Rescinded [2012-04-03] - Directive on the Administration of Leadership Development Programs - Management Trainee Program and Career Assignment Program
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This directive replaces:
1. Effective Date
1.1 This directive takes effect April 2, 2006.
1.2 This directive replaces the following:
- Career Assignment Program Policy dated April 2000;
- Management Trainee Program Policy dated March 1998;
- Salary Administration Policy for the Career Assignment Programme Group, dated April 2002; and
- Salary Administration Policy – Management Trainee Group dated December 1994.
3.1 Leadership development is key to ensuring that the public service is equipped to meet the challenges of the 21st century. The development of managerial and leadership know-how is critical for the effective management of the public service– it is the foundation of a responsive, accountable and innovative government.
3.1.1 This directive reflects a commitment to ensuring that Canadians are served by a skilled, well-trained and professional workforce that is representative of Canada's diversity and linguistic duality. To assist in the realization of this goal, the Public service Human Resources Management Agency of Canada (PSHRMAC) provides support to organizations in the core public administration in meeting their current and future human resources and leadership needs and the employment equity goals identified in their human resources plans, through a continuum of leadership development programs. This is achieved in partnership with the Canada School of Public Service (CSPS). While PSHRMAC has overarching responsibility for the administration and oversight of these programs, the CSPS, within its approved reference levels, develops, delivers and regularly updates the educational component of the leadership development programs to help strengthen organizational leadership and innovation. For their part, deputy heads are responsible for ensuring the programs are managed in accordance with this directive.
3.1.2 For the purpose of this directive, these programs are the Management Trainee Program (MTP) and the Career Assignment Program (CAP). This directive sets the programs' terms and conditions, the new Leadership Programs (PL) occupational group that replaces the former MM and CA groups, and a salary administration plan. The directive also provides organizations in the core public administration with the flexibility to recruit and select their own MTP and CAP participants. Each year PSHRMAC will set a limit on the number of these participants.
3.1.3 All public servants involved in leadership development programs are to be guided by the Values and Ethics Code for the Public Service.
3.2 This directive is issued pursuant to sections 6(4.1), 11.1(1)(c) and 11.1(1)(f) of the Financial Administration Act .
3.3 This directive is issued in accordance with section 6.1.2 of the Policy on Learning, Training and Development.
4.1 Definitions of terms used in this directive are included in Appendix A.
5. Directive Statement
5.1.1 Leadership development programs contribute to developing, strengthening and maintaining a highly skilled, competent, bilingual and representative public service.
5.1.2 Leadership development programs help meet the current and future leadership needs and employment equity goals of the core public administration, as identified in the participating organizations' human resources plans.
5.1.3 Participants have access to a continuum of leadership development programs, from entry to pre-executive levels, which provides them with the opportunity to develop leadership competencies and to realize their career goals.
5.2 Expected Results
5.2.1 The expected results are that:
- a continuum of leadership development programs supports the development of qualified, diverse and bilingual individuals;
- organizations in the core public administration have access to leadership development programs that support their human resources plans; and
- upon graduation, participants have a successful job placement that supports their career goals.
6. Directive Requirements
6.1 Participating organizations are responsible for:
- ensuring that their human resources plans include participant selection, development and graduation;
- consulting with PSHRMAC prior to recruiting and selecting their own MTP and CAP participants. Each year PSHRMAC will set a limit on the number of these participants;
- ensuring that the administration of the leadership development programs respects the requirements outlined in Appendix B, Terms and Conditions and Salary Administration for the Leadership Development Programs. These requirements also apply to instances where organizations recruit and select their own MTP and CAP participants; and
- ensuring that they respect the requirements outlined in Appendix C, Transition. The appendix takes effect April 2, 2006, but will be rescinded once the transitional requirements have been met.
