Summary of Changes to the Executive Policy Suite

 

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.


Updated on: January 16, 2020


New – 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.


New – 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.


New – 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.