Performance pay
(Publié aussi en français sous le titre Rémunération au rendement)
Table of Contents
1.	Terms and definitions
2.	Salary administration for certain non-management category senior excluded levels
2.1	Application
2.2	Initial appointment
2.3	Rate of pay on appointment
2.4	Acting pay
2.5	In-range increases
2.6	Performance awards
2.7	Salary range revisions (revisions)
3.	Regulations respecting positions for which performance pay ranges have been approved
3.1	Application
3.2	Initial appointment
3.3	Rate of pay on appointment
3.4	Acting pay
3.5	Pay increases (increments)
3.6	Salary range revisions (revisions)

1.	Terms and definitions
The following words and phrases used in this section have the same meaning as the ones in the Glossary of terms and definitions found under the Compensation and Pay Administration heading. In order to ensure consistency and accuracy in terminology, the user may click on any of these terms for the definition.
annual rate (taux annuel)
appointment document (document de nomination)
certificate of appointment (certificat de nomination)
excluded position (poste exclu)
letter of authorization (lettre d'autorisation)
lowest pay increment (plus faible augmentation (de l’échelle de rémunération))
one rate of pay (un taux de rémunération)
performance pay (rémunération au rendement)
probationary period (stage)
represented employee (employé représenté)
senior excluded level (niveau supérieur exclu)
unrepresented employee (employé non représenté)
2.	Salary administration for certain non-management category senior excluded levels
2.1	Application
This section applies to employees in the Public Service as specified in Part I of Schedule I of the Public Service Staff Relations Act (PSSRA) who are not subject to a collective agreement and who are classified or receiving acting pay in the following groups and levels of the Administrative and Foreign Service Category:
AS-07 and 08	
ES-08	
FI-04	
IS-06	
LA-1 and 2-A and 2-B	
PE-06	
PG-06	
PM-MCO 1 to 4	
TR-04 and 05	
WP-07	

Note: The above classifications are subject to Annex A of the Public Service Terms and Conditions of Employment Regulations.
2.2	Initial appointment
Initial appointments to the Public Service shall normally be made at the minimum of the performance pay range of the relevant occupational group and level.
2.3	Rate of pay on appointment
The rate of pay on appointment to a position to which this salary plan applies shall be established from the substantive level in accordance with the promotion, deployment or transfer by appointment or demotion rules, as applicable. The rate of pay will be at least the minimum of the performance pay range of the relevant occupational group.
If it is determined that the appointment is a promotion, the rate of pay on promotion will be determined by calculating four per cent (4%) of the job rate of the performance pay range. This amount is then added to the pay of the substantive level received immediately prior to the promotion.
However, where a collective agreement exists for the level of the appointment, the rate of pay shall not be less than the amount that would have been paid had the employee been subject to the collective agreement.
Note 1: Previous authorities provided for the rounding of salaries to the next highest multiple of $100 on appointment, promotion, etc. These authorities no longer exist; therefore, rounding of salaries on appointment should not be done automatically unless a specific authority exists. Reference should be made to the authorizing document for rounding practices for salary revisions, as many of these authorities do in fact allow for the rounding to the next higher multiple of $100 on revision.
Note 2: Once the salary on appointment is established based on the substantive level, and if acting pay is received immediately prior to the appointment refer to Section 2.4 Acting pay of this module for additional pay considerations.

Example 1: Transfer or deployment
An employee in a PG‑06 (represented) position who is earning $78,736 per annum is appointed to an AS‑07 excluded position, which is effective on March 3, 2003. The employee’s certificate of appointment is dated February 3, 2003.	

PG-06: Subject to a collective agreement signed on December 19, 2001.
A	Effective June 22, 2000	
B	Effective June 22, 2001	
C	Effective June 22, 2002	

$	67,231	68,600	69,869	71,136	72,407	73,666	74,931	4% of maximum	
A	69,382	70,795	72,105	73,412	74,724	76,023	77,329		
B	71,325	72,777	74,124	75,468	76,816	78,152	79,494		
C	73,108	74,596	75,977	77,355	78,736	80,106	81,481	3,259.24	

AS-07: Rates of pay not authorized by a collective agreement.
A letter of authorization is dated on January 15, 2002.
A	Effective June 21, 2000	
X	Pay Adjustment - Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

