Proactive Disclosure

The Performance Management Program for Public Service Executives is managed by the Public Service Human Resources Management Agency of Canada. A backgrounder describing the program is available on the Agency’s Web site.

The Canadian Human Rights Commission adheres strictly to the criteria of the Directives for the Performance Management Program (PMP) for the Executive Group

Executives earn a base salary for the achievement of the ongoing commitments related to the requirements of the position. Potential in-range progression is dependent upon good performance. Performance pay – for meeting key commitments that are over and above regular duties – is over and above base salary.

Performance pay across the government is broken down into two categories: "at-risk" pay and "bonus." For example, the total compensation for an executive at the EX-1 level is set at the median of comparable positions in the external labour market. This compensation includes 7%, which is withheld and must be re-earned each year – hence it is "at risk."Therefore, an EX-1 is able to earn up to 7% in at-risk pay for meeting key commitments. For outstanding performance, an EX-1 is able to earn up to an additional 3% as a bonus. In 2004-2005, all 10 Commission EXs received pay at-risk; two executives received bonuses for superior performance against agreed key commitments.

At-risk and bonus pay for Commission executives in 2004-2005 reflects continued success in implementing the change process at the Commission that began in 2003, with improvements made to the human rights complaint process and an increased focus on the front end of the human rights continuum. Over the course of two fiscal years, the changes implemented at the Commission yielded: 

• a 28% reduction in the active caseload; 
• a 45% reduction in the number of cases one year old or older; and 
• a 33% increase in the number of final decisions.

In 2004-2005 the commissioners rendered 1,137 final decisions, an increase of 33% over 2002-2003. The Commission continued to improve its service by making significant changes which led to more effective, consistent and timely handling of human rights cases. Improvements included streamlining the intake and investigation processes and applying service standards at each phase; developing a pilot preliminary assessment approach, and launching the Discrimination Prevention Program.

The amounts paid under the Performance Management Program for Executives of the Public Service of Canada for 2004-2005 are available on the Public Service Human Resources Management Agency of Canada Web site.