6.2 Monitoring and Reporting Requirements
6.2.1 Participating organizations are responsible for:
- monitoring adherence to this directive within their organizations;
- providing the CSPS with relevant information on program participants who are newly appointed to the core public administration and/or first-time managers in order for these participants to undertake the required training outlined in the Policy on Learning, Training and Development;
- providing information related to the application of this directive to their leadership development programs' assignment managers, organizational coordinators and home managers;
- providing PSHRMAC and the CSPS with all requested information required to monitor and report on the application of this directive; and
- reporting by July 15 each year to PSHRMAC on the PL-06 performance pay as per Appendix B, section 14.
6.2.2 PSHRMAC is responsible for:
- defining expected results and performance measures, in partnership with the CSPS, through the Results-Based Management Accountability Framework;
- ensuring this directive is applied consistently;
- conducting periodic evaluations of leadership development programs, based on information from the CSPS, participating organizations, and program participants. In these evaluations, PSHRMAC will be guided by the Treasury Board Secretariat's Evaluation Policy; and
- providing the CSPS with relevant information on participants enrolled in leadership development programs.
6.2.3 The CSPS is responsible for:
- reporting to PSHRMAC on the completion of the educational component by participants enrolled in corporate leadership development programs.
6.3.1 In accordance with government policy, only information on an individual's salary range can be disclosed. Other personal information, such as an individual's occupational group and level, the outcome of promotion boards and specific salary, can be disclosed only to public servants whose work requires such information.
7.1 Participating organizations that fail to respect this directive may face consequences ranging from a reporting of non-compliance to barring the organization from future participation in the program.
8.1 Other relevant legislation
8.2 Related policies, directives and guidelines
- Policy on Learning, Training and Development
- Policy on Official Languages for Human Resources Management
- Bilingualism Bonus Directive
- Workforce Adjustment Directive
- Retroactive Remuneration
- Program Administration (PA) Collective Agreement
- Evaluation Policy
- Values and Ethics Code for the Public Service
For more information on this directive and on the leadership development programs, please contact your organizational coordinator or consult the Leadership Development Programs web page.
For interpretation of this directive, please contact:
Leadership Capacity Strategies
The Leadership Network
Public Service Human Resources Management Agency of Canada
122 Bank Street, 3rd Floor
Ottawa, Ontario K1A 0R5
Fax: (613) 943-5520
For information on the educational component of the leadership development programs, please consult the Canada School of Public Service website or contact the Leadership and Career Development Programs for Managers at 1-866-703-9598
Appendix A - Definitions
- Allowance (indemnité)
- compensation payable by reason of duties of a special nature.
- Assignment manager (gestionnaire de l'affectation)
- an individual who acts as the manager or supervisor of a leadership development program participant while the participant is on assignment.
- Candidate (candidat)
- an individual being considered for participation in one of the leadership development programs. Includes PL ab initio individuals.
- Conversion (transposition)
- a situation in which a new group and/or level is established or a new classification plan and/or pay structure is introduced for an established group.
- Core public administration (administration publique centrale)
- the departments named in Schedule I of the Financial Administration Act and the organizations of the federal public administration named in Schedule IV of the Act.
- Extended leave (congé prolongé)
- any continuous leave periods or combination of leave periods exceeding 60 consecutive working days.
- Graduation award (prime de finissant)
- a one-time lump sum award or salary increase recognizing successful completion of the Career Assignment Program.
- Holding rate (taux de rémunération maintenu)
- a rate of pay that exceeds the job rate of the occupational group. A holding rate is not the same as salary protection- employees at the holding rate do not receive protection for their previous group's entitlements, such as rates of pay, salary increments, salary range revisions, performance pay or vacation leave.
- Home manager (gestionnaire d'attache)
- the manager who has overall responsibility for the human resources management of a program participant.
- Home organization (organisme d'attache)
- an organization in the core public administration that assumes responsibility for a leadership development program participant, sponsors the participant for the duration of the program, and coordinates the participant's final placement.
- Host organization (organisme d'accueil)
- an organization in the core public administration, other than the home organization, that provides an assignment to a leadership development program participant.
- Increment (augmentation)
- where there are intermediate steps, a progression from one step to the next higher step in any range of pay rates.
- Job rate (taux normal)
- the maximum rate of pay in a salary range.
- Leadership development programs (programmes de perfectionnement en leadership)
- corporate programs, such as the Management Trainee Program (MTP), the Career Assignment Program (CAP), the Accelerated Executive Development Program (AEXDP) and the Advanced Leadership Program (ALP), administered either by the Public Service Human Resources Management Agency of Canada, the Canada School of Public Service or by organizations. This directive applies specifically to MTP and CAP.
- Merit criteria (critères de mérite)
- the established essential qualifications identified by PSHRMAC and any additional essential qualifications, asset qualifications, and operational requirements or organizational needs as identified by the home organization.
- Organizational coordinator (coordonnateur organisationnel)
- an individual designated to administer leadership development programs in an organization and to support participants in the programs, in coordination with the assignment managers.
- Participant (participant)
- an individual appointed to the PL group and considered an indeterminate employee of the core public administration.
- Participating organization (organisme participant)
- an organization in the core public administration that participates in the leadership development programs of MTP and CAP.
- PL ab initio (PL ab initio)
- non-employee status conferred on candidates in the Management Training Program (MTP) who have been recruited from outside the public service and who must successfully complete language training before being appointed to the core public administration
- Performance award (prime de rendement)
- a lump sum award based on achieving a level of at least "met most" in an individual's performance review. This award does not increase base pay and must be earned during each performance review period.
- Performance pay (rémunération au rendement)
- performance awards and in range increases within the PL-06 level, based on established performance ratings.
- Promotion board (jury de promotion)
- a board that assesses leadership development program participants for promotion against a specific standard of competence.
- Public Service (fonction publique)
- the meaning given to that expression in the Public Service Superannuation Act.
- Revision (révision)
- a change in the rate or rates of pay applicable to an occupational group and level.
- Salary protection (protection salariale)
- the rate of pay applicable to the former classification prescribed on the employee's certificate of appointment before a reclassification, a conversion or as a result of workforce adjustment. The employee continues to be eligible to receive any salary revisions/increments, various merit increases or any other merit award, based on the provisions specified for this former group and level.
Appendix B - Terms and Conditions and Salary Administration of the Leadership Development Programs
1.1 The Public Service Terms and Conditions of Employment Regulations (PSTCER) apply to participants with the exceptions set out in this appendix. For the purpose of this directive, these exceptions take precedence.
1.2 For other terms and conditions not mentioned in this directive or the PSTCER, refer to the Program Administration (PA) Collective Agreement.
1.3 All appointments to and within the PL group will be subject to the Public Service Employment Act .
2. Selection and Conditions of Participation
2.1 To be appointed to the PL group, candidates must meet the merit criteria for the respective PL group level. Participants appointed to the PL group must also:
- meet all program and organizational criteria, including those relating to their development, their graduation and their home organization's human resources plan;
- adhere to the conditions of participation set out in this directive; and
- meet the merit criteria for the level of promotion determined by their leadership development program.
3. Official Languages Requirements
3.1 PL positions are designated bilingual at the C-B-C level.
3.2 MTP candidates from outside the Public Service must meet the C‑B‑C language requirements prior to appointment to the PL group. Those candidates who do not meet the language requirements will be required to undertake language training. During training, they have PL ab initio status, meaning they are not employees of the public service. PL ab initio candidates will be provided with up to 52 weeks of language training. Upon meeting the language requirements, they will be appointed to the PL group. If a PL ab initio candidate is close to attaining the C‑B‑C language proficiency after 52 weeks, an extension may be authorized by PSHRMAC, in consultation with the language training provider and the home organization. PL ab initio candidates who do not meet the language requirements within the allotted training period will not be eligible to enter the program.
3.3 Terms and conditions for PL ab initio candidates are in section 15 of this appendix.
3.4 MTP positions open to the Public Service and all CAP positions can be staffed imperatively or non-imperatively. Candidates who do not meet the language requirements are staffed non-imperatively. They must sign an agreement to become bilingual, as per the Public Service Official Languages Exclusion Approval Order (PSOLEAO), and are appointed once they begin language training. Participants who do not attain C-B-C language proficiency will not be retained in the program, and they will be appointed or deployed as per the provisions of the PSOLEAO.
