HR - Human resources group
Annual rates of pay (in dollars)

Effective Dates

$ - Effective October 1, 2017

A - Effective October 1, 2018 – 0.8% wage adjustment*

B - Effective October 1, 2018 – 2.0%*

C - Effective October 1, 2019 – 0.2% wage adjustment*

D - Effective October 1, 2019 – 2.0%*

E - Effective October 1, 2020 – 1.5%

F - Effective October 1, 2021 – 1.5%

HR-01 

    MIN MAX
From $ 36,647 54,303
To A 36,941 54,738
  B 37,680 55,833
  C 37,756 55,945
  C 38,512 57,064
  E 39,090 57,920
  F 39,677 58,789

HR-02

    1 2 3 4 5 6 7
From $ 52,416 54,708 57,136 59,688 62,376 65,207 67,553
To A 52,836 55,146 57,594 60,166 62,876 65,729 68,094
  B 53,893 56,249 58,746 61,370 64,134 67,044 69,456
  C 54,001 56,362 58,864 61,493 64,263 67,179 69,595
  D 55,082 57,490 60,042 62,723 65,549 68,523 70,987
  E 55,909 58,353 60,943 63,664 66,533 69,551 72,052
  F 56,748 59,229 61,858 64,619 67,531 70,595 73,133

HR-03

    1 2 3 4 5
From $ 66,121 68,451 70,872 73,390 76,030
To A 66,650 68,999 71,439 73,978 76,639
  B 67,983 70,379 72,868 75,458 78,172
  C 68,119 70,520 73,014 75,609 78,329
  D 69,482 71,931 74,475 77,122 79,896
  E 70,525 73,010 75,593 78,279 81,095
  F 71,583 74,106 76,727 79,454 82,312

HR-04

    1 2 3 4 5
From $ 74,144 76,793 79,550 82,413 85,384
To A 74,738 77,408 80,187 83,073 86,068
  B 76,233 78,957 81,791 84,735 87,790
  C 76,386 79,115 81,955 84,905 87,966
  D 77,914 80,698 83,595 86,604 89,726
  E 79,083 81,909 84,849 87,904 91,072
  F 80,270 83,138 86,122 89,223 92,439

HR-05

    1 2 3 4 5
From $ 82,434 85,314 88,409 91,628 94,927
To A 83,094 85,997 89,117 92,362 95,687
  B 84,756 87,717 90,900 94,210 97,601
  C 84,926 87,893 91,082 94,399 97,797
  D 86,625 89,651 92,904 96,287 99,753
  E 87,925 90,996 94,298 97,732 101,250
  F 89,244 92,361 95,713 99,198 102,769

HR-06

    1 2 3 4 5
From $ 92,307 95,681 99,191 102,848 106,547
To A 93,046 96,447 99,985 103,671 107,400
  B 94,907 98,376 101,985 105,745 109,548
  C 95,097 98,573 102,189 105,957 109,768
  D 96,999 100,545 104,233 108,077 111,964
  E 98,454 102,054 105,797 109,699 113,644
  F 99,931 103,585 107,384 111,345 115,349

HR-07

    MIN MAX
From $ 97,883 118,184
To A 98,667 119,130
  B 100,641 121,513
  C 100,843 121,757
  D 102,860 124,193
  E 104,403 126,056
  F 105,970 127,947

* As per Appendix A, Implementation of retroactive and prospective changes to compensation, there is a modified approach to the calculation and administration of retroactive payments corresponding to revised Human Resources (HR) Group rates of pay approved by the Commissioner on February 21, 2020.

Rates of pay will change within one hundred and eighty (180) days from February 21, 2020. With respect to implementation of retroactive and prospective changes to compensation, rates prior to the salary change will be paid as lump-sum payments:

    1. Year 1: Retroactive lump-sum payment equal to a 2% economic increase and 0.8% wage adjustment for a compounded total of 2.816%. Changes to the pay rates will not appear on employees’ pay statements.
    2. Year 2: Retroactive lump-sum payment equal to year 1 increases plus a 2% economic increase and a 0.2% wage adjustment for a compounded total of 5.082%. The revised pay rates will be reflected on the employee’s pay statements upon implementation of prospective salary increases.

HR Group Pay Notes

1. The non-salary terms and conditions of employment of employees who are incumbents of positions classified in the HR Group, including indeterminate, determinate and part-time employees, are set out in the Directive on Terms and Conditions of Employment for the Human Resources Group and other relevant policy instruments.

2. The rate of pay on appointment is governed by the Directive on Terms and Conditions of Employment.

3. The pay increment period for full-time and part-time employees at levels HR-01 to HR-06 is fifty-two (52) weeks, and the pay increase shall be to the next rate in the scale of rates.

4. The pay increment date for an employee appointed to a position in the HR Group on promotion, demotion or from outside the public service shall be the anniversary date of such appointment.

5. An indeterminate employee who is required to act at a higher occupational group and level, shall receive an increment at the higher group and level after having reached fifty-two (52) weeks of cumulative service at the same occupational group and level at the CRA.

6. For the purpose of defining when an indeterminate employee will be entitled to go to the next salary increment of the acting position, "cumulative" means all periods of acting experience, with the CRA at the same occupational group and level.

7. The pay increase for HR-07 employees is included in the Procedures for Performance Management of the Executive (EX) Group and is governed by the Directive on Performance Management for the Executive (EX) group.

8. All salary calculations pursuant to levels HR-01 and HR-07 are rounded up to the next multiple of one dollar ($1).

Appendix A

IMPLEMENTATION OF RETROACTIVE AND PROSPECTIVE CHANGES TO COMPENSATION

The purpose of this appendix is to give effect to a modified approach to the calculation and administration of retroactive payments corresponding to revised Human Resources (HR) Group rates of pay approved by the Commissioner on February 21, 2020.

  1. Calculation of retroactive payments
    1. Retroactive calculations that determine amounts payable to employees for a retroactive period shall be made based on all transactions that have been entered into the pay system up to the date on which the historical salary records for the retroactive period are retrieved for the calculation of the retroactive payment.
    2. Retroactive amounts will be calculated by applying the relevant percentage increases rather than based on pay tables. The value of the retroactive payment will differ from that calculated using the traditional approach, as no rounding will be applied. The payment of the retroactive amount will not affect pension entitlements or contributions relative to previous methods, except in respect of the rounding differences.
    3. Elements of salary traditionally included in the calculation of retroactivity will continue to be included in the retroactive payment calculation and administration, and will maintain their pensionable status as applicable. The elements of salary included in the historical salary records and therefore included in the calculation of retroactivity include:
      • Substantive salary
      • Promotions
      • Deployments
      • Acting pay
      • Extra duty pay/Overtime
      • Additional hours worked
      • Maternity leave allowance
      • Parental leave allowance
      • Vacation leave and extra duty pay cash-out
      • Severance pay
      • Salary for the month of death
      • Transition Support Measure
      • Eligible allowances and supplemental salary depending on terms and conditions of employment.
    4. The payment of retroactive amounts related to transactions that have not been entered in the pay system as of the date when the historical salary records are retrieved, such as acting pay, promotions, overtime and/or deployments, will not be considered in determining whether the terms and conditions of employment have been implemented.
    5. Any outstanding pay transactions will be processed once they are entered into the pay system and any retroactive payment resulting from the changes to the terms and conditions of employment will be issued to impacted employees.
  2. Implementation
    1. The effective dates for economic increases will be specified in the rates of pay. Other provisions of the terms and conditions of employment will be effective as follows:
      1. All components of the terms and conditions of employment unrelated to pay administration will come into force on signature of the new terms and conditions of employment.
      2. Changes to existing compensation elements and new compensation elements, such as premiums, allowances, insurance premiums and coverage and changes to overtime rates will become effective within one-hundred and eighty (180) days after signature of the new terms and conditions of employment, on the date at which prospective elements of compensation increases will be implemented under 2(b)(i).
      3. Payment of premiums, allowances, insurance premiums and coverage and overtime rates in the terms and conditions of employment will continue to be paid until changes come in to force as stipulated in 2(a)(ii).
    2. Retroactive and prospective changes to compensation will be implemented over the following timeframes:
      1. The prospective elements of compensation increases (such as prospective salary rate changes and other compensation elements such as premiums, allowances, changes to overtime rates) will be implemented within one-hundred and eighty (180) days after signature of the terms and conditions of employment where there is no need for manual intervention.
      2. Retroactive amounts payable to employees will be implemented within one-hundred and eighty (180) days after signature of the terms and conditions of employment where there is no need for manual intervention.
      3. Prospective compensation increases and retroactive amounts that require manual processing by compensation advisors will be implemented within five-hundred and sixty (560) days after signature of the new terms and conditions of employment. Manual intervention is generally required for employees on an extended period of leave without pay (e.g., maternity/parental leave), salary protected employees and those with transactions such as leave with income averaging, pre-retirement transition leave and employees paid below minimum, above maximum or in between steps. Manual intervention may also be required for specific accounts with complex salary history.
  3. Employee Recourse
    1. An employee who occupied a position for all or part of the period between the first day of the terms and conditions of employment (i.e., the day after the expiry of the previous terms and conditions of employment) and the signature date of the new terms and conditions of employment (the signing of new rates of pay) will be entitled to a non-pensionable amount of four hundred dollars ($400) payable within one-hundred and eighty (180) days of signature, in recognition of extended implementation timeframes and the significant number of transactions that have not been entered in the pay system as of the date when the historical salary records are retrieved.
    2. Employees who did not receive the retroactive and prospective changes to compensation within one-hundred and eighty one (181) days after signature will be entitled to a fifty dollar ($50) non-pensionable amount; these employees will be entitled to an additional fifty dollar ($50) non-pensionable amount for every subsequent complete period of ninety (90) days their retroactive and prospective changes to compensation is not implemented, to a total maximum of nine (9) payments. These amounts will be included in their final retroactive payment. For greater certainty, the total maximum amount payable under this paragraph is four hundred and fifty dollars ($450).
    3. If an employee is eligible for compensation in respect of section 3 under more than one collective agreement or Memorandum with respect to the implementation of retroactive and prospective changes to compensation, the following applies: the employee shall receive only one non-pensionable amount of four hundred dollars ($400); for any period under 3(b), the employee may receive one fifty $50 payment, to a maximum total payment of four hundred and fifty dollars ($450).
    4. Should the Treasury Board of Canada negotiate higher amounts for 3(a) or 3(b) with any other bargaining agent representing Core Public Administration employees, the Canada Revenue Agency (CRA) will compensate its employees for the difference in an administratively feasible manner.
    5. Late implementation of the new terms and conditions of employment and changes to compensation will not create any entitlements to awards granted under the agreement between the Professional Institute of the Public Service of Canada for the Audit, Financial and Scientific (PIPSC-AFS) Group and the CRA with regard to damages caused by the Phoenix Pay System which was extended to employees in the HR Group.
    6. Employees for whom retroactive and prospective changes to compensation require manual intervention will be notified of the delay within one-hundred and eighty (180) days after the signature.
    7. Employees will be provided a detailed breakdown of the retroactive payments received and may request that the CRA compensation unit verify the calculation of their retroactive payments, where they believe these amounts are incorrect.
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