Stephanie's Wiki Test Page/Maintaining a Healthy Workplace

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• Francais
• About the ATSSC
• About the Tribunals
• Getting Prepared for Your First Day
• Pay and Benefits
• Training
• Maintaining a Healthy Workplace
• Employee Performance and Career Management

On this page
• Your role
• Key Leadership Competencies
• Directive
• Talent Management
• Performance Management
• Benefits Plan
• Entitlements
• Performance Pay
• Other Differences
• Hours of Work

Wellness at the ATSSC

Healthy and productive workplaces are built on a personal and organizational commitment to wellness.

The ATSSC is committed to providing a safe and healthy workplace. The organization’s vision for workplace well-being is tied to the organizational values and the commitment to ensuring an inclusive, welcoming, and supportive work environment for everyone.

Wellness-related Resources

The ATSSC encourages and supports a culture of recognition! Our multi-faceted Awards and Recognition Program helps employees and managers alike recognize and show appreciation for excellent work, long-service and retirement. Learn more by visiting the Awards and Recognition intranet page.

• Mental Health
  • Mental health and wellness
  • Resources for employees for mental health in the workplace
  • Wellness Together Canada
  • Workplace Well-being and Mental Health (ATSSC intranet)

• COVID-19
  • Information for Government of Canada employees: Coronavirus disease (COVID-19)
  • Managing COVID-19 in the federal public service
  • Government of Canada’s COVID-19: Working remotely site
  • Mental health and COVID-19 for public servants: Learn from trusted sources
  • COVID-19: Resources for ATSSC employees (ATSSC intranet)

• Wellness-related email contacts at the ATSSC
  • Wellbeing-mieuxetre@tribunal.gc.ca
  • OHS-SST@tribunal.gc.ca (Occupational Health and Safety)
  • Info-COVID-19@tribunal.gc.ca (for questions related to COVID-19 measures in the workplace—or if you require additional equipment or cleaning/safety products)
  • IMT-EGI@tribunal.gc.ca (Incident Management Team for COVID-related questions)

Awards and Recognition

Chief Administrator’s Awards

Chief Administrator’s Awards recognize exceptional achievements by individuals and teams that benefit the ATSSC, its employees, the tribunals or the people we serve. The awards are presented at an annual ceremony.

Instant Awards

Instant awards are an informal, flexible and quick way for managers to recognize individuals and teams for high-quality work, special achievements, or important contributions to the workplace.

Long-service Awards

Long-service awards formally recognize ATSSC employees for their many years of dedicated service to the organization, the public service and the people of Canada.

Retirement Recognition

Retirement recognition provides for a personalized framed certificate signed by the Prime Minister of Canada for employees who are retiring with a minimum of 10 years of service with the federal public service.

External Awards

External awards are a variety of award programs for public servants that are managed by various government bodies from outside the ATSSC.

Executive Entitlements at a Glance

Salary

1. Your basic salary is paid in accordance with your level as provided by Treasury Board of Canada Secretariat (TBS).
2. 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.
3. 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).