The Performance Management Program (PMP) aims to provide a consistent and equitable framework for the management of the performance of senior public servants. The PMP encourages excellent performance in the senior ranks of the public service by recognizing and rewarding the achievement of results linked to business plans and government objectives and the demonstration of leadership competencies.
Cash compensation for senior personnel has two components - base salary and performance pay. Performance pay has two elements - a variable amount (at-risk pay) which must be re-earned each year and a bonus for performance that surpasses expectations. Those who are rated "unable to assess" or "did not meet" receive no at-risk pay or bonus.
For DMs and GCs the breakdown between at-risk pay and bonuses is as follows:
|
Performance Pay |
DM-1 |
DM-2/3 |
DM-4 |
|
No At-Risk Pay |
--- |
--- |
--- |
|
At-Risk Pay |
Up to 10% |
Up to 13% |
Up to 17% |
|
Bonus |
Up to an additional 5% |
Up to an additional 7% |
Up to an additional 8% |
|
Performance Pay |
GC-1 to GC-5 |
GC-6 to GC-9 |
GC-10 |
|
No At-Risk Pay |
--- |
--- |
--- |
|
At-Risk Pay |
Up to 7% |
Up to 10% |
Up to 13% |
|
Bonus |
Up to an additional 3% |
Up to an additional 5% |
Up to an additional 7% |