Salary Anomalies
Academic Staff
A salary anomaly occurs when an academic staff member’s salary is lower than what would reasonably be expected in comparison to colleagues within the same department or academic unit, based on factors that existed at the time of hire. In such cases, a salary adjustment may be awarded to correct the discrepancy.
It is important to note that a salary anomaly (Article 15) is distinct from a market supplement (Schedule A, Article 1.5). While salary anomalies address historical discrepancies at the time of appointment, market supplements are applied for recruitment or retention purposes to reflect current market conditions.
How Salary Anomalies are Assessed
The Salary Anomalies Advisory Committee (SAAC) reviews applications using a consistent set of comparators to evaluate whether an anomaly existed at the point of hire. Assessment is based on:
- Candidate’s highest degree earned
- Academic and professional experience
- Record of scholarly activity
- Rank at time of hire
All comparators are reviewed as they stood at the date of hire, and the review period is limited to within ten (10) academic years of appointment (15.1).
Eligibility and How to Apply
The 2026 application period will commence on January 15, 2026.
Before initiating an application, academic staff are encouraged to:
- Review Article 15 of the Collective Agreement to ensure full understanding of the process and criteria.
- Discuss the perceived anomaly with their Dean. Deans may submit recommendations where they believe an anomaly exists.
- Consult with their Department Head or equivalent, who may also provide insight and context.
Individual Applications
In cases where the Dean does not bring forward a salary anomaly recommendation, the academic staff member may choose to submit an application directly to the SAAC.
A complete salary anomaly application involves two steps – both must be completed by March 6, 2026 for the application to be considered:
- Submitting Intent to Apply (via the webform below), and
- Completing the application package in Academic Portfolio.
A few days following the submission of the webform, People and Culture will open a case in Academic Portfolio, and you will be notified by email.
Refer to the Salary Anomalies Timeline for detailed information and specific dates.
Important Dates
Jan. 15
Application period opens. Academics submit their Intent to Apply to initiate individual applications.
Jan. 30
Deans identify case(s) to be considered by the Committee.
Feb. 6
Deadline to submit Intent to Apply (individual applications) to allow time for application submission.
March 6
Deadline for Deans and academic staff members to submit application package.
April
Salary Anomalies Advisory Committee meets and reviews applications.
April 30
Academic staff members are notified of the outcome of their application.
Frequently Asked Questions
Academic staff may request a salary anomaly review when they believe their salary at the time of hire was lower than that of comparable colleagues in the same department or academic unit. Reviews are available only for cases within ten (10) academic years of hire, as outlined in Article 15 of the Collective Agreement.
Academic staff who are uncertain about the potential merits of a salary anomaly are encouraged to first connect with their Dean to discuss their concern and may also consult with their Department Head or equivalent for additional context and guidance.
Following the submission of an application, People and Culture will identify a comparator group and present relevant information to the Committee for review.
Instructions on how to apply are outlined in the Eligibility and How to Apply section of this webpage.
If your Dean does not submit a recommendation on your behalf, you may still proceed with your application. Academic staff members have the option to apply directly to the SAAC by submitting an Intent to Apply, after which eligibility will be confirmed and a case opened for you to submit your full application.
A complete salary anomaly application involves two steps for the application to be considered:
- Submitting Intent to Apply (via the webform above), and
- Completing the application package in Academic Portfolio.
A few days following the submission of the webform, People and Culture will open a case in Academic Portfolio, and you will be notified by email.
Refer to the Salary Anomalies Timeline for detailed information and specific dates.
Your application in Academic Portfolio should include a letter of rationale, which provides a clear explanation of the perceived salary anomaly along with any relevant context or supporting evidence, and your CV at the time of hire.
Following the application submission, People and Culture will identify a comparator group and present relevant information to the Committee. Reviews consider department/unit, rank, experience, highest degree, and starting salary (Article 15.2).
No. Salary anomaly reviews are limited to cases within ten (10) academic years of hire. Applications for appointments beyond this period are not eligible, in accordance with Article 15.1 of the Collective Agreement.
Salary anomaly applications are generally considered by the committee only once. A second application for the same discrepancy may be submitted only with the explicit permission of the Provost (Article 15.12).
The Salary Anomalies Advisory Committee reviews and recommends the adjustment, which is then approved by the Provost. The proposed amount is based on the Dean’s recommendation and the Committee’s assessment.
The Salary Anomalies Advisory Committee meets in the spring to review applications. For specific dates and timelines for the current cycle, please refer to the timeline.
A salary anomaly adjustment, if approved, is applied to the staff member’s current base salary and takes effect on July 1 following the meeting of the Salary Anomalies Advisory Committee. The adjustment is not retroactive and does not change the salary for any period prior to this date.