1. Introduction
1.1 This pay plan describes pay administration for employees in the University Teaching Group (UT) of the
Scientific and Professional Category. No bargaining agent has been certified for this group nor are employees subject
to a collective agreement.
1.2 Rates of pay are authorized pursuant to Section 11(2)(d) of the Financial Administration Act (FAA),
following review and recommendation by the Canadian Military Colleges Faculty Review Committee and proposals of the
Department of National Defence.
1.3 The objective of this plan is to encourage optimum performance by enabling senior management to recognize
experience and to reward employees in the University Teaching Group according to their contribution to the attainment
of the goals of the Canadian military colleges. It reflects an approach to compensation used by progressive
universities in Canada and is in accord with government policy on personnel management. The plan (approved March 11,
1982, TB 781410) provides college principals with flexibility in recommending merit/maturity pay increases for faculty
members within a salary range for each level and selected performance awards to distinguished members of the
faculty.
1.4 Rates of pay for employees subject to this plan can be found in chapter 4-1, appendix B17.
2. Application
This pay plan applies to all employees certified in the University Teaching Group of the Scientific and Professional
Category in that portion of the Public Service specified in Part I of Schedule I to the Public Service Staff
Relations Act (PSSRA).
This chapter replaces chapter 1-2, appendix D of PMM Volume 8.
3. Definitions
For the purposes of this plan:
increment means the amount of the difference between the steps within a pay level (augmentation
d'échelon);
maximum rate is the rate of pay determined to be the maximum rate of pay for a pay level (taux
maximal);
merit/maturity increase is an increase in salary, based on the university teacher's assessed level of
performance and years of experience, that results in an upward positioning in the range to a salary not exceeding the
maximum rate (augmentation fondée sur le mérite ou l'ancienneté);
outside community is the sample of Canadian civilian universities with which the military colleges
have historically been compared for compensation purposes (communauté enseignante de l'extérieur);
promotion occurs when an employee is appointed to a higher classification and pay level than that of
his or her former level (promotion);
step means an individual rate of pay within the University Teaching group rates of pay (échelon).
4. Implementation
4.1 Rate of pay on appointment
4.1.1 An appropriate rate in the scale of rates is paid on appointment according to the Public Service directives
or regulations governing pay on appointment to a position of University Teaching levels 1, 2, 3 and 4.
4.1.2 An appointment as mentioned in paragraph 4.1.1 above refers to any type of appointment including initial
appointment, promotion, or transfer. For promotion or transfer appointments, the Performance Review and Employee
Appraisal Report is the normal guide in determining the appropriate rate within the scale of rates for the
position.
4.2 Performance review and employee appraisal
4.2.1 The implementation of the pay plan is based on a process of performance review and employee appraisal of
all employees.
4.2.2 Annually, prior to the beginning of the academic year on July 1, the Principal of the college shall conduct
a review of the performance of each employee over the current academic year. The review should take into account such
elements as teaching ability, professional standing and creative activity.
4.2.3 In general, performance objectives are determined to achieve convergence between organizational objectives
and those of the individuals employed in that organization. Performance reviews are an aid to the effective management
of action and the managerial discretion necessary to recognize and reward differing degrees of performance while also
enabling salaries in the UT Group to be administered equitably between all service colleges.
4.2.4 For pay purposes, the performance review and employee appraisal process must be capable of distinguishing
between those faculty members who will be denied an incremental increase, those who will receive one increment and
those who will receive more than one increment. The relevant performance categories are described as Unsatisfactory,
Satisfactory and Superior respectively (TB 797894, approved May 3, 1985).
4.3 Individual salary determination
4.3.1 Faculty members whose performance is rated as "unsatisfactory" shall be denied an incremental increase.
4.3.2 Faculty members whose performance is rated as "satisfactory" and whose position in the pay scale is below
the maximum rate for their level shall be advanced one step within the scale for their level. The effective date of
step increases will be the effective date of the general revisions to rates of pay.
4.3.3(A) Effective July 1, 1989, a maximum of 30 per cent of the University Teaching Group faculty members may be
appraised above the "satisfactory" performance category in any one review period.
4.3.3(B) Faculty members rated "superior", whose rate within the scale is more than two steps below the maximum
rate for the level, shall advance to a position two steps above that held on the day immediately prior to a general pay
revision.
4.3.3(C) An employee rated "superior" who is at the maximum rate of level UT-3 or UT-4, shall receive as a
performance award, a gross lump sum payment equivalent to twice the value of the increment between the penultimate and
maximum rate for the level.
4.3.3(D) An employee rated "superior" who is at the penultimate rate below the maximum of level UT-4, shall
advance to the maximum rate and also receive as a performance award, a gross lump sum payment equivalent to the value
of the increment between the penultimate and maximum rate.
4.3.3(E) A performance award will be included as part of salary for the period in respect of which it was paid.
Any such award paid in the year of retirement, but related to the year prior to retirement, will be fully counted in
the calculation of the six-year average salary for pension purposes. However, it will not be reflected in the level of
coverage under salary-related benefits such as supplementary death benefit and insurances. Performance awards will also
not be considered part of salary for the purposes of termination benefits such as severance pay and cash-out of
vacation leave, or for salary calculations related to promotion or transfer.
4.3.3(F) The yearly total of faculty members who qualify for the above entitlement, including those who receive
the distinguished professor award cannot exceed 30% of the University Teaching Group faculty members. The above changes
are effective July 1, 1989.
