Summary of Changes to the Executive Policy Suite


Updated on: May 26, 2021

TBS-OCHRO has announced changes to the suite of policies applicable to executives, effective on April 1, 2020. These changes apply to organizations in the core public administration as noted in Schedule I and the other portions of the federal public administration named in Schedule IV of the Financial Administration Act. To ensure that Executives are informed, APEX is publishing the following summaries of the key changes that have been approved. These summaries are not intended to replace official TBS-OCHRO communication material that is available here.


New – Changes To The Executive Policy Suite

The Office of the Chief Human Resources Officer-Treasury Board Secretariat previously announced changes to the Policy on People Management and the Policy on the Management of Executives and their related instruments that came into force on April 1, 2020. Based on feedback since that time, OCHRO has amended some of the instruments to clarify their intent and expand their application. These new amendments are retroactive to April 1, 2021.

The amendments to the People Management Policy suite include:

  • Policy on People Management:  The amendment provides a definition for “outgoing participant”, in the context of Interchange Canada, in section D.
  • Directive on Classification: Clarifications for job evaluation committees to remove an unintended barrier preventing trainees serving as committee chairs.
  • Directive on Student Employment: By request of users, have reverted to phrase “academic term” instead of “academic year” in sections 4.1.7 and A 2.2.2.

The key amendments to the Policy on the Management of Executives suite include:

  1. Directive on Terms and Conditions of Employment for Executives:
  • Amended so that LC and DS executives will be subject to the Agreement to being deployed provision and are eligible for special deployment.
  • “Agreement to being deployed” becomes a condition of employment for any employee deployed or appointed (except acting appointments) to an LC-01, LC-02, LC-03, DS-07A, DS-07B and DS-08 position on October 1, 2021 or later.
  • Employees whose substantive position is at the LC-01, LC-02, LC-03, DS-07A, DS-07B and DS-08 level on September 30, 2021 would not be subject to the “agreement to being deployed” provision until they are deployed or appointed (with the exception of acting appointments) to another position, or until October 1, 2023, whichever comes first.
  • This means that by October 1, 2023, all employees occupying LC-01, LC-02, LC-03, DS-07a, DS-07b and DS-08 level positions would be subject to this condition of employment.
  • Clarified the text in subsection A.I.6.4 of the Directive on Terms and Conditions of Employment for Executives regarding the salary maintenance provisions for deployments and in A.I.6.4.6 and A.I.6.4.7 for non-executive salary revisions;
  • Clarified the eligibility of term executives for performance pay in subsection. A.III.7;
  • Amended the language in subsection A.I.7.4, allowing acting appointments to exceed 12 months, with Deputy Head authorization;
  • Improved language in subsection B.1.2, confirming that Performance Pay and in-range salary movement cannot be authorized by the Deputy Head in the absence of a completed performance assessment; and
  1. Directive on Executive (EX) Group Organization and Classification: Clarified the text on relativity analysis and added definitions of “classification action” and “classification decision” in Appendix C.

The amended policy suite is posted on Canada.ca under People Management.

The following new or revised guidance and tools to support implementation of the amendments to the Policy on the Management of Executives may be found on the  page, are attached to this message and have been posted on the APEX website.

  • Agreement to being deployed: Guidance for Deputy Heads;
  • Frequently Asked Questions: Agreement to being deployed for Executives.

Questions regarding the changes noted in this message should be directed to your Head of Human Resources.



Directive on Terms and Conditions of Employment for Executives

The key changes captured in this Directive include:

  • The rate by which executives accrue vacation leave will be changing to more closely mirror the leave entitlements available to non-executive employees in the EC, FI and LP groups. Executives who achieve 15, 17, 18 and 25 years of service on or after April 1, 2020 will accrue additional vacation leave at these service milestones. This change is not retroactive for executives who have already attained these milestones as of the effective date of the Directive.
  • This Directive will clarify that to be eligible for performance pay and in-range salary movement:
    • employees must be appointed to an executive position, including through an acting appointment of less than four months;
    • have a completed performance assessment;
    • have achieved a minimum performance rating of Level 2 (Succeeded Minus); and,
    • have completed a period of 3 consecutive months in the position during the performance review period. Currently, 3 months is only recommended as the minimum period for eligibility.
  • Removed the requirement for an executive to be on strength on April 1 to be eligible for performance pay for the previous performance review period, thereby allowing executives who have a signed performance assessment and have completed a period of 3 consecutive months in an executive position eligible for performance pay.
  • Employees who are appointed (excluding acting appointments) or deployed into a position at the EX-01 to EX-03 level on or after April 1, 2020 will agree to being deployed as a condition of employment. Employees whose substantive position is at the EX-01 to EX-03 level on April 1, 2020 are not subject to this condition until they are deployed or appointed (with the exception of acting appointments) to another EX Group position or until April 1, 2022, whichever comes first. As is the case currently, employees whose substantive position is at the EX-04 or EX-05 level have already agreed to being deployed as a condition of employment.


Directive on Performance and Talent Management for Executives

The key changes captured in this Directive include:

  • It will be mandatory for the managers of executives to establish learning and development plans, complete talent assessments and communicate the results of talent assessments to executives.


Policy on the Management of Executives

The key changes captured in this Directive include:

  • Deputy Heads will be able to authorize retroactive revisions of performance ratings and recovery of performance pay, following due process, in situations where this may be warranted.

If you have additional questions, please email us at info@apex.gc.ca.