The Government of Canada approved an additional day of personal leave per fiscal year for executives in the core public administration. The amendment took effect on April 1st, 2018 and is now reflected in this Directive.
1.1 This directive takes effect on July 16, 2007.
1.2 This version of the directive incorporates updates effective July 1, 2012.
1.3 It replaces the following:
1.4 Transitional measures are as follows:
2.1 This directive applies to the core public administration as defined in section 11 of the Financial Administration Act, unless excluded through specific acts, regulations or Orders in Council.
2.2 Specifically, the directive and Appendix B – Salary Elements of Executive Compensation apply to excluded employees in the following groups and levels:
2.3 Appendix C – Non-Salary Elements of Executive Compensation applies to excluded employees in the following groups:
2.4 Appendix D – Elements of compensation for executives employed as casual workers, applies to executives employed as casual workers in the following groups:
2.5 Appendix E – Special Deployment for Executives, applies only to the EX Group, EX-01 to EX-05.
2.6 For the purpose of this directive, the term:
3.1 The sound management of executive compensation is an essential component in the effective management of executives and the cost-effective, efficient delivery of government policies, programs and services.
3.2 Executive compensation is to be administered in accordance with the Values and Ethics Code for the Public Service which includes dealing with respect and fairness and in such a way as to uphold the public trust.
3.3 The purpose of this directive is:
3.4 Executive compensation is based on the principle of total compensation. Total compensation consists of both salary and non-salary elements. Salary elements include base salary and performance awards. Non-salary elements include the provisions found in Appendix C.
3.5 Performance awards are covered in the Directive on the Performance Management Program for Executives.
3.6 This directive is issued pursuant to a delegation of the Treasury Board to the Chief Human Resources Officer (CHRO) of the Treasury Board Secretariat (TBS) authorized by s. 6(4.1) of the Financial Administration Act.
3.7 This directive is to be read in conjunction with the:
3.8 Treasury Board has delegated authority to the Chief Human Resources Officer (CHRO) of the Treasury Board Secretariat (TBS) to make technical amendments to this directive.
4.1 Definitions to be used in the interpretation of this directive are attached in Appendix A.
5.1 Departments are responsible for:
5.2 Delegated managers are responsible for approving the following in accordance with Appendix C:
5.3 Requirements for executives:
Consequences of non-compliance with this directive or inconsistency in its application are described in section 7 of the Policy on the Management of Executives.
Not applicable
Please direct enquiries about this directive to your departmental headquarters. For interpretation of this directive, departmental headquarters should contact:
Executive Management Policies
Office of the Chief Human Resources Officer
Ottawa, Ontario
K1A 0R5
E-mail: EMP-PGCS@tbs-sct.gc.ca
Fax: 613-943-5205
the treatment under the Directive on Career Transition for Executives given to the total compensation of an executive who is appointed to a position with a lower salary maximum while on surplus status,
or,
the treatment under the Directive on Executive Compensation given to the total compensation of an executive who is appointed to an executive position which has a lower salary maximum than the salary the employee received in the former position.
1.1 This appendix applies to employees in excluded positions in the following groups and levels:
1.2 For the purpose of this appendix, the term:
2.1 An indeterminate and term executive, as well as an executive employed as a casual worker, is paid in accordance with this appendix and related Treasury Board decisions affecting executive salaries.
2.2 A part-time executive receives salary pro-rated to the number of hours of work per week as indicated in the letter of appointment.
2.3 All salary calculations pursuant to articles of this appendix are rounded to the nearest multiple of $100. Salary calculations ending in $50 are rounded up to the next multiple of $100.
2.4 An executive is not entitled to payment for overtime.
2.5 An executive cannot receive payment from the Consolidated Revenue Fund for a second public service position, unless authorized by or under an Act of Parliament, or when the deputy head of the organization where the executive’s original position resides certifies in writing that the performance of the duties of the second position does not impair the executive’s effectiveness in his/her original position.
2.6 When an executive with one or more years of service dies while on strength, the executive’s beneficiary or estate will receive the executive’s salary for the full month in which he/she dies, minus any salary payments already made in the month of death.
