Leave arrangements will be worked out in cooperation between the Executive and the host supervisor in light of operational requirements and personal needs. If the host organization has different hours of work than the public service for example, a 30 hour work week, of four Interchange participants are subject to the terms and conditions of employment applicable to their substantive position but are responsible for respecting the working conditions of the host organization, including working hours, designated holidays, overtime, security requirements, and the scheduling of vacation or unpaid leave.
If the host organization has a different holiday schedule than the core public service i. Likewise, if the host organization did not follow some of the holidays of the core public service such as Remembrance Day or Easter Monday would the executive be expected to show up for work on those days?
Interchange participants are responsible for respecting the working conditions of the host organization, including working hours, designated holidays, security requirements, and the scheduling of vacation or unpaid leave.
In accordance with Article E. They will not be eligible for any of the cash or non cash elements that could be provided as part of a career transition agreement. Surplus executives laid off while on IC assignments are not eligible for priority consideration for reintegration into the core public administration. Surplus executives laid off while on IC assignments may be eligible for performance pay during their last year of employment, as prescribed in Articles B.
APEX is dedicated to providing executives with opportunities to network and develop a strong community of practice. As part of the mission, APEX also promotes executive health and wellbeing, and supports leadership excellence. As the voice of the federal executive community, the Association is a dynamic national organization whose advice on critical Public Service issues is valued and acted upon by key decision-makers.
They must have the agreement of their Deputy Head to cover their full salary for the entire duration of their assignment at APEX. These assignments can take place at any time during the career of an executive as the goal is that, by taking temporary assignments, employees develop professionally while organizations participating in the Program benefit from new knowledge, skills and approaches. Organizations may use the Program for job enrichment, talent management or skills exchange.
Opportunities for AE assignments are shared with members for their expression of interest as opportunities arise. Do the Values and Ethics Code for the Public Sector and Policy on Conflict of Interest and Post-Employment, Appendix B apply to public servants working in the core public administration, who accept temporary assignments with any other sector under the Policy on Interchange Canada?
Yes, The Values and Ethics Code for the Public Sector and the Directive on Conflict of Interest and Post-Employment form part of the conditions of employment for all public servants working in departments, agencies and other public institutions, for whom Treasury Board is the employer, and continues to be applicable to employees who are on an approved IC assignment.
The Directive on Interchange Canada confirms that an employee on an IC Assignment remains attached to their home organization in the federal public service and must return to their home organization at the end of the assignment.
It states that all terms and conditions of employment will continue to apply. The Directive on Interchange Canada confirms that an employee on an IC assignment remains attached to their home organization in the federal public service and must return to their home organization at the end of the assignment. Under the Policy on Interchange Canada the deputy head must be satisfied that conflict of interest, post-employment and security guidelines are adhered to.
After two unsuccessful attempts for the same promotion, the participant will not be retained in the program. Extended leaves limited to maternity and parental leave without pay, leave without pay for the care of immediate family, and sick leave with or without pay, unless otherwise authorized by the home organization in consultation with PSHRMAC.
Time spent on extended leave must be made up before a participant can graduate. Under such conditions, the Leadership Development Programs Division may authorize specific exceptions to section See section 13 of this appendix for information on performance ratings and definitions.
If written notice is not given, the increment will not be withheld. The home organization may grant the increment on any Monday prior to the expiry of the next increment period.
The anniversary date of the increment does not change. Managerial discretion should be used in determining the amount of performance pay. The performance ratings and definitions provided in section 13 of this appendix are designed to allow managerial discretion to recognize and reward differing degrees of performance.
In this case, performance ratings should be pro-rated to time spent on each assignment. Any such award paid in the year of retirement, but related to the year prior to retirement, will be fully counted in the calculation of the five-year average salary for pension purposes.
However, it will not be reflected in the level of coverage under salary-related benefits such as supplementary death benefit and insurances. PL performance pay is not applicable. Participants at the PL level are not entitled to claim overtime. Rather, it should be provided under exceptional circumstances.
Management leave cannot be converted to cash. Leave not taken within these timeframes will be revoked. These numbers will be communicated to participating organizations. Home organizations must submit a Performance Pay report by July 15 annually for all participants at the PL level for the previous fiscal year. Reports should be emailed as a Microsoft Excel attachment to: tlncorres. The report must include the following:. Section 3 of this appendix provides more information about official language requirements.
Candidates are also responsible for additional hours of study if they are required to successfully complete the language training program. The allowance will be paid by the home organization and will be equal to 80 per cent of the applicable program entry rate as determined by PSHRMAC. Income tax, Canada Pension Plan or Quebec Pension Plan, and Employment Insurance premiums will be deducted from the allowance, which will be remitted bi-weekly by direct deposit.
The allowance will continue as long as the candidate remains in the language training program. Designated holidays will not affect the remittance of the allowance. Such absences shall not exceed. Candidates will also be entitled to. Absence in excess of the actual earned leave period or of the advanced leave period is without the allowance. Recovery of an overpayment is the responsibility of the home organization.
Any unused sick leave is neither cashable nor transferable at the conclusion of language training. Absence from class must be in accordance with the established practices of the language school.
PL ab initio candidates who do not attain the required level of language proficiency in the established timeframe will not be eligible to participate in the program. Misconduct will result in the candidate losing the PL ab initio status and barring their eligibility to the program. The program is committed to employment equity. Applicants must have:. CAP participants are chosen through a competitive process run at the organizational level, using the Agency's assessment tools and the key leadership competencies profile.
Before undertaking the CAP recruitment process, interested organizations should answer the following questions:.
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