Salary, Merit, and Pay for Performance (OHQ)
The ability to collectively negotiate the terms and conditions of your employment, including your compensation, is an important advantage of being a unionized professional.
When employees negotiate together, they achieve better results and in turn, promote fairness and consistency at work. Collective bargaining of compensation also reduces the wage gap for women and for racialized and young workers.
Your Collective Agreement defines the parameters of your salary, merit, and pay for performance in Articles 44 and 45.
Your salary is based on your position’s classification. Each classification has a minimum and maximum. You can see the ranges for each in the Salary Schedule of your Collective Agreement.
The union may be able to negotiate increases to your individual salary as a part of collective bargaining with the Employer—this is called an across-the-board increase.
We may also be able to negotiate increases to salary range minimums and maximums as part of the contract.
Your Collective Agreement includes across-the-board salary increases for the various AMAPCEO represented positions. These increases are applied to individual salary rates, as well as the minimum and maximum of the salary ranges of all levels. See Article 44 (page 63) and the Salary Schedule of your Collective Agreement for details.
Across-the-board salary increases are separate from merit pay increases, which are awarded to individual employees.
In addition to any across-the-board increases negotiated with the Employer, you may also be eligible for merit pay increases to your current salary based on your work performance during a 12-month work cycle.
Merit pay increases can be between 0% and 5% of your salary and are pensionable earnings.
You are eligible for a merit pay increase if your current salary is within the range for your position’s classification.
If you are at the maximum of your salary range, you may be eligible for pay for performance payments instead.
Your supervisor will assess your performance during the 12-month work cycle between your anniversary dates against your yearly performance objectives.
Your merit pay increase will become effective on your anniversary date.
If your merit pay increase causes your salary to exceed the maximum for your position’s classification:
- your new salary will be set to the maximum; and
- the excess amount will be paid out to you as a lump-sum bonus.
Any lump sum you receive will not increase your base salary beyond the maximum salary range.
In addition to any across-the-board increases negotiated with the Employer, you may also be eligible for pay for performance payments on top of your current salary.
You are eligible for pay for performance payments if your current salary is at the maximum of the range for your position’s classification.
If Ontario Health provides lump-sum merit pay for non-union employees who are at their maximum salaries, your Employer will offer the same to all eligible AMAPCEO members.
Any payment you receive will not increase your base salary.
Please contact an AMAPCEO Workplace Representative at the Ontario Health - Quality Unit, and get in touch by email.
Workplace Representatives are trained union members who have volunteered to confidentially assist members like you in the workplace. They should be your first point of contact in seeking information and representation with an issue at work.
Bargaining Unit: Ontario Health - Quality Unit (OHQ)
Collective Agreement Articles: 44 & 45
First Published: August 5, 2020
Last Updated: November 20, 2020