To provide deputy heads some flexibility, within the compensation system of
the Public Service, in the recruitment, assignment and compensation of
employees.
Deputy heads, or their designates, may recruit or assign a specified number
of employees, for a period of up to three (3) years, to duties and
responsibilities which have not been classified, or have been classified at a
lower level than the level to which the employee is appointed.
This plan applies to all employees, other than those appointed to Management
Category levels.
This authority is also extended to the Director of the Career Assignment
Program (CAP) of the Public Service Commission.
This policy applies to all departments and other portions of the Public
Service listed in Part I of Schedule I of the Public Service Staff
Relations Act.
Assignments under this plan shall conform to the applicable provisions of the
Public Service Employment Act and Regulations. Before initiating
assignments, managers or personnel advisors should consult the appropriate
staffing authority.
Assignments may be used for:
- special recruitment of persons qualified for appointment to the Public
Service;
- special projects for employees required by a deputy head to conduct or
participate in a specific project not forming part of the usual and
continuing functions of the department;
- training or development of employees selected by a deputy head for
training or development to increase their knowledge and skill to the future
advantage of both the employee and the Public Service; or
- pre-retirement assignment of employees approaching retirement who are
selected by a deputy head to apply their knowledge of the department's
objectives, programs and procedures in a staff or advisory role.
Assignments shall be made within quota limits established by the Secretary to
the Treasury Board. Quotas will be established in accordance with the
demonstrated needs of a department, upon written request by the deputy head.
Quotas must be exercised within established departmental resource allocations.
There are two types of quotas:
- basic quotas: established for an indeterminate period to meet ongoing
requirements for flexibility in recruiting and assigning employees (see
Appendix A); and
- supplementary quotas: established for a specified period to meet unusual
or non-recurring requirements.
Candidates for SAPP assignments shall be provided with written offers of
assignment, detailing the nature, location, duration and conditions of the
assignment, the measures to be taken to regularize their employment status
following completion of the assignment, and the department responsible for
implementing those measures.
Candidates should provide written acceptance or rejection of offers of
assignments.
Assignments may be modified or extended, as agreed between the employee and
the deputy head or designate of the department, or the director, CAP, as
applicable.
Assignments shall be deemed to have been interrupted when an employee is
unavailable for work for 30 consecutive and contiguous working days for any
of the following reasons:
- certified sick leave;
- leave without pay;
- assignment to a Public Service special development program, eg. CAP, ENAP,
ENA, Collège d'Europe;
- secondment or interchange assignment outside of the Public Service.
When an assignment has been interrupted, an employee may resume the
assignment upon return to full-time employment, for a period equal to the
portion of the assignment remaining at the beginning of the interruption.
Salary increases within the range for the employee's certified group and
level shall continue to apply throughout the SAPP assignment, and be
administered in accordance with the relevant collective agreement or pay plan.
All conditions and entitlements specified in the collective agreement or
compendia applicable to the employee's certified group and level shall continue
to apply to an employee assigned under this plan.
Changes in the certified group or level of employees on SAPP assignments
shall be made within the provisions of the Public Service Employment Act and
Regulations when:
.1 a review of the duties performed by the employee immediately preceding
the SAPP assignment causes an upward reclassification of those duties, and the
classified level of the position before the review was coincident with the
certified level of the employee;
.2 the employee receives an appointment at a higher level and the
department decides to allow the employee to complete the assignment;
.3 a conversion to a new classification standard, or to a new occupational
group or sub-group, is implemented for the occupational group or sub-group to
which the employee holds an indeterminate appointment.
Departments will ensure that basic or supplementary quotas are not exceeded,
and that individual records are established for each assignment, including the
following information:
- identification, including the certified level of the assignee;
- the rationale for the assignment, and for extension(s), if any;
- commencement and finishing dates of assignments and extensions;
- evidence of acceptance by the employee of the assignment and any
extensions.
This policy replaces chapter 21 of PMM volume 4.
Enquiries relating to this policy should be referred to the responsible
officer designated in departmental/organizational headquarters, who in turn may
direct questions regarding interpretation to the Human Resources Branch of the
Treasury Board of Canada Secretariat.
Department
|
Basic quotas
|
Agriculture Canada
|
40
|
Atlantic Canada Opportunities Agency
|
10
|
Canada Labour Relations Board
|
4
|
Canadian Aviation Safety Board
|
12
|
Canadian Centre for Management Development
|
7
|
Canadian Grain Commission
|
4
|
Canadian Human Rights Commission
|
8
|
Canadian Intergovernmental Conference Secretariat
|
3
|
Canadian International Development Agency
|
28
|
Canadian International Trade Tribunal
|
12
|
Canadian Radio-television and Telecommunications Commission
|
10
|
Canadian Secretariat
|
1
|
Canadian Space Agency
|
15
|
Canadian Transport Commission
|
8
|
Commissioner for Federal Judicial Affairs
|
1
|
Communications Canada
|
10
|
Consumer and Corporate Affairs Canada
|
11
|
Correctional Service Canada
|
27
|
Department of Forestry/
|
15
|
Department of Western Economic Diversification
|
10
|
Emergency Preparedness Canada
|
10
|
Employment and Immigration Canada
|
60
|
Energy, Mines and Resources Canada
|
22
|
Environment Canada
|
32
|
External Affairs Canada
|
21
|
Federal Court of Canada
|
4
|
Federal-Provincial Relations Office
|
3
|
Finance Canada, Department of
|
10
|
Fisheries and Oceans, Government of Canada
|
24
|
Health and Welfare Canada
|
37
|
Immigration and Refugee Board
|
10
|
Immigration Appeal Board
|
2
|
Indian and Northern Affairs Canada
|
40
|
Insurance Canada, Department of
|
4
|
Investment Canada
|
6
|
Justice Canada, Department of
|
8
|
Labour Canada
|
10
|
National Capital Commission
|
4
|
National Defence
|
30
|
National Energy Board
|
6
|
National Library of Canada
|
4
|
National Museums of Canada
|
10
|
National Parole Board
|
4
|
Office of the Chief Electoral Board
|
4
|
Office of the Commissioner of Official Languages
|
4
|
Office of the Governor General's Secretary
|
3
|
Offices of the Information and Privacy Commissioners
|
5
|
Privy Council Office, Government of Canada
|
14
|
Public Archives Canada
|
5
|
Public Service Commission of Canada
|
22
|
Public Works Canada
|
40
|
RCMP Public Complaints Commission
|
2
|
Registry of the Tax Court of Canada
|
3
|
Revenue Canada, Customs and Excise
|
26
|
Revenue Canada, Taxation
|
60
|
Royal Canadian Mounted Police
|
8
|
Secretary of State of Canada
|
15
|
Solicitor General Canada/a) Secretariat
|
8
|
Statistics Canada
|
23
|
Status of Women Canada
|
1
|
Supply and Services Canada
|
32
|
Supreme Court of Canada
|
1
|
Transport Canada
|
53
|
Treasury Board of Canada, Office of the Comptroller General
|
6
|
Treasury Board of Canada, Secretariat
|
17
|
Veterans Affairs Canada
|
16
|
|