May 17, 1996
March 27, 2008
The guiding principles of the compensation program for executive officers of Simon Fraser University are as follows:
1. General Principles
1.1 Compensation levels must achieve a balance between fair value for work and the University's ability to pay.
1.2 Compensation levels reflect a measurement of job worth based on a composite of the skill, effort, responsibility and working conditions required to perform the work.
1.3 Compensation levels must be competitive within the external market from which it recruits. The external market includes local, provincial and national public and private sector employers, including similar positions at other North American universities.
2. Relationship to Performance
Other than general salary increases, adjustments to compensation are based on clearly defined individual and organizational goals that are reviewed annually.
3. Compliance with Legal Obligations
Compensation policy and practices comply with the statutory obligations of the Employment Standards Act, the Human Rights Act, the Public Sector Employers Act and any other employment related legislation.
4. Compensation on Termination
There is no notice or pay in lieu of notice for termination from the University for cause. When an executive officer is required to discontinue his/her appointment for any reason other than cause and returns to his/her former position within the University, no notice or pay in lieu of notice is paid. Termination of employment from the University for reasons other than cause will be compensated consistent with the Public Sector Employers Act, the Employment Termination Standards Regulations and prevailing legal values for executive termination.
The maximum amount of notice upon termination without cause for executive officers (non-inclusive of vacation owed) is eighteen months as prescribed by the Employment Termination Standards regulation (B.C. Reg. 379/97). Factors considered as part of the guideline include age, employability and length of service. In addition, up to one year of out-placement counseling service is paid for by Simon Fraser University. The President and Vice-Chancellor may approve arrangements for the orderly transition of benefit coverage on an individual case-by-case basis. Where there is a Board-approved contract addressing termination arrangements with an executive officer, the contract provisions will apply.
5. Conflict of Interest
Consistent with Policy GP37 Conflict of Interest, compensation decisions are made free of conflict of interest.
6. Full Disclosure
Simon Fraser University makes regular and full public disclosure of the compensation of each executive officer.
7. Business Expenses
Business expenses are governed by the Administrative policy for travel and business expenses (AD 3-2 Travel and Business Expenses).
Compensation: means salary and other forms of cash payments (including stipends and allowances), vacation, leaves with pay, employer-paid benefits, loans, vehicle use, car allowances, housing, tuition waivers, professional fees and any other benefit received by an executive officer from Simon Fraser University.
Executive Officer: means the President and Vice-Chancellor, the Vice-Presidents, Associate Vice-Presidents and Deans.
Performance Reviews and Salary Advancement for Vice-Presidents and Deans
A performance review and salary advancement process provides a mechanism for accountability and career advancement.
1. Vice-Presidents and Deans will submit annual goals and objectives for each academic year beginning September 1st.
2. The performance of each Vice-President and Dean will be reviewed each year in July in relation to that year's goals and objectives. When evaluating a Dean, the Vice-President, Academic will consult the Chairs in that Faculty or their equivalent. When a Vice-President or Associate Vice-President is being evaluated, the Deans or their equivalent will be consulted. Based on the results of this annual review, the President, in consultation with the responsible Vice-President as appropriate, shall recommend merit awards expressed as a dollar value increase to base salary to take effect September 1st.
3. The performance review shall result in one of the following assessments:
Very good performance
The amount of the merit award shall be commensurate with performance.
4. The merit award pool will be calculated as follows:
1.5 x (the total number of eligible Vice-Presidents and Deans) x (the value of full steps on the faculty salary scale).
5. Consideration of salary anomalies based on either internal and/or external comparisons for an individual Vice-President or Dean may occur at any time, but no more than once in any five-year period.
6. Salary recommendations from the Vice-President, Academic and the President will be submitted annually to the Compensation Committee of the Board of Governors for approval and to the Board of Governors for information.