Executive Group and Certain Excluded or Unrepresented Groups and Levels

Compensation Effective April 1, 2009 and April 1, 2010

Purpose

This document provides instructions for the determination of individual salaries within the new salary ranges approved by Treasury Board effective April 1, 2009 and April 1, 2010, for members of the EX Group as well as the following groups and levels:

• DS-07A, DS-07B and DS-08
• PM-MCO-04

Instructions for Implementation of Salary Increases for the EX Group

1. General

Salary ranges for the Executive Group are increased in accordance with the Expenditure Restraint Act, by one point five percent (1.5%), effective April 1, 2009, and by one point five percent (1.5%), effective April 1, 2010. Tables 1 and 2 in Annex A show the new salary ranges for this Group.

For purposes of implementing these compensation improvements, departments should follow the instructions below as well as the Policy on the Management of Executives.

2. Salary Affected

The increase effective April 1, 2009 is to be applied to the individual's base salary that was in effect on April 1, 2009, after any changes that resulted from the application of the Performance Management Program (PMP) for the 2008-09 fiscal year.

The increase effective April 1, 2010 is to be applied to the individual's base salary that was in effect on April 1, 2010, after any changes that resulted from the application of the Performance Management Program for the 2009-10 fiscal year.

Departments must ensure that any PMP lump sum performance awards are based upon the salary in effect on the last day of the performance cycle (i.e. March 31st ), and before the application of the respective salary increases.

3. Salary Treatment - General

For fiscal year 2008-09, provided that performance of Ongoing Commitments was assessed as either level 0, 2, 3, or 4, executive salaries should maintain their positioning relative to the job rate within the new salary ranges. With this approach, the salary of an individual whose performance has been given one of these ratings will be increased by adding to it the full one point five percent (1.5%) increase effective April 1, 2009.

For fiscal year 2009-10, provided that performance was assessed as either level 0, 2, 3, 4, or 5, executive salaries should also maintain their positioning relative to the job rate within the new salary ranges. With this approach, the salary of an individual whose performance has been given one of these ratings will be increased by adding to it the full one point five percent (1.5%) increase effective April 1, 2010.

For the purposes of retroactive remuneration calculations, these instructions are effective June 15, 2009.

4. Salary Treatment – Specific Circumstances

For executives in a variety of specific circumstances, salary treatments are provided in Article 3 of Appendix B of the Directive on Executive Compensation.

5. Rounding of Salary Calculations

Salaries that were at the salary maximum on March 31st should be increased to the new salary maximum. For all other salaries, salary calculations must be rounded to the nearest multiple of $100. Salary calculations ending in 50 must be rounded up to the next multiple of $100.

C. Compensation for Certain Other Excluded Groups and Levels

Rates of pay for other groups and levels that are affected are attached as Annexes B and C. Departments should use these revised rates of pay to adjust the salary rates of their relevant populations effective April 1, 2009 and April 1 , 2010.

D. Reporting to the Treasury Board Secretariat

No report to the Treasury Board Secretariat on the implementation of these instructions is required. However, we will continue to require the annual PMP report.

E. Contacts

Questions related to the application of these compensation adjustments should be referred to the Executive Management Policy Branch, Treasury Board Secretariat, at Contact EMP-PGC by email: EMP-PGCS@tbs-sct.gc.ca.

Annex A

Table 1

Table 2

Annex B

Table 1

Table 2

Annex C

Table 1

Table 2