Performance Pay
Annual Performance Pay Results
The Performance Management Program (PMP) aims to provide a consistent and equitable framework for the management of the performance of senior public servants. The PMP encourages excellent performance in the senior ranks of the public service by recognizing and rewarding the achievement of results linked to business plans and government objectives and the demonstration of leadership competencies.
Cash compensation for senior personnel has two components - base salary and performance pay. Performance pay has two elements - a variable amount (at-risk pay) which must be re-earned each year and a bonus for performance that surpasses expectations. Those who are rated "unable to assess" or "did not meet" receive no at-risk pay or bonus.
The breakdown between at-risk pay and bonuses for the Performance Cycle is as follows:
Deputy Ministers
| Performance Pay | DM-1 | DM-2/3 | DM-4 |
|---|---|---|---|
No At-Risk Pay |
--- | --- | --- |
| At-Risk Pay | Up to 20% | Up to 25% | Up to 30% |
| Bonus | Up to an additional 6% | Up to an additional 8% | Up to an additional 9% |
Heads of Agencies and other GiC Appointees
| Performance Pay | GC-1 to GC-5 | GC-6 to GC-9 | GC-10 |
|---|---|---|---|
| No At-Risk Pay | --- | --- | --- |
| At-Risk Pay | Up to 10.6% | Up to 17.4% | Up to 20.4% |
| Bonus | Up to an additional 3% | Up to an additional 6% | Up to an additional 8% |
Chief Executive Officers of Crown Corporations
| Performance Pay | Groups 1 to 3 % of salary |
Groups 4 and 5 % of salary |
Groups 6 and 7 % of salary |
Groups 8 % of salary |
|---|---|---|---|---|
| No At-Risk Pay | --- | --- | --- | --- |
| Some At-Risk Pay | Up to 11.25% | Up to 19.5% | Up to 21% | Up to 24.75% |
| Maximum At-Risk Pay | Up to 15% | Up to 26% | Up to 28% | Up to 33% |
Results for the Performance Cycle
2020-2021
2019-2020
2018-2019
2017-2018
2016-2017
2015-2016
2014-2015
2013-2014
2012-2013
2011-2012
Performance Management Program Criteria to Determine Eligibility for Performance Pay
| CRITERIA | Less likely to be eligible for performance pay | More likely to be eligible for performance pay |
|---|---|---|
Tenure of Appointment |
Appointed during good behaviour (or removable for cause) |
Appointed during pleasure |
Mandate of the Organization |
Organization's mandate and processes resemble those of a court: providing advice/recommendations and decisions that may be subject to judicial review or may be appealable to the Federal court, applying legal rules to findings of fact, making decisions and recommendations that affect personal rights and liberties, determining rights between party litigants using rules of evidence, hearing testimonies that are given under oath, issuing subpoenas |
Organization's mandate and processes are administrative and do not resemble those of a court: providing advice/recommendations and decisions that are not subject to review or appeal, applying legal rules on the basis of policy or operational guidelines |
Function of the Position |
Combination of managerial/quasi-judicial and decision-making functions (% of time spent doing each duty) |
Purely managerial (e.g.: financial management, human resources management, etc.) |
Need for Independence |
Necessity to maintain arm's length relationship or independence from government in decision-making (the greater the level of institutional independence required, the more inappropriate it would be to provide performance pay as this could be seen to affect the institutional independence of the organization); Government could be one of the litigants in a dispute before the organization |
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