3.5 Participants appointed to the PL group under the PSOLEAO will be subject to this Order.
3.6 Time spent on language training will not be considered time spent in the leadership development program.
4.1 MTP and CAP participants gain practical experience and develop leadership competencies through on-the-job assignments that are tailored to their leadership development needs and the home organization's human resources plan. The duration and objectives of the assignments, and the competencies to be developed, will be established ahead of time by the home organization, the organizational coordinator, the participant and the PSHRMAC leadership development program advisor. Program participants' evaluations will be based on the objectives of the assignment and the competencies to be developed.
4.2 The assignment manager is responsible for ensuring that the participant is fulfilling the requirements of the assignment plan.
4.3 MTP and CAP participants recruited from outside the public service are on probation, as per section 61 of the Public Service Employment Act, effective the date of appointment to the PL group.
5. Learning Components
5.1 To help develop their competencies, MTP and CAP participants are given the following learning components:
- access to learning opportunities within their home and host organizations;
- an educational component provided by the CSPS, which is mandatory to meet certain graduation requirements outlined in this directive; and
- required training outlined in the Policy on Learning, Training and Development, section 6.2.1.
6.1 MTP and CAP participants are promoted when they meet the merit criteria required by the next PL level. To be eligible for a promotion, these participants must also:
- meet the language requirements at the C-B-C level;
- have completed at least 12 months in assignments for MTP; and
- have obtained at least "met most" in their performance review.
6.2 MTP and CAP participants must achieve "met most" in all areas to be eligible for a promotion board. The timing of the promotion board will be determined by the organizational coordinator in consultation with the participant's current and/or previous assignment manager and the PSHRMAC leadership development program advisor.
6.3 Promotion boards must include:
- an organizational coordinator or designate;
- the most recent assignment manager and/or a manager who may or may not have supervised the participant. CAP promotion boards must include two managers at the executive level; and
- a representative from PSHRMAC.
6.4 Promotion boards use structured interviews, assignment plans and reviews, reference checks, and any other relevant assessment tools at the home organization's discretion.
6.5 If a first attempt at a promotion board is unsuccessful, a participant may make a second attempt after meeting the requirements that were lacking on the first attempt, as determined by the assignment manager in consultation with the organizational coordinator and the PSHRMAC leadership development program advisor. A re-evaluation of a candidate's achievement may involve a written review in lieu of a second board. After two unsuccessful attempts for the same promotion, the participant will not be retained in the program.
6.6 Participants found to be unsuccessful by two promotion boards, or who have received a rating of less than "met most" in two performance reviews will not be retained in the program.
6.7 Both full- and part-time MTP participants must complete an equivalent of 12 months in assignments to be eligible for a promotion board.
7.1 Participants graduate from a leadership development program when they have:
- completed the mandatory educational components;
- valid language test results at the C-B-C level;
- been appointed at the PL-03 level (MTP participants) or PL-06 level (CAP participants);
- attained the developmental objectives of their assignments and individual learning plans;
- met all requirements established by their home organization; and
- accepted a job offer outside the PL group within the Public Service.
7.2 A participant's date of graduation will be considered the effective date of appointment or deployment to a position outside the PL group.
7.3 All full- and part-time MTP participants must complete the equivalent of at least 24 months in assignments to be eligible to graduate.
7.4 All full- and part-time CAP participants must complete the equivalent of at least 12 months in assignments to be eligible to graduate.
7.5 After participants have completed the requirements of their leadership development program, home organizations must appoint or deploy them to a position outside the PL group within three months.
8. Extended Leave
8.1 Extended leave must be approved by the home organization. Extended leaves limited to maternity and parental leave without pay, leave without pay for the care of immediate family, and sick leave with or without pay, unless otherwise authorized by the home organization in consultation with PSHRMAC. Time spent on extended leave must be made up before a participant can graduate.
