Performance Management Program
Criteria to Determine Eligibility for Performance Pay
CRITERIA |
Less likely to be eligible for performance pay |
More likely to be eligible for performance pay |
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Tenure of Appointment |
Appointed during good behaviour (or removable for cause)
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Appointed during pleasure |
Mandate of the Organization |
Organization’s mandate and processes resemble those of a court
advice/recommendations and decisions are subject to judicial review or
appealable to the Federal court
applying legal rules to findings of fact
decisions and recommendations affect personal rights and liberties
determining rights between party litigants
using rules of evidence
testimonies are given under oath
issuing subpoenas
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Organization’s mandate and processes are administrative and do not
resemble those of a court
advice, recommendations and decisions are not subject to review or
appeal
applying legal rules on the basis of policy or operational guidelines
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Function of the Position |
Combination of managerial/quasi-judicial and decision making functions
(% of time spent doing each duty)
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Purely managerial (e.g.: financial management, HRM, etc.) |
Need for Independence |
Necessity to maintain arm’s length relationship or independence from
government in decision-making (the greater the level of institutional
independence required, the more inappropriate it would be to provide
performance pay as this could be seen to affect the institutional
independence of the organization)
Government could be one of the litigants in a dispute before the
organization |
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