Difference between revisions of "Stephanie's Wiki Test Page/Employee Performance and Career Management"

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<li class="primary-btn lang"> [[Accueil et intégration EDSC/Cadres|Francais]] </li>  
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  <li class="primary-btn"> [[:en:Stephanie's_Wiki_Test_Page|About the ATSSC]]</li>
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   <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/About the Tribunals|About the Tribunals]]</li>  
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  <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Maintaining a Healthy Workplace|Maintaining a Healthy Workplace]]</li>
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  <li class="primary-btn active">[[Stephanie%27s_Wiki_Test_Page/Employee Performance and Career Management|Employee Performance and Career Management]]</li>    
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                        <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Maintaining a Healthy Workplace|Maintaining a <br>
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Healthy Workplace]]</li>
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                        <li class="primary-btn active">[[Stephanie%27s_Wiki_Test_Page/Employee Performance and Career Management|Employee Performance<br>
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& Career Management]]</li>
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                        <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/Other Corporate Services Info|Other Corporate<br>
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Services Info]]</li>
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                        <li class="primary-btn">[[Stephanie%27s_Wiki_Test_Page/General Tips and Tools|General Tips<br>
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      <li> [[Stephanie%27s_Wiki_Test_Page Pay and Benefits#key|Key Leadership Competencies]]</li>
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<div class="section col-sm-12 col-md-8" id="role">
 
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<h2>Your role as an ESDC executive</h2>
 
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<p>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.</p>
 
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<p>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.</p>
 
−
<p>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.</p>
 
 
</div>
 
</div>
  
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<div class="section col-md-8">
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<div class="section col-sm-12 col-md-8" id="How">
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<div>
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<h2>'''How will my performance be assessed?'''</h2>
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<h2>Basic Information for Executives</h2>
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<p>Employee performance in the federal public service is measured against specific work objectives (the work to be done) and core competencies (relating to behaviours), to help improve performance and productivity of individuals, teams and organizations. </p><p>'''Therefore, whether you are new to the federal public service or simply new to the ATSSC, you can expect your manager to meet with you within the first two weeks of your start date to discuss and establish your work objectives.  This is a critical step for you to understand not only what is expected of you in terms of deliverables, but also in terms of how you are to perform your duties and interact with other.  ''' </p><p>Having regular performance discussions with your manager and getting feedback helps to build and maintain trust between you and your manager, and creates optimal conditions to allow you to fully contribute and provide world-class service to Canadians. </p><p>In the Federal Public Service, web applications have been implemented to support performance management and ensure consistency across all organizations. The applications can be found under the [https://portal-portail.tbs-sct.gc.ca/accessrequest-eng.aspx?url=https%3a%2f%2fesp-pse.tbs-sct.gc.ca&SystemId=ESP Treasury Board Application Portal (TAP)] (note: your [[Media:PRI myKEY.docx|PRI and myKEY]] are required), where you will also find the application to attest to your vaccination status. '''The applications for performance management are:'''    </p>
  
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<div class="card greybg" id="key">
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{| class="wikitable"
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<h3>Key Leadership Competencies</h3>
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|+
−
<div class="card-body mw-collapsible mw-collapsed">
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!'''Employees'''
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<p>As a community, ESDC executives are dedicated to meeting these goals while exemplifying the [https://www.canada.ca/en/treasury-board-secretariat/services/professional-development/key-leadership-competency-profile.html six key leadership competencies].</p>
+
<small>(Excludes: Casuals, terms less than 3 months, students, contractors)</small>
−
</div>
 
−
</div>
 
  
−
<div class="card" id="directive">
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'''[https://portal-portail.tbs-sct.gc.ca/home-eng.aspx Public Service Performance Management (PSPM)]'''
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<h3>Directive on Terms and Conditions of Employment for Executives</h3>
 
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<div class="card-body mw-collapsible mw-collapsed">
 
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<p>This directive sets out the [https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=32625&section=html 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).  </p>
 
−
</div>
 
−
</div>
 
  
−
<div class="card greybg" id="tm">
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''<small><span style="color:#C00000">*open using Chrome or Microsoft Edge</small>''</span>
−
<h3>Executive Talent Management (TM) </h3>
 