3.1 Executive salary ranges are revised periodically, as authorized by the Treasury Board.
3.2 An executive whose performance on Ongoing Commitments was assessed at Level 1 (Did Not Meet) is not eligible for revisions in the fiscal year immediately following the year in which the rating was obtained. This means that the executive’s salary can fall below the minimum of the salary range of the executive position.
3.3 Subject to 3.2, an executive absent on leave with or without pay is eligible for the full percentage increase of the revision.
3.4 The salary of an executive on leave without pay is recalculated for record purposes only to maintain the same position relative to the new salary maximum that existed within the old salary range.
3.5 The salary-based allowance (e.g. maternity, parental, education allowance) of an executive on leave without pay is adjusted to reflect the revision.
4.1 Retroactive remuneration is paid in an amount equal to what would have been paid to the executive had the revision been approved on the effective date.
4.2 A retroactive revision in salary ranges applies to executives, former executives or in the case of death, the beneficiary or estate of former executives employed during the retroactive period.
4.3 In order for former executives, or in the case of death, for the former executive’s beneficiary or estate to receive payment in accordance with paragraph 4.2, the employer notifies by registered mail, such individuals at their last known address that they have thirty (30) days from the date of receipt of the registered letter to request in writing such payment, after which time any obligation upon the employer to provide payment ceases.
4.4 No payment or notification is made for one dollar ($1) or less.
4.5 Unless otherwise specified, the non-salary elements in Appendix C of this directive are recalculated as though the revision had been approved on the effective date.
4.6 When a retroactive revision is announced, the revised salary of an executive in one of the situations listed below is calculated according to either 4.6.1 or 4.6.2. The calculation that provides the higher revised salary is applied.
4.6.1 Compare the higher of the revised salary under either a. or b. below to the salary calculated in 4.6.2:
4.6.2 Apply the percentage increase to the executive’s substantive salary, (and when applicable, to the acting salary).
5.1 Appointment to an executive position from outside the public service
5.1.1 Persons recruited to executive positions from outside the public service can be appointed at any rate of pay within the applicable salary range of the executive position as determined by the delegated manager.
5.1.2 In exceptional circumstances, to facilitate recruitment and retention of executives from outside the public service, where a person’s previous salary exceeds the salary maximum of the executive position, the deputy head can authorize a one-time lump sum payment. This authority cannot be sub-delegated. This lump sum is payable at the beginning of the executive’s second year in the core public administration and is based on successful completion of agreed-upon commitments. The lump sum is established within the following limits:
5.1.3 Factors such as the following are to be considered when determining the rate of pay and the percentage of the lump sum awarded on appointment:
5.2 Appointment to an executive position from other occupational groups within the public service. For clarification, this also includes persons appointed from the Royal Canadian Mounted Police and the Canadian Forces.
5.2.1 An increase in salary of 5% of the salary maximum of the executive position is the norm. The salary on appointment is at least the salary minimum of the executive position.
5.2.2 In exceptional circumstances, the deputy head can authorize an increase in salary of up to 10% of the salary maximum of the executive position. This authority cannot be sub-delegated. If the increase causes the new salary to exceed the salary maximum, the amount above the salary maximum is paid as a one-time lump sum on appointment. The amount of the increase is determined by considering such factors as:
5.2.3 When a non-executive who is already receiving acting pay accepts a permanent appointment to an EX position at the same level or higher than the position for which acting pay was being received, without a significant break between the two appointments, the executive is paid at the same rate of pay that was paid for the previous acting appointment, if it is greater than the salary as calculated in 5.2.1 or 5.2.2.
5.3 Appointment to a higher level executive position
5.3.1 An increase in salary of 5% of the salary maximum of the higher executive position is the norm. The salary on appointment is at least the salary minimum of the higher executive position.
