Thank you, Chair.
Our performance pay and performance pay system is different from that in government. The performance pay we give our employees at different categories is in fact less than is given at a comparable level in the federal public service.
Our system provides for every employee to go through a performance evaluation with their supervisor each year. The supervisor will determine a rating. As I mentioned, we have two components to performance pay: one is product management and one is people management. The categories are 80%, 100%, 120%, and 120%-plus. We have set targets as well for the majority of our staff, 60% or 70%—I'm sorry I don't have the number with me, but I can certainly provide it to you—to be at 100%; that is to say, they're meeting expectations. A very few will be at 80%, who are below expectations, and a very few will be in the 120% or 120%-plus category.
Once those initial assessments are done by the supervisors, the executive committee meets and discusses all of the ratings for all of our management category, which represents about 200 people. We make sure there is consistency and fairness in the ratings that are given to ensure that someone is not being overly generous or too punitive, and then we determine the categories and the amounts. You can see the amounts on page 43 of our performance report, and those are paid out to staff.
The professionals are unionized, and we have negotiated with the union for a small percentage, up to 15%, to be able to receive a performance pay bonus of up to $3,000.