U of A and AASUA begin negotiations on monetary items
4 February 2025
Key points:
- Collective bargaining must consider the context and realities of the broader community
- Funding AASUA’s $138 million, 23 per cent compensation increase would have significant impacts on operations, teaching and research and ignores several key considerations
- The university’s proposals are consistent with provincial directives, fiscally responsible given continued financial constraints, and supports success in the long-term
Bargaining must consider broader context and realities
A key principle stated in the university’s intent for collective bargaining is the consideration for the interests of its students, staff, and all internal and external stakeholders. The university’s monetary proposals reflect this responsibility and are consistent with provincial directives and fiscally responsible, given the institution's continued financial constraints.
In contrast, AASUA’s proposal would mean a 23 per cent (or $138 million) overall increase to university operating expenses in the first year. This is far beyond any wage or compensation increases seen in the country, either in post-secondary institutions or other sectors.
Data used by AASUA is not comparable
AASUA’s public arguments for an immediate 23 per cent increase ignore several key considerations while relying on others that are minimally relevant, or based on inaccurate data. The Canadian Association of University Business Officers (CAUBO) has confirmed that the data used in AASUA’s calculations on operating budget expenditures is known to have discrepancies and to not be comparable between institutions in the way AASUA is using it. Specifically, there is variability between institutions in the reporting of salary expenses within the Academic Ranks and Other Instruction and Research. CAUBO is aware of this lack of comparability and is exploring how to improve the data.
23 per cent increase at a time of continued financial constraints
The reality is that a 23 per cent compensation increase for AASUA members would impact the entire university community. It represents an addition of approximately $138 million or 12.5 per cent to operating expenses at a time when the university is experiencing continuing constraints on its finances and has implemented a hiring freeze. The possible introduction of tariffs creates more uncertainty and threatens Alberta's fiscal environment. AASUA’s proposal would mean significant and untenable impacts to university services, teaching and research that are still recovering from previous funding cuts.
Questions posed to AASUA remain unanswered
The university tabled a number of questions to AASUA in anticipation of the start of monetary discussions. AASUA’s response indicates that they are either unwilling or unable to address the broader considerations and impacts of their monetary proposal.
Considerations for long-term success
The University of Alberta continues to rank among the very best both in Canada and globally, and successfully attracts and retains top talent from around the world. This is despite budget challenges within the current compensation framework which has seen the average faculty salary fall comparatively to other institutions. Our continued high ranking is a testament to the dedication and hard work of the people that make the university an institution of excellence.
The proposal tabled by the university considers the many factors that will influence the long-term success of its core mandate of learning and research, and a vision of sustainable growth and impact to help ensure the University of Alberta continues to be a world-leading university.