In keeping with McMaster’s pay for performance philosophy for TMG, increases in the annual salary review will be merit-based, unless regulated to the contrary, and will be allocated using a merit matrix that factors in performance and position in the salary range (compa-ratio). Instructions and guidelines for the annual salary review are circulated to department heads in advance of each year’s review. A precursor to the annual salary review is the annual performance review which is part of the TMG Achievement Program. The assessment of performance and resulting performance rating will be used in the annual salary review.

Managers of TMG are expected to follow all applicable instructions, guidelines and practices in place for TMG including the TMG Achievement Program, the annual salary review and associated calibration processes

For more detailed information, including timelines, refer to the TMG Compensation Website.

Following the final merit approval by the President and Vice Presidents, HR will review the results of merit allocation and identify individuals eligible for the Targeted Progression Pool. Employees with sustained successful and outstanding performance that have been in their band for 5 years or more, and whose salary is below 100 compa-ratio, will be eligible to receive an additional salary increase to help progress their salary to the band target. For more detailed information refer to the Targeted Progression Pool Program Details.

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. The variable pay process follows the annual salary review with one-time payments normally paid in early October.

PEP is offered to employees in Bands F through M rewards members of TMG deemed truly exceptional performers who are clearly leaders among their peers and have noticeably excelled in their performance over and above what would normally be expected in their role and have been identified as high potential employees.

VPP is intended for employees in Bands N through Q enables rewarding truly exceptional performers who, through their involvement in activities within or beyond the scope of their position, directly advance the University’s strategic priorities. Individuals awarded variable pay program payouts will be limited to those who led or co-led strategic institution-wide initiatives that are aimed at delivering revenue growth, administrative efficiency, exceptional improvements to service levels, or advancing leadership and equity, diversity and inclusion.

For more detailed information refer to the Variable Pay for TMG Program Details.