MUNASA Special Bulletin - May 2026

Dear members,

As MUNASA continues to navigate a challenging institutional landscape, we remain steadfast in our commitment to listening to members and addressing their concerns. The cumulative impacts of the ongoing hiring freeze, budget reductions, staff shortages, and increased workloads have understandably prompted members to reassess both their placement on the salary scale and the alignment of their roles with their assigned job profiles. In recent years, workloads have evolved not only in intensity but also in scope, with additional complex responsibilities becoming the norm rather than the exception.

Fair and equitable recognition of work performed remains a core priority for MUNASA’s membership. Accordingly, MUNASA has consistently supported members seeking reclassification where their roles no longer accurately reflect their job profiles. A notable example occurred in 2020–2021, when Total Compensation (now called Total Rewards) conducted a benchmarking exercise for positions within Academic Affairs. This review followed concerns regarding market competitiveness and the recognition of Academic Affairs as a specialized field. The outcome was positive: these positions were reclassified from an ADM2A Grade 04 to the HRM2G Grade 05 job profile.

Managers classified under the MPEX‑ADM2A General Administration Grade 04 job profile have raised longstanding and unresolved concerns regarding inconsistencies in job titles and grade alignment. These roles are often labeled as Administrative Officer, Administrative Manager, Project Officer, among others. In practice, these positions are inherently multi‑functional and require advanced expertise across multiple job families, including Finance, Human Resources, Academic Affairs, and Student Affairs. They also serve a wide range of stakeholders, including students, faculty, internal units, and external partners. The breadth, complexity, and accountability associated with these responsibilities warrant appropriate recognition and classification. Based on their scope and level of specialization, these positions should be reclassified to Grade 05.

MUNASA was previously informed that Total Rewards (formerly Total Compensation) would undertake an investigation of the ADM2A job profiles. However, we were recently advised that this review is no longer their priority. This raises a fundamental question: when was the ADM2A job profile last reviewed? Only Total Rewards can provide clarity on this matter.

It is noteworthy that several job profiles have been reclassified from Grade 04 to Grade 05 over the years, such as IST2F, COM2C, and FIN2B, while the ADM2A profile appears to have been consistently overlooked. Moreover, little to no communication or rationale was provided by Total Rewards to the community when these reclassifications occurred. Total Compensation has indicated that grades are determined using the Hay Point System, which evaluates roles based on Know‑How (knowledge and skills), Problem‑Solving (complexity of challenges), Accountability (level of impact and freedom to act), and Working Conditions. Individuals classified under ADM2A can readily attest to the significant demands of their roles, which frequently require them to act as subject‑matter experts in three or more critical areas. This expectation far exceeds that of a general administrative role and further underscores the need for appropriate classification and remuneration.

In accordance with McGill’s Human Resources Salary Administration Policy, which is intended to support internal equity, MUNASA firmly believes that a formal request for an upgrade review by Total Rewards is required, warranted and justified.

Equally concerning is the frequent use of the ADM2A job profile (Line 7) for positions that are, in practice, highly specialized roles within Student Affairs, Finance, or Academic Affairs, yet remain classified under ADM2A rather than the appropriate SAF, FIN, or HRM job families, as observed in the Faculty of Arts. Furthermore, the ADM2A profile is frequently used as a contingency classification when vacancies arise, creating an expectation that ADM2A employees will assume responsibilities well beyond their defined scope. This practice undermines role clarity, compounds workload pressures, and places an undue burden on employees. Why this continues to be tolerated warrants serious examination.

Members holding positions classified under ADM2A, whether titled Administrative Officer or otherwise, who wish to raise concerns are encouraged to contact MUNASA at info@munasa.com.

It is time for this issue to be addressed. MUNASA will compile member feedback and formally present it to Total Rewards, advocating for a comprehensive and overdue review of the ADM2A job profile.

With best wishes,

The MUNASA Executive