Job rate	Lowest pay increment	4% of maximum	
$	64,629		to		75,225		3,009.00	
A	66,697		to		77,632		3,105.28	
X	68,225	70,818	73,509	75,714	78,007		3,120.28	
B	70,135		to		80,191		3,207.64	
C	71,888		to		82,196	750	3,287.84	

AS-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

						Lowest pay increment	
$	64,629		to		75,225		
A	66,697		to		77,632		
X	68,225	70,818	73,509	75,714	78,007		
B	70,135	72,801	75,567	77,834	80,191		
C	71,888	74,621	77,456	79,780	82,196	2,324	

Calculation (performance pay range)
•	PG‑06 rate of pay on March 3, 2003	$78,736 (5th step)	
•	Difference between the maximums (AS‑07 and PG‑06)	$715 ($82,196 –$81,481)	
•	Since the difference between the maximums is $715, which is less than the lowest pay increment of $750 of the performance pay range of the AS‑07 excluded position, the deployment or transfer by appointment regulation applies. The employee is paid at $78,736, which is the rate of pay nearest to but not less than the rate received previously.	$750.00	

Since a collective agreement exists for the AS‑07, a second calculation must be performed to determine the rate payable if the employee would have been subject to a collective agreement.

Calculation (subject to a collective agreement)
•	PG-06 rate of pay on March 3, 2003	$78,736 (5th step)	
•	Difference between the maximums (AS‑07 and PG‑06)	$715 ($82,196 –$81,481)	
•	Since the difference between the maximums is $715, which is less than the lowest pay increment of $2,324 of the AS‑07, the deployment or transfer by appointment rule applies. The employee is paid $79,780, which is the rate of pay nearest to but not less than the rate received previously.	$2,324	

Comparison between the two calculations
•	Salary calculated based on the transfer rule within the performance pay range	$78,736	
•	Salary calculated based on the deployment or transfer by appointment rule within the collective agreement	$79,780 (4th step)	

After comparing the two (2) calculations, the rate of pay determined for the employee’s salary on appointment, which is effective on March 3, 2003, is $79,780. That rate is within the AS‑07 performance pay range and is equivalent to the 4th step of the represented AS‑07 salary scale.
Example 2: Promotion
An employee in a GT‑07 position who is earning $74,759 per annum is appointed to an AS-07 excluded position, which is effective on February 10, 2003. The employee’s certificate of appointment is dated January 24, 2003.	

GT-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 22, 2000	
B	Effective June 22, 2001	
C	Effective June 22, 2002	

$	62,542	64,646	66,750	68,749	71,498	
A	64,543	66,715	68,886	70,949	73,786	
B	66,350	68,583	70,815	72,936	75,852	
C	68,009	70,298	72,585	74,759	77,748	

AS-07: Rates of pay not authorized by a collective agreement.
A letter of authorization is dated on January 15, 2002.
$	Effective June 21, 1999	
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

					Job rate	Lowest pay increment	4% of maximum	
$	64,629		to		75,225		3,009.00	
A	66,697		to		77,632		3,105.28	
X	68,225	70,818	73,509	75,714	78,007		3,120.28	
B	70,135		to		80,191		3,207.64	
C	71,888		to		82,196	750	3,287.84	

AS-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

						Lowest pay increment	
$	64,629		to		75,225		
A	66,697		to		77,632		
X	68,225	70,818	73,509	75,714	78,007		
B	70,135	72,801	75,567	77,834	80,191		
C	71,888	74,621	77,456	79,780	82,196	2,324	

Calculation (performance pay range)
•	GT‑07 rate of pay on February 10, 2003	$74,759 (4th step)	
•	Difference between the maximum (AS‑07 and GT‑07)	$4,448 ($82,196 - $77,748)	
•	Since the difference between the maximums is $4,448, which is greater than the lowest pay increment of $750, the appointment is a promotion. The employee’s rate of pay is determined by adding four per cent (4%) of the job rate of the AS‑07 to the GT‑07 salary, and the employee is paid $78,047.	$78,046.84
($74,759 + $3,287.84)	

Since a collective agreement exists for the AS‑07, a second calculation must be performed to determine the rate payable if the employee would have been subject to a collective agreement.
Calculation (subject to a collective agreement)
•	GT-07 rate of pay on February 10, 2003	$74,759 (4th step)	
•	Difference between the maximum (AS‑07 and GT‑07)	$4,448 ($82,196 - $77,748)	
•	Since the difference between the maximums is $4,448, which is greater than the lowest pay increment of $2,324, the appointment is a promotion. The employee’s rate of pay is determined by adding the lowest pay increment of the AS‑07 to the GT‑07 salary, and the employee is paid $77,456.	$77,456 (3rd step)
($74,759 + $2,324 = $77,083)	

Comparison between the two calculations
•	Salary calculated based on the promotion rule within the performance pay range	$78,046.84	
•	Promotion rule with existing collective agreement – AS‑07 salary 	$77,456 (3rd step)	

After comparing the two (2) calculations, the rate of pay determined for the employee’s salary on appointment, which is effective on February 10, 2003, is $78,047. This rate is within the AS‑07 performance pay range.
Example 3: Promotion
An employee in an AS‑06 position who is earning $73,675 (maximum) per annum is appointed to an AS‑07 excluded position, which is effective on March 31, 2003. The employee’s certificate of appointment is dated January 24, 2003.	

AS-06: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 22, 2000	
X	Pay Adjustment: Effective June 21, 2001	
B	Effective June 22, 2001	
C	Effective June 22, 2002	

$	61,792	64,101	66,407	
A	63,769	66,152	68,532	
X	64,813	67,276	69,920	
B	66,628	69,160	71,878	
C	68,294	70,889	73,675	

AS-07: Rates of pay not authorized by a collective agreement.
A letter of authorization is dated on January 15, 2002.
$	Effective June 21, 1999	
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

					Job rate	Lowest pay increment	4% of maximum	
$	64,629		to		75,225		3,009.00	
A	66,697		to		77,632		3,105.28	
X	68,225	70,818	73,509	75,714	78,007		3,120.28	
B	70,135		to		80,191		3,207.64	
C	71,888		to		82,196	750	3,287.84	

AS-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

						Lowest pay increment	
$	64,629		to		75,225		
A	66,697		to		77,632		
X	68,225	70,818	73,509	75,714	78,007		
B	70,135	72,801	75,567	77,834	80,191		
C	71,888	74,621	77,456	79,780	82,196	2,324	

Calculation (performance pay range)
•	AS‑06 rate of pay on March 31, 2003	$73,675 (maximum)	
•	Difference between the maximums (AS‑07 and AS‑06)	$8,521 ($82,196 - $73,675)	
•	Since the difference between the maximums is $8,521, which is greater than the lowest pay increment of $750, the appointment is a promotion. The employee’s rate of pay is determined by adding four per cent (4%) of the job rate of the AS‑07 to the AS‑06 salary, and the employee is paid $76,963.	$76,962.84
($73,675 + $3,287.84)	

Since a collective agreement exists for the AS‑07, a second calculation must be performed to determine the rate payable if the employee would have been subject to a collective agreement.
Calculation (subject to a collective agreement)
•	AS‑06 rate of pay on March 31, 2003	$73,675 (maximum)	
•	Difference between the maximums (AS-07 and AS‑06)	$8,521 ($82,196 - $73,675)	
•	Since the difference between the maximums is $8,521, which is greater than the lowest pay increment of $2,324, the appointment is a promotion. The employee’s rate of pay is determined by adding the lowest pay increment of the AS‑07 to the AS‑06 salary. The employee is paid $77,456, which is the rate of pay that is nearest to but not less than $75,999.	$77,456
($73,675 + $2,324 = $75,999)	

Comparison between the two calculations
•	Salary calculated based on the promotion rule within the performance pay range	$76,963	
•	Promotion rule with existing collective agreement – AS‑07 salary 	$77,456 (3rd step)	

After comparing the two (2) calculations, the rate of pay determined for the employee’s salary on appointment, which is effective on March 31, 2003, is $77,456. This rate is within the AS‑07 performance pay range and is equivalent to the 3rd step of the represented AS‑07 salary scale.
2.4	Acting pay
The rate of pay for a temporary assignment to a position classified in a group and level subject to this salary pay plan is also established in accordance with the promotion, deployment and transfer by appointment or demotions rules, as applicable. The acting rate of pay will be at least the minimum of the performance pay range of the relevant occupational group.
While in receipt of acting pay, an employee is still entitled to receive increments or in range increases, as well as any salary revisions for the substantive level.
When an increment, in-range increase or a current revision to the employee's substantive salary occurs, the acting rate of pay shall be recalculated and any resulting increase in the acting pay will be paid to the employee. For more information, refer to the Revisions module.
When a retroactive revision to the employee’s substantive salary occurs, the acting rate of pay shall be recalculated. For more information, refer to the Revisions module.
According to the PSTCER 46.(A), where an employee is required to perform duties of a higher classification level for at least the qualifying period as stated in the employee's collective agreement, or terms and conditions of employment applicable to the substantive level, the employee shall then be paid acting pay calculated from the date the employee began to perform such duties.

Example 1: Acting pay
An employee in a GT‑07 position who is earning $72,585 per annum commences an acting assignment to an AS‑07 excluded position, which is effective from April 14, 2003 to May 2, 2003. The employee’s certificate of appointment is dated March 20, 2003.	

GT-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 22, 2000	
B	Effective June 22, 2001	
C	Effective June 22, 2002	

$	62,542	64,646	66,750	68,749	71,498	
A	64,543	66,715	68,886	70,949	73,786	
B	66,350	68,583	70,815	72,936	75,852	
C	68,009	70,298	72,585	74,759	77,748	

AS-07: Rates of pay not authorized by a collective agreement.
A letter of authorization is dated on January 15, 2002.
$	Effective June 21, 1999	
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

					Job rate	Lowest pay increment	4% of maximum	
$	64,629		to		75,225		3,009.00	
A	66,697		to		77,632		3,105.28	
X	68,225	70,818	73,509	75,714	78,007		3,120.28	
B	70,135		to		80,191		3,207.64	
C	71,888		to		82,196	750	3,287.84	

AS-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

						Lowest pay increment	
$	64,629		to		75,225		
A	66,697		to		77,632		
X	68,225	70,818	73,509	75,714	78,007		
B	70,135	72,801	75,567	77,834	80,191		
C	71,888	74,621	77,456	79,780	82,196	2,324	

Calculation (performance pay range)
•	GT‑07 rate of pay on April 14, 2003	$72,585 (3rd step)	
•	Difference between the maximum (AS‑07 and GT‑07)	$4,448 ($82,196 - $77,748)	
•	Since the difference between the maximums is $4,448, which is greater than the lowest pay increment of $750, the acting pay is considered a promotion. The employee’s rate of pay is determined by adding four per cent (4%) of the job rate of the AS‑07 to the GT‑07 salary, and the employee is paid $75,873.	$75,872.84
($72,585 + $3,287.84)	

Since a collective agreement exists for the AS‑07, a second calculation must be performed to determine the acting rate payable if the employee would have been subject to a collective agreement.
Calculation (subject to a collective agreement)
•	GT‑07 rate of pay on April 14, 2003	$72,585 (3rd step)	
•	Difference between the maximum (AS-07 and GT‑07)	$4,448 ($82,196 - $77,748)	
•	Since the difference between the maximums is $4,448, which is greater than the lowest pay increment of $2,324, the acting pay is considered a promotion. The employee’s rate of pay is determined by adding the lowest pay increment of the AS-07 to the GT‑07 salary and the employee is paid $77,456, which is the rate of pay that is nearest to but not less than $74,909.	$77,456 (3rd step)
($72,585 + $2,324 = $74,909)	

Comparison between the two calculations
•	Salary calculated based on the promotion rule within the performance pay range	$75,873	
•	Promotion rule with existing collective agreement – AS‑07 salary 	$77,456 (3rd step)	

After comparing the two (2) calculations, the rate of pay determined for the employee’s acting salary, which is effective on April 14, 2003, is $77,456. This rate is within the AS‑07 performance pay range and is equivalent to the 3rd step of the represented AS‑07 salary scale.
Example 2: Increment in a substantive position while in receipt of acting pay
An employee in a substantive GT‑07 position who is earning $72,585 per annum and is temporarily assigned to an AS‑07 excluded position, which is effective from April 14, 2003 to May 2, 2003, receives an acting rate of pay of $77,456. The employee is eligible to receive an increment ($74,759) in the substantive position, which is effective on April 28, 2003.	

The acting pay is to be recalculated.
GT-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 22, 2000	
B	Effective June 22, 2001	
C	Effective June 22, 2002	

$	62,542	64,646	66,750	68,749	71,498	
A	64,543	66,715	68,886	70,949	73,786	
B	66,350	68,583	70,815	72,936	75,852	
C	68,009	70,298	72,585	74,759	77,748	

AS-07: Rates of pay not authorized by a collective agreement.
A letter of authorization is dated on January 15, 2002.
$	Effective June 21, 1999	
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

					Job rate	Lowest pay increment	4% of maximum	
$	64,629		to		75,225		3,009.00	
A	66,697		to		77,632		3,105.28	
X	68,225	70,818	73,509	75,714	78,007		3,120.28	
B	70,135		to		80,191		3,207.64	
C	71,888		to		82,196	750	3,287.84	

AS-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment – Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

						Lowest pay increment	
$	64,629		to		75,225		
A	66,697		to		77,632		
X	68,225	70,818	73,509	75,714	78,007		
B	70,135	72,801	75,567	77,834	80,191		
C	71,888	74,621	77,456	79,780	82,196	2,324	

Calculation (performance pay range)
•	GT‑07 rate of pay on April 28, 2003	$74,759 (4th step)	
•	Difference between the maximum (AS‑07 and GT‑07)	$4,448 ($82,196 - $77,748)	
•	Since the difference between the maximums is $4,448, which is greater than the lowest pay increment of $750, the acting pay is considered a promotion. The employee’s rate of pay is determined by adding four per cent (4%) of the job rate of the AS‑07 to the GT‑07 salary, and the employee is paid $78,047.	$78,046.84
($74,759 + $3,287.84)	

Since a collective agreement exists for the AS‑07, a second calculation must be performed to determine the acting rate payable if the employee would have been subject to a collective agreement.
Calculation (subject to a collective agreement)
•	GT‑07 rate of pay on April 14, 2003	$74,759 (4th step)	
•	Difference between the maximum (AS‑07 and GT‑07)	$4,448 ($82,196 - $77,748)	
•	Since the difference between the maximums is $4,448, which is greater than the lowest pay increment of $2,324, the acting pay is considered a promotion. The employee’s rate of pay is determined by adding the lowest pay increment to the GT‑07 salary. The employee is paid $77,456, which is the rate of pay that is nearest to but not less than $77,083.	$77,456 (3rd step)
($74,759 + $2,324 = $77,083)	

Comparison between the two calculations
•	Salary calculated based on the promotion rule within the performance pay range	$78,047	
•	Promotion rule with existing collective agreement – AS‑07 salary 	$77,456 (3rd step)	

After comparing the two (2) calculations, the rate of pay determined for the employee’s acting salary, which is effective on April 28, 2003, is $78,047. This rate is within the AS‑07 performance pay range.
The effect of the increment in the substantive position has required a recalculation of the acting pay and has given the employee an additional step in the AS‑07 salary scale.
Subsequent increments in the acting position would be calculated from April 28, 2003, and no longer from the start of the acting date, which is effective on April 14, 2003.
2.5	In-range increases
There are no fixed incremental steps between the minimum and maximum rates of pay in the performance pay ranges for certain groups and levels.
Employees paid at a rate below the job rate (maximum) may progress through the salary range by a series of variable increases related to the employee's assessed level of performance.
Employees paid at the job rate (maximum), or those who would not receive the full allowable in-range increase because it would exceed the job rate may, subject to deputy head approval, be granted a performance award.
Under no circumstances should an in-range performance increase be authorized for an employee whose performance has been assessed as "unsatisfactory."
The performance awards form part of salary for superannuation purposes.
In-range increases and performance awards are to be administered on April 1 of each year, or on a date prescribed by the Treasury Board.
The eligibility criteria for the calculation of the in-range increases and the exceptional performance award is established in accordance with the Performance Pay Administration Policy for Certain Non-Management Category Senior Excluded Levels.
2.6	Performance awards
This refers to a performance award (bonus) that may be granted to an employee whose performance has been assessed as fully satisfactory, superior or outstanding, and whose salary is already at the job rate or has just reached the job rate by the application of an in-range increase, and who is on strength on March 31st and April 1st. These lump sums must be re-earned each year.
The eligibility criteria for the calculation of the in-range increases and the exceptional performance award is established in accordance with the Performance Pay Administration Policy for Certain Non-Management Category Senior Excluded Levels.
2.7	Salary range revisions (revisions)
The salary ranges for each affected group and level of the non-management category senior excluded levels may be adjusted periodically pursuant to a decision of the Treasury Board.
The Treasury Board decision is communicated by means of a Letter of Authority, which provides for the salary increases and their effective dates.
3.	Regulations respecting positions for which performance pay ranges have been approved
3.1	Application
These regulations, which are known as the Performance Pay Regulations, apply to employees in the Public Service as specified in Part I of Schedule I of the Public Service Staff Relations Act who are subject to collective agreements, and who are in classes for which performance pay ranges have been approved.
AS-08	
PG-06	
PM-07	

3.2	Initial appointment
Subject to any other enactment of the Treasury Board, the rate of pay of a person on appointment shall be the minimum rate applicable to the position to which the employee is appointed.
3.3	Rate of pay on appointment
The employee’s rate of pay on appointment to a position to which these performance pay regulations apply, shall be established from the substantive level in accordance with the promotion, deployment and transfer by appointment or demotion rules, as applicable.
The rate of pay on appointment will be at least the minimum of the performance pay range of the relevant occupational group.
If it is determined that the appointment is a promotion, the rate of pay shall be the rate nearest to the rate that the employee was entitled to in the substantive level immediately before the appointment that provides the employee with an increase in pay of at least an amount equal to four per cent (4%) of the maximum rate of pay, or an amount equivalent to two (2) increments in the performance pay range, or $1,000, for the position to which the employee is appointed, which is governed by performance pay. 
Note: Once the salary on appointment is established based on the substantive level and if acting pay is received immediately prior to the appointment, refer to the Section 2.4 Acting pay of this module for more information.
Example 1: Promotion
An employee in a represented AS-07 position who is earning $77,456 per annum is appointed to a represented AS‑08 performance pay position, which is effective on March 31, 2003. The employee’s certificate of appointment is dated January 24, 2003.	

AS-07 and AS-08: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment - Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

AS-07	
$	64,629		to		75,225	
A	66,697		to		77,632	
X	68,225	70,818	73,509	75,714	78,007	
B	70,135	72,801	75,567	77,834	80,191	
C	71,888	74,621	77,456	79,780	82,196	

AS‑08	Lowest pay increment	4% of maximum	
$	65,398	to	79,983		3,199.32	
A	67,491	to	82,542		3,301.68	
X	70,445	to	82,917		3,316.68	
B	72,417	to	85,239		3,409.56	
C	74,227	to	87,370	750	3,494.80	
				750		
				1,500		

Calculation
•	AS‑07 rate of pay on March 31, 2003	$77,456 (3rd step)	
•	Difference between the maximums (AS‑08 and AS‑07)	$5,174 ($87,370 - $82,196)	
•	Since the difference between the maximums is $5,174, which is greater than $1,500, the lowest pay increment that, is the equivalent of two (2) increments in the performance pay range of the AS‑08, the appointment is a promotion. The employee’s rate of pay is determined by adding four per cent (4%) of the job rate of the AS‑08 to the AS‑07 salary, and the employee is paid $80,951.	$80,950.80
($77,456 + $3,494.80)	

The employee’s rate of pay on appointment, which is effective on March 31, 2003, is $80,951. This rate is within the represented performance pay range.
Example 2: Promotion
An employee in a represented PG‑05 position who is earning $70,629 per annum is appointed to a represented PG‑06 performance pay position, which is effective on March 31, 2003. The employee’s certificate of appointment is dated January 24, 2003.	

PG-05 and PG-06: Subject to a collective agreement signed on December 19, 2001.
A	Effective June 22, 2000	
B	Effective June 22, 2001	
C	Effective June 22, 2002	

PG-05	
$	59,599	62,277	64,951	67,454	
A	61,506	64,270	67,029	69,613	
B	63,228	66,070	68,906	71,562	
C	64,809	67,722	70,629	73,351	

PG-06*	Two lowest pay increments	
$	67,231	68,600	69,869	71,136	72,407	73,666	74,931		
A	69,382	70,795	72,105	73,412	74,724	76,023	77,329		
B	71,325	72,777	74,124	75,468	76,816	78,152	79,494		
C	73,108	74,596	75,977	77,355	78,736	80,106	81,481	1,370 - 1,375	
*	Performance Pay – to apply to employees subject to the Performance Pay Regulations
Calculation
•	PG‑05 rate of pay on March 31, 2003	$70,629 (3rd step)	
•	Difference between the maximums (PG‑06 and PG‑05)	$8,130 ($81,481 - $73,351)	
•	Since the difference between the maximums is $8,130, which is greater than $2,745 or the two (2) lowest pay increments of the PG‑06, the appointment is a promotion. The employee’s rate of pay is determined by adding the lowest pay increment of the PG‑06 to the PG‑05 salary. The employee is paid $74,596, which is the rate of pay that is nearest to but not less than $73,374.	$74,596 (2nd step)
($70,629 + $2,745 = $73,374)	

The employee’s rate of pay on appointment, which is effective on March 31, 2003, is $74,596. This is the 2nd step in the pay rate scale.
3.4	Acting pay
The rate of pay for a temporary assignment to a position classified in a group and level subject to a performance pay range is also established in accordance with the promotion, deployment or transfer by appointment or demotions rules, as applicable. The rate of acting pay will be at least the minimum of the performance pay range of the relevant occupational group.
While in receipt of acting pay, an employee is still entitled to receive increments or in range increases, as well as any salary revisions for the substantive level.
When an increment, in-range increase, a current revision or a retroactive revision to the employee's substantive salary occurs, the acting rate of pay shall be recalculated and any resulting increase in the acting pay will be paid to the employee. For more information, refer to the Revisions module.
According to the PSTCER 46.(A), where an employee is required to perform duties of a higher classification level for at least the qualifying period, as stated in the employee's collective agreement or terms and conditions of employment applicable to the substantive level, the employee shall then be paid acting pay calculated from the date the employee began to perform such duties.
Example 1: Acting pay
An employee in a represented PM‑06 position who is earning $71,888 per annum is temporarily assigned to a represented PM‑07 performance pay position, which is effective from March 31, 2003 to April 11, 2003. The employee’s certificate of appointment is dated January 24, 2003.	

PM‑06 and PM‑07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment - Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

PM-06	
$	65,746	68,454	71,160			
A	67,850	70,645	73,437			
X	68,225	70,818	73,509	75,714	78,007	
B	70,135	72,801	75,567	77,834	80,191	
C	71,888	74,621	77,456	79,780	82,196	

PM‑07	Lowest pay increment	4% of maximum	
$	65,398	to	79,983			3,199.32	
A	67,491	to	82,542			3,301.68	
X	70,445	to	82,917			3,316.68	
B	72,417	to	85,239			3,409.56	
C	74,227	to	87,370		750	3,494.80	
					750		
					1,500		

Calculation
•	PM‑06 rate of pay on March 31, 2003	$71,888 (minimum)	
•	Difference between the maximums (PM‑07 and PM‑06)	$5,174 ($87,370 – 82,196)	
•	Since the difference between the maximums is $5,174, which is greater than $1,500, the lowest pay increment, which is equivalent to two (2) increments in the performance pay range of the PM‑07, the appointment is a promotion. The employee’s acting rate of pay is determined by adding four per cent (4%) of the job rate of the PM‑07 to the PM‑06 salary, and the employee is paid $75,383.	$75,382.80
($71,888 + $3,494.80)	

The employee’s acting rate of pay on appointment, which is effective on March 31, 2003, is $75,383. This is within the represented performance pay range of the PM‑07.
Example 2: Increment in a substantive position while in receipt of acting pay
An employee in a substantive PM‑06 position who is earning $71,888 per annum and is temporarily assigned to a represented PM‑07 performance pay position, which is effective from March 31, 2003 to April 11, 2003, receives an acting rate of pay of $75,383. The employee is eligible to receive an increment ($74,621) in the substantive position effective April 7, 2003.	

PM‑06 and PM‑07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment - Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

PM-06	
$	65,746	68,454	71,160			
A	67,850	70,645	73,437			
X	68,225	70,818	73,509	75,714	78,007	
B	70,135	72,801	75,567	77,834	80,191	
C	71,888	74,621	77,456	79,780	82,196	

PM‑07	Lowest pay increment	4% of maximum	
$	65,398	to	79,983		3,199.32	
A	67,491	to	82,542		3,301.68	
X	70,445	to	82,917		3,316.68	
B	72,417	to	85,239		3,409.56	
C	74,227	to	87,370	750	3,494.80	
				750		
				1,500		

