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About this directive
|Reference to applicable legislation (act or regulation):||Part 7, Section 46, Public Service Employment Regulation (PDF, 1.1 MB)|
|Application:||All employees appointed or employed pursuant to the Public Service Act, with the exception of employees who are members of the bargaining unit.|
|Last updated:||March 2022|
|Last reviewed:||March 2022|
|Created by:||Alberta Public Service Commission:
Strategic Services and Public Agency Secretariat, Workforce Policy, Total Compensation and Job Evaluation Policy
To provide clarity and transparency to support accurate and consistent application of extra or special services compensation to non-union employees, in situations where there are no other methods of compensation.
This directive provides the criteria and approach to the application of lump sum payments in accordance with the Public Service Employment Regulation (PDF, 1.1 MB). The Public Service Commissioner (Commissioner) will issue instructions (employee eligibility, lump sum payment amount, timing of payment, etc.) specific to the implementation of extra or special services compensation for non-union employees.
Definition of terms
Extra compensation: additional compensation in the form of a lump sum payment provided to non-union employees under unique circumstances.
Management: employees appointed to a position in the Management Job Evaluation Plan, and paid in accordance with Schedule 2, Management Official Pay Plan, as included in the Public Service Employment Regulation.
Non-management: includes employees in bargaining unit, position exempt, and opted out and excluded employment groups.
Non-union: includes employees in management, position exempt, and opted out and excluded employment groups.
Opted out and excluded: employees in a classification not included in the bargaining unit, who are appointed to a position in the Point Rating Evaluation Plan, and paid in accordance with Schedule 1, Part 1-A, Part 2-A and Part 2-B of the Opted Out and Excluded Official Pay Plan in the Public Service Employment Regulation.
Position exempt: employees in a bargaining unit classification who are excluded from the union in accordance with Part 3, Division 3, Section 12 of the Public Service Employee Relations Act.
Special services compensation: additional compensation in the form of a lump sum payment provided to management employees under emergent situations.
A deputy head may request access to extra compensation when there is no other method of compensation. The Commissioner may approve extra compensation in the form of a lump sum payment for non-union employees who are required to continually work under unique circumstances, including working outside normal Government of Alberta office hours.
With Treasury Board approval, extra compensation may also be provided when applying a lump sum payment in lieu of an annual general increase.
The provision of extra compensation will be administered based on implementation instructions issued by the Commissioner and in alignment with the criteria outlined below:
- lump sum payment rationale
- employee eligibility
- lump-sum amount
- timing of payment
Lump sum payments are:
- not pensionable,
- not eligible for any retroactive pay adjustments, as it is a point in time payment, and
- subject to payroll deductions, as these payments are part of an employee’s compensation.
Special services compensation for management
When there is no other method of compensation, the Commissioner may approve special services compensation in the form of a lump sum payment for management employees, as they are not eligible for overtime or premium pay.
Non-management employees are not eligible for special services compensation. Non-management employees are eligible for overtime in accordance with the Collective Agreement (bargaining unit and position exempt employees), or the Public Service Employment Regulation (PDF, 1.1 MB) (opted out and excluded employees).
Special services compensation will be administered based on implementation instructions issued by the Commissioner when management employees are required to continually work extensive hours (for example, more than 45 hours a week) during times of unprecedented emergencies, such as natural disasters (for example, wildfires, floods), public health emergencies (for example, pandemic response), or job action (for example, strike).
It is expected that time off be provided in recognition of working extensive hours; however, if this cannot be approved due to operational requirements, the deputy head can request approval from the Commissioner for special services compensation.
Deputy head must recommend eligible employees for Commissioner’s approval, based on the criteria established by the Commissioner:
- Eligible management employees must have been required to work more than 45 hours within a calendar week (Monday to Sunday) in an effort to support the government’s response to the emergent situation.
- Additional time off, in recognition of the additional hours, has not been provided.
- Special Services Compensation may only be provided to the following management classifications:
- Manager (Zone 1 and Zone 2)
- Senior Manager (Zone 1 and Zone 2)
- Executive Manager 1
- Executive Manager 2
- Lump sum payments are:
- calculated at the employee’s hourly rate at the time of processing for hours worked beyond 45 within a calendar week (Monday to Sunday)
- not eligible for any retroactive pay adjustments, due to payment at a point and time,
- not pensionable, and
- subject to payroll deductions, as lump sums are part of an employee’s compensation.
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