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ManagementCongratulations on your new management position! Below, you will find information as a starting point to get you familiar with some of the questions you may have as a new Alberta Public Service employee. Once you start with us, your supervisor and department HR Consultant will also be able to answer any questions you may have. PayPay ranges for management employees are based on the classification and/or zone of your position on the management official pay plan. To see the pay range for your classification, click here. To see the pay zones if you are in a Manager or Senior Manager classification, click here. When you meet with your pay and benefits specialist upon commencement, an employee ID number will be assigned to you and a direct deposit form will be filled out. Bi-weekly pay began in October 2009, with the first deposit taking place on October 16 and every second Friday thereafter. Every employee (including wage employees) is on a government wide system called MyAGent which you will be given access to as soon as your pay and benefits specialist assigns you an employee ID number. This website is a portal for employment information including details on each paycheck. There are two types of salary increase you may be eligible for. The first type of salary increase is an annual in-range adjustment and the second a general increase. In-range adjustments may be granted by up to 3% within the salary range of your assigned classification and/or zone, on April 1 of each year. If applied, these adjustments may be added to the base salary until you reach the maximum of your salary range. In-range adjustments are subject to satisfactory performance with you having been in the position for at least six months, allowing for an adequate period to assess performance. General increases are typically applied when the pay plans are reviewed at the same time the collective agreement adjusts for its general increases. Benefits
Management employees currently participate in the 1st Choice Benefits Plan. Benefits under 1st Choice include: Detailed information on this plan can be found here. All permanent employees and temporary salaried employees are eligible to participate in the benefit plans. Wage employees are typically not eligible. Costs are shared between you and the employer. Premiums for 1st Choice Benefits Plan participants are shown here. As a 1st Choice Benefits Plan participant, coverage in the health plans, except the Long Term Disability Continuance Plan, will commence on the first day of the following pay period from employment or transfer into the plan. More detailed information can be found here under "Effective Date of Coverage". There are certain benefits that are mandatory and others that are optional. Review your benefits information package and/or discuss with your HR Consultant or pay and benefits specialist about your options. For 1st Choice Benefits Plan participants, the following benefits are mandatory: Upon commencement, your pay and benefits specialist will connect with you to enroll you within the benefits plan. You will be required to complete the appropriate enrollment forms in order to commence you on the benefits plan. This is the form you will complete to commence your benefits. You can coordinate your claims so that you can receive payment of up to 100% of eligible expenses from both plans if your spouse or benefit partner is enrolled in a health care plan providing similar coverage. For more information on the 1st Choice Benefits Plan, click here. PensionAll employees in a management position who are on permanent or temporary salaried status automatically become members of the Management Employees Pension Plan (MEPP). Click here for more information on MEPP. For Management Employees Pension Plan (MEPP) participants, your contributions are also based on a percentage of your pensionable salary and are made through payroll deductions. The most recent contribution rates for MEPP are found here (under contribution rates). MEPP has reciprocal agreements with a number of other pension plans. There is a possibility you may be able to transfer your service from a previous pension plan to the plan you belong to now. Information on the reciprocal agreements is available from the MEPP administrator at 1-877-889-6377. You can also click here for more information. VacationYour vacation is based on a vacation grant and the amount of vacation leave you earn while working with the Alberta Public Service. First Year Vacation Grant: Effective October 1, 2007, if you are a permanent or temporary salaried employee in your first calendar year of employment, you will be given one vacation day for each calendar month of service completed in your first calendar year of work, in addition to your regular earning entitlement for subsequent years. This additional vacation entitlement is effective on your first day of employment. If you are hired after the 15th day of the month your vacation days will be counted at the beginning of the following month. For example, if you were hired between May 1-15, 2008, you will be given 8 vacation days in addition to your regular earning entitlement. If you were hired between May 16 - June 15, 2008 you will be given 7 vacation days in addition to your regular earning entitlement and so on. Feel free to contact your Human Resources department for more information. Vacation Earnings: In addition to your 1st year vacation grant, you will also earn 1.25 days of vacation time per month worked in your first calendar year of employment. If you have enough prior service to qualify, you may earn vacation time at a higher rate. The table below shows the amount of vacation time you earn in each calendar year after completing specific months or years of service as of December 31. It also sets out the rate you earn vacation time for each full calendar month you work. Table: Calculating Vacation Leave
More information on earning vacation leave can be found here. In addition to regular earning entitlements, management employees also earn a vacation supplement at the rate of 5/12 work days for each full calendar month, because they often work extra hours without additional compensation. This would equate to 5 additional days per calendar year. More information on earning vacation leave can be found here. Normally, you would take vacation leave in the year after you have earned it. The deputy head may approve vacation to be taken in the year it is earned. In this case, the number of days taken will be deducted from the following year's entitlement. You can use your first year vacation grant (effective October 1, 2007) beginning your first month of employment. Talk to your supervisor once you are ready to schedule your vacation time. AbsencesAs a management employee, you are entitled to the following sick leaves: Casual Illness: Employees are entitled to casual illness leave of up to 10 work days in any one year of employment, subject to deputy head approval. Year of employment means each consecutive period of 12 months from the date an employee last started work, including continuous wage service. If you become ill at work and have worked at least one hour in the half day, you will be paid for the half day and no deduction will be made from your casual illness entitlement. A half day is the time between 8:15 a.m. and 12:00 p.m. or between 1:00 p.m. and 4:30 p.m. You may be required to produce a medical certificate for any period of casual illness leave you take. General Illness: If you are away from work for more than 3 consecutive work days due to illness, the General Illness Leave will take effect to a maximum of 80 days. General Illness Leave entitlement is set out in the following table:
