As a community, ESDC executives strive to meet these goals while exemplifying the six key leadership competencies.

This directive sets out the terms and conditions of employment for executives across the core public administration. It also includes the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. Employees deployed or appointed to any Executive (EX) Group position (except for acting appointments) on or after April 1, 2020, are subject to the Agreement to being deployed as a condition of employment upon appointment or deployment (Appendix A, Part II, section 16).

Executive talent management supports the ongoing development and retention of executives while supporting current and future departmental business goals. It helps build sustained excellence in public service leadership by maximizing the contribution of every executive. The talent management cycle for EX-01 to EX-03 typically occurs during winter, while the EX-04 to EX-05 occurs in the fall.

The Performance Management Program for Executives encourages excellence in performance by:

• Setting clear objectives
• Evaluating achievement of results
• Recognizing and rewarding performance
• Providing a framework for consistency in performance management.

Executive compensation is different from that of other employees in the core public administration due to the nature and scope of their work. In addition to base salary, executives may earn performance-based compensation. This is based on their level of achievement of objectives and their demonstration of key leadership competencies.

Performance-based compensation may be in the form of:

• At-risk pay
• In-range salary movement (increments within a salary range)
• Revision of a salary range.

Executives may also receive a bonus if they have:

• Achieved exceptional results against all commitments.
• Displayed the Key Leadership Competencies.

This link provides information on the group insurance benefit plans for executives in the public service.

Salary

1. Your basic salary is paid in accordance with your level as provided by Treasury Board of Canada Secretariat (TBS). Refer to the Executive salary ranges for your rates of pay. It is revised periodically as authorized by the Treasury Board.
2. Your salary on appointment will be established in accordance with part A.I.4 of the TBS Directive on Terms and Conditions of Employment for Executives.

Acting pay

You qualify for acting pay if you:

• Occupy a substantive EX-01, EX-02 or EX-03 position.
• Have acted for at least three consecutive months.

In addition to your base salary, you may be eligible each year to receive performance pay. It consists of three components: at-risk pay, in-range salary movement and bonus.

At-risk pay

This is a percentage of base salary paid as a lump sum to eligible executives, based on their level of performance. It’s approved by the deputy head and within the limits prescribed by the Treasury Board. At-risk pay does not increase your base pay.

You are eligible, if:

• You occupied an EX position for a minimum of three consecutive months during the fiscal year;
• Your approved performance agreement within the Executive Talent Management System (ETMS) describes the results achieved against established commitments and how they were achieved through exemplifying of the key leadership competencies (KLCs); and
• Your final integrated performance rating, approved by the departmental Executive Review Committee (RC), is “Succeeded minus” (level 2) or higher.

In-range salary movement

You will progress through the salary range every year, based on your performance, until you reach the maximum. Prorating of the in-range salary movement to the time spent at the higher level position may apply if you were promoted or started acting during the fiscal year. You must get an integrated performance rating of “Succeeded minus” (level 2) or higher to progress through the range. The Deputy Minister determines on an annual basis the in-range salary increase percentage used for each performance rating.

Bonus

This is a percentage of base salary paid as a lump sum to eligible executives, in addition to at risk-pay. The deputy head approves the bonus within the limits prescribed by the Treasury Board. Executives whose performance is truly exceptional and who achieve an integrated rating of “Surpassed (level 5)” may earn a bonus.” A bonus does not increase base pay.

Performance pay must be earned every year. It is calculated based on your integrated performance rating and your salary effective March 31, or the last day you worked. Performance pay is prorated according to the number of months spent at executive level in a fiscal year.

• EX-01 to EX-03 can earn up to 15% of their March 31 salary (up to 12% as at-risk pay and up to 3% as bonus), depending on their performance rating. Performance pay amounts are pensionable.
• EX-04 and EX-05 can earn up to 26% of their March 31 salary (up to 20% as at-risk pay and up to 6% as bonus), depending on their performance rating. Performance pay amounts are pensionable.

• As a new executive, you are no longer required to pay union dues.
• The employer covers 100% of your health care under the Public Service Health Care Plan Level III – Family.
• You are entitled to apply for life insurance coverage under the Public Service Management Insurance Plan.
• You do not receive the bilingual bonus. However, you are expected to maintain your language levels.
• As of April 1, 2020, EXs must agree to be deployed to another position within the core public administration as a condition of employment. You can find additional information in Part 1, A.II.16 in Appendix A of the Directive on Terms and Conditions of Employment for Executives.

• The hours of work for full time executives are not less than an average of 37.5 hours per week.
• Executive positions cannot apply for a compressed work-week.
• Executives cannot claim overtime.

You can find complete information on your executive compensation in the Directive on Terms and Conditions of Employment for Executives (updated on April 1, 2021).