Student Rates of Pay - Effective May 1, 2019

1. Rates of Pay for Secondary School Students

Effective on

Secondary: $15.00

  1. The rate of pay for secondary school students is established at the highest provincial/territorial minimum wage (currently Alberta).
  2. For assignments requiring secondary school education, managers may offer the assignment to post-secondary students and pay them the secondary school rate of pay only when secondary school students are not available.

2. Research Affiliate Program

Since , deputy heads are authorized to set a stipend or a bursary in lieu of a salary. The stipend should reflect the corresponding hourly, weekly or monthly rate established for other post-secondary students for their completed years in their current field of study. The bursaries are paid through installments.

3. Rates of Pay for Post-secondary School Students

Effective on
Academic Levels Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
College / CEGEP
Pre-University
$15.40 $16.35 $17.31 $18.35 $19.45 $20.62 N/A
University
Under-graduate
$16.49 $17.64 $18.91 $20.19 $21.64 $23.15 $24.77
Master's $22.04 $23.78 $25.68 $27.73 N/A N/A N/A
Doctorate $25.94 $28.27 $30.81 $33.58 N/A N/A N/A

Application of 2019 rates of pay for post-secondary students:

  1. Rates of pay are determined at the initial appointment or reappointment stage and are based on the student's current academic level.
  2. Organizations have delegated authority to offer students a salary within a salary range for a particular academic level. However, it is recommended that departments ensure uniformity in student rates of pay within the organization.
  3. The rates of pay are designed to provide managers with a certain amount of flexibility, which means that managers can pay the students at any step above the minimum rate, under the following circumstances:
    • 3.1 When the students are re-employed (as defined by the Public Service Commission for the purpose of recruitment and referral of students);
    • 3.2 When the students have relevant previous work experience;
    • 3.3 When the students have completed more than one (1) year of study in their present academic program;
    • 3.4 When there is a shortage of students in the field of study required;
    • 3.5 When the students are undergoing a second college or university undergraduate degree; or
    • 3.6 When a university degree or year of study is required as a prerequisite for another program, such as a bachelor of law, education, medicine, pharmacy or veterinary sciences program.
  4. Departments are encouraged to establish guidelines governing salary progression between assignments. Progression could be based on students developing knowledge and competence with experience. However, departments may identify positions where progression between assignments is not warranted, such as for procedural work where the work related to a position does not require significant development.
  5. Managers must have a clear rationale for using the ultimate and penultimate job rates for university, college and CEGEP and pre-university students, such as labour shortages, specialized skills or another rationale established in departmental guidelines.
  6. Movement of more than one incremental step should only occur in limited circumstances, where there is a clear rationale (see item five for examples).
  7. Students enrolled at a university in a pre-university year are to be remunerated at the college/CEGEP level.
  8. Students attending college who are participating in a recognized university degree program (such as a bachelor’s degree) may be remunerated at the appropriate university rate.
  9. Students who:
    • have completed a university degree, and
    • continue their studies at a college in a related field of study
    are to be remunerated at the step in the salary range for university undergraduate studies, which is not less than the salary earned in the previous year.

Transition considerations in the implementation of the new 2019 salary structure

In consideration that progression by more than one increment should occur only in limited circumstances, there will be circumstances in which newly-hired students are paid equivalently to returning students. For example, when a returning student’s previous pay rate was below the newly-established minimums.

4. Student Rates of Pay for Departmental Programs

Effective , a single rate of pay is to be established by the relevant department for each job in the following Departmental programs.

  • Vimy Guide Program (Veterans Affairs Canada): Guides, Guides (Call-back), Senior Guides
  • In-shore Rescue Program (Fisheries and Oceans): Crew, Coxswain

The rates of pay must be selected from the ‘College / CEGEP Pre-University’ or ‘University Under-graduate’ paylines. Pay relativities between the different jobs within each departmental program should be commensurate with differences in education, experience and the nature of the work between the jobs in the program. The rates of pay must take into consideration the application principles and transition considerations noted above.

5. Provincial or Territorial Minimum Wages

If the applicable provincial or territorial minimum wage amount is higher than the current maximum offered for the corresponding academic level of the student, the provincial or territorial minimum wage rate is to be applied.

Report a problem or mistake on this page
Please select all that apply:

Thank you for your help!

You will not receive a reply. For enquiries, contact us.

Date modified: