HR in Research
Researchers, as grant and contract holders, determine human resource requirements for the effective conduct of their research programs, including determining the nature of the work to be performed, expertise, training and experience requirements for their staff, establishing performance requirements, supervision of staff, and assessing the performance of their team members. The University, as agent responsible for the administration of awards made to Researchers, provides an administrative and policy framework through which employment conditions can be determined and through which human resources can be managed.
Human Resources Service
Roles and Responsibilities for Research Administration
The Human Resources Service:
- Establishes, and informs researchers and research administrators, policy and procedures applicable to all university staff, including research grant and contract-supported staff
- Establishes job classifications and salary scales
- Establishes fringe benefit programs
- Oversees recruitment processes and ensures they are conducted in a fair and equitable manner
- Informs researchers and research administrators of work or study permit /visa requirements for non-Canadians
- In establishing such policy and procedures applicable to research grant and contract supported staff, assures timely and meaningful consultation with researchers and research administration stakeholders
- Ensures that the University’s employment conditions are respected in order to protect employees’ rights and maintain equity in the University workplace
- Informs researchers of their responsibilities in the areas of hiring, compensation and benefits, termination, occupational health, training and employee relations
- Provide expertise and advice to Researchers and research administrators in all human resources management areas, as needed
- Provides tools to help researchers and research administrators fulfill their Human resources management functions when appropriate (e.g. templates for preliminary offer letters, generic job descriptions, salary range information for job duties, etc.)
- Assists research administrative services in establishing and operating appropriate monitoring and control processes to assure compliance with funding agency and university rules and requirements.
Human Resources Management Tools
Determining Resource Needs
- Decision Tree - The Decision Tree is designed to support researchers to determine the status of the research personnel needed to support their research projects.
Working Conditions for Contractual Staff Non-unionized Employees
- Policy 47 - The objective of this policy is to define working conditions and underlying principles for non-union contractual employees who are paid from trust funds and research funds and for non-union contractual employees in an operations role.
- Administrative Procedure 18-47: Policy 47 must be read in conjunction with Administrative Procedure 18-47 on working conditions for contractual non-unionized employees (Research and Operations).
- Generic Job Descriptions: The Generic Job Descriptions are an important tool in supporting salary equity as well as in fostering employee retention in the management of human resources in the research field.
- Salary Scales for Research Positions
Human Resources Budgeting and Projection Tool
- Research Assistant: This table provides a summary for student remuneration.
- The working conditions for Research Assistants are defined by the CUPE2626 Collective Agreement.
- HR Budgeting Tool for Generic Job Descriptions: This table provides a 5 year projection of contractual employees (Policy 47) taking into account the length of the contract, the benefits, and yearly salary increases.
- Postdoctoral appointments: The minimum level of funding for a postdoctoral stipend or fellowship is $34,000 per year.
Who To Contact
For additional information on managing HR in research and the HR Tools for Researchers, please contact:
Human Resources Generalist, Research
(613) 562-5800 poste 2359