−
<div class="card-body mw-collapsible mw-collapsed">
 
−
<p>[https://www.canada.ca/en/treasury-board-secretariat/services/performance-talent-management/executive-talent-management.html 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.</p>
 
−
</div>
 
−
</div>
 
  
−
<div class="card" id="pm">
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!'''Executives'''
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<h3>Executive Performance Management (PM)</h3>
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<small>(Applies to employees appointed to executive (EX) and law management (LC) positions)</small>
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<div class="card-body mw-collapsible mw-collapsed">
 
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<p>The [https://www.canada.ca/en/treasury-board-secretariat/services/performance-talent-management/performance-management-program-executives.html 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.</p>
 
−
<p>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.</p>
 
−
<p>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.</p>
 
−
</div>
 
−
</div>
 
  
−
<div class="card greybg" id="benefits">
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'''[https://talent.tbs-sct.gc.ca/etms-sgtcs/login-eng.aspx Executive Talent Management System (ETMS)]'''
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    <h3>Public Service Group Insurance Benefits Plan</h3>
 
−
    <div class="card-body mw-collapsible mw-collapsed">
 
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    <p>This link is intended to provide [https://www.canada.ca/en/treasury-board-secretariat/services/benefit-plans/active-members/becoming-executive.html information on the benefits under the group insurance benefit plans available to executives] in the public service.</p>
 
−
    </div>
 
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</div>
 
  
−
<div class="card" id="entitle">
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''<small><span style="color:#C00000">*open using Chrome or Microsoft Edge</small>''</span>
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<h3>Executive Entitlements at a Glance</h3>
 
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<div class="card-body mw-collapsible mw-collapsed">
 
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<h4>Salary</h4>
 
−
<ol>
 
−
<li>Your basic salary is paid in accordance with your level as provided by Treasury Board of Canada Secretariat (TBS).</li>
 
−
<li>Your salary on appointment will be established in accordance with part A.I.4 of the [https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=32625&section=html TBS Directive on Terms and Conditions of Employment for Executives].</li>
 
−
<li>[https://www.canada.ca/en/treasury-board-secretariat/services/pay/rates-pay/rates-pay-unrepresented-senior-excluded-employees.html#rates-ex Executive salary ranges] are revised periodically as authorized by the Treasury</li>
 
  
−
<ul>
+
|-
−
<li class="bold">Level EX-01</li>
+
| If you are a new employee, consult the [https://intranet.canada.ca/hr-rh/ptm-grt/pm-gr/pspmge-ggrfpe-eng.asp PSPM User Guide for Employees] for information on how to '''register''' to access PSPM.
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<ul>
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'''''Note:''''' ''It may take up to 2 months before your information is activated in PSPM and that you are able to register.''
−
<li> Minimum: $112,300 </li>
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|If you are a new executive, '''your account will be created by Human Resources''' in ETMS and you will receive a temporary password by email, which you will need to log in.
−
<li> Maximum: $132,100 </li>
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|-
−
</ul>
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|If you have employees reporting to you, '''access “myEmployees” to add new employees and release former employees'''. Consult the [https://intranet.canada.ca/hr-rh/ptm-grt/pm-gr/pspmgex-ggrfpcs-eng.asp PSPM User Guide for Executives and Managers/Supervisors] for information on how to register to access PSPM.
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<li class="bold">Level EX-02 </li>
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|Consult the [https://intranet.atssc-scdata.gc.ca/hr-benefits/documents/ETMS&#x20;Training&#x20;-&#x20;PA&#x20;Quick&#x20;Guide&#x20;for&#x20;Employee&#x20;and&#x20;Manager-2015-en.pdf ETMS User Guide for Executives and Managers of Executives] for instructions on '''how to use the Performance Agreement module''' of the ETMS.
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<ul>
+
|-
−
<li> Minimum: $125,900 </li>
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|Learn more about [https://intranet.canada.ca/hr-rh/ptm-grt/pm-gr/index-eng.asp '''performance management for employees''']
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<li> Maximum: $148,100 </li>
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|Learn more about [https://www.canada.ca/en/treasury-board-secretariat/services/performance-talent-management/performance-management-program-executives.html '''performance management for executives''']
−
</ul>
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|}
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<li class="bold">Level EX-03</li>
 
−
<ul>
 
−
<li> Minimum: $140,900 </li>
 
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<li> Maximum: $165,700 </li>
 
−
</ul>
 
−
<li class="bold">Level EX-04</li>
 
−
<ul>
 
−
<li> Minimum: $161,500 </li>
 
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<li> Maximum: $190,000 </li>
 
−
</ul>
 
−
<li class="bold">Level EX-05 </li>
 
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<ul>
 
−
<li> Minimum: $181,000 </li>
 
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<li> Maximum: $212,900 </li>
 
−
</ul>
 
−
</ul>
 
−
</ol>
 
  
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<h4>Acting Pay</h4>
+
</div>'''<big>When can I expect discussions about my performance?</big>'''<div class="section col-md-8">
−
<p>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.</p>
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'''The Performance Management Program (PMP) cycle consists of the three steps below. Each step is to be documented using the apps above.'''
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</div>
 
−
</div>
 
  
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<div class="card greybg" id="perf">
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#Establish a [https://intranet.canada.ca/hr-rh/ptm-grt/pm-gr/pmc-dgr/pa-er-eng.asp performance agreement] - April or when you start your job
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<h3>Performance Pay Program</h3>
+
#Conduct a [https://intranet.canada.ca/hr-rh/ptm-grt/pm-gr/pmc-dgr/myr-eme-eng.asp mid-year review] - September-October
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<div class="card-body mw-collapsible mw-collapsed">
+
#Conduct a [https://intranet.canada.ca/hr-rh/ptm-grt/pm-gr/pmc-dgr/year-annee-eng.asp year-end assessment] - March
−
<p>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. </p>
 
−
<h4>At-Risk Pay</h4>
 
−
<p>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.</p>
 
−
<p>You are eligible, if:</p>
 
−
<ul>
 
−
<li> You occupied an EX position for a minimum of three consecutive months during the fiscal year; </li>
 
−
<li> 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 </li>
 
−
<li> Your final integrated performance rating, approved by the departmental Executive Review Committee (RC), is “Succeeded minus” (level 2) or higher.</li>
 
−
</ul>
 
  
−
<h4>In-Range Salary Movement</h4>
+
While there is a cycle for formal discussion in the performance management program, you should have regular discussions with your manager about your performance, especially during your first months as you are learning a new job and organization.  
−
<p>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.</p>
 
  
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<h4>Bonus</h4>
+
Visit the [https://intranet.atssc-scdata.gc.ca/hr-benefits/performance-en.html '''ATSSC’s PMP intranet page'''] for more information.
−
<p>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.</p>
 
−
<p>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.</p>
 
−
<ul>
 
−
<li> 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. </li>
 
−
<li> 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. </li>
 
−
</ul>
 
−
</div>
 
−
</div>
 
  
−
<div class="card" id="diff">
+
All questions related to the Performance Management Program can be sent to: '''HRPrograms-RHProgrammes@tribunal.gc.ca.'''<div>
−
<h3> Some Other Differences</h3>
 
−
<div class="card-body mw-collapsible mw-collapsed">
 
−
<ul>
 
−
<li> As a new executive, you are no longer required to pay union dues.</li>
 
−
<li> The employer covers 100% of your health care under the Public Service Health Care Plan Level III – Family. </li>
 
−
<li> You are entitled to apply for life insurance coverage under the Public Service Management Insurance Plan. </li>
 
−
<li> You do not receive the bilingual bonus. However, you are expected to maintain your language levels. </li>
 
−
<li> 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 [https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=32625&section=html Directive on Terms and Conditions of Employment for Executives]. </li>
 
−
</ul>
 
−
</div>
 
−
</div>
 
  
−
<div class="card greybg" id="hours">
+
<div class="section col-sm-12 col-lg-8" id="career">
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<h3> Hours of Work</h3>
 
−
<div class="card-body mw-collapsible mw-collapsed">
 
−
<ul>
 
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<li> The hours of work for full time executives are not less than an average of 37.5 hours per week.</li>
 
−
<li> There are no provisions for a compressed work-week in executive positions.</li>
 
−
<li> Overtime cannot be claimed as an executive.</li>
 
−
</ul>
 
−
<p>For complete information on your executive compensation, please refer to the [https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=32625&section=html Directive on Terms and Conditions of Employment for Executives] (updated on April 1, 2021).</p>
 
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</div>
 
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</div>
 
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</div>
 
  
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<h2>'''<big>Career and Talent Management</big>'''</h2></div>Employee career development is an important priority at the ATSSC.  You can consult the [https://intranet.atssc-scdata.gc.ca/hr-benefits/documents/talent-management-guide-final-en-october-2020-1.pdf Career and Talent Management Guide], which provides an overview of the organization’s talent management strategy.
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[[Stephanie%27s_Wiki_Test_Page Pay and Benefits#top|<div class="btn btn-backtotop fixed"><span class="arrow up"></span></div>]]
+
A wealth of information can also be found on the [https://intranet.atssc-scdata.gc.ca/hr-benefits/career-management-en.html Career and Talent Management intranet page]. These include an overview of possible career paths at the ATSSC as well as resources to help you have meaningful discussions with your manager about your career.  
  
 +
All questions related to Career Management can be sent to: '''HRPrograms-RHProgrammes@tribunal.gc.ca.'''
 
[[fr:Accueil_et_intégration_EDSC_-_Cadres]]
 
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Latest revision as of 16:45, 1 February 2022

How will my performance be assessed?

Employee performance in the federal public service is measured against specific work objectives (the work to be done) and core competencies (relating to behaviours), to help improve performance and productivity of individuals, teams and organizations.

Therefore, whether you are new to the federal public service or simply new to the ATSSC, you can expect your manager to meet with you within the first two weeks of your start date to discuss and establish your work objectives.  This is a critical step for you to understand not only what is expected of you in terms of deliverables, but also in terms of how you are to perform your duties and interact with other.  

Having regular performance discussions with your manager and getting feedback helps to build and maintain trust between you and your manager, and creates optimal conditions to allow you to fully contribute and provide world-class service to Canadians.

In the Federal Public Service, web applications have been implemented to support performance management and ensure consistency across all organizations. The applications can be found under the Treasury Board Application Portal (TAP) (note: your PRI and myKEY are required), where you will also find the application to attest to your vaccination status. The applications for performance management are:  

Employees

(Excludes: Casuals, terms less than 3 months, students, contractors)

Public Service Performance Management (PSPM)

*open using Chrome or Microsoft Edge

Executives

(Applies to employees appointed to executive (EX) and law management (LC) positions)

Executive Talent Management System (ETMS)

*open using Chrome or Microsoft Edge

If you are a new employee, consult the PSPM User Guide for Employees for information on how to register to access PSPM.

Note: It may take up to 2 months before your information is activated in PSPM and that you are able to register.

If you are a new executive, your account will be created by Human Resources in ETMS and you will receive a temporary password by email, which you will need to log in.
If you have employees reporting to you, access “myEmployees” to add new employees and release former employees. Consult the PSPM User Guide for Executives and Managers/Supervisors for information on how to register to access PSPM. Consult the ETMS User Guide for Executives and Managers of Executives for instructions on how to use the Performance Agreement module of the ETMS.
Learn more about performance management for employees Learn more about performance management for executives

When can I expect discussions about my performance?

The Performance Management Program (PMP) cycle consists of the three steps below. Each step is to be documented using the apps above.

  1. Establish a performance agreement - April or when you start your job
  2. Conduct a mid-year review - September-October
  3. Conduct a year-end assessment - March

While there is a cycle for formal discussion in the performance management program, you should have regular discussions with your manager about your performance, especially during your first months as you are learning a new job and organization.

Visit the ATSSC’s PMP intranet page for more information.

All questions related to the Performance Management Program can be sent to: HRPrograms-RHProgrammes@tribunal.gc.ca.

Career and Talent Management

Employee career development is an important priority at the ATSSC.  You can consult the Career and Talent Management Guide, which provides an overview of the organization’s talent management strategy.

A wealth of information can also be found on the Career and Talent Management intranet page. These include an overview of possible career paths at the ATSSC as well as resources to help you have meaningful discussions with your manager about your career.  

All questions related to Career Management can be sent to: HRPrograms-RHProgrammes@tribunal.gc.ca.


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