Royal Roads University
PAE-11: Sustainable Compensation

Full time faculty and staff at Royal Roads University employ the widely Hay Method to measure the size and complexity of each job which includes the knowledge required, skills and capabilities and expectations for each job. A trained job evaluation committee is responsible for establishing final obligatory evaluations for every staff position at Royal Roads University The grading structure organizes grip jobs into pay grades. The salary ranges for each grade is determined through the comparison against external markets. The midpoint for each pay range is set at the median of the British Columbia Broader Public Sector and National Educational Institute, with the minimum wage being based on 80% of this figure and the maximum at 120%. The market is usually reviewed on a yearly basis in order to update the wages, however, this has not been completed this year due to the hiring freeze implemented by the government of British Columbia. Associate faculty wages are determined on a similar basis with the market evaluation consisting of surveying the wages of other educational institution in the area such as University of Victoria and Camosun College. The most recent year total compensation for the institution’s lowest-paid workers was evaluated to ensure that it was sustainable was 2009 due to the hiring freeze imposed by the government of British Columbia