MUNASA - Special Bulletin - November 28, 2025 - ADM2A Job Profile Inequity

Dear members:

As we navigate ongoing challenges, MUNASA remains steadfast in its commitment to listen to members and address their valid concerns. The impacts of the hiring freeze, budget cuts, staff shortages, and heavier workloads have understandably led members to review their placement on the salary scale and the alignment of their job profiles. As a result, compensation and grade level have become key focal points as managers assume larger workloads and face increasing complexity in their roles.

Fair recognition and compensation for the work performed continues to be a core priority for our membership. MUNASA has consistently supported members seeking reclassification to ensure their roles accurately reflect their job profile. For example, in 2020–2021, Total Compensation conducted a benchmarking exercise for Academic Affairs positions after concerns were raised about market competitiveness and the need to recognize Academic Affairs as a specialization. The outcome was positive—these positions were reclassified to the HRM2G Grade 05 job profile.

Another segment of our membership, Managers within the MPEX-ADM2A General Administration – Grade 04 job profile, have raised ongoing concerns about the lack of consistency in their titles and grade. These positions are broadly labeled as Administrative Officer, Administrative Manager, Office Manager, etc. In most cases, their roles are inherently multi-functional, requiring expertise across many job families, such as Finance, Human Resources, Academic Affairs and Student Affairs, while serving a diverse range of stakeholders, including students, faculty, internal departments, and external organizations. The scope and complexity of these responsibilities warrant proper recognition and classification. Clearly, these positions should be reclassified to Grade 05 to accurately reflect the level of specialization and accountability they entail.

It is noteworthy, that many job profiles have increased from a Grade 04 to 05 over the years, such as the IST2F, COM2C, FIN2B, to name a few. MUNASA was never informed of these upgrades. It seems that the ADM2A has been repeatedly overlooked. Total Compensation says that the Grade is determined by the Hay Point System, “The Hay Point System is a method for job evaluation that assesses a job's value based on three main factors: Know-How (knowledge and skills), Problem-Solving (complexity of challenges), and Accountability (level of impact and freedom to act). A fourth factor, Working Conditions, is also considered, which includes factors like physical and mental stress. The system assigns points to each factor to determine a job's overall score, which is then used to establish pay grades and align roles within an organization.”  Anyone in an ADM2A job profile can attest to the immense challenge of being the subject matter expert in not just one area, but often three or more critical fields—an expectation that far exceeds typical role requirements and underscores the need for appropriate recognition and compensation.

In line with McGill’s Human Resources Salary Administration Policy—designed to “compensate employees in a manner that supports internal equity”—MUNASA firmly believes that a formal request for an upgrade to Total Compensation is both warranted and justified to support internal equity, recognition and compensation. 

Equally concerning is the fact that some employees classified as ADM2A specialize exclusively in one area—such as Student Affairs, Finance, or Academic Affairs—yet remain within the ADM2A job family instead of being properly classified as SAF, FIN, or HRM. Furthermore, the ADM2A profile is often used as a contingency measure when positions become vacant, creating an expectation that ADM2A employees assume responsibilities well beyond their scope of expertise. This practice not only undermines role clarity but also places an undue burden on employees.

If you hold an ADM2A position, whether as an Administrative Officer or under another title within this job profile, and wish to bring your concerns forward, please email us at info@munasa.com. We assure you that all information shared will be treated with strict confidentiality.

It is time to have this corrected. MUNASA will compile your feedback and present this to Total Compensation, advocating for an official review of these positions.

Together for equity,

The MUNASA Executive