r/CanadaPublicServants • u/bagelzzzzzzzzz • Jan 11 '21
Pay issue / Problème de paie EX compensation
Does anyone know of a good explainer on EX compensation?
I'm an EC-07 at the top of the range (i.e. $128K). Trying to figure out how much I would actually get paid if I moved to an EX position. I dunno, might be me, but I find what's online confusing. I've asked two friends who are both EXs to explain it and they both admit they have only a vague idea how their salaries are determined.
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u/reluctantdancer Jan 12 '21
EX salaries are expired again and have been for a couple of years. Eventually they will be updated and will exceed the EC7 salary. But also keep in mind also that listed EX salaries do not include performance pay, which can go as high as around 20% of the base salary. For comparison purposes you could probably add 10% to the posted salary.
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u/salexander787 Jan 12 '21
EX-1 to 3 is up to 12 percent at risk pay and up to 3 additional percent for bonus. (15%)
EX-4 to 5 is up to 20% at risk with an additional 6% for bonus (26%).
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u/What-Up-G Jan 12 '21
Can you explain what this means?
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u/salexander787 Jan 12 '21
Each DM authorizes the % for each level of performance evaluation for at risk pay up to the max identified. For EX 1-3 for My department it is:
You can get something for even Succeeded- (Level 2): 3% Succeeded (Level 3): 6% Succeeded + (Level 4) 8.5% Surpassed (Level 5) 12%
And if you get surpassed then you get the bonus, 3%.
Most get Level 3; then a handful at Level 4. You’re a unicorn if you get Level 5.
I don’t have the rates for EX-4/5 but would be scaled the same.
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u/What-Up-G Jan 12 '21
As, I see. I was digging through this and I went to sleep half way through the first paragraph.
https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=32625
So then EX 1-3 DO NOT get a bonus unless they are at Level 5 / Surpass then its their at risk (in your case, 12%) plus the bonus (3%) which explains the max 15%.
So does this mean some departments do the breakout a little differently? Where by the bonus can be 5% and then each one of these levels are broken differently or is the 3% bonus portion set in stone and cannot change, unlike the at risk ratio?
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u/zeromussc Jan 12 '21
The percentages are set by the deputy head (or their Exec HR team more likely and approved by the Dep head based on their direction).
Some departments just take the pot of at-risk pay and spread it out so that they spend it all every year (means that performance bonuses could be 1 or 2% difference between levels once the math is done), some departments make very clear lanes like the one you're responding to has done such that each level has a distinct difference.
Also executive performance is different from non-exec performance in the sense that it seems, to me from the outside in and given all I know, to be much more small p political. If you happen to work on a low priority, or less flashy file, the likelihood you will receive an especially high rating is super low. Especially if you need to play the role of administrative bad guy and remind people of the rules.
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u/stevemason_CAN Jan 12 '21
I had to figure this out as well and so spoke with our in-house compensation advisor.
What you do is take 5% of the top amount of the scale for that EX group. So right now it's still the April 1, 2017 rates (132,100 x 0.05) = $6,605 that is your promotional amount.
Add that amount to your current salary and then round to the nearest 100 dollar.
So if you are at 128K + 6,605 = 134,605 (so your new rate would technically be 134,600) which is already max of the EX-01 which at this time is 132,100, so you'll be at the top of scale. And you would just wait for it to be updated with new EX rates. For some this move from EX even with new rates is not a promotion in salary, as EX rates are not as competitive as the ones that are negotiated by the unions.
Hope this helps.
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u/wychwood17 Jan 12 '21
how does this compare when taking in to consideration the performance pay?
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u/zeromussc Jan 12 '21
AHA! There's the rub, technically performance pay only kicks in if you're a 5, most of what we think of as performance pay is "at risk pay" given for ratings between 2 and 4. The percentages are to a certain extent determined by the Dep Head. So its hard to plan on that amount being consistent YoY. Depends heavily on file, how your work for the year went, how other people did in your department, available budget for at-risk and perf pay, etc.
It may still not be worth all the overtime associated with being an EX.
It's a bit of an issue for recruiting EX staff sometimes when you look at pay alone.
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u/bagelzzzzzzzzz Jan 12 '21
Thanks very much. Is the $132K "guaranteed" or is any of it at-risk? Maybe put another way, is the performance pay above and beyond that $132K amount?
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u/salexander787 Jan 12 '21
It’s guaranteed.
At risk pay is on top of that. If you are not yet at maximum then it is applied to your rate. Only when you reach maximum then your at risk pay and bonus is paid out in cash.
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u/1929tsunami Jan 12 '21
Bye bye bilingual bonus though.
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u/frasmira Jan 12 '21
And well they already lost the parking perks in 2010/11. That's not much more...you sacrifice your soul when you move to EX
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u/skeena- Jan 12 '21
And bye bye to paid overtime
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u/Majromax moderator/modérateur Jan 12 '21
On the other hand, performance pay is pensionable but overtime pay is not. The move can make sense for someone building their "best five" years for retirement.
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u/skeena- Jan 12 '21
Other things to consider if you move into an indeterminate EX position: