Extension of incentive package for the recruitment and retention of compensation advisors

Date: July 13, 2018

To: Heads of Human Resources, Directors/Chiefs of Labour Relations and Compensation, Public Service Pay Centre, Miramichi

The purpose of this Information Bulletin is to inform you that on June 1, 2018, the Memorandum of Understanding (MOU) signed last year on August 25, 2017, with the Public Service Alliance of Canada (PSAC) to provide temporary incentives to compensation advisors in the core public administration was amended and extended for an additional year.

The incentive package remains applicable to compensation advisors working at the Public Service Pay Centre (including satellite offices) and within departments and agencies of the core public administration. It is offered to employees at the AS-01, AS-02 and AS-03 group and levels currently eligible for the $2,500 Compensation Advisor Retention Allowance within the Program and Administrative Services collective agreement.

In addition, the incentive package is now available to compensation advisors acting in an AS-04 compensation position and eligible employees who have commenced Maternity/Parental leave since August 24, 2017.

The extended incentives are the following:

  1. A total payment of $4,000 that is payable once during the employee’s entire period of employment in the federal public service and applies to:
    • New recruits hired on or after June 1, 2018 and prior to June 1, 2019 will receive the payment after completing a one-year period of continuous employment;
    • For current employees who did not receive their full entitlement, they will be entitled to the balance under this MOU, provided they have been employed for twelve (12) months since August 25, 2017, either continuously or discontinuously.
    • Retirees who come back to work as compensation advisors on or after June 1, 2018, and prior to June 1, 2019, will earn the incentive payment through pro-rated payments over a six (6) month contiguous or non-contiguous period of employment, starting upon commencement of employment. The full amount of the incentive payment will be pro-rated to the period worked up to a maximum period of six months, and paid in increments on a bi-weekly basis;
    • Part-time employees who received a portion of the $4,000 incentive payment under the previous MOU will be eligible for the remaining portion. This amount will be paid on a pro-rated basis up to the $4,000 threshold based on the actual hours worked.
    • Employees acting in an AS-04 compensation position will be eligible for the incentive payment, provided they are eligible for the Compensation Advisor Retention Allowance in their substantive position.
    • Employees commencing Maternity/Parental leave who qualify for the incentive payment will be eligible for a prorated amount based on the portion of a year worked on or after August 24, 2017, and before commencement of their Maternity/Parental leave, less any amounts of the $4,000 already received. This prorated amount will be payable immediately before the relevant period of leave commences, subject to notice provisions in 38.01 f. and 40.01 e. of the collective agreement.

      Note: Time spent on Maternity/Parental leave will count toward satisfying the one year requirement for eligibility, but is subject to the 38 iii and 40.02 iii repayment provision.

    The one-time payment is in addition to the annual $2,500 Compensation Advisor Retention Allowance that is part of the current Program and Administrative Services collective agreement.

  2. Increased overtime rate:
    • All overtime hours will continue to be compensated at double (2) time during the period between June 1, 2018 and June 1, 2019.
  3. (a) Carry-Over and/or liquidation of vacation leave:
    • Unused vacation leave credits earned during the 2018-2019 fiscal year will be carried-over into the following fiscal year, 2019-2020.
    • If on March 31, 2020, an employee has more than two hundred and sixty-two decimal five (262.5) hours of unused vacation leave credits, a minimum of seventy-five (75) hours per year of the excess balance shall be granted or paid in cash, in accordance with the employee’s choice, by March 31 of each year commencing March 31 2020, until all vacation leave credits in excess of two hundred and sixty-two decimal five (262.5) hours have been liquidated.
  4. (b) Compensation in cash or leave with pay:
    • All compensatory leave earned in the fiscal years 2016-2017 and 2017-2018, and outstanding on September 30, 2018, shall not be paid out, in whole or in part, other than at the request of the employee and with the approval of the Employer.

All questions should be directed to your Departmental Corporate Labour Relations or Corporate Compensation Official who, if required will direct their questions to the Compensation and Labour Relations group at the following email address: Interpretations@tbs-sct.gc.ca.

You can also consult the Incentive package for compensation advisors: questions and answers for more information.

Original signed by
Zia Proulx
Senior Director
Compensation Collective Bargaining Management
Compensation and Labour Relations
Office of the Chief Human Resources Officer

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