ARCHIVED - Compensation Improvement Instructions - Executive (EX) Group, April 1, 2000

This page has been archived.

January 15, 2001

Attached are detailed instructions for the administration of the Treasury Board approved salary increases for the Executive (EX) Group, effective April 1, 2000.

The enclosed document also presents instructions related to the introduction of a provision, which permits Executives to earn six (6) weeks vacation leave after 28 years of service. This new entitlement is also effective April 1, 2000, and its introduction will necessitate the recalculation of vacation entitlements for those Executives who are affected.

Departments should apply the attached instructions to their Executive population as soon as possible. Please note however, that no departmental reporting of the increases will be required.

The costs which Departments will absorb from within their own reference levels are those associated with the additional vacation leave, removal of the performance pay ceiling, and the increase in the performance award from 20% to 25% for the newly created DM 4 level. Otherwise, the reference levels of the relevant departments and organizations will be increased by the appropriate amounts.

If you require further information or clarification on these instructions please contact the Executive and Excluded Groups, Treasury Board Secretariat at (613) 952-3278, (613) 957-2400, or (613) 952-2972.

Marcel Nouvet
Chief Human Resources Officer

---

EXECUTIVE (EX) GROUP

Compensation Improvements

Effective April 1, 2000

Purpose

1. This document:

   • presents instructions for the determination of individual salaries within the new salary ranges approved by Treasury Board for members of the Executive Group, effective April 1, 2000; and

   • serves notice of the introduction of a provision which permits Executives to earn six (6) weeks vacation leave after 28 years of service, effective April 1, 2000.

A. Salary Increases

General

2. Effective April 1, 2000 salary ranges for the Executive Group are increased by eight percent (8.0%). Annex A displays the new salary ranges for the group.

3. Salary increase revisions are to be applied to the new base salaries after the Performance Management Programme (PMP) application for FY 1999 / 2000 has been completed.

4. Provided that performance of Ongoing Commitments for the 1999-2000 fiscal period was assessed as "Met" or better, or "Unable to Assess", Executives should maintain their positioning relative to the job rate within the new salary ranges. With this approach, an individual whose performance has been rated "Met " or better or "Unable to Assess", will receive a new salary determined by increasing the existing salary by the full eight percent (8.0%) increase approved for the Executive Group.

   For example, an EX - 1 who has a "Met" rating for Ongoing Commitments and whose salary is at the old job rate of $87,400 will receive the full 8.0% increase that has been applied to the job rate. The individual's salary will be adjusted to the new job rate of $94,400 effective April 1, 2000.

Salary Treatment for "Did Not Meet"

5. Where the Executive's performance for Ongoing Commitments was "Did Not Meet", the individual shall not receive any salary increase. For example, an EX - 1 with a "Did Not Meet" performance rating for Ongoing Commitments who is currently earning $84,000 on March 31, 2000 will continue to be paid at that salary after April 1, 2000.

Salary Below New Range Minimum

6. If the performance rating for Ongoing Commitments is "Did Not Meet" and the individual's current salary (March 31, 2000) is below the new range minimum applicable to his or her level, the individual will remain at that rate of pay. For example, an EX - 1 earning $77,200 will continue to be paid at that salary although it is lower than the new EX - 1 minimum of $80,200.

Salary Increases for Executives on Leave Without Pay (LWOP)

7. The salaries of Executives on LWOP should be recalculated, for record purposes only, to maintain the same position relative to the new job rate that existed within the old salary range. To achieve this, departments should calculate the new salaries as if the executive had received a "Met" performance evaluation for Ongoing Commitments and was therefore entitled to receive the full percentage increase.

Employees with Salary Protection or Salary Maintenance Status

8. For salary protection purposes, the new job rate for employees who prior to January 1, 1992 were appointed to a lower level non-Executive position from the former Senior Management Level (SM) will be $83,100, which is 88% of the new EX - 1 job rate.

9. A variety of different authorities governing salary protection and salary maintenance for members of the EX Group that were implemented in the early 1990s remain in effect today.

10. Generally speaking, salary protection applies to EXs who became surplus under the Work Force Adjustment Directive (WFAD) before September 1992 or to EXs occupying positions that have been reclassified to a lower level irrespective of the effective date of the classification action. Salary maintenance affects EXs who became surplus under the Executive Employment Transition (EET) policy after September 1992.

11. Detailed instructions for treatment of Executives in salary protection/salary maintenance situations are available via the Treasury Board website.

Rounding of Salary Calculations

12. Note that all salary calculations should reflect a practice of rounding to the nearest multiple of $100. In the interests of ensuring consistency across the Public Service, departments should adopt this approach.

B. Vacation Leave Improvements

13. Be advised that Treasury Board has also approved, effective April 1, 2000, the introduction of a provision whereby Executives with more than 28 years of service will now be entitled to earn six (6) weeks of vacation leave per annum.

14. Departments should make necessary adjustments to the vacation entitlement of affected Executives as soon as possible.

Questions related to the application of these compensation changes should be referred to the staff of the Executive and Excluded Groups of the Treasury Board Secretariat at (613) 952-3278, (613) 957-2400 or (613) 952- 2972 or by
e-mail to: macdonald.david@tbs-sct.gc.ca, bradbury.larkin@tbs-sct.gc.ca, charles.norris@tbs-sct.gc.ca, ou kritsch.ken@tbs-sct.gc.ca

January 15, 2001

---