1.1 This directive takes effect April 2, 2006.
1.2 This directive replaces the following:
2.1 This directive applies to the core public administration as defined in the Financial Administration Act, i.e. departments named in Schedule I of the Act, and other sections of the federal public administration that are named in Schedule IV of this Act.
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.
5.1.1 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.
5.2.1 The expected results are that:
6.2.1 Participating organizations are responsible for:
6.2.2 PSHRMAC is responsible for:
6.2.3 The CSPS is responsible for:
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.
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
Leadership Development
The Leadership Network
Public Service Human Resources Management Agency of Canada
122 Bank Street, 3rd Floor
Ottawa, Ontario K1A 0R5
Fax: (613) 943-5520
Email: tlncorres.corres.lrl@hrma-agrh.gc.ca
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
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.
2.1 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:
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 initiostatus, 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.
5.1 To help develop their competencies, MTP and CAP participants are given the following learning components:
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:
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:
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:
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.
8.1 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.
9.1 The home organization may terminate participation in a leadership development program for any of the following reasons:
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 (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:
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:
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:
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:
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 (1) Participants are subject to the Workforce Adjustment Directive.
10.13 (1) Participants are not entitled to acting pay.
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.
Table Legend
BUD | 31500 |
---|
Zone | Effective Date | Step 1 | Step 2 | Step 3 |
---|---|---|---|---|
$) 2006-04-02 | 48790 | 50225 | 51763 | |
A) 2007-04-02 | 49912 | 51380 | 52954 | |
B) 2008-04-02 | 50661 | 52151 | 53748 | |
C) 2009-04-02 | 51421 | 52933 | 54554 | |
D) 2010-04-02 | 52192 | 53727 | 55372 |
Zone | Effective Date | Step 1 | Step 2 | Step 3 |
---|---|---|---|---|
$) 2006-04-02 | 54120 | 55760 | 57400 | |
A) 2007-04-02 | 55365 | 57042 | 58720 | |
B) 2008-04-02 | 56195 | 57898 | 59601 | |
C) 2009-04-02 | 57038 | 58766 | 60495 | |
D) 2010-04-02 | 57894 | 59647 | 61402 |
Zone | Effective Date | Step 1 | Step 2 | Step 3 |
---|---|---|---|---|
$) 2006-04-02 | 60270 | 62115 | 63960 | |
A) 2007-04-02 | 61656 | 63544 | 65431 | |
B) 2008-04-02 | 62581 | 64497 | 66412 | |
C) 2009-04-02 | 63520 | 65464 | 67408 | |
D) 2010-04-02 | 64473 | 66446 | 68419 |
Zone | Effective Date | Step 1 | Step 2 | Step 3 |
---|---|---|---|---|
$) 2006-04-02 | 67445 | 69495 | 71545 | |
A) 2007-04-02 | 68996 | 71093 | 73191 | |
B) 2008-04-02 | 70331 | 72159 | 74289 | |
C) 2009-04-02 | 71081 | 73241 | 75403 | |
D) 2010-04-02 | 72147 | 74340 | 76534 |
Zone | Effective Date | Step 1 | Step 2 | Step 3 |
---|---|---|---|---|
$) 2006-04-02 | 74825 | 77798 | 80873 | |
A) 2007-04-02 | 76546 | 79587 | 82733 | |
B) 2008-04-02 | 77694 | 80781 | 83974 | |
C) 2009-04-02 | 78859 | 81993 | 85234 | |
D) 2010-04-02 | 80042 | 83223 | 86513 |
Zone | Effective Date | Step 1 | Step 2 | Step 3 |
---|---|---|---|---|
$) 2006-04-02 | 84665 | to | 94095 | |
A) 2007-04-02 | 86612 | to | 96259 | |
B) 2008-04-02 | 87911 | to | 97703 | |
C) 2009-04-02 | 89230 | to | 99169 | |
D) 2010-04-02 | 90568 | to | 100657 |
Pay Note:
Approval Date: 2009-04-23
Rating | Rating % | Definition of Rating |
---|---|---|
Unable to assess | 0% |
|
Did not meet | 0% |
|
Met most | 0%–4% |
|
Met all | 5% |
|
Surpassed | 6%–7% |
|
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: tlncorres./corres.lrl@hrma-agrh.gc.ca. The report must include the following:
Field Name | Explanation |
DEPT | Organization |
PRI | PRI |
NAME | Last name |
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 |
PERFORMANCE RATING* * If pro-rated, please specify time spent on each assignment and rating for each. | Performance rating:
|
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) |
15.1 (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
PL group.
15.1 (2) While on language training these candidates have non-employee or PL ab initio(PL-AIO) status. Section 3 of this appendix provides more information about official language requirements.
15.2 (1) PL-AIO candidates are not entitled to benefits including, but not limited to, the following:
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 (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 (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.
1.1 This appendix takes effect April 2, 2006. It will be rescinded once the following participants have exited their respective programs:
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.
2.1 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.
3.1 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.