Acting in a position

This page provides information about various acting role scenarios and how they may affect your pay.

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How acting pay is calculated

Acting pay is the rate of pay that you would be paid on appointment to a higher classification level, as calculated following the promotion or deployment rules set out in section A2.2 (Rate of pay) of the Directive on Terms and Conditions of Employment.

The promotion pay rate calculation rules are used to determine your acting positon’s pay level. A promotion, for pay calculation purposes, occurs when the maximum pay level of the position you are acting in exceeds the maximum pay level of your substantive position by:

For more information, consult sections 2.2.2.3, 2.2.2.4 and 2.2.2.5 of the Directive on Terms and Conditions of Employment.

Note

Certain job classifications have specific calculations identified in their terms and conditions of employment or salary administration plan relative to their appointments. Consult with your manager or human resources advisor or refer to your collective agreement for more information.

Acting roles and the Pay Centre

Unless the case is considered an acting pay exception, the Pay Centre does not require any further documentation to process an acting extension. For more information, consult with your manager or human resources advisor.

Pay increments and revisions

While in an acting role, you will continue to receive normal pay increments in your substantive pay level. Depending on your substantive pay level, you may also be entitled to receive pay increments in your current acting pay level. For more information, consult sections 2.6.4.1, 2.6.4.2 of the Directive on Terms and Conditions of Employment.

If you do receive a pay increment in your substantive pay level, your current acting pay level will be recalculated and adjusted accordingly. If this results in a current acting pay level that is less than your new increased substantive pay level, you will continue to receive the same current acting pay level. For more information, consult section 2.6.3.1 of the Directive on Terms and Conditions of Employment.

You are entitled to any revision in the pay level of your current acting role. For more information, consult sections 2.6.3.1, 2.6.3.2 and 2.3.1 of the Directive on Terms and Conditions of Employment.

Acting groups

While in an acting role, you are subject to the terms and conditions of employment and the collective agreement of the acting group. If you are acting in the Executive Group, you remain covered by the terms and conditions of employment or the collective agreement of your substantive position; however, you will not be entitled to overtime, call back, reporting pay, standby, shift premiums, travelling time or any other cash compensation which is dependent on completing a specified number of hours in a normal work week. For more information, consult sections 2.6.8.1 and 2.6.8.2 of the Directive on Terms and Conditions of Employment

Calculating pay for a subsequent acting appointments

While in an acting appointment, if your role shifts to a more senior acting level, your pay level will be calculated using your substantive salary. If this results in a pay level that is less than your original acting pay level, you will be paid at the rate that is nearest to, but not less than your original acting pay level.

When you return to your original acting role, you will revert back to your original acting pay level.

For more information, consult 2.6.5 b of the Directive on Terms and Conditions of Employment.

Promotions and deployments (while in an acting position)

If you are promoted or deployed while acting in a position, your promotion/deployment pay level will be calculated using your new substantive salary.

Refer to section 2.6.6, subsection 2.6.6.1 and 2.6.6.2 of the Directive on Terms and Conditions of Employment to find out how your new acting salary is established based on your specific scenario.

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