This directive covers salary anomalies, merit increases, general increases and extra or special services compensation.
In this directive, pay zones are boundaries within a pay band set by the Public Service Commissioner to facilitate pay administration decisions.
* Salary Restraint (Alberta Public Service non-union employees) effective April 1, 2016 to March 31, 2022.
Salary anomalies for managers, opted out and excluded employees
The deputy head may authorize an in-range salary adjustment for a manager or an opted out and excluded employee when a salary anomaly is identified. Salary anomalies include the following:
- salary compression or inversion between a supervisor and a subordinate
- inequitable salary relationship between peer employees
- existing salary level of an employee is inequitable given position responsibilities, employee qualifications, and retention concerns
The deputy head will determine if an employee's anniversary date changes when a salary anomaly is authorized.
The following factors will be considered in determining if and by what amount an employee's salary should be adjusted:
- the circumstances that led to the anomaly
- the qualifications and salary levels of the employee or immediate supervisor, subordinate, and peers
- the performance of the employee
- the impact of any adjustment on other employees and the departmental budget
- previous increases
A record of deputy head authorization and rationale for all pay anomaly adjustments shall be maintained and will be available to the Public Service Commissioner upon request.
When the salaries of a manager and subordinate are compressed or inverted, the salary differential resulting from adjustments should not normally be more than 5%.
In-range movement for management employees
* Suspended April 1, 2016 to March 31, 2022 due to Salary Restraint.
Effective April 1, 2022, a deputy head may adjust the salary of a Management employee who is classified in a position listed in Schedule 2, Management Official Pay Plan, by up to 3% annually on their anniversary date, up to the maximum salary for the assigned classification. This in-range movement is subject to satisfactory performance. These adjustments may be added to the base salary until the maximum of the salary for the assigned classification has been achieved.
To be eligible for an in-range adjustment, employees will normally have been in their position for at least 6 months, allowing for an adequate period to assess performance.
An employee on an authorized leave of absence without pay who qualified for an in-range adjustment during the period of leave will receive the increase on the annual review date, provided there was adequate time worked to assess the employee's performance before the leave began.
Management in-range adjustments are to be effective April 1 every year.
Merit increases for non-management employees
* Suspended April 1, 2016 to March 31, 2022 for Opted Out and Excluded, Excluded Administrative Support and Position Exempt employees due to the Salary Restraint.
Bargaining unit employee will receive increments as set out in the Collective Agreement.
Effective April 1, 2022, a deputy may adjust the salary of a full-time or part-time employee in a position that is assigned a bargaining unit class, but is excluded from a bargaining unit under section 12(1)(b) to (k) of the Public Service Employee Relations Act by one increment on the employee's anniversary date, subject to satisfactory performance and within the pay grade of the assigned classification. More than one increment may be considered when the deputy head is satisfied that the employee's performance justifies an additional increase.
Effective April 1, 2022, a deputy head may adjust the salary of a full-time or part-time opted out and excluded employee who is classified in a position listed in Schedule 1 Part 2-A and Part 2-B on the employee's anniversary date. Normally the merit adjustment will be 4% for satisfactory performance, within the salary range of the assigned classification. More than 4% may be considered when the deputy head is satisfied that the employee's performance justifies an additional amount.
When the deputy head has withheld an increment or merit increase based on performance, the adjustment may be granted when the deputy head believes the employee’s performance has improved sufficiently.
Employees on an authorized leave of absence without pay who qualify for a merit increase during their period of leave will receive the increase on their anniversary date, provided there was adequate time worked to assess their performance before the leave began.
General Increase for managers, opted out and excluded employees
* Suspended April 1, 2016 to March 31, 2022 due to Salary Restraint.
Effective April 1, 2022, the deputy head may, in accordance with the general increase guidelines issued by the Public Service Commissioner, adjust the salary of an employee whose position:
(a) is assigned to a manager class;
(b) is assigned to an opted out and excluded class; or
(c) is assigned to the bargaining unit class and is excluded from a bargaining unit under Section 12(1)(b) to (k) of the Public Service Employee Relations Act.
Salary treatment for managers at maximum
When a management employee's salary is at the maximum of the pay band or zone for the assigned class, the manager is eligible for additional compensation when:
- the manager's position qualifies for an authorized market modifier which is added to the manager's base salary; or
- the manager qualifies for an achievement bonus which is paid as a non-pensionable lump sum.
Extra or special services compensation (management, opted out and excluded employees)
On the recommendation of the deputy head and in exceptional circumstances, the Public Service Commissioner may approve a lump sum payment for extra or special services for which there are no other methods of compensation (for more information, see directive Salary Calculation).
The maximum salary of the assigned class is one of the following:
- the highest period of the grade assigned to a class
- the highest rate of a pay range assigned to a class
- the maximum of a pay range or pay zone for a manager
- the maximum of a salary range for an employee in a position classified within the opted out and excluded Schedule 1 Part 2-A and Part 2-B
- over range salary when the salary is being held over range
About this directive
|Authority:||Public Service Act
Public Service Employment Regulation (PDF, 1.1 MB)
|Application:||Organizations under the Public Service Act|
|Effective Date:||March 25, 2021|
|Contact:||Alberta Public Service Commission:
Strategic Services and Public Agency Secretariat, Workforce Policy, Total Compensation and Job Evaluation Policy
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