5.3.2 In exceptional circumstances, the deputy head can authorize an increase in salary of up to 10% of the salary maximum of the higher executive position. This authority cannot be sub-delegated. The amount of the increase is determined by considering such factors as:
5.3.3 If the increase in salary in articles 5.3.1 or 5.3.2 causes the new salary to exceed the salary maximum, the amount above the salary maximum is paid as a one-time lump sum on appointment.
5.3.4 When an executive who is already receiving acting pay accepts a permanent appointment to an EX position at the same level or higher than the position for which acting pay was being received, without a significant break between the two appointments, the executive is paid at the same rate of pay that was paid for the previous acting appointment, if it is greater than the salary as calculated in 5.3.1 or 5.3.2.
5.4 Appointment or deployment to a position at the same level
5.4.1 There is no salary increase on appointment or deployment to a position at the same level.
5.4.2 In cases of employer requested appointments or deployments involving relocation within Canada, the deputy head can grant an increase in salary of up to 5% of the salary maximum of the executive position. This authority cannot be sub-delegated. Geographic factors such as high cost of living or remoteness can be taken into account in determining whether to invoke this exceptional provision. Any such increase is paid as salary up to the salary maximum and the balance, if any, is paid as a one-time lump sum payment on appointment or deployment.
5.5 Appointment of an EX-04 and EX-05 to a different EX Group position level
5.5.1 When appointing an EX-04 or EX-05 to an EX Group position at a different level, the Deputy Head can continue to pay the executive at his/her personal classification level.
5.5.2 Every reasonable effort is to be made to ensure coincidence, where possible, between the classification level of the executive at the
EX-04 or EX-05 level and that of the position to which he/she is appointed.
5.5.3 Appointment to a position classified at a different level should be an exception, not the norm. These appointments should address contingencies such as special projects, furthering the development of the executive, broadening exposure in a different functional area or a different geographical setting.
5.6 Demotion or voluntary transfer to a lower level position
5.6.1 An executive who is demoted or accepts a transfer to a lower level position for personal reasons (career change, preference for work location, etc) is not entitled to salary protection or salary maintenance under articles 6 and 7 of this Appendix.
5.6.2 When the appointment or deployment is to a lower level executive position, the executive’s salary is the lesser of:
5.6.3 When the appointment or deployment is to a lower level non-executive position:
5.7 Retroactive reclassifications
5.7.1 In the event of retroactive reclassifications, the salary elements of the new group and/or level are effective as of the date of appointment. The non-salary elements applicable to the new group and/or level are effective on the date the reclassification decision is authorized.
5.8 Retroactive Promotions
5.8.1 In the event of a retroactive promotion, salary and non-salary elements are effective as of the date of appointment.
6.1 When an executive’s position is reclassified to a group and/or level with a lower salary maximum, the executive’s salary is protected in accordance with this section and the Directive on Terms and Conditions of Employment.
6.2 The executive’s salary is protected:
6.3 The non-salary elements of the lower-level position apply from the effective date of the reclassification. When this lower level position is a non-executive position, non-salary elements cease to apply on this date.
6.4 The salary elements continue to apply to salary-protected executives. Subject to article 3.1, all salary-protected executives are eligible for the full amount of executive salary range revisions.
6.5 The Directive on the Performance Management Program (PMP) for Executives applies to salary-protected executives. All salary-protected executives are eligible for in-range movements, in accordance with the PMP.
7.1 Salary maintenance is provided when:
7.2 When an executive is declared surplus and is subsequently appointed to a lower level executive position while his/her salary is above the salary maximum of this lower level position:
7.3 When an executive is declared surplus and is subsequently appointed to a lower level non-executive position while his/her salary is above the salary maximum of this lower level position:
7.4 When a non-executive’s salary is maintained upon appointment to an executive position:
8.1 An executive at the EX-04 or EX-05 level is not eligible for acting pay.
8.2 An executive in the Accelerated Executive Development Program (AEXDP) is not eligible for acting pay.
8.3 An executive is eligible to receive acting pay once the three conditions below are met. Acting pay is then retroactive to the date the executive began the acting appointment.
8.4 In organizations where rotational pools, developmental programs and/or appointment-to-level prevail, deputy heads can elect not to provide acting pay to participating executives.
