For July 2024, PEP and VPP will share a combined pool of $500,000. The pool will be distributed to the President and the Vice-Presidents on a pro-rata basis reflective of employee salaries. Departments are required to self-fund the payments. If the total pool allocation is not utilized in a given year, it does not carry forward.
The department head may nominate employees for payment from the applicable program. The President and Vice-Presidents are responsible for review of all submissions for their area and may approve, amend, or decline recommendations. The value of individual payments should reflect the level of achievement relative to the asessment criteria.
If the value of the recommended payments exceeds the available pool, the payments will be reduced so that the program pool is not exceeded.
Each program has limits on individual payments:
| Performance Excellence Program | Variable Pay Program | |
| Eligible Bands | F to M | N to Q |
| Maximum Payment | $1,500 (bands F through I) $2,000 (bands J through M) | 3% of base salary |
This program is paid as a one-time, lump-sum payment, subject to applicable taxes and deductions. Payments are not eligible for pension, Group RRSP or benefit purposes.
Individuals may be awarded a payment in some years and not in others and payment amounts will vary based on specific project leadership, contributions and degree of success in a given year. Receipt of a PEP/VPP payment in any given year is not a predictor of receipt of subsequent payments.
