Information Box Group
The Management Group Compensation Video Series Learn More
This series is intended to help explain our TMG compensation approach in 2 to 3 minute videos on select topics.
Salary Ranges for TMG Learn More
Salary ranges for TMG, outlining the minimum, fully competnent target and maximum for each band.
Total Rewards Policy for Employees in TMG Learn More
This Policy defines and outlines the Total Rewards program provisions for employees in TMG who are covered by this Policy.
Guidelines for Cash Compensation Administration for Employees in TMG Learn More
Guidelines to assist leaders to determine reasonable and appropriate compensation adjustments for TMG.
TMG Total Rewards Philosophy Learn More
Philosophy of the Total Rewards program for members of TMG.
Job Design and Evaluation for TMG Learn More
The Band of a job is determined through the application of the University’s job evaluation process. This process uses a gender-neutral evaluation tool to evaluate jobs based on knowledge, problem-solving, accountability and working conditions.
Vacation Exchange Program for TMG Learn More
This program allows eligible employees to make a one-time application to exchange one week of their annual vacation entitlement for a 2% increase in base salary. In exchange, employees must commit to retire within three years of July 1st of the year in which the request is submitted.
Annual Salary Review
The TMG annual salary review typically occurs in June and July with merit increases effective the first full pay period after July 1st.
TMG Calibration Resource Guide
Guide to assist with the calibration process for the TMG merit process.
Performance Excellence and Variable Pay Plan Programs
The Performance Excellence Program (PEP) and Variable Pay Program (VPP) were designed to reward exceptional TMG performers who directly advance the University’s strategic priorities through their involvement in activities within or beyond the scope of their position.
Targeted Progression Pool
The Targeted Progression Pool is designed to provide an additional salary increase up to the merit maximum, as outlined by the merit matrix, to help progress the salaries of eligible employees closer to the band target.