Defence Scientific Service Group - Pay Plan

Introduction

1. The purpose of this document is to define the core elements of the career progression framework for the Defence Scientific Service (DS) Group (as elaborated in the DS Salary Administration System (DS SAS)); to provide managers and employees with the information needed to be able to apply the DS SAS and understand its operation; to provide a common basis for dialogue between individual managers about individuals and circumstances and between management and employee representatives about collective interests in the DS SAS; and to promote uniform application of the DS SAS throughout the DS Group.

Application

2. This career progression framework applies to those employed as members of the Defence Scientific Service Group in positions classified as DS-01 to DS-07 (employees in positions classified as DS-07a, DS-07b and DS-08 are excluded from this career progression framework).

Authority

3. This document supersedes the Defence Scientific Service Pay Plan approved under TB Decision Number 769818 dated March 14, 1980, and subsequently amended effective March 1st, 1999 under TB Decision Number 826950 dated February 11, 1999. As per the RE (Research) Group Collective Agreement signed August 30th, 2019, the DS Pay Plan is under the direct authority and responsibility of the Department of National Defence, in the same fashion as other career progression frameworks established by the deputy head in consultation with the authorized bargaining agents.

Classification

4. The DS Classification and Selection Standard specifies that this is a person-oriented classification, implemented as an incumbent-based system. The candidate is appointed by staffing action at a designated classification level in relation to the characteristics of the work to be performed and individual qualifications of the candidate.

5. The characteristics of each bargained level are summarized in the level determinants of the DS Classification and Selection Standard. An examination of these determinants will show that they are descriptions written from a career perspective and not just from the short-term perspective of the current assignment and performance. The degree of complexity and responsibility of a defence scientist's assignments tends to increase as the employee matures (i.e. as knowledge and abilities develop with experience). The general characteristics associated with an individual scientist are compared with the level determinants in order to establish his or her classification level and state of professional development within the level. An employee's classification level is governed solely by the Classification and Selection Standard and the SAS produced pursuant to the Classification and Selection Standard.

Implementation

6. The purpose of the DS Professional Development Assessment (PDA) is to assess the state of professional development of individual scientists and to determine promotions and to provide professional development advice.

7. A DS employee's state of professional development shall be assessed at least once at each DS level, including during the mandatory review period for each level. DND Management will complete one Mandatory PDA within each DS Level as indicated below

• DS-01 to DS-03: at any step after 1 year at the DS level
• DS-04 to DS-05: at any step after step 5
• DS-06 to DS-07: no mandatory PDA

8. In addition to the one mandatory PDA, management may conduct a PDA of an employee for promotion consideration at their request or that of the employee. PDA may also be requested by the DS Career Progression Committee (DSCPC). The yearly call letter will provide instructions for both management and employees to notify the DSCPC of their intent to initiate the PDA process for a given employee.

9. The PDA forms the basis for decisions to promote. Consideration for promotion can occur at any point on the salary scale including at the mandatory PDA.

10. The PDA also serves to inform the employee and manager as to whether the employee is meeting or exceeding progression expectations or is falling behind expectations. Remedial actions, using the processes under the TBS Public Service Performance Assessment, may be implemented.

11. Actions resulting from a PDA shall be implemented effective April 1 of each year.

12. The PDA is a three-stage process. The first stage is the provision of information about the employee, with input from the employee, and the accountable managers, including assessment from the PD accountable manager (PDM). The second stage involves a review of the PDA, including the PDM's recommendation, by a Reviewing Officer. The following types of cases shall be referred to the Defence Scientist Career Progression Committee (DSCPC) or its Subordinate Subcommittee(s):

• Recommendations that an employee or the reviewing officer do not agree to;
• Recommendations for promotion to DS-03, DS-04, DS-05, DS-06 and DS-07; and
• Cases that, in the view of the Chairperson of the DSCPC, should be reviewed by the Committee. Employees will be informed if such action has been taken.

13. Review by the DSCPC is typically the third stage in the process. The DSCPC normally consists of senior defence research management and members of the internal and external scientific community. Subordinate CPCs may be established as directed by the DSCPC to review cases of specific levels, area of research, region, or other logical groupings. The main responsibility of the DSCPC is to review the matters referred to it and to make the subsequent final decision on the resulting appointment levels and salary actions. It is also responsible for ensuring that classification actions are administered in conformity with the DS Classification Standard and that assessments, the DS SAS and the standard are applied uniformly and equitably throughout the population of employees to which they apply. When the DSCPC changes a recommendation, an employee shall be provided with a written explanation of such changes.

14. The characteristics that will be used in the DS PDA process are described in the DS SAS.

Rate of pay on initial appointment

15. Entrants to the DS Group with a bachelor's degree or a bachelor's degree with limited experience will normally be appointed at the DS-01 level. This level will also be used for term appointments of university graduate students who demonstrate an interest in continuing employment within the group on completion of their graduate studies.

16. Entrants to the DS Group with a master's degree or a master's degree with limited experience will normally be appointed in the DS-02 range.

17. Entrants to the DS Group with a PhD degree or a PhD degree with limited experience will normally be appointed in the DS-03 range.

18. For experienced personnel, the rate of pay on initial appointment shall be a rate consistent with the appointment level and assessed state of professional development.

Rate of pay on promotion

19. On promotion, an employee shall be paid a rate of pay that provides for an increase in salary that is at least equal to the lowest pay increment for the level to which the employee is promoted.

20. Notwithstanding anything to the contrary, an employee who is promoted on a day on which he or she is also eligible for consideration for an incremental increase, shall not normally receive that salary increment in addition to the salary adjustment provided by the preceding paragraph.

Pay increment dates

21. The date on which employees shall be considered eligible for pay increment is indicated in the Research (RE) Group Collective Agreement.