8.2 Before a participant takes extended leave, the home organization is responsible for preparing a re-integration plan.
9. Termination from the Leadership Development Programs
9.1 The home organization may terminate participation in a leadership development program for any of the following reasons:
- when a participant does not meet the C-B-C language of the position as per the provisions of the PSOLEAO;
- after 36 months worth of assignment time following appointment to the program, not including time spent on extended leave and/or language training;
- when a participant withdraws voluntarily;
- when a participant prematurely terminates an assignment without the consent of the host or home organization;
- when a participant exhibits continued poor performance, i.e. rates less than "met most" in more than one performance review, or is unsuccessful in two promotion boards; or
- when a participant fails to comply with the requirements outlined in the assignment plan and review forms.
10. Pay Administration
10.1 (1) The PL salary structure consists of six levels, which are detailed in section 12 of this appendix
10.2 (1) Home organizations are to apply salary range revisions when instructed by PSHRMAC.
10.2 (2) A participant who is absent on leave, with or without pay, is eligible for salary range revisions.
10.2 (3) Salary range revisions will be administered within 90 days of notification from PSHRMAC.
10.3 (1) The Retroactive Remuneration Directives apply to participants.
10.3 (2) Retroactive payments will be administered by the home organization within 90 days of notification from PSHRMAC of the revised salary range.
10.4 (1) From outside the public service: Persons appointed from outside the public service will receive the minimum rate of pay applicable.
10.4 (2) Special recruitment initiatives undertaken by PSHRMAC's Leadership Development Programs Division may require a higher rate of pay than the minimum applicable. Under such conditions, the Leadership Development Programs Division may authorize specific exceptions to section 10.4 (1).
10.4 (3) From the Public Service: The rate of pay for a participant on appointment to the PL group shall be determined in accordance with the Public Service Terms and Conditions of Employment Regulations.
10.4 (4) When the substantive group and level job rate exceeds the PL group and level job rate, the rate of pay on appointment is governed by the salary protection clause provided in section 10.8 of this appendix.
10.5 (1) The rate of pay on promotion will be determined in accordance with the Public Service Terms and Conditions of Employment Regulations.
10.6 Pay Increments (PL-01 to PL-05)
10.6 (1) Levels 1 to 5 of the PL group are structured to provide annual increments for participants who have not reached the job rate.
10.6 (2) The pay increment date is the anniversary date of the participant's appointment.
10.6 (3) A home organization may withhold a pay increment from a participant if the participant's performance "did not meet" expectations. See section 13 of this appendix for information on performance ratings and definitions.
10.6 (4) When a home organization intends to withhold a pay increment from a participant, at least two weeks and not more than six weeks before the due date for the pay increment, the home organization will give the participant notice in writing. If written notice is not given, the increment will not be withheld.
10.6 (5) When a pay increment is withheld, the home organization will review the participant's performance three months after the date of denial and decide whether the participant's increment should be granted. The home organization may grant the increment on any Monday prior to the expiry of the next increment period. The anniversary date of the increment does not change.
10.7 (1) Participants at the PL-06 level are entitled to performance pay if their performance has been assessed as "met most," "met all," or "surpassed." Under no circumstances should an in-range increase or a performance award be authorized for a participant whose performance has been assessed as "did not meet" or "unable to assess." See section 13 of this appendix for information on performance ratings and definitions.
10.7 (2) When a participant is on assignment, the host assignment manager will assess the participant's performance and send the assessment to the home organization for administration.
10.7 (3) In-range increases: Participants at the PL-06 level may progress through the salary range through a series of in-range increases based on performance, as assessed through their Assignment Plan and Review.
10.7 (4) Performance awards: A performance award may be granted to:
- a participant who has already reached the job rate; or
- a participant who would not receive the full allowable in-range increase because it would exceed the job rate.
10.7 (5) Eligibility: To be eligible for performance pay, participants must have completed and signed an Assignment Plan and Review that covers the entire performance cycle (April 1 to March 31), and:
- be employed in the core public administration on April 1;
- be on leave without pay on April 1 of the same calendar year, but have been on strength for more than three months during the performance cycle to allow for the achievement of performance commitments and development objectives; or
- died prior to April 1 but have been on strength for a sufficient period of time during the performance cycle to allow for the achievement of performance commitments and development objectives.
