Salary Information

Information about faculty and Librarian salaries is available in Article A of the Collective Agreement. Here are the salary tables from the 2017 - 2021 Collective Agreement, by rank:

Table A.1: Salary Ranges (Minima and Maxima)

Rank / Date

2017 - 2018

2018 - 2019

2019 - 2020

2020 - 2021

Lecturer / Lib. I / AAS I

$55,397 - $94,176

$56,284 - $95,683

$57,269 - $97,357

$58,414 - $99,305

Assistant / Lib II / AAS II

$67,326 - $114,455

$68,403 - $116,287

$69,601 - $118,322

$70,993 - $120,688

Associate / Lib III / AAS III

$84,374 - $143,435

$85,724 - $145,730

$87,224 - $148,280

$88,968 - $151,246

Professor / Lib. IV / AAS IV

$107,388 -

$109,106 -

$111,016 -

$113,236 -

Full Professors, Associate Professors, Librarian IV, Librarian III, AAS IV, and AAS III earning 1.75 times the salary minimum for their respective rank shall receive 50% of the PTR increment.  Those earning 2.00 times the salary minimum for their respective rank shall receive 0% of the PTR increment.

On July 1 of each academic year, following the implementation of any salary adjustments under Article C (Anomalies), A.2 (g), or Article P (Windsor Salary Standard), the sequence for calculating Normal Salary increases, where such increases are applicable, shall be as follows:

  • Increase to new rank minimum
  • Increase upon promotion
  • Scale
  • Progress-through-the-ranks


Table A.2.d:  Scale and PTR



July 1, 2017

July 1, 2018

July 1, 2019

July 1, 2020












Note to prospective Faculty & Librarian members: If you are starting a new job at the University, the salary you agree upon when you start work will not be increased for 1 (one) year, but then it will follow the agreed-upon increases under the Collective Agreement. The salary floors are established as a minimum. If you are considering a job at the University, it is normal to negotiate salaries higher than the salary floors.

Are there any means of increasing my salary beyond the amount in the Collective Agreement?

Four methods exist under the Collective Agreement to increase the salary of an individual:

The Windsor Salary Standard

The Windsor Salary Standard (WSS), found under Article P of the Collective Agreement, is based on comparator post-secondary salaries across Ontario by rank as collected by Statistics Canada.

Below is the latest WSS adjustment, to be reflected in the July 15, 2019 pay:

Professor:                       $0.00
Associate Professor:    $0.00
Assistant Professor:     $704.00
Lecturer:                          $4,828.00

Librarian IV:                  $0.00
Librarian III:                   $0.00
Librarian II:                    $615.00
Librarian I:                     $3,386.00

AAS IV:                         $0.00
AAS III:                          $0.00
AAS II:                           $687.00
AAS I:                            $4,178.00

Sessional Lecturer III:      $0.00
Sessional Lecturer II:       $496.00
Sessional Lecturer I:        $3,017.00

All members receiving a WSS adjustment will have this adjustment reflected in the July 15, 2019 pay, unless Article A.1 (a) prevents the increase. 

If you have any questions about any of these payments, please contact Ms. Gentcheva at or ext 2003.

The next WSS adjustment will be computed on or about March 31, 2020.

Anomalies Fund

The second method of increasing salary is through the University Anomalies Fund, Article C. The Faculty Association negotiated a fund of $160,000 to be distributed by an Anomalies Committee in order to correct anomalous salaries based on gender, year of hire, salary inversions, anomalies within disciplines and any other anomalies that may be identified. The University hires an external consultant to statistically analyze internal salaries for these anomalies. The Anomalies Committee will be formed in November 2018 to initiate this analysis, and the Anomalies Fund will pay out on June 30, 2019 to qualified recipients, who will be notified by mail. All faculty and librarians working during the July 1, 2017 to June 30, 2018 academic year are included in the analysis.  Those who leave the university as of July 1, 2018 will not receive any retroactive adjustment.

The next two methods for increasing salary are at the discretion of the Provost:

Article J - Market Stipends, allows up to $10,000 to be paid as a stipend until June 30, 2021 if the Provost determines there is a high market demand for persons with the desired credentials or experience, and the demand is a temporary phenomenon.

Article T - The President's Fund, allows the Provost (in consultation with the Dean and Head) to increase the normal salary of up to 8 people a year by an amount not to exceed $10,000. This increase is normally used as a retention incentive.