Update on 2025 compensation programs

Each year, UBC and other BC public sector employers receive communication from the Public Sector Employers’ Council (PSEC), regarding guidance and direction on performance-based pay increases.

UBC recently received a letter from PSEC, indicating that all public sector employers, including the university, should at this time refrain from providing performance-based salary increases for executive, union-excluded and non-union employees, until further notice.

PSEC has indicated that the general unionized wage pattern for fiscal year 2025/26 has not yet been established through public sector bargaining, and government is navigating a challenging and unpredictable fiscal and economic environment. In addition, UBC is entering into collective bargaining with our unions and associations, and any future general wage increases (GWI) are currently not known.

What does this mean for UBC?

• There will be a pause, until further notice, on the 2025 performance-based increase (PBI) program for the following groups: Excluded Management & Professional (XMP); Service Unit Directors (SUDs); Associate Vice Presidents (AVPs) and equivalents, Associate Deans, and Senior Leadership (Vice Presidents, President, Deans).
• There will be a similar pause, until further notice, on the 2025 merit program for the following groups: AAPS, Executive Administrative staff (i.e., excluded clerical), Non-union Farm Workers, and Non-union Technicians and Research Assistants.

Compensation programs not impacted

The following compensation programs are not impacted by this latest guidance, and will proceed as usual:

• Midpoint progression increases (MPI) for AAPS members
• Midpoint progression for Executive Administrative staff, Non-union Farm Workers, and Non-union Technicians and Research Assistants
• Probationary increases for the following groups: AAPS, XMP, SUD.

2025 Performance conversations

We recognize that this news will be disappointing for those impacted. PSEC has emphasized that this is a pause until further notice, and will provide follow-up communication to advise of any changes to this direction. In the meantime, as part of UBC’s commitment to provide ongoing feedback and career development, managers should continue to hold regular performance conversations with employees.

Thank you in advance for your support. We will share further updates, as we receive them.

For any further questions and clarification, please contact compensation@hr.ubc.ca

Cam Gray
Interim Associate Vice-President, Communities of Expertise