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ARCHIVED - Salary Administration Policy - Management Trainee Group (Archived)
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Policy objective
To provide consistent salary administration for members of the Management Trainee Program
To support the program's goals of:
- offering management training to recent university graduates, leading to positions at the EX-minus-2 level, after successful completion of a five-year program; and
- ensuring a pool of highly qualified middle managers from which senior management positions can be filled in the future.
Policy statement
On appointment, Management Trainees shall be paid at the rate for a Management Trainee-1 Level (MM-1); while in the program, participants are expected to earn promotion to the MM-2 and MM-3 levels at months 18 and 36 respectively, as well as qualify for an increment 12 months following promotion to the MM-3 level. All pay increases shall be subject to successful achievement of defined performance goals, as developed and assessed by departments. In addition, participants must demonstrate specific competencies as defined by the Treasury Board Secretariat, and verified by departments and duly authorised promotion boards. The salary administration plan (Appendix A) provides the means to achieve this; its chief provisions are:
- the salary component of the Management Trainee Group compensation plan is based on an overall range with a minimum and maximum rate (Appendix B, table 2); within this overall range there are four pay rates; one for each of levels 1 and 2, and two for level 3. Individual rates will be adjusted by the Treasury Board Secretariat whenever the overall range is modified;
- trainees' promotions and increments depend on achieving performance ratings of "fully satisfactory" or better, for each assignment; in addition, promotions will also depend on demonstrated competencies as defined in the MM selection standard, and verified by the trainee's supervisor and promotion board; trainees who are progressing successfully in the program, will receive respective promotion and performance increases on the 18th and 36th month from time of appointment to the MM Group, and at the 12th month following promotion to the MM-3 level;
- trainees who are evaluated as less than "fully satisfactory", may not proceed for promotional assessment; they also forfeit their performance increment if the evaluation is for the period between months 36 and 48; a trainee who gets a second evaluation of "satisfactory" or less, or fails to win promotion, must leave the program;
- on termination of the program, an employee's pay rate shall be subject to the relevant pay plan for the group and level of appointment, but with reference to this plan as prescribed in Appendix A.
NOTE:
All Management Trainees must have "CBC" level proficiency in the second official language before appointment to the Program.
Their terms and conditions are specified in Appendix C.
Application
This plan applies to members of the Management Trainee Group, former members at the time of their transitional appointment to another group in the Public Service, and those undertaking official language training in preparation for entry to this program.
Policy requirements
Deputy heads must implement the salary administration plan (Appendix A) by:
- ensuring that the salaries of Management trainees are administered according to the plan, based upon each employee's performance review and appraisal report, and promotion board decision;
- providing all information, training advice and guidance required to implement and administer the plan;
- obtaining prior written approval from the Treasury Board Secretariat when he or she believes that the salary administration plan guidelines should be exceeded.
Monitoring
Treasury Board Secretariat will regularly collect departmental salary administration data directly from the compensation system. This will be used to assess the level of consistency in applying performance pay and salary range provisions of the plan. Data will be screened by an exceptions identification program. Departments will then be asked to investigate abnormal payments and, if appropriate, make the necessary corrections through changes to the trainee's compensation file.
The following performance indicators will be used to evaluate departments' adherence to the Plan:
- promotion pay and the increment is granted only to participants whose performance for the foregoing year's assignment is "fully satisfactory" or better, have been found qualified by a promotion board, and who are not receiving a holding rate of pay; and
- participants do not exceed the rate for their respective level or time in the program.
The administration of the Plan will be monitored by the Treasury Board Secretariat and will be used in the assessment of departmental personnel administration practices.
References
Financial Administration Act, section 11(2)(d).
Enquiries
Enquiries about this policy should be referred to the responsible officers in departmental headquarters who in turn may direct questions regarding policy interpretation to:
Canadian Forces, RCMP, Management Trainees and Students
Classification and Excluded Groups Division
Human Resources Branch
Treasury Board Secretariat
Appendix A - Management Trainee Salary Administration Plan
1. Purpose
This appendix presents guidelines for the consistent application of the Management trainee salary administration plan.
2. Definitions
Holding rate (taux maintenu) - a special rate of pay exceeding the job rate for the number of successfully completed training years which may be paid to employees on transfer to the MM group.
job rate (taux normal) - the maximum rate of pay over a period of time available to a qualified employee whose performance in the job is at least "fully satisfactory".
performance award (prime de rendement) - an increase in salary based on a fully satisfactory or better level of performance that results in upward positioning in the range (not to exceed the job rate).
promotion award (prime de promotion) - an increase in salary based on formally assessed level of management skills and performance that results in movement to the next training level (not to exceed the job rate).
Public Service (Fonction publique) - the departments and agencies listed in Part I, Schedule I of the Public Service Staff Relations Act.
relevant occupational group (groupe professionnel pertinent) - means the occupational group to which the trainee is expected to graduate at the successful conclusion of the program.
retroactive period (période de rétroactivité) - the period commencing on the effective date of the retroactive upward revision in remuneration and ending on the date the revision is approved by the Treasury Board.
substantive range maximum (taux maximal du poste de titularisation) - the salary range maximum for the position to which an employee has been appointed under the Public Service Employment Act.
3. Salary ranges
This salary plan consists of three ranges, (Appendix B, Table 2). These are defined as follows:
3.1 Entry and Training
The MM-1 rate equates to that of the maximum of the PM-1. It accommodates university graduates appointed from outside the Public Service.
The MM2 and MM3 rates equate to the PM-2 through PM-4 level. This range accommodates internal recruits and provides recognition for successful completion of training and development goals during a participant's time in the program. Participants are not to exceed this range, during their time in the program.
3.2 Attained
For those participants exiting before successful completion of this program, the "attained range" equates to the current range for the equivalent PM level achieved at the time of the participant's exit as shown in Appendix B, Table 3. As an example, if a participant departs during the fourth year of the program after "fully satisfactory" or better achievement for the preceding three years, the "attained range" will equate to that of a PM-3.
3.3 Graduate
This range equates to that of the PM-5. It is to be used only when a participant has successfully completed the program and is ready for transition to a managerial position, normally classified at the EX-minus-2 level, as determined by the Treasury Board Secretariat.
4. Salary range revisions
The timing and amount of salary range revisions for the MM Group will parallel those for the PM Group. Departments will apply these revisions when notified by the Treasury Board Secretariat.
5. Payment of retroactive remuneration
A retroactive upward revision in remuneration shall apply to employees, former employees, or in the case of death, the estates of former employees who were employed in the Public Service during the retroactive period.
Remuneration shall be paid in an amount equal to what would have been paid had the revision been implemented on the effective date.
The employer must advise the employee or the former employee of the retroactive revision by registered mail to the last known address. The former employee, or in the case of death, the former employee's representatives shall have thirty (30) days from the date of receipt of this letter to request in writing a retroactive payment.