10.7 (6) Participants who are not in the PL group for the whole performance review cycle, must have been on strength for a period greater than three months within the performance cycle to allow for the achievement of performance commitments and development objectives.
10.7 (7) Participants on language training for three months or more during the performance review cycle will be rated "met most" for the period of the training. Managerial discretion should be used in determining the amount of performance pay.
10.7 (8) Participants on leave without pay for a full fiscal year are not eligible for performance pay.
10.7 (9) Administration: Performance pay for the PL group is administered by home organizations on April 1 of each year for the previous fiscal year, April 1 to March 31.
10.7 (10) Participating organizations are responsible for determining performance pay. The performance ratings and definitions provided in section 13 of this appendix are designed to allow managerial discretion to recognize and reward differing degrees of performance.
10.7 (11) Participants who undertake more than one assignment during the performance review cycle may receive more than one performance rating. In this case, performance ratings should be pro-rated to time spent on each assignment.
10.7 (12) The final salary figure arrived at by applying an in-range increase to base salary is rounded to the nearest $100, up to the PL-06 job rate.
10.7 (13) Performance awards are rounded to the nearest dollar.
10.7 (14) For reference purposes, performance awards are considered salary for superannuation purposes.
10.7 (15) For reference purposes, performance awards will be included as part of salary for the period to which it was paid. Any such award paid in the year of retirement, but related to the year prior to retirement, will be fully counted in the calculation of the five-year average salary for pension purposes. However, it will not be reflected in the level of coverage under salary-related benefits such as supplementary death benefit and insurances.
10.7 (16) Performance awards will not be considered part of salary in calculating termination benefits such as severance pay and cash-out of vacation leave, or for salary calculations related to promotion or transfer.
10.8 (1) Distinct salary protection provisions apply to participants being appointed to or out of the PL group.
10.8 (2) Employees who are salary protected at their substantive group and level upon appointment to the PL group: An employee appointed to a PL position with a lower job rate than their substantive group and level job rate is eligible for salary protection throughout their appointment.
10.8 (3) An employee entitled to salary protection will receive:
- rates of pay of the substantive group;
- salary increments or performance pay of the substantive group;
- salary range revisions of the substantive group; and
- vacation entitlements of the substantive group.
10.8 (4) The employee will be subject to all other terms and conditions of the PL group. PL performance pay is not applicable.
10.8 (5) Salary protection will cease when the PL job rate is no longer lower than the job rate of the substantive position.
10.8 (6) Employees who are salary protected upon appointment out of the PL group: An employee appointed to another occupational group with a lower job rate than their current PL job rate will receive up to two years of salary protection from the effective date of the appointment or deployment.
10.8 (7) An employee entitled to salary protection will receive:
- PL rates of pay;
- PL salary increments or performance pay; and
- PL salary range revisions.
10.8 (8) The employee will also be subject to the other terms and conditions of the PL group.
10.8 (9) To qualify for salary protection, an employee must have been in the PL group for at least one year and received at least a "met most" rating.
10.8 (10) Salary protection will not be offered to employees appointed or deployed out of the PL group for performance or disciplinary reasons.
10.8 (11) Salary protection will cease when the appropriate PL rate no longer exceeds the job rate of the position to which the employee was appointed or deployed, or after two years, whichever comes first.
10.9 (1) Participants at the PL-01 to PL-05 levels are entitled to claim overtime as per the Public Service Terms and Conditions of Employment Regulations. Participants at the PL-06 level are not entitled to claim overtime.
10.10 (1) Participants at the PL-06 level who are required by management to work excessive hours, or work or travel on a day of rest or on a holiday, may be granted management leave with pay as the participating organization considers appropriate.
10.10 (2) Management leave should not be granted in lieu of overtime pay. Rather, it should be provided under exceptional circumstances.
10.10 (3) Management leave must be taken within the fiscal year it is earned, or if approved after January, within six months thereafter. Management leave cannot be converted to cash. Leave not taken within these timeframes will be revoked.
