Date Issued: 01/12/1999
Revision Date: 13/07/2006
To enhance the employer’s ability to attract and retain the employees required to deliver its programs and services.
The Equal Pay For Work of Equal Value/Pay Equity policy framework requires that supplements are to be based on well documented recruitment/retention problems and directly attributed to a lack of salary competitiveness.
A Supplemented Salary (SS) for market purposes is used when compensation research indicates:
A SS/SSR is used when the normal salary range for the classification level is insufficient to allow recruitment and retention of individuals that can perform the work.
A SS/SSR is treated as part of base salary for all pay purposes (e.g. promotion, downward reclassification, pension and insured benefits).
A SS/SSR may be reduced or eliminated if no longer required. An existing employee in receipt of a SSR may be red-circled when the supplement is reduced or eliminated. If compensation research shows that the supplement is no longer required, new employees will be hired into the normal salary range or the amount of the supplement/supplemented range may be set at a reduced level for new hires.
Any compensation research is to be conducted by the Public Service Commission. The commission will identify costs and if the occupation is specific to a department, the department must provide written assurance to the Compensation Branch that the cost can be absorbed within the current appropriation. Once such assurance is received, the Commission will establish the supplement with the bargaining unit and written authority will be provided subsequently.
If unable to absorb the cost, the department must obtain the appropriate level of Finance/Treasury Board approval and notify the Compensation Branch once such approval is received.
Where the occupation crosses department lines, the commission will determine the cost and may provide assistance in obtaining the appropriate Treasury Board approval, if required.
In the year the collective agreement expires, all supplemented occupations will be surveyed. In other years, occupations with supplemented salary ranges will be reviewed annually, to determine if the occupation is experiencing recruitment and retention issues. If the current supplement level appears to be effective, that occupation will not be surveyed in that year.
In determining whether or not a supplement should be provided, the following criteria are considered:
For inquiries, please contact the Human Resource Service Centre.
This form will be used to send in a request for an additional supplement for the particular department
This document will be used to provide a summary of the employee turnover and recruitment actions taken in a certain department.