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TMG Compensation

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.

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TMG Calibration Resource Guide

Guide to assist with the calibration process for the TMG merit process.

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TMG Merit Groupings

Merit groupings for the TMG annual salary review process.

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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.

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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.

Annual Performance Review and Merit Timeline

Early June

  • Target completion for performance reviews.
  • Approval from the board of governors followed by a communication to the community regarding provisions for the annual salary review

Mid-June

  • Record merit and performance rating decisions in the designated system.
  • Calibration of performance and merit decisions by the Senior Administrative Lead.

Late June to Early July

  • President and Vice-Presidents approve salary increases.

Mid-July

  • Human Resources identifies employees eligible for the target progression pool and sends information to leaders.
  • Leaders confirm the application of the targeted progression pool.
  • Human Resources sends confirmation of final performance ratings, merit, and target progression pool decisions to leaders.

End of July

  • Human Resources distributes individual letters via email.
  • First pay deposit, including salary adjustments, is processed.

Performance Excellence and Variable Pay Programs Timeline

Early August

  • Human Resources sends a spreadsheet of eligible employees to reviewers.
  • Reviewers develop recommendations for recognition through PEP/VPP programs.

Late August to Late September

  • The President and Vice-Presidents review and approve recommendations.

Late September

  • Human Resources sends confirmation of final decisions, including recognition letters to leaders

Late September to Early October

  • Department Heads communicate recognition and payments to employees.
  • One-time, lump-sum payments (less applicable deductions) are deposited.