10.11 (1) Participants are eligible to receive the bilingualism bonus as stipulated in the Bilingualism Bonus Directive.
10.12 Appointment Following Declaration of Surplus or Lay-off
10.12 (1) Participants are subject to the Workforce Adjustment Directive.
10.13 (1) Participants are not entitled to acting pay.
11. Program Costs
11.1 The costs of the educational component, beyond CSPS' approved reference levels, will be the responsibility of the home organization. The participant intake numbers, in relation to the CSPS reference levels, will be established and included in the memorandum of understanding between CSPS and PSHRMAC annually. These numbers will be communicated to participating organizations.
11.2 Travel costs for corporately recruited MTP participants in the CSPS educational component will be paid for by PSHRMAC. Travel costs for all other MTP and CAP participants are the responsibility of the home organization.
11.3 Costs associated with the temporary relocation or accommodation of candidates and participants recruited by PSHRMAC will be provided by PSHRMAC. PSHRMAC establishes funding levels.
12. Salary Determination Table
- $) Rates - Effective before April 2, 2007
- A) Rates - Effective April 2, 2007
- B) Rates - Effective April 2, 2008
- C) Rates - Effective April 2, 2009
- D) Rates - Effective April 2, 2010
|Zone||Effective Date||Step 1||Step 2||Step 3|
|Zone||Effective Date||Step 1||Step 2||Step 3|
|Zone||Effective Date||Step 1||Step 2||Step 3|
|Zone||Effective Date||Step 1||Step 2||Step 3|
|Zone||Effective Date||Step 1||Step 2||Step 3|
|Zone||Effective Date||Step 1||Step 2||Step 3|
Approval Date: 2009-04-23
13. Performance Ratings and Definitions
|Rating||Rating %||Definition of Rating|
|Unable to assess||0%||
|Did not meet||0%||
14. Annual PL-06 Performance Pay Report
Home organizations must submit a Performance Pay report by July 15 annually for all participants at the PL-06 level for the previous fiscal year. Reports should be emailed as a Microsoft Excel attachment to: email@example.com. The report must include the following:
|INITIAL||Initial of first name|
|DATE OF APPOINTMENT TO PL-06 GROUP AND LEVEL||Date participant was appointed PL-06|
|MARCH 31 SALARY||Participant's March 31 salary|
* If pro-rated, please specify time spent on each assignment and rating for each.
|Performance rating %||Performance rating percentage|
|Base Salary Increase||Dollar amount of base salary increase (in-range movement)|
|Revised Salary||Revised base salary after in-range movement|
|Final Salary April 1||Revised base salary after in-range movement and any rounding|
|Unable to assess REASON||
Reason for the Unable to Assess Rating:
|PERFORMANCE AWARD – LUMP SUM||Dollar amount|
|DATE OF RECEIPT OF GRADUATION AWARD (in force until March 31, 2007, only)||Date that participant received graduation award (if applicable)|
15. Terms and Conditions for PL Ab Initio Candidates
15.1 (1) These terms and conditions apply to MTP candidates recruited from outside the public service and who must undertake official language training prior to being appointed to the
15.2 General Limitations
15.2 (1) PL-AIO candidates are not entitled to benefits including, but not limited to, the following:
- long-term disability insurance;
- group life insurance; or
- Public Service Superannuation Plan Membership.
15.2 (2) In addition, the language training period will not be considered "service" in determining benefits, once the candidates are appointed to the public service.
15.3 Attendance and Other Requirements of Language Training
15.3 (1) Candidates are to adhere to the attendance requirements established by their language school. Candidates are also responsible for additional hours of study if they are required to successfully complete the language training program.
15.4 (1) Candidates will receive an allowance in lieu of pay while on language training. The allowance will be paid by the home organization and will be equal to 80 per cent of the applicable program entry rate as determined by PSHRMAC. Income tax, Canada Pension Plan or Quebec Pension Plan, and Employment Insurance premiums will be deducted from the allowance, which will be remitted bi-weekly by direct deposit. The allowance will continue as long as the candidate remains in the language training program. Designated holidays will not affect the remittance of the allowance.
