’s tenure in the senior administrative position, and any subsequent administrative leave related thereto. This senior administrative salary supplement shall be set at the time of appointment and adjusted annually as determined by MRCC and shall not continue upon the Senior Administrator’s return to the academic ranks;

(c) following a Senior Administrator’s return to the academic ranks, their salary shall be the base salary as outlined in section 2.4(a) above.

2.5 In situations where the base salary and senior administrative salary supplement is insufficient, market supplements may be used to bring total compensation to a market competitive level.  This market supplement shall be set at the time of appointment and adjusted annually as determined by MRCC and shall not continue upon the Senior Administrator's return to the academic ranks.

2.6 All employment agreements with Senior Administrators shall be signed by the President or the appropriate Vice-President or the Board Chair in the case of the President. These agreements shall be prepared by the Office of the President, or the relevant Vice-President in the case of Senior Administrators who report to a Vice-President. The employment agreements shall be reviewed by the Vice-President (Administration) to ensure consistency and compliance with policy.

2.7 Persons holding academic appointments who serve in Senior Administrative positions are entitled to administrative leave, in accordance with policy. Upon reappointment, if a Senior Administrator does not take administrative leave between terms, there shall be no accumulated entitlement for administrative leaves. Accordingly, except in exceptional circumstances, no Senior Administrator shall be granted more than twelve (12) consecutive months of administrative leave.

2.8 Every Senior Administrator shall have his or her performance reviewed annually by his or her supervisor. A summary of these reviews, along with any recommended adjustments to compensation shall be presented to MRCC by the President. In the case of the President, this presentation shall be made by the Board Chair.

2.9 The MRCC shall provide an informational report to the Board, at least annually on compensation to Senior Administrators.

2.10 Human Resource Services is responsible for salary administration for all compensation groups, including senior administration.

3.0 Accountability

3.1 The University Secretary is responsible for advising the President that a formal review of the Policy is required.

4.0 Secondary Documents

4.1 The Management Resources and Compensation Committee of the Board of Governors may approve Procedures which are secondary to and comply with this Policy.

5.0 Review

5.1 Formal Policy reviews will be conducted every ten (10) years. The next scheduled review date for this Policy is July 1, 2019.

5.2 In the interim, this Policy may be revised or rescinded if:

(a) the Approving Body deems necessary; or

(b) the relevant Bylaw, Regulations or Policy is revised or rescinded.

5.3 If this Policy is revised or rescinded, all Secondary Documents will be reviewed as soon as reasonably possible in order to ensure that they:

(a) comply with the revised Policy; or

(b) are in turn rescinded.

6.0 Effect on Previous Statements

6.1 This Policy supersedes the Senior Salaries Administration Policy (revised July 1, 2009).

7.0 Cross References

Administrative Leaves for Academic Administrators Policy

Employee Organizations and Employment Groups Procedure