8.5 Acting appointments are not to exceed 12 months. In exceptional circumstances, deputy heads can approve acting pay situations that exceed this duration and this authority cannot be sub-delegated.
8.6 The acting salary of an executive is determined as if the executive had been appointed to the higher level.
8.6.1 The executive’s substantive salary is increased by 5% of the salary maximum of the acting position. The acting salary is at least the minimum of the salary range of the acting position.
8.6.2 In exceptional circumstances, the deputy head can authorize an increase in acting salary of up to 10% of the salary maximum of the acting position. This authority cannot be sub-delegated. If the rate of increase causes the new salary to exceed this salary maximum, the acting salary is limited to the salary maximum. No lump sum is paid for any amount that surpasses the salary maximum. The amount of the increase is determined by considering such factors as:
8.7 In accordance with 3.0, an executive who receives acting pay is eligible for revisions applicable to the position in which he/she is acting.
8.8 In accordance with 4.0, a retroactive revision in remuneration applies to executives, former executives or in the case of death, the beneficiary or estate of former executives who were acting in the executive positions during the retroactive period.
8.9 When an executive who is already receiving acting pay accepts another acting appointment at the same level as the previous acting appointment, without a significant break between the two acting appointments:
8.10 When an executive who is already receiving acting pay accepts a second, lower or higher, acting appointment, without a significant break between the two acting appointments:
8.11 Upon reverting to the previous acting appointment, without a significant break between the acting appointments:
9.1 An executive is eligible to receive acting pay when temporarily appointed to and substantially performing the duties of a non-executive position that has a higher salary maximum than the executive’s substantive executive salary. An executive who is temporarily performing the duties of a non-executive position can be:
9.2 An executive appointed to a non-executive position on an acting basis (receiving acting pay) becomes subject to the collective agreement or terms and conditions of employment governing the non-executive position. The salary elements, non-salary elements and PMP cease to apply for the duration of the acting appointment. For greater clarity:
9.3 The substantive salary of an executive acting in a non-executive position cannot exceed the salary maximum of the non-executive position. Acting pay ceases when the executive’s substantive salary exceeds the salary maximum of the non-executive position.
10.1 A non-executive acting in an executive position remains subject to the collective agreement governing his/her substantive position.
10.2 The instructions for acting pay that appear in the Directive on Terms and Conditions of Employment continue to apply to a non-executive acting in an executive position. Notwithstanding these instructions, the following exceptions and clarifications apply:
10.3 A retroactive revision in remuneration applies to a non-executive who was acting in an executive position during the retroactive period, in accordance with article 4 of this Appendix.
10.4 A non-executive acting in an executive position can become eligible to apply for coverage under the Public Service Management Insurance Plan (PSMIP) during the acting appointment. In that event:
1.1 This appendix applies to excluded employees in positions in the following groups and levels:
1.2 For the purpose of this appendix, the term:
1.3 Executives appointed for a specified term are entitled to the elements of this appendix, unless otherwise indicated.
1.4 Part-time executives are entitled to the elements of this appendix. Elements are prorated against 37.5 hours.
1.5 Executives employed as casual workers are entitled to certain elements under this appendix as indicated in Appendix D.
1.6 Executives acting in non-executive positions are not entitled to the elements of this appendix.
2.1 The hours of work for full-time executives are not less than an average of 37.5 hours per week and are established taking into account the need for work-life balance.
2.2 An executive is not entitled to payment for overtime.
2.3 There is no provision for a compressed workweek for executives or for non-executives acting in executive positions.
2.4 Executives who work beyond their normal working hours and through a normal meal period, can be reimbursed for meal expenses in accordance with the Treasury Board Secretariat (TBS) Travel Directive and Special Travel Authorities.
3.1 The following days are paid holidays:
3.2 When a statutory holiday coincides with a day of rest, the holiday is moved to the first scheduled working day following the day of rest.
3.3 An executive is not paid for a statutory holiday when that executive is:
4.1 Upon request, on approval of the delegated manager, and subject to operational requirements, executives are entitled to two days of leave with pay for reasons of a personal nature in each fiscal year. This leave cannot be split and cannot be carried over to the next fiscal year.
5.1 Executives are encouraged to use the vacation leave credits during the fiscal year in which they are earned, subject to the delegated manager’s approval and operational requirements.
5.2 Entitlement
For each calendar month in which an executive has earned at least ten (10) days’ pay, the executive earns:
5.3 Maximum carry-over of vacation leave credits
5.3.1 The maximum carry-over of vacation leave credits is the greater of the executive’s:
5.3.2 In exceptional circumstances,
5.4 Liquidation of vacation leave credits
Vacation leave credits over the maximum accumulations are reduced by:
5.4.1 Scheduling leave over a period of time not exceeding three years, and using leave as scheduled.
5.4.2 Mandatory cash-out: On March 31st of each year, any earned but unused leave entitlement over the maximum accumulation will automatically be paid in cash, unless a request for carry over has been made and approved in accordance with subsection 5.3.2.
5.4.3 Voluntary cash-out: Subject to the delegated manager’s approval, an executive can cash-out a portion of or all accumulated vacation leave credits at any time.
5.4.4 Both mandatory and voluntary cash-out are based on current base salary (not including performance awards and allowances). For mandatory cash-out the executive’s current base salary is what the executive was earning on March 31 of the year in which the leave is being cashed out. For voluntary cash-out the current base salary is what the executive was earning on the date the request for voluntary cash-out was made.
5.4.5 Termination of employment: Except as provided under the portability provisions in subsection 5.5 below, earned but unused vacation leave credits are also automatically paid in cash on termination of employment in the core public administration.
5.5 Portability of vacation leave
Prior accumulated vacation leave credits from employment in organizations under the definition of service in Appendix A of the Directive on Executive Compensation is accepted for use in the core public administration.
5.6 Recovery of salary for advanced leave
When employment is terminated for any reason other than death or layoff, salary paid during any unearned vacation leave taken by the executive is subject to recovery.
5.7 Cancellation of vacation leave or recall from vacation leave
An executive recalled to duty from vacation leave, or whose vacation leave is cancelled without notice will be reimbursed reasonable expenses incurred by the recall or cancellation subject to the presentation of such documentation as the responsible manager may require.
An executive earns sick leave credits at the rate of one and one-quarter
(1 1/4) days (9.375 hours) for each month the executive receives at least 10 days’ pay.
An executive is granted sick leave with pay when unable to perform his/her duties because of illness or injury provided that the necessary sick leave credits are available. A medical certificate is required when requested by the delegated manager.
Only at the discretion of the deputy head can executives be granted up to 130 days sick leave once during the course of their career. This leave:
The deputy head can authorize the use of any balance of the 130 days used previously for a subsequent serious illness.
Unused sick leave credits earned in organizations included in the definition of service in Appendix A to the Directive on Executive Compensation can be transferred in on appointment to an executive position in the core public administration.
With deputy head approval, executives recruited from organizations other than those included in the definition of service in Appendix A to the Directive on Executive Compensation can be credited 25 days of sick leave on appointment to an executive position.
When an executive has insufficient or no credits to cover the granting of sick leave, the delegated manager can advance sick leave credits for a period of up to 25 days, such advanced leave is deducted from any sick leave credits subsequently earned.
7.1.1 Subject to approval of the delegated manager, an executive can be granted up to 5 days’ leave with pay during any fiscal year for family related responsibilities. This leave is meant to be used for situations such as:
7.2.1 An executive who has completed at least six (6) months of continuous employment and who requests Maternity and/or Parental Leave will be paid a maternity and/or parental allowance in accordance with the Supplemental Unemployment Benefit (SUB) Plan as described in sections 7.2, 7.3 and 7.4 of this directive on the condition that the executive:
If the executive fails to return to work, for reasons other than death, layoff, or having become disabled as defined in the Public Service Superannuation Act, on a date specified by the immediate manager and for a period of work equivalent to the time for which maternity and/or parental allowances were paid, then all monies received by the executive as maternity and/or parental allowance, equivalent to the period for which the executive fails to return to work, will be recovered.
However, if an executive is appointed for a specified period of employment and if the period of employment expired while the executive was on Maternity or Parental Leave, the executive who is rehired in any portion of the core public administration as specified in the Public Service Labour Relations Act within a period of ninety (90) days or less is not indebted for the amount if the new period of employment is sufficient to meet the obligations of returning to work for a period equal to the period of receipt of maternity and/or parental allowance.
Periods of leave with pay count as time worked to fulfill the obligations of the period equal to the period of receipt of maternity and/or parental allowance. Periods of leave without pay during the employee’s return to work will not count as time worked but interrupt the period of obligations to work for a period equal to the period of receipt of maternity and/or parental allowance without activating the recovery provisions.
7.2.2 The maternity and/or parental allowance to which an executive is entitled, as specified below, is limited to that provided under the SUB Plan and an executive will not be reimbursed for any amounts that he/she is required to repay pursuant to the Employment Insurance Act or the Quebec Parental Insurance Plan.
7.2.3 The weekly rate of pay referred to in the SUB Plan is the rate to which the executive is entitled for his/her substantive level; however, if on the day immediately preceding the commencement of maternity or parental leave without pay an executive has been on an acting assignment for at least four (4) months, the weekly rate is the rate he/she was being paid on that day.
7.2.4 An executive who fails to satisfy the eligibility requirements under the Employment Insurance or Quebec Parental Insurance Plan, for maternity, paternity, parental or adoption benefits, solely because of a concurrent entitlement to benefits under the Long-Term Disability (LTD) Insurance Portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act, is paid, for each week the executive would have received a maternity or parental allowance had the executive met the eligibility requirements, the difference between ninety-three percent (93%) of his/her weekly rate of pay and the gross amount of his/her weekly disability benefit.
7.2.5 Maternity and Parental Leave without Pay counts for the calculation of service for the purpose of calculating severance pay and vacation leave.
7.3.1 An executive who becomes pregnant will, at her request, be granted maternity leave without pay for a period beginning before, on or after the date of childbirth, and ending no later than eighteen (18) weeks after the date of childbirth or the expected date of childbirth, provided that she has completed six (6) months of continuous employment before the commencement of her maternity leave.
7.3.2 An executive who has not commenced maternity leave without pay can elect to use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in article 6 on sick leave credits.
7.3.3 Where the executive’s new-born child is hospitalized, and where the executive has proceeded on maternity leave without pay and then returns to work for all or part of the period during which her newborn child is hospitalized, the immediate manager can extend the period of maternity leave without pay beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the executive was not on maternity leave, to a maximum of eighteen (18) weeks. The extension will end not later than fifty-two (52) weeks after the termination of pregnancy.
Maternity allowance payments made according to the SUB Plan will consist of the following:
7.4.1 An executive who becomes a parent through the birth of a child or adoption of a child is granted parental leave without pay for a single period of up to thirty-seven (37) consecutive weeks within the fifty-two (52) week period beginning on the date of the child’s birth, or the date of acceptance of custody of the child for adoption. At the request of the executive and at the discretion of the immediate manager, the leave can be taken in two periods.
7.4.2 The period of parental leave without pay ends no later than fifty-two (52) weeks after the child is born or the acceptance of custody.
Where a period of maternity leave without pay has been extended due to the hospitalization of the new-born child and is followed by a period of parental leave without pay, the period of parental leave without pay will end no later than one hundred and four (104) weeks after the day the child is born.
7.4.3 Parental allowance payments made according to the SUB Plan will consist of the following:
7.4.4 The maximum combined maternity and parental allowances payable to a public service couple, where one of the two employees is subject to these provisions, is not to exceed fifty-two (52) weeks.
An executive is entitled to leave without pay for the care of a family member, provided that:
For the purpose of calculating vacation leave entitlement and severance pay, only the first three months of leave for care of family is counted as service.
Executives are entitled to leave with pay for:
10.1 Executives are eligible for exceptional leave with pay, as the delegated manager considers appropriate, for a period of up to five (5) days in one fiscal year. Examples of such leave are situations where executives are required to work excessive hours over a prolonged period of time (when it is not a normal requirement of the position), for marriage, for volunteering, or for any purpose not otherwise specified in this directive.
10.2 Under exceptional circumstances, the deputy head can approve exceptional leave with pay for a period exceeding the five (5) days referred to in 10.1. This authority cannot be sub-delegated. The request for such leave needs to be substantiated.
10.3 Leave granted as exceptional leave with pay can be carried over into the next fiscal year, and is to be used within six months of being granted.
When a member of an executive’s family dies, the executive is entitled to leave with pay of a duration considered appropriate by the delegated manager.
With deputy head approval, an executive is eligible for leave without pay for any purpose not otherwise specified in this directive. This authority cannot be sub-delegated. Examples where such leave might be granted include assignments with an international organization, or to accept an appointment in a Minister’s office.
For the purpose of calculating vacation leave entitlement and severance pay:
13.1 The deputy head can approve education leave without pay for a period of up to one (1) year to pursue learning activities. This authority cannot be sub-delegated. This period can be renewed by mutual agreement.
13.2 An executive on education leave without pay is eligible for an allowance in lieu of salary. This allowance is normally up to fifty per cent (50%) of the executive’s base salary. In exceptional circumstances, and depending on the degree to which the education leave is deemed to be directly relevant to organizational requirements, the allowance can be greater than fifty per cent (50%) and up to one hundred per cent (100%) of the executive’s base salary. Only at the discretion of the deputy head can tuition fees and course material also be partially or fully reimbursed.
13.3 Education leave without pay with an allowance in lieu of salary cannot exceed 24 months in an executive’s career.
13.4 An executive who requests education leave meets all of the following conditions:
13.5 If the executive fails to complete the course successfully, or does not resume employment as stipulated in 13.4 above, except by reason of death or lay-off, the executive will repay all allowances paid to him or her during the education leave or such lesser sum determined by the deputy head.
13.6 Given that education leave without pay affects the executive’s entitlement to certain benefits, he/she must consult his/her compensation advisor to determine the impact prior to the beginning of the leave.
13.7 Counting Education Leave without pay towards service
For the purpose of calculating vacation leave entitlement and severance pay:
14.1 At the executive’s request, the delegated manager approves leave without pay of up to one year if the executive’s spouse or common-law partner is permanently relocated, and up to five years if the spouse or common-law partner is temporarily relocated.
14.2 For the purpose of calculating vacation leave entitlement and severance pay, only the first three months of such leave count.
15.1.1 Executives earn one week’s pay for each year of service to a maximum entitlement of 28 weeks, payable on termination of employment.
15.1.2 In the case of a partial year of service, the payment is prorated to the number of days of service in the last year, up to a maximum of twenty-eight (28) weeks’ pay.
15.1.3 The maximum entitlement of 28 weeks’ pay is reduced by the number of weeks of severance pay, retiring leave, or cash gratuity in lieu of retiring leave, previously paid out.
If an executive is leaving the core public administration for another organization outside the core public administration, severance will only be paid out if the new employer does not have an identical severance plan or will not accept the accumulated severance liability.
Executives can be entitled to other benefits for which the employer is responsible. Benefits of most common interest are referenced in section 3.7 of the Directive on Executive Compensation.
1.1 This appendix applies to executives employed as casual workers in the following groups and levels:
1.2 For the purpose of this appendix, the term:
1.3 Part-time executives are entitled to the elements of this appendix. Elements are prorated against 37.5 hours.
1.4 Executives acting in non-executive positions are not entitled to the elements of this appendix.
2.1 The hours of work for full-time executives are not less than an average of 37.5 hours per week and are established taking into account the need for work-life balance.
