Mr. Speaker, with regard to (a), (b), (e), (f), and (g), data for the years 2013-2014 and 2014-2015 are available on the Treasury Board of Canada Secretariat’s website at https://www.canada.ca/en/ treasury-board-secretariat/services/ performance-talent-management /performance-management-program- executives.html.
The data for 2015-2016 will be published once they are finalized.
With regard to (c) and (d), the Treasury Board of Canada Secretariat sets departmental spending limits for executive performance pay, calculated as a percentage of departmental executive payroll at March 31. Each department then has the flexibility to spend this budget, as long as individual payments do not exceed the following percentages established by the Treasury Board: up to 12% of base salary for at-risk pay and up to 3% of base salary for bonus pay for each eligible executive at the EX-01, EX-02, or EX-03 levels, and up to 20% of base salary for at-risk pay and up to 6% of base salary for bonus pay for each eligible executive at the EX-04 or EX-05 level.
With regard to (h), the directives on executive compensation and on the performance management program for executives set out the requirements related to eligibility for performance pay. All executives are assessed at the end of the performance management cycle on the extent to which they have achieved the objectives set out in their performance agreement and their demonstration of their key leadership competencies. Based on this assessment, each executive is given a rating on a 5-point scale, where 1 is “Did not meet” and 5 is “Surpassed”. Executives who obtain a rating of 2 or higher are eligible for performance pay. Ratings recommended by the manager of each executive are reviewed by the departmental review committee and approved by the deputy head. All performance pay decisions must be approved by the deputy head.
With regard to (i), only individuals who get a rating of “Surpassed”, meaning their performance was outstanding, and who receive the maximum percentage of at-risk pay are eligible for the bonus.
With regard to (j), executives whose performance rating is “Did not meet” are not eligible for performance pay.