You will be required to provide a medical certificate for any period of general illness leave taken. Long Term Disability Plan: If you are ill or unable to work beyond 80 days, you may be eligible to receive benefits under the Long Term Disability Income Plan. Further information on the Long Term Disability Income Plan can be accessed here. Depending upon your situation, you may need to access the leaves as indicated above. Normally, you would first use your casual illness leave and will access general illness leave if absent for 3 consecutive work days. It is only after 80 days of general illness leave that you may apply to receive benefits under the Long Term Disability Income Continuance Plan Regulation. It is important to stay connected with your supervisor to allow for updates and provide you with any supports required to help them with your situation. For either expected or unexpected absences, you are expected to contact your supervisor either through phone or email as soon as possible. In addition, you are required to complete a time sheet at the end of the month to document any absences. This sheet will be forwarded to your payroll contact to be entered into your personnel file and MyAGent. Check with your supervisor on your department's process of completing the time sheet. For further information on other leaves (including maternity leaves) and other additional leave entitlements, please click here. Information on paid holidays can be found here. Workplace Health
The Workplace Health Framework describes what Workplace Health is and how workplace health services are delivered in the GOA. The purpose of the Alberta Government's Occupational Health and Safety Program is to identify health and safety concerns, reduce the occurrence of occupational incidents, injuries and illnesses. Overall, this program promotes your health and well-being as an Alberta Government employee. The Workplace Health Framework reflects our commitment to stimulate and create a work environment that moves us all to work toward a healthier workplace. For Unionized employees, Article 43 in the Collective Agreement describes the Alberta Union of Provincial Employees (AUPE) and the Government of Alberta's partnership in the Occupational Health and Safety Program. It describes every unionized employee's responsibility for health and safety in the workplace. More information on our Workplace Health programs and initiatives can be found here. The Occupational Health and Safety Policy reflects the Alberta Government's commitment to provide a safe and healthy work environment and, together with AUPE, encourage employee participation in the Occupational Health and Safety Program. The Employee and Family Assistance Program (EFAP) is a confidential counseling and information service provided by Shepell.fgi and is sponsored by the Government of Alberta. This program is designed to help you and your dependents with any personal problems, large or small, that affect your family life, your work life or your general well-being. Click here for further information on EFAP. The Employee Support and Recovery Assistance Program (ESRA) is a program that offers you professional health assistance if you are ill or injured. Click here for more information on ESRA. Training
Continuous learning and development is critical to your ongoing growth and success. Once you've started with us, you will find that we have numerous supports that can help your career and learning plan. We have many different kinds of programs available to you in supporting your learning and development. Click here to see the programs that may interest you. The Government of Alberta (GoA) Learning Centre also offers various learning opportunities on a wide range of topic areas throughout the year. To access what courses are available, click here. On-the-job learning is also an important component of your learning and development. Once you've started working with us, consider secondment opportunities or other special projects and assignments you can take on to further develop your skills. Whether it's courses or on-the-job learning assignments, feel free to discuss with your supervisor and/or HR Consultant if you are interested in any learning opportunity, including the process for applying for financial assistance where applicable. With hundreds of careers in the APS to consider and with so many different opportunities, it is important to remember your career path in the APS is also a life long learning process. APS career paths are often as unique as individuals, and ultimately you will make career choices to meet your individual needs as there is nobody more interested or qualified to determine its direction and timing than you. The APS Career Management Portal is a key resource offering an abundance of information and material that can help manage your career within the APS. Click here to access the portal. The "Career and Learning" section on the Corporate Human Resources website also offers resources and information to help employees explore what opportunities are available to them. Click here for more information. In addition to online resources, your supervisor and/or HR Consultant in your department may also provide valuable insights and supports in helping you pursue the different career options with the APS. OpportunitiesOpportunities with the GOA are posted on the GOA jobs website. Click here to see what opportunities are there that may interest you! Other Information
MyAGent is your gateway to online employee self-service. It is a confidential portal that provides you with the ability to access and update your personal information over the internet from your workstation or from home. When you update personal, employment or benefits information, this information automatically updates the Alberta Government HR and Payroll System (IMAGIS HRMS). Here are just a few things you can do in MyAGent. Flexible work options can be an effective way to balance work and life. However, not all departments are designed to accomodate flex work; check with your supervisor. Click on the links below for outlines of the flexible work options that could be possible upon discussions with your supervisor. The achievement bonus is a component of compensation for management and non-union positions, based on a satisfactory performance assessment. The link here offers more information on the Achievement Bonus Program. |
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