15.5 (1) The allowance will continue when candidates are absent for reasons of personal illness. Such absences shall not exceed .288 days per week or 1.25 days per month of training, to a maximum of 15 days over 52 weeks. Candidates will also be entitled to .40 days per month of training, to a maximum of 5 days over 52 weeks, for immediate family obligations.
15.5 (2) Home organizations may advance sick leave as necessary up to the maximum of 15 days. Absence in excess of the actual earned leave period or of the advanced leave period is without the allowance. Recovery of an overpayment is the responsibility of the home organization. Any unused sick leave is neither cashable nor transferable at the conclusion of language training. Absence from class must be in accordance with the established practices of the language school.
15.6 (1) Ongoing participation in language training is dependent on fully satisfactory performance. PL ab initio candidates who do not attain the required level of language proficiency in the established timeframe will not be eligible to participate in the program.
15.7 (1) PL ab initio candidates must conduct themselves professionally. Misconduct will result in the candidate losing the PL ab initio status and barring their eligibility to the program.
15.8 Successful Candidates on Language Training
15.8 (1) Upon successfully attaining C-B-C language proficiency, candidates will be appointed to the PL group and level for which they have qualified, and will be compensated in accordance with section 12 of this appendix.
Appendix C - Transition
1. Effective Date
1.1 This appendix takes effect April 2, 2006. It will be rescinded once the following participants have exited their respective programs:
- MTP participants appointed to the program on or before April 1, 2006;
- MTP candidates who started language training on or before April 1, 2006; and
- CAP participants appointed to the program on or before April 1, 2006.
1.2 All current participants in the programs will be subject to a conversion to the new PL group. This applies to members of the CA and MM occupational groups who are converted to the Leadership Programs (PL) group on April 2, 2006.
2. Management Trainee Program
2.1 Participants are entitled to four years in the program. For those who choose four years of participation, their program will end after 48 months worth of assignment time. Participants are then appointed or deployed out of the PL group.
2.2 Participants with holding rates will continue to receive these rates until the PL rates exceed the holding rate. These participants receive the pay rate revisions of the PL group.
2.3 Participants at the PL-03 level who meet the graduation requirements will be eligible to use a PL-03 nominal maximum when deploying out of the program. This nominal maximum is equal to the ES-04 maximum. Participants' actual PL-03 rate of pay, however, is to be used when determining the rate of pay for the new position.
3. Career Assignment Program
3.1 Participants are entitled to four years on the program. For those who choose four years of participation, their program will end after 48 months worth of assignment time. Participants are then appointed or deployed out of the PL group.
3.2 Participants appointed to the program under the Special Assignment Pay Plan (SAPP) will continue to be subject to the SAPP until promotion to the next PL level.
3.3 Participants will be exempt from the language requirements in Appendix B, section 6 with regard to promotion eligibility.
3.4 Participants with Career Assignment (CA) Group salary rates that are higher than the corresponding PL job rates will be salary protected at their CA rates. These rates will be adjusted annually along with the PL rates. Performance pay rates for PL-05 and PL-06 participants are based on the rating scale from the previous salary administration plan.
3.4.1 The ratings from the previous salary administration plan are as follows:
|Unable to assess||0%|
|Did not meet||0%|
|Met most||Up to 6% of salary|
|Met all||Up to 8% of salary|
|Surpassed||Up to 10% of salary|
3.4.2 Participants appointed out of the PL group to positions with lower job rates than their PL rates will be entitled to up to two years of salary protection.
3.5 A $3,200 graduation award will be provided to CAP participants who graduate before April 1, 2007. Graduation requirements are listed in Appendix B, section 7. The award is provided at the time of the participant's departure from the PL group. The graduate may choose to receive this award as a lump sum payment or as a salary increase. A lump sum payment will not be included as salary for the purposes of pension calculation or calculation of salary on appointment to a subsequent occupational group. A participant may choose a salary increase up to the PL-06 job rate. Any excess will be paid as a lump sum.