Calculation
•	PM‑06 rate of pay on April 7, 2003	$74,621 (2nd step)	
•	Difference between the maximums (PM‑07 and PM‑06)	$5,174 ($87,370 – 82,196)	
•	Since the difference between the maximums is $5,174, which is greater than $1,500, the lowest pay increment, which is equivalent to two (2) increments in the performance pay range of the PM‑07, the appointment is a promotion. The employee’s acting rate of pay is determined by adding four per cent (4%) of the job rate of the PM‑07 to the PM‑06 salary, and the employee is paid $78,116.	$78,115.80
($74,621 + $3,494.80)	

The employee’s acting rate of pay, which is effective on April 7, 2003, is $78,116. This is within the represented performance pay range of the PM‑07.
The effect of the increment in the substantive position has required a recalculation of the acting pay and has given the employee an increase in the PM‑07 pay range scale.
Subsequent increments in the acting position would be calculated from April 7, 2003, and no longer from the start of the acting position, which is effective on March 31, 2003.
3.5	Pay increases (increments)
There are no fixed incremental steps between the minimum and maximum rates of pay in the performance pay ranges for the AS‑08 and PM‑07 classifications.
Employees paid at a rate below the maximum may progress through the salary range or salary steps by a series of variable increases related to the employee's assessed level of performance.
The fiscal year of April 1 to March 31 is the review period with the in-range increases administered on July 1 of each year.
Increases in pay shall be an average of two (2) increments or two (2) salary steps for the PG‑06 classification, as specified in the relevant collective agreement.
Where, in the opinion of the deputy head, after considering a recommendation of the review committee, an increase in pay is warranted for an employee who was appointed during the 12 month period he or she may increase the rate of pay of that employee on any date prior to the end of the next review period, but such increase shall not be to a rate beyond the maximum.
Example
An employee is appointed to a PM‑07 performance pay position, which is effective on September 4, 2001 and is during the 12 month review period of the fiscal year 2001–2002.
The review committee makes a recommendation to the deputy head that the employee meets a fully satisfactory level of performance for the fiscal year 2001–2002.
The deputy head may increase the rate of pay of the employee on any date prior to the end of the next 12 month review period of the fiscal year 2002–2003.	

The eligibility criteria for the calculation of the salary increases are established in accordance with the Performance pay for represented employees in the Administrative and Foreign Service Category guidelines.
Example 1: Increment
An employee in a represented PM‑07 position who is earning $77,500 per annum is granted an in-range increase, which is effective on July 1, 2002, and is given a fully satisfactory performance for the review period of the fiscal year 2001–2002.	

PM-07: Subject to a collective agreement signed on November 19, 2001.
A	Effective June 21, 2000	
X	Pay Adjustment - Effective June 21, 2001	
B	Effective June 21, 2001	
C	Effective June 21, 2002	

$	65,398	to	79,983	
A	67,491	to	82,542	
X	70,445	to	82,917	
B	72,417	to	85,239	
C	74,227	to	87,370	

As per the PA collective agreement, the term “increment” for the PM‑07 is an amount equal to $750. The employee’s increase will be equal to two (2) increments of $750 each as per the Performance pay for represented employees in the Administrative and Foreign Service Category guidelines. The employee’s salary as of July 1, 2002, is $79,000 ($77,500 + $1,500).
Example 2: Increment
An employee in a represented PG‑06 performance pay position who is earning $75,977 per annum is granted an in-range increase, which is effective on July 1, 2002 and is given a fully satisfactory performance for the review period of the fiscal year 2001–2002.	

PG-06: Subject to a collective agreement signed on December 19, 2001
A	Effective June 22, 2000	
B	Effective June 22, 2001	
C	Effective June 22, 2002	

PG-06*	Lowest pay increment	
$	67,231	68,600	69,869	71,136	72,407	73,666	74,931		
A	69,382	70,795	72,105	73,412	74,724	76,023	77,329		
B	71,325	72,777	74,124	75,468	76,816	78,152	79,494		
C	73,108	74,596	75,977	77,355	78,736	80,106	81,481	1,370	
* Performance Pay – to apply to employees subject to the Performance Pay Regulations
As per the Performance pay for represented employees in the Administrative and Foreign Service Category guidelines, the term “increment” for the PG‑06 level is a step in the performance pay range, and the employee is entitled to an average of two (2) increments. The employee’s increase will be equal to the 5th step of the PG‑06. The employee’s salary as of July 1, 2002, is $78,736.
3.6	Salary range revisions (revisions)
The salary range revisions are administered in accordance with the relevant collective agreements. For more information refer to the Revisions module.