Performance Pay Plan for Lawyers at the LP-01, LP-02, and LP-03 Levels as per the Law Practitioner (LP) Collective Agreement

Date:

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

This is a reminder that the performance pay plan in the LP collective agreement identifies two (2) types of performance pay: an in-range increase and a lump sum award and is based on the departmental performance pay budget which is limited to five per cent (5%) of the departmental group payroll as of March 31st.

In-range increases for LP-01s, LP-02s and LP-03s must be in accordance with the lockstep salary ranges (section 3.1, Part 2, Appendix B).  In-range increases only apply to LP-01s, LP-02s and LP-03s who are not at the top range of the lockstep and who meet the various eligibility requirements set out in the LP collective agreement. 

As indicated under pay note 14, Appendix A, the pay increment period is six (6) months for LPs paid at the LP-01 level, and twelve (12) months for LPs in levels LP-00, LP-02 and LP-03. In accordance with section 3.2, Part 2, Appendix B, performance awards are to be paid within one hundred and twenty days (120) from the end of the fiscal period of each year for performance in the prior fiscal year.

It is important to comply with the collective agreement by processing lockstep increases on May 10 each year or by the appointment anniversary date, as indicated at pay notes 13 and 15 of Appendix A.

A lump sum performance award is a bonus payable to LPs whose salary is at the maximum of the lockstep pay range and whose assessed level of performance is “Fully Meets” or “Exceeds”. A lump sum award may not exceed 7% of salary for a performance rating of “Exceeds”, and up to 4.6% of salary for a performance rating of “Fully Meets”.

Departments, based on their performance pay budget, continue to have the latitude to determine each year what the percentage will be, not to exceed the maximum. However, the same percentages must be paid to LPs who receive identical performance ratings.  For example, all LP-02s at the top of the lockstep scale with an “Exceeds” rating should receive lump sum awards based on the same percentages of salary.

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

Original signed by

Wendy Braithwaite
Director, Compensation Policy, Interpretations, and Pay Administration
Employee Relations and Total Compensation
Office of the Chief Human Resources Officer

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