2.2 There is no provision for overtime compensation for executives or for non-executives acting in executive positions.
2.3 There is no provision for a compressed workweek for executives or for non-executives acting in executive positions.
2.4 Executives who work beyond their normal working hours and through a normal meal period, can be reimbursed for meal expenses in accordance with the Treasury Board Secretariat (TBS) Travel Directive and Special Travel Authorities.
3.1 A full time executive is entitled to be paid for a statutory holiday provided he or she is not on leave without pay the working day preceding and the working day following that holiday.
3.2 A part time executive is paid a premium of 4.25% of all hours worked in lieu of statutory holidays.
An executive is not entitled to vacation leave with pay. An amount of four percent (4%) of salary is payable when the executive ceases to be employed as a casual worker.
An executive earns sick leave credits at the rate of one and one-quarter (1 1/4) days for each month the executive receives at least 10 days’ pay. However, the executive is not entitled to use these earned sick leave credits while employed as a casual worker. Should the executive become an employee of the core public administration, the executive can carry forward the sick leave credits earned while employed as a casual worker.
An executive employed as a casual worker is granted leave with pay, for:
When a member of the family of an executive dies, the executive is entitled to bereavement leave for a period considered appropriate by the delegated manager. Such leave is without pay in the first three months of continuous employment and with pay after the executive has completed three months of continuous employment.
The following elements of executive compensation that apply to executives covered under Appendix C do not apply to executives employed as casual workers:
1.1 This directive applies to employees appointed to the Executive (EX) Group.
1.2 For the purpose of this appendix, the term “executive” refers to employees appointed to the Executive (EX) Group.
1.3 Employees coming from or going to Ministerial Staff positions are not to be deployed under this Appendix.
2.1 The intent of Special Deployment is to provide deputy heads with the flexibility to accommodate temporary operational requirements by quickly deploying executives to duties that have not been classified or that have been classified at a level lower than their substantive level for a temporary period of time while paying them at their substantive salary.
2.2 Special Deployments are made in accordance with the Public Service Employment Act.
3.1 Special deployments and extensions of special deployments for executives are only authorized by the deputy head and this authority cannot be sub-delegated.
4.1 EX-01 to EX-03: executives in positions at these substantive levels, consent to being deployed in accordance with section 51 (6) of the Public Service Employment Act.
4.2 EX-04 and EX-05: for executives in positions at these substantive levels, consent to being deployed is not required if the executive has agreed to being deployed as a condition of employment in his/her current position in accordance with the Directive on Executive Compensation.
Special deployments may be used to deploy executives out of their position to meet the following specific temporary operational requirements:
A special deployment is initially for a period up to two (2) years. In exceptional cases, deputy heads can extend the special deployment up to one additional year for a maximum of three years in total. This authority cannot be sub-delegated.
7.1 Due to the temporary nature of special deployments, the intent (except in the cases of pre-retirement) is that the executive’s employment will continue.
7.2 The executive’s indeterminate status is protected during the period of time they are on special deployment. Departments plan ahead and do not declare the employee surplus at the conclusion of the special deployment.
8.1 The department provides the employee with a letter of offer detailing:
8.2 An executive who accepts a pre-retirement special deployment must submit, with the signed letter of offer, a signed letter of resignation effective immediately after the special deployment.
9.1 Special deployments may be modified or extended.
9.2 If a special deployment is interrupted for an extended period of time, for example for sick leave, and the duties are still required upon the return of the employee, the period of the deployment may be extended.
Instructions related to PMP for executives on Special Deployments are found in the Directive on the Performance Management Program for Executives.
Normally, ADM or other Assistant Deputy Head titles are only used for classified positions in accordance with the Directive on Executive (EX) Group Organization and Classification. However, if an executive who is already an ADM by virtue of having been appointed to an EX-04 or EX-05 ADM or other Assistant Deputy Head position, is placed on a special deployment, the ADM title can continue to be used.
All special deployments must be made in accordance with the Treasury Board Directive on the Staffing of Bilingual Positions and the Official Languages Act.
13.1 Departments establish individual records for each special deployment and provide these records to the Office of the Chief Human Resources Officer upon request. The records must include the following information: