Audit, Commerce and Purchasing AV


**Appendix "A"

Auditing (AU) Annual Rates of Pay (in dollars)

Table Legend

  • $) Effective
  • A) Effective
  • B) Effective
  • C) Effective
AU-1 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 50205 52380 54540 56708 58878 61053 63223 65394
A) 51084 53297 55494 57700 59908 62121 64329 66538
B) 51850 54096 56326 58566 60807 63053 65294 67536
C) 52887 55178 57453 59737 62023 64314 66600 68887
AU-2 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
$) 62442 64586 66735 68882 71028 73174 75320
A) 63535 65716 67903 70087 72271 74455 76638
B) 64488 66702 68922 71138 73355 75572 77788
C) 65778 68036 70300 72561 74822 77083 79344
AU-3 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
$) 71563 74240 76786 79329 81872 84416
A) 72815 75539 78130 80717 83305 85893
B) 73907 76672 79302 81928 84555 87181
C) 75385 78205 80888 83567 86246 88925
AU-4 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
$) 80729 83650 86523 89401 92283 95160
A) 82142 85114 88037 90966 93898 96825
B) 83374 86391 89358 92330 95306 98277
C) 85041 88119 91145 94177 97212 100243
AU-5 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
$) 89802 92724 95652 98571 101493 104415
A) 91374 94347 97326 100296 103269 106242
B) 92745 95762 98786 101800 104818 107836
C) 94600 97677 100762 103836 106914 109993
AU-6 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
$) 98545 101793 105041 108292 111543 114795
A) 100270 103574 106879 110187 113495 116804
B) 101774 105128 108482 111840 115197 118556
C) 103809 107231 110652 114077 117501 120927

Pay Notes

1. Each pay increment period for all employees of levels AU-1 to AU-6 inclusive shall be twelve (12) months.


**Appendix "A"

Commerce (CO) Annual Rates of Pay (in dollars)

Table Legend

  • $) Effective
  • A) Effective
  • B) Effective
  • C) Effective
CO-DEV\PER - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4
$) 26144 to 56052 ($10 increments)
A) 26602 to 57033 ($10 increments)
B) 27001 to 57888 ($10 increments)
C) 27541 to 59046 ($10 increments)
CO-01 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
$) 50921 53215 55516 57802 60104 62398 64692 66987
A) 51812 54146 56488 58814 61156 63490 65824 68159
B) 52589 54958 57335 59696 62073 64442 66811 69181
C) 53641 56057 58482 60890 63314 65731 68147 70565
CO-02 - Annual Rates of Pay (in dollars) - Steps 1 to 7
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
$) 66692 69990 73294 76590 79895 83188 86499
A) 67859 71215 74577 77930 81293 84644 88013
B) 68877 72283 75696 79099 82512 85914 89333
C) 70255 73729 77210 80681 84162 87632 91120
CO-02 - Annual Rates of Pay (in dollars) - Steps 8 to 9
Effective Date Step 8 Step 9
$) 89798 93100
A) 91369 94729
B) 92740 96150
C) 94595 98073
CO-03 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
$) 81366 85042 88716 92389 96063 99519 102975
A) 82790 86530 90269 94006 97744 101261 104777
B) 84032 87828 91623 95416 99210 102780 106349
C) 85713 89585 93455 97324 101194 104836 108476
CO-04 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
$) 92716 96690 100428 104161 107896 111629
A) 94339 98382 102185 105984 109784 113583
B) 95754 99858 103718 107574 111431 115287
C) 97669 101855 105792 109725 113660 117593

Pay Notes

  1. An employee, other than one to whom Note 2 applies, shall, on the relevant effective date of adjustments to rates of pay, be paid in the new scale of rates at the rate shown immediately below the employee's former rate, except that where an employee, during the retroactive period, was paid on initial appointment at a rate of pay above the minimum, or was promoted or transferred and paid at a rate of pay above the rates specified by the regulations for promotion or transfer, the employee shall be paid in the new scale of rates at the rate of pay nearest to but not less than the rate of pay at which the employee was appointed and, at the discretion of the Deputy Head, may be paid at any rate up to and including the rate shown immediately below the rate the employee was receiving.
  2. An employee being paid in the CO (Development) scale of rates shall be paid as follows:

    **

    1. Effective or date of appointment, whichever is later, paid in the "A" scale of rates which is one point seven five per cent (1.75%) higher than his former rate of pay, rounded to the nearest ten dollars ($10).

      **

    2. Effective or date of appointment, whichever is later, paid in the "B" scale of rates which is one point five per cent (1.5%) higher than his former rate of pay, rounded to the nearest ten dollars ($10).

      **

    3. Effective in the "C" scale of rates which is two per cent (2.0%) higher than his former rate of pay, rounded to the nearest ten dollars ($10).
  3. The pay increment period for employees in the CO (Development) scale of rates is six (6) months and the minimum pay increment shall be three hundred dollars ($300) or such higher amount that the Employer may determine or such lesser amount that brings the employee's rate to the maximum of the pay range. For the purposes of transfer and promotion the lowest pay increment is three hundred dollars ($300).
  4. Each pay increment period for all employees of levels CO-1 to CO-4 inclusive shall be twelve (12) months.

**Appendix "A"

Purchasing and Supply (PG) Annual Rates of Pay (in dollars)

Table Legend

  • $) Effective
  • A) Effective
  • B) Effective
  • C) Effective
PG - Technological Institute Recruitment - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4
$) 22901 to 34638 (with increments of $60)
A) 23302 to 35244 (with increments of $60)
B) 23652 to 35773 (with increments of $60)
C) 24125 to 36488 (with increments of $60)
PG - Development - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4
$) 25377 to 38987 (with increments of $60)
A) 25821 to 39669 (with increments of $60)
B) 26208 to 40264 (with increments of $60)
C) 26732 to 41069 (with increments of $60)
PG-01 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
$) 39269 41188 43103 45017 46936 48851 50767
A) 39956 41909 43857 45805 47757 49706 51655
B) 40555 42538 44515 46492 48473 50452 52430
C) 41366 43389 45405 47422 49442 51461 53479
PG-02 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4
$) 51260 53446 55624 57802
A) 52157 54381 56597 58814
B) 52939 55197 57446 59696
C) 53998 56301 58595 60890
PG-03 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4
$) 57068 59504 61935 64364
A) 58067 60545 63019 65490
B) 58938 61453 63964 66472
C) 60117 62682 65243 67801
PG-04 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4
$) 67701 70601 73504 76407
A) 68886 71837 74790 77744
B) 69919 72915 75912 78910
C) 71317 74373 77430 80488
PG-05 - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4
$) 79691 83113 86317 89518
A) 81086 84567 87828 91085
B) 82302 85836 89145 92451
C) 83948 87553 90928 94300
PG-06 table note 1 * - Annual Rates of Pay (in dollars)
Effective Date Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

Table Notes

Table Note 1

Performance Pay - to apply to employees subject to the Performance Pay Regulations

Return to table note 1 * referrer

$) 87779 89404 91027 92652 94264 95883 97501
A) 89315 90969 92620 94273 95914 97561 99207
B) 90655 92334 94009 95687 97353 99024 100695
C) 92468 94181 95889 97601 99300 101004 102709

Pay Notes

Pay Increment
    1. The pay increment period is twenty-six (26) weeks for employees at levels PG-TIRL and PG-DEV.
    2. Each pay increment period for all employees of levels PG-1 to PG-6 inclusive shall be twelve (12) months.
    1. For employees in the Purchasing and Supply - Technological Institute Recruitment range, an increase at the end of an increment period shall be to a rate in the pay range which is one hundred and twenty dollars ($120) higher than the rate at which the employee is being paid or, if there is no such rate, to the maximum of the pay range.
    2. For employees in the Purchasing and Supply - Development range, an increase at the end of an increment period shall be to a rate in the pay range which is two hundred and forty dollars ($240) higher than the rate at which the employee is being paid or, if there is no such rate, to the maximum of the pay range.
Pay Adjustment (Pg-Tirl And Pg-Dev)
  1. An employee being paid in the Purchasing and Supply - Technological Institute Recruitment or Development ranges shall be paid as follows:

    **

    1. Effective or date of appointment, whichever is later, paid in the "A" scale of rates which is one point seven five per cent (1.75%) higher than his former rate of pay, rounded to the nearest ten dollars ($10).

      **

    2. Effective or date of appointment, whichever is later, paid in the "B" scale of rates which is one point five per cent (1.5%) higher than his former rate of pay, rounded to the nearest ten dollars ($10).

      **

    3. Effective in the "C" scale of rates which is two per cent (2.0%) higher than his former rate of pay, rounded to the nearest ten dollars ($10).

Appendix "C"

Workforce Adjustment

Table Of Contents

General

Application

This Appendix applies to all employees.

Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.

Collective agreement

With the exception of those provisions for which the Public Service Commission (PSC) is responsible, this Appendix is part of this collective agreement.

Objectives

It is the policy of the Treasury Board to maximise employment opportunities for indeterminate employees affected by workforce adjustment situations, primarily through ensuring that, wherever possible, alternative employment opportunities are provided to them. This should not be construed as the continuation of a specific position or job but rather as continued employment.

To this end, every indeterminate employee whose services will no longer be required because of a workforce adjustment situation and for whom the deputy head knows or can predict employment availability will receive a guarantee of a reasonable job offer within the Core Public Administration. Those employees for whom the deputy head cannot provide the guarantee will have access to transitional employment arrangements (as per Part VI and VII).

Definitions

Accelerated lay-off
(mise en disponibilité accélérée) occurs when a surplus employee makes a request to the deputy head, in writing, to be laid off at an earlier date than that originally scheduled, and the deputy head concurs. Lay-off entitlements begin on the actual date of lay-off.
Affected employee
(employé touché) is an indeterminate employee who has been informed in writing that his or her services may no longer be required because of a workforce adjustment situation.
Alternation
(échange de postes) occurs when an opting employee (not a surplus employee) who wishes to remain in the Core Public Administration exchanges positions with a non-affected employee (the alternate) willing to leave the Core Public Administration with a Transition Support Measure or with an Education Allowance.
Alternative delivery initiative
(diversification des modes de prestation des services) is the transfer of any work, undertaking or business of the Core Public Administration to any body or corporation that is a separate agency or that is outside the Core Public Administration.
Appointing department or organization
(ministère ou organisation d'accueil) is a department or organization or agency which has agreed to appoint or consider for appointment (either immediately or after retraining) a surplus or a laid-off person.
Core Public Administration
(administration publique centrale) – means that part in or under any department or organization, or other portion of the federal public administration specified in Schedules I and IV to the Financial Administration Act (FAA) for which the PSC has the sole authority to appoint.
Deputy head
(administrateur général) has the same meaning as in the definition of "Deputy Head" set out in section 2 of the Public Service Employment Act, and also means his or her official designate.
Education Allowance
(indemnité d'étude) is one of the options provided to an indeterminate employee affected by normal workforce adjustment for whom the deputy head cannot guarantee a reasonable job offer. The Education Allowance is a cash payment, equivalent to the Transitional Support Measure (see Annex "B"), plus a reimbursement of tuition from a recognized learning institution, book and mandatory equipment costs, up to a maximum of ten thousand ($10,000) dollars.
Guarantee of a reasonable job offer
(garantie d'une offre d'emploi raisonnable) is a guarantee of an offer of indeterminate employment within the Core Public Administration provided by the deputy head to an indeterminate employee who is affected by workforce adjustment. Deputy heads will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom they know or can predict employment availability in the Core Public Administration. Surplus employees in receipt of this guarantee will not have access to the options available in Part VI of this Appendix.
Home department or organization
(ministère ou organisation d'attache) is a department or organization or agency declaring an individual employee surplus.
Laid off person
(personne mise en disponibilité) – is a person who has been laid off pursuant to subsection 64(1) of the PSEA , who still retains a reappointment priority under subsection 41(4) and section 64 of the PSEA.
Lay-off notice
(avis de mise en disponibilité) – is a written notice of lay-off to be given to a surplus employee at least one (1) month before the scheduled lay-off date. This period is included in the surplus period.
Lay
off priority (priorité de mise en disponibilité) – a person who has been laid off is entitled to a priority, in accordance with subsection 41(5) of the PSEA with respect to any position to which the Public Service Commission (PSC) is satisfied that the person meets the essential qualifications; the period of entitlement of this priority is one (1) year as set out in Section 11 of the Public Service Employment Regulations (PSER).
Opting
employee (employé optant) – is an indeterminate employee whose services will no longer be required because of a workforce adjustment situation and who has not received a guarantee of a reasonable job offer from the deputy head and who has one hundred and twenty (120) days to consider the options of Part 6.3 of this Appendix.
Pay
(rémunération) – has the same meaning as rate of pay in the employee's collective agreement.
Priority Information Management System
(système de gestion de l'information sur les priorités) – is a system designed by the PSC to facilitate appointments of individuals entitled to statutory and regulatory priorities.
Reasonable
job offer (offre d'emploi raisonnable) – is an offer of indeterminate employment within the Core Public Administration, normally at an equal level but could include lower levels. Surplus employees must be both trainable and mobile. Where possible, the search for a reasonable job offer will be conducted as follows: 1) within the employee's headquarters as defined in the Travel Directive; 2) within forty kilometres (40 km) of the employee's place of work or the employee's residence whichever will ensure continued employment: and 3) beyond forty kilometres (40 km). In Alternative Delivery situations, a reasonable offer is one that meets the criteria set out in type 1 and 2 of Part VII of this appendix. A reasonable job offer is also an offer from a FAA Schedule V employer, providing that:

  1. The appointment is at a rate of pay and an attainable salary maximum not less than the employee's current salary and attainable maximum that would be in effect on the date of offer.
  2. It is a seamless transfer of all employee benefits including a recognition of years of service for the definition of continuous employment and accrual of benefits, including the transfer of sick leave credits, severance pay and accumulated vacation leave credits.
Reinstatement priority
(priorité de réintégration) – is an appointment priority accorded by the PSC, pursuant to the Public Service Employment Regulations, to certain individuals salary-protected under this Appendix for the purpose of assisting such persons to re-attain an appointment level equal to that from which they were declared surplus.
Relocation
(réinstallation) – is the authorised geographic move of a surplus employee or laid-off person from one place of duty to another place of duty, beyond what, according to local custom, is a normal commuting distance.
Relocation of work unit
(réinstallation d'une unité de travail) – is the authorized move of a work unit of any size to a place of duty beyond what, according to local custom, is normal commuting distance from the former work location and from the employee's current residence.
Retraining
(recyclage) – is on-the-job training or other training intended to enable affected employees, surplus employees and laid-off persons to qualify for known or anticipated vacancies within the Core Public Administration.
Surplus employee
(employé excédentaire) – is an indeterminate employee who has been formally declared surplus, in writing, by his or her deputy head.
Surplus
priority (priorité d'employé excédentaire) – is an entitlement for a priority in appointment accorded in accordance with section 5 of the PSER and pursuant to section 40 of the PSEA; this entitlement is provided to surplus employees to be appointed in priority to another position in the federal public administration for which they meet the essential requirements.
Surplus
status (statut d'employé excédentaire) – An indeterminate employee is in surplus status from the date he or she is declared surplus until the date of lay-off, until he or she is indeterminately appointed to another position, until his or her surplus status is rescinded, or until the person resigns.
Transition
Support Measure (mesure de soutien à la transition) – is one of the options provided to an opting employee for whom the deputy head cannot guarantee a reasonable job offer. The Transition Support Measure is a cash payment based on the employee's years of service in the Core Public Administration, as per Annex "B".
Twelve (12)-month surplus priority period in which to secure a reasonable job offer
(Priorité d'employé excédentaire d'une durée de douze (12) mois pour trouver une offre d'emploi raisonnable) – is one of the options provided to an opting employee for whom the deputy head cannot guarantee a reasonable job offer.
Workforce
adjustment (réaménagement des effectifs) – is a situation that occurs when a deputy head decides that the services of one or more indeterminate employees will no longer be required beyond a specified date because of a lack of work, the discontinuance of a function, a relocation in which the employee does not wish to relocate or an alternative delivery initiative.

Authorities

The PSC has endorsed those portions of this Appendix for which it has responsibility.

Monitoring

Departments or organizations shall retain central information on all cases occurring under this Appendix, including the reasons for the action; the number, occupational groups and levels of employees concerned; the dates of notice given; the number of employees placed without retraining; the number of employees retrained (including number of salary months used in such training); the levels of positions to which employees are appointed and the cost of any salary protection; and the number, types, and amounts of lump sums paid to employees.

This information will be used by the Treasury Board Secretariat to carry out its periodic audits.

References

The primary references for the subject of Workforce Adjustment are as follows:

  • Financial Administration Act
  • Pay Rate Selection (Treasury Board Homepage, Organization, Human Resource Management, Compensation and Pay Administration
  • Values and Ethics Code for the Public Service, Chapter 3: Post-Employment Measures.
  • Employer regulation on promotion
  • Public Service Employment Act
  • Public Service Employment Regulations
  • Public Service Labour Relations Act
  • Public Service Superannuation Act
  • Public Service Terms and Conditions of Employment Regulations
  • NJC Integrated Relocation Directive
  • Travel Directive

Enquiries

Enquiries about this Appendix should be referred to PIPSC, or the responsible officers in departmental or organizational headquarters.

Responsible officers in departmental or organizational headquarters may, in turn, direct questions on the application of this Appendix to the Senior Director, Excluded Groups and Administrative Policies, Labour Relations and Compensation Operations, Treasury Board Secretariat.

Enquiries by employees pertaining to entitlements to a priority in appointment or to their status in relation to the priority appointment process should be directed to their departmental or organizational human resource advisors or to the Priority Advisor of the PSC responsible for their case.



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