Please contact your Recruitment representative for the appropriate letter template.
If an acting assignment is expected to last for several months, an employee development opportunity also exists. Managers are encouraged to balance operational issues with employee development needs and employment equity practices. Divisions have the discretion to decide how to fill acting assignments in accordance with the processes noted below.
An employee may be directly placed without a competition being held if the acting assignment is up to six (6) months in duration, or the urgency of the operational need does not allow time for a competitive process. In these instances, the following considerations are recommended:
If the acting assignment subsequently becomes permanent, the vacancy must be posted corporately and the incumbent in the acting assignment will need to compete for this permanent opportunity.
When an acting assignment is more than six (6) months in duration, the temporary position must be posted as an Expression of Interest within the division/section or a Corporate Job Posting. If an acting assignment is one (1)
year or more in duration, it is recommended that consideration is given to post the vacancy corporately.
Employees are advised of the acting assignment opportunity and interested employees are asked to make their interest known to the contact person on the posting.
Divisional expression of interest postings should include the following:
The employee must have been continuously employed in the same acting assignment position when it becomes permanent.
For divisional acting assignments:
For corporate postings of acting assignments, if a Recruitment representative is involved, they will prepare the paperwork and forward it to Payroll & Benefits Processing section. The divisional representative obtains a position number from HR Organization Management for acting assignments that are greater than 30 days in duration.
The Payroll & Benefits Processing representative verifies the information on the form. Any discrepancies or incomplete information are noted and the initiator is contacted for correction, addition or clarification.
It is the responsibility of the acting assignment organizational unit to process the employee’s time and attendance reporting. There is an automatic transfer of access to the acting assignment organizational unit, once the employee is assigned a new position number.
When reference is made to performance pay, it is assumed that an employee receives an increase as a result of a performance review. In certain instances, employees may not qualify for an increase because of their performance.
When an employee, who is on an acting assignment, receives “Exceeds Expectations” rating, exceeds percentage of 4.5% will only be applied to either the base or acting position where the employee actually performed the duties during the performance review year. The exceeds rating will be applied on a prorated basis for the length of time the employee worked in that specific position (i.e. base or acting) during the performance review period.
Performance pay increases are subject to Council approval as part of its budget deliberations.
At the start of an acting assignment, the base position manager completes a closing performance review (but does not share the performance review level with the employee until after April 15th of the following year).
An increase of up to 15% is applied to the employee’s base position salary depending on their skill profile up to the maximum salary of the acting assignment. The salary offered cannot be less than the minimum salary of the acting assignment.
Acting assignment within the same or at a lower pay grade: The employee maintains his/her current salary up to the maximum salary of the acting assignment.
If the acting assignment starts and ends within the same calendar year, the AA manager completes a closing performance review before the employee returns to the base position (for performance management purposes only). By April 15th of the following year, the base position manager does the performance review and the employee’s performance financial reward is calculated on his/her base position salary.
If the acting assignment carries over from one calendar year to the next, the AA manager conducts a performance review meeting by April 15th.
The performance financial reward is prorated from the acting assignment start date to December 31st and is applied to the employee’s acting assignment salary up to the maximum salary of the acting assignment, provided the employee has been in the position for 30 days or longer.
The appropriate performance financial reward is applied to the employee’s base position salary up to the maximum salary of the base position.
If the employee’s base position salary is at the top of the salary range, they will receive a prorated re-earnable performance financial reward from January 1st to the acting assignment start date.
The base manager completes the paperwork for the base position and submits it to Payroll & Benefits Processing section.
If an employee is in the same acting assignment for the full calendar year and it carries over to the following year, the AA manager conducts a performance review meeting by April 15th and sends the paperwork to Payroll & Benefits Processing section. The performance financial reward applicable to the acting assignment is applied up to the maximum salary of the acting assignment. Payroll & Benefits Processing unit applies a performance financial reward of 2.5% (effective January 1, 2014) to the base position salary up to the maximum salary.
When employees return to their former acting assignment within the same performance review period, they are placed at their former acting salary.
The AA manager completes a closing performance review before the employee returns to the base position (for performance management purposes only, i.e. no performance rating is applied).
a) Employee was in the same acting assignment for the full previous calendar year and returns to base position sometime in the following calendar year – If employee was within the salary range of the acting assignment, and at the top of the base position salary range, they will receive a prorated re-earnable performance financial reward from the acting assignment termination date to December 31st.
b) Employee started an acting assignment which carried over to the following calendar year and returns to base position sometime in the following calendar year – If employee was within the salary range of the acting assignment, and at the top of the base position salary range, they will receive a prorated re-earnable performance financial reward from the acting assignment termination date to December 31st, less any lump sum payment that was previously paid.
For the two scenarios noted above, when the acting assignment ends, the base position manager completes the Performance Pay (PP) Form and instructs Payroll & Benefits Processing section in the Comments section to process the prorated re-earnable lump sum. The payment will be calculated on employee’s previous year’s base position salary.
When the employee receives a performance review by April 15th of the following calendar year, the full performance financial reward is calculated on the employee’s base position salary up to the maximum salary of the base position. The time spent in the Acting Assignment is not counted towards the calculation of the employee’s go forward salary as they no longer hold this position as of January 1 of the following calendar.
No performance reviews are conducted for employees in an acting assignment on “as required” basis (ARR). When the across the board increase (ABI) is applied to the non-union salary ranges, and if the employee’s salary is below the new minimum salary, Payroll & Benefits Processing section adjusts the ARR salary to the new minimum and no paperwork is required.
Non-union employees are only placed on an ARR in non-administrative positions for legislated (i.e. need to maintain certain staffing ratio in accordance with various legislation) or operational reasons (e.g. Emergency Medical Services, Fire Services, shelters, security staff) when an absence of a non-union employee requires that someone else perform the whole job for that absence.
Following a non-union employee’s performance review in his/her base position, Payroll & Benefits Processing section ensures that a 10% salary differential is maintained up to the maximum salary of the acting assignment, for acting assignment that started on or after June 1, 2013.
When a union employee is in an acting assignment on “as required basis”, and ABI is applied to the employee’s base union salary, Payroll & Benefits Processing section ensures that a 10% salary differential between the base and acting position hourly rate is maintained up to the maximum salary of the acting assignment, for acting assignment that started on or after June 1, 2013.
People & Equity
July 5, 2001
January 2023
Acting Assignments Policy
Acting Assignments – Questions and Answers