Group | Group and level |
---|---|
Administrative Services | AS‑07 and AS‑08 |
Financial Management | FI‑04 |
Information Services | IS‑06 |
Personnel Administration | PE‑06 |
Program Administration – Mediation Conciliation Sub‑Group | PM‑MCO‑01 to PM‑MCO‑04 |
Purchasing and Supply | PG‑06 |
Translation | TR‑04 and TR‑05 |
Welfare Programs | WP‑07 |
For interpretation of any aspect of this directive, contact your departmental corporate labour relations or compensation officials. If necessary, departmental corporate labour relations or compensation officials may contact:
Compensation and Collective Bargaining Management
Employment Conditions and Labour Relations
Office of the Chief Human Resources Officer
Treasury Board of Canada Secretariat
Email: Interpretations@tbs-sct.gc.ca
No. of employees covered by directive | Percentage of total salarytable 2 note * expenditure (%) |
---|---|
Table 2 Notes
| |
1 | 10.0 |
2 | 7.0 |
3 | 6.0 |
4 | 6.3 |
5 | 5.8 |
6 | 5.5 |
7 | 5.7 |
8 | 5.5 |
9 | 5.3 |
10 | 5.2 |
11 | 5.4 |
12 | 5.3 |
13 | 5.2 |
14 | 5.3 |
15 | 5.2 |
16 | 5.1 |
17 | 5.2 |
18 | 5.2 |
19 | 5.1 |
Performance rating | Percentage of salary |
---|---|
Surpassed (Level 5) | Up to 10% |
Succeeded plus (Level 4) | Up to 7% |
Succeeded (Level 3) | Up to 5% |
Succeeded minus (Level 2) | 0% |
Did not meet (Level 1) | 0% |
Unable to assess (Level 0) | 0% |
This section contains details on the administration of performance pay in special circumstances.
In order for the provisions of this section to apply, employees must first meet the eligibility criteria set out in section A.1.
An employee who was on leave with or without pay for three consecutive months or more during the review period may be eligible for performance pay as long as the organization is able to assess the employee’s performance. In this situation, the amount of performance pay awarded is pro-rated so that the period the employee was on leave is not counted because they did not perform the duties of the position while on leave.
Substantive position not subject to performance pay under this directive and employee’s salary in substantive position not at maximum
If the recalculation of the acting salary will exceed the maximum rate of pay of the acting position, the employee may receive the excess amount as a lump‑sum performance award.
Substantive position not subject to performance pay under this directive and employee’s salary in substantive position at maximum
If the recalculation of the acting salary will exceed the maximum rate of pay of the acting position, the employee may receive the excess amount as a lump‑sum performance award.
Substantive position subject to performance pay under this directive and employee’s salary in substantive position not at maximum
If the recalculation of the acting salary will exceed the maximum rate of pay of the acting position, the employee may receive the excess amount as a lump‑sum performance award.
Substantive position subject to performance pay under this directive and employee’s salary in substantive position at maximum
An employee whose position is reclassified retroactively during the review period may be awarded performance pay that is pro-rated to the time spent working in the position at the new level in the current fiscal year; no performance pay will be awarded for periods outside the current fiscal year.
A salary-protected employee who occupies a position listed in subsection 6.1 of this directive will have their lump-sum performance award calculated based on the maximum rate of pay of the substantive position and not on the salary protected rate of pay.
If an employee is terminated under paragraph 12(1)(c), (d) or (e) of the Financial Administration Act, no performance pay is paid.
Definitions to be used in the interpretation of this directive can be found in this appendix and Appendix D of the Policy on People Management.