Career Assignment Program - Salary Instructions - Salary Administration Plan - Career Assignment Program Group (CA)
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Salary Administration Plan - Career Assignment Program Group (CA)
These revisions to the CA Salary Administration Plan are effective .
Performance Pay Administration
Lump Sum awards are effective , calculated on the rate of pay effective . CA performance pay takes the form of lump sum awards and does not affect rates of pay. The rate of pay for a CA employee will only change on promotion from a CA-01 to a CA-02 position or when an economic increase is provided. Lump sum awards should be rounded to the nearest dollar. Employees must be on strength and to be eligible for performance pay.
Appointments to the CA Group may occur at any time in the year, therefore, deputy heads or their delegates may apply pro-rated performance awards. In the employee's first year of the program, a pro-rated award may be provided if the employee has been in the CA group for a minimum of 3 months.
Where multiple assignments exist in a performance assessment cycle, it is recommended that departments conduct a global assessment based on the employee's performance on all assignments in the cycle.
An employee on second language training for 6 months or more during any performance review period will be rated "fully satisfactory" for the period of second language training.
CA employees who are on leave without pay on & are now eligible to receive prorated performance pay in respect of the period of the performance cycle that they worked, provided that a sufficient period of employment exists to conduct an adequate assessment of performance.
It is recommended that the final ratings and funding of performance awards be the responsibility of the participant's home department.
Acting Pay
Employees of the CA Group are not entitled to acting pay.
Graduation Award
The Graduation Award is provided in recognition of successful completion of the Career Assignment Program as determined in accordance with the CAP Policy <insert web link>. The award is provided at the time of the employee's departure and is paid as a lump sum which is not considered salary for the purpose of calculation of salary on appointment to a subsequent position. The value of the award effective is $3,200.
Details on the above changes can be located in the Salary Administration Policy/Plan for the Career Assignment Programme Group <insert web link>.
Examples - Calculation of Performance Awards
Calculation of Performance Award Where Multiple Assignments are present in a Performance Review Period.
Example One
An employee in a CA-01 position completes a 1.5 month assignment in "work group 1" a 4 month assignment in "work group 2" and a 7.5 month assignment in "work group 3".
The employee is on strength , and .
The third assignment is of the longest duration. The overall evaluation will be based primarily on the performance rating received for assignment #3 with additional consideration of performance in the 2 other assignments in the performance cycle.
The performance evaluation of assignment #3 is "Fully Satisfactory".
The global assessment with consideration of the other assignments is "Fully Satisfactory".
The percentage awarded is 5%.
The rate of pay on is $63,600.
The award is $3,180 and is paid as a lump sum.
Example Two
An employee in a CA-01 position completes 3 assignments, each of 4 months duration. The assignments are in distinct work groups and the employee is performing a distinct function in each assignment.
The employee is on strength and .
No one assignment is of greater length than the others. A global assessment considering all assignments is required.
The performance evaluation of assignment #1 is "Fully Satisfactory".
The performance evaluation of assignment #2 is "Outstanding".
The performance evaluation of assignment #3 is "Fully Satisfactory".
The global performance evaluation rating is determined to be "Superior".
The percentage awarded is 6.5%.
The rate of pay on is $70,030.
The award is $4,552 and is paid as a lump sum.
Examples - Calculation of Performance Awards
Calculation of Performance Award When Promotion to CA-02 level occurs during Performance Review Period + Successfully Completes the CA Program.
Example One
A CA-01 is receiving an annual salary of $63,375 and is promoted to a CA-02 position effective . The calculated new rate is $66,573 (increase $63,375 by 4% of CA-02 maximum = $79,958 * 4% = $ 3,198). The rate after rounding up to the next highest $100 is $66,600, effective .
The CA-02 assignment is of longer duration (9 months) and will be the primary consideration used to determine the performance award.
The performance rating for the CA-02 assignment is "Fully Satisfactory"
The global assessment with consideration of the previous assignment is "Fully Satisfactory."
The percentage awarded is 6%.
The rate of pay on is $66,600.
The award is $3,996 and is paid as a lump sum.
The employee is deployed to a subsequent position on .
If the Deputy Head deems that the employee has successfully completed the CA program, the Graduation Award is provided.
The value of this lump sum award is $3,200.
Example Two
A CA-01 is receiving an annual salary of $56,020 and is promoted to a CA-02 position effective January 15, 2000. The calculated new rate ($56,020 + $3,198 = $59,218) is below the minimum CA-02 rate. The rate on appointment to the CA-02 position is the minimum rate of $65,746 (no rounding applied).
The CA-01 assignment is of longer duration (9.5 months) and will be the primary consideration used to determine the performance award.
The performance rating for the CA-01 assignment is "Outstanding"
The global assessment with consideration of the both assignments is "Outstanding"
The rate of pay on is $65,746.
The percentage awarded is 8.5%.
The award is $5,588 and is paid as a lump sum.
Examples - Calculation of Performance Awards
Qualifying Period
An employee is appointed from another group to a CA-02 position in the program on January 31, 2000 and is on strength , and . The rate of pay on is $68,500.
An employee must be in the CA program for a minimum of 3 months to be eligible for performance pay. This employee is not be eligible for performance pay.
Pro-Rated Awards
Example One
A CA-01 is appointed to a position in the program on .
As of , the employee has been in the position for 9 months.
Salary on is $57,600.
The performance evaluation is "Fully Satisfactory".
The percentage awarded is 4.5%.
The value of the award for a full year is $2,592. This amount pro-rated at 75% (9 of 12 months is three-quarters of the year) is $1,944 and is paid as a lump sum.
Example Two
A CA-02 is on leave without pay on and
The leave without pay commenced on and the employee is scheduled to return to work on .
The employee received a rating of "Fully Satisfactory" for the time in the position (April 1 to September 30 - 6 months).
A prorated lump sum may be provided.
The percentage awarded is 6%.
The rate of pay on was $72,350.
The full value of the award is $4,341.00.
The pro-rated value of the award (half of the year) is $2,171.
Departmental Reporting Format
Departments are to provide reports on their application of the plan to the Human Resources Development and Renewal, Strategic Planning and Analysis Division, Human Resources Branch, Treasury Board of Canada Secretariat. The reports should be on a floppy disk in Excel or ASCII format, with file structure and contents as shown below.
| Field Name | Contents | Example |
|---|---|---|
| DEPT | Department | ABC |
| PRI | PRI | 12345678 |
| NAME | Family Name | CAPPER |
| INITIAL | Initial of first name | A |
| GRP_LVL | Group and level, e.g. CA-01 | CA01 |
| MAR_SAL | Employee's March 31st salary | $62,200 |
| PERF_RAT |
Performance rating:
|
4 |
| PERF_P | Performance award as a percentage of March 31st salary | 7% |
| PRO_RATA | # of months covered by assessment and award | 12 |
| PERF_D | Performance award in dollars | $4,354 |
| RANGE_REV | Economic Increase () | TBA |
| FIN_SAL | Final Salary () | TBA |
Departments are required to report the results of performance pay application for the CA group to Treasury Board Secretariat by .
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