4.3.4 Unless otherwise authorized within the pay plan, no faculty member may be paid at a higher rate than the
maximum for his or her level.
4.4 Distinguished professor
4.4.1 Since the object of the UT Pay Plan is to motivate faculty members, the plan must be based on criteria that
can be directly influenced by the individual and rewards that are perceived to be consistent with, directly related to
and controlled by the level of performance and contribution of the individual. Therefore, in order to recognize
extra-meritorious performance of a faculty member who has reached the maximum rate of the UT-4, and recognized as a
distinguished professor, the deputy minister or a delegated representative is authorized to provide lump-sum
performance awards of up to the equivalent of three full increments at the UT-4 level (TB 815478 approved February 6,
1991). The number of distinguished professors must be included in the overall total of those faculty members at the
UT-4 level who may receive a performance rating above "satisfactory".
4.4.2 The distinguished professor performance award is based upon sustained distinguished academic performance
and must be re-earned each year. Although paid in a lump sum, the award forms part of the employee's effective rate of
pay for pension purposes. The amount of the award is based on the rates of pay in effect during the pay year in which
the award is earned.
4.5 Pay on promotion
4.5.1 Concurrent promotion - When an employee's promotion occurs at the same time as a general pay revision
and
a. where the employee has not attained the maximum rate of pay in the scale of rates applicable prior to his or her
promotion, then
- the employee's rate shall be advanced one step or two steps, as applicable, in that scale of rates, then
- the economic adjustment shall be applied to that step, then
- an amount equal to 4 per cent of the economically adjusted maximum rate of pay for the level to which the employee
has been promoted shall be applied, then
- the employee's pay shall be adjusted to the step which is nearest to but not less than the amount arrived at in
(iii) above, in the economically adjusted scale of rates for the level to which the employee has been promoted; or
b. where the employee has already attained the maximum rate of pay in the employee's scale of rates applicable prior
to his or her promotion, then
- the economic adjustment shall be applied to that rate, then
- an amount equal to 4 per cent of the economically adjusted maximum rate of pay for the level to which the employee
has been promoted is to be applied, then
- the employee's pay shall be adjusted to the step which is nearest to but not less than the amount arrived at in
(ii) above, in the economically adjusted scale of rates for the level to which the employee has been promoted.
4.5.2 Non-concurrent promotion - When an employee is promoted on a date other than the date of a general pay
increase, then
- an amount equal to 4 per cent of the maximum rate of pay for the level to which the employee has been promoted
shall be applied, then
- the employee's pay is to be adjusted to the step which is nearest to but not less than the amount arrived at in (a)
in the scale of rates for the level to which the employee has been promoted.
4.5.3 Notwithstanding the foregoing, the rate of pay on promotion shall not exceed the maximum rate of pay for
the new level.
4.6 Acting pay
4.6.1 Provisions for acting pay do not apply when a UT-1 to UT-4 faculty member is acting in any of these levels.
Effective July 1, 1989, acting pay is payable when a UT-4 employee is acting in a position which is classified at other
than a UT level.
4.7 Demotion
4.7.1 When a faculty member either voluntarily accepts a demotion or is involuntarily demoted for incompetence or
incapacity to a lower level position within the UT Group, the employee's salary will be determined by taking into
consideration the following factors:
- the reasons for the demotion;
- the salaries of immediate superiors, subordinates and peers;
- the employee's performance history; and
- the maximum of the salary range of the level of the appointment.
4.8 Extra duty allowance
Extra duty allowance may be paid to an employee in level 2, 3 or 4 when required to act as a head of a department
and/or a dean. Extra duty allowance may be paid to an employee in a position whose extra duties are deemed to be
equivalent to those of a head of a department or dean; or head of a department and dean.
The Faculty Review Committee is responsible for designating the appropriate allowance and for approving its
payment.
The amount of the allowance can be found in chapter 4-1, appendix B17.
4.9 Hourly rates of pay
Hourly rates of pay can be found in chapter 4-1, appendix B17.
4.10 Periods of leave without pay
Consideration may be given to granting performance increases to employees who returned from a period of leave
without pay during the period covered by the performance evaluation. This is particularly important for employees who
have taken education leave without pay or a period of leave for purposes of improving qualifications. The amount of the
increase should be based on the employee's assessed level of performance in the period prior to and after return from
such leave.
4.11 Periods of secondment or SAPP assignments
Employees shall be considered for performance increases when they are temporarily seconded to another department or
are assigned under the Special Assignment Pay Plan (SAPP). In such situations, the principals, in considering the
amount of the increase to be granted, should obtain from the department or section to which the employee has been
assigned whatever information is considered to be pertinent to permit a performance evaluation to be made. In the case
of SAPP assignments, both the deputy head of the employee's own department and the deputy head of the department to
which the SAPP assignment has been made, should concur with the amount of the proposed increase.
4.12 Authorization
The deputy minister of National Defence is authorized to determine increases in salary and to make distinguished
professor performance awards within the limits prescribed in this plan.
4.13 Annual report
An annual report will be submitted to Treasury Board of Canada outlining the operations of the plan within the three
months following the approval of the new rates of pay.
4.14 Confidentiality of individual salary rates
Because the salary rate, under this plan, will reflect the assessed level of performance of an individual, care
should be taken to preserve the confidentiality of an employee's salary rate.
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