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Your role as an ESDC executive

As a leader at ESDC, you have a key role in building a healthy, inclusive and productive workplace, including influencing the level of success and satisfaction of your employees and your colleagues at work.

We are delighted that you, along with over 600 executives, will work towards a common goal and your contribution will be integral to ESDC’s mission in serving Canadians. We believe that what a strong group of leaders can accomplish together is much larger, far greater, and will exceed that which an individual can accomplish alone.

To support you as you begin your new role, we are providing you with a few resources available prior to your official start with ESDC. They will provide you with a better understanding of your new work environment and role as an executive at ESDC.

Basic Information for Executives

Key Leadership Competencies

As a community, ESDC executives are dedicated to meeting these goals while exemplifying the six key leadership competencies.

Directive on Terms and Conditions of Employment for Executives

This directive sets out the terms and conditions of employment for executives across the core public administration and the associated responsibilities of heads of human resources, delegated managers and executives. The directive covers salary and non-salary elements, performance pay, special deployments and career transition agreements. Employees deployed or appointed (with the exception of acting appointments) to any Executive (EX) Group position on or after April 1, 2020, are subject to the Agreement to being deployed as a condition of employment upon appointment or deployment (Appendix A, Part II, section 14). 

Executive Talent Management (TM)

Executive talent management is designed to support the ongoing development and retention of executives while supporting current and future departmental business goals. It helps build sustained excellence in public service leadership by maximizing the contribution of every executive. The talent management cycle for EX-01 to EX-03 typically occurs during Winter, while the EX-04 to EX-05 occurs in the Fall.

Executive Performance Management (PM)

The Performance Management Program for Executives encourages excellence in performance by setting clear objectives, evaluating achievement of results, recognizing and rewarding performance, and providing a framework for consistency in performance management.

To reflect the nature and scope of executives’ work, their compensation is different from that of other employees in the core public administration. In addition to base salary, executives may earn performance-based compensation that reflects their level of achievement of objectives and their demonstration of key leadership competencies.

Performance-based compensation may be in the form of at-risk pay, in-range salary movement (increments within a salary range) and revision of a salary range. Executives who have achieved exceptional results against all commitments and who have truly demonstrated the Key Leadership Competencies may also receive a bonus.

Public Service Group Insurance Benefits Plan

This link is intended to provide information on the benefits under the group insurance benefit plans available to executives in the public service.

Executive Entitlements at a Glance

Salary

Your basic salary is paid in accordance with your level as provided by Treasury Board of Canada Secretariat (TBS).
Your salary on appointment will be established in accordance with part A.I.4 of the TBS Directive on Terms and Conditions of Employment for Executives.
Executive salary ranges are revised periodically as authorized by the Treasury

Level EX-01

Minimum: $112,300 
Maximum: $132,100

Level EX-02

Minimum: $125,900 
Maximum: $148,100

Level EX-03

Minimum: $140,900 
Maximum: $165,700

Level EX-04

Minimum: $161,500 
Maximum: $190,000

Level EX-05

Minimum: $181,000 
Maximum: $212,900

Acting Pay

If you occupy a substantive EX-01, EX-02 or EX-03 position, you are eligible for acting pay if you have acted for at least three consecutive months.

Performance Pay Program

In addition to your base salary, you may be eligible each year to receive performance pay, which is made up of three components: at-risk pay, in-range salary movement and bonus.

At-Risk Pay

This is a percentage of base salary paid as a lump sum to eligible executives, based on their level of performance, as approved by the deputy head and within the limits prescribed by the Treasury Board. At-risk pay does not increase your base pay.

You are eligible, if:

You occupied an EX position for a minimum of three consecutive months during the fiscal year; 
Your approved performance agreement within the Executive Talent Management System (ETMS) includes description of the results achieved against established commitments and how they were achieved through the demonstration of the key leadership competencies (KLCs); and 
Your final integrated performance rating, approved by the departmental Executive Review Committee (RC), is “Succeeded minus” (level 2) or higher.

In-Range Salary Movement

You will progress through the salary range every year, based on your performance, until you reach the maximum. Prorating of the in-range salary movement to the time spend at the higher level position may apply if you were promoted or started acting during the fiscal year. You must obtain an integrated performance rating of “Succeeded minus” (level 2) or higher to progress through the range. The in- range salary increase percentages used for each performance rating is determined by the Deputy Minister on an annual basis.

Bonus

This is a percentage of base salary paid as a lump sum to eligible executives, approved by the deputy head and within the limits prescribed by the Treasury Board, in addition to at risk pay. A bonus may be earned by executives whose performance is truly exceptional and are given an integrated rating of “Surpassed (level 5).” A bonus does not increase base pay.

Performance pay must be earned every year and is calculated based on your integratd performance rating and your salary effective March 31, or the last day you worked. Performance pay is prorated according to the number of months spent at executive level in a fiscal year.

EX-01 to EX-03 can earn up to 15% of their March 31 salary (up to 12% as at-risk pay and up to 3% as bonus), depending on their performance rating. Performance pay amounts are pensionable. 
EX-04 and EX-05 can earn up to 26% of their March 31 salary (up to 20% as at-risk pay and up to 6% as bonus), depending on their performance rating. Performance pay amounts are pensionable.

Some Other Differences

As a new executive, you are no longer required to pay union dues.
The employer covers 100% of your health care under the Public Service Health Care Plan Level III – Family. 
You are entitled to apply for life insurance coverage under the Public Service Management Insurance Plan. 
You do not receive the bilingual bonus. However, you are expected to maintain your language levels. 
As of April 1, 2020, EXs must agree to be deployed to another position within the EX Group within the core public administration as a condition of employment. Additional information can be found in Part 1, A.II.14 in Appendix A of the Directive on Terms and Conditions of Employment for Executives.

Hours of Work

The hours of work for full time executives are not less than an average of 37.5 hours per week.
There are no provisions for a compressed work-week in executive positions.
Overtime cannot be claimed as an executive.

For complete information on your executive compensation, please refer to the Directive on Terms and Conditions of Employment for Executives (updated on April 1, 2021).