Rates of pay will be adjusted as per the provisions of the terms and conditions of employment. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid in accordance with Appendix "J" of the Veterinary Medicine (VM) Collective Agreement as a lump sum payment. In particular:
Year 1 (2022) increases (i.e., “A” and “W”): paid as a retroactive lump sum payment equal to a 3.50% economic increase and a 1.25% wage adjustment, for a compounded total of 4.794% of April 1, 2021, rates
Year 2 (2023) increases (i.e., “B” and “X”): paid as a retroactive lump sum payment equal to year 1 increases plus a 3.00% economic increase and a 0.50% pay line adjustment, for a compounded total of 8.477% of April 1, 2021, rates
Year 3 (2024) increases (i.e., “C” and “Y”): paid as a retroactive lump sum payment equal to year 1 and year 2 increases plus a 2.00% economic increase and a 0.25% wage adjustment, for compounded total of 10.924% of April 1, 2021 rates
Year 4 (2025) increases (i.e., “Z” and “D”): paid as a retroactive lump sum payment equal to year 1 and year 2 increases plus a restructure (4% increase of the maximum level) and a 2% economic increase, for a compounded total increases of of April 1, 2021 rates, as follow:
Steps 1–6 – 13.14%
New Step 7 – 17.668%
Pay Notes
Pay Adjustments
An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the "A", "W", "B", "X", "C", "Y", or "D" scale of rates at the rate immediately below the employee's former rate.
Restructure
On the relevant effective date of restructure to rates of pay, in the "Z" scale, prior to moving to the "D" scale:
Employees who have been at the maximum rate of pay for more than twelve (12) months, will move to the new maximum rate of pay.
Approved March 5, 2025
Information Services Group (IS)
Performance Pay – Level IS-06
Annual rates of pay (in dollars)
The rate of pay for secondary school students is established at the highest provincial/territorial minimum wage (currently Yukon).
For assignments requiring secondary school education, managers may offer the assignment to post-secondary students and pay them the secondary school rate of pay only when secondary school students are not available.
Research affiliate program
Deputy heads are authorized to set a stipend or a bursary in lieu of a salary. Stipends reflect the corresponding hourly, weekly or monthly rate established for other post-secondary students for their completed years in their current field of study. Bursaries are paid through installments.
Rates of pay for post-secondary school students
Academic levels
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
College / CEGEP
Pre-University
$17.75
$18.69
$19.78
$20.95
$22.23
$23.55
N/A
University Undergraduate
$18.84
$20.16
$21.60
$23.07
$24.72
$26.46
$28.30
Master's
$25.17
$27.18
$29.34
$31.69
N/A
N/A
N/A
Doctorate
$29.64
$32.31
$35.21
$38.38
N/A
N/A
N/A
Application of the rates of pay for post-secondary students:
Rates of pay are determined at the initial appointment or reappointment stage and are based on the student's current academic level.
Departments and organizations have the delegated authority to offer students a salary at any step above the minimum rate, under the following circumstances:
When the students are re-employed (as defined by the Public Service Commission for the purpose of recruitment and referral of students)
When the students have relevant previous work experience
When the students have completed more than one (1) year of study in their present academic program
When there is a shortage of students in the field of study required
When the students are undergoing a second college or university undergraduate degree; or
When a university degree or year of study is required as a prerequisite for another program, such as a bachelor of law, education, medicine, pharmacy or veterinary sciences program
It is recommended that departments and organizations ensure uniformity in student rates of pay within their organization. Departments and organizations are encouraged to establish guidelines governing salary progression between assignments. Progression could be based on students developing knowledge and competence with experience. However, departments and organizations may identify positions where progression between assignments is not warranted, such as for procedural work where the work related to a position does not require significant development.
Managers must have a clear rationale for using the maximum rates of pay for university, college / CEGEP and pre-university students, such as labour shortages, specialized skills or another rationale established in departmental and organizational guidelines.
Movement of more than one incremental step should only occur in limited circumstances, where there is a clear rationale (see item 4 for examples).
Students enrolled at a university in a pre-university year are to be remunerated at the college / CEGEP level.
Students attending college who are participating in a recognized university degree program (such as a bachelor's degree) may be remunerated at the appropriate university level.
Students who:
have completed a university degree, and
continue their studies at a college in a related field of study
are to be remunerated at the step in the salary range for university undergraduate studies, which is not less than the salary earned in the previous year.
Provincial or territorial minimum wages
If the applicable provincial or territorial minimum wage amount is higher than the current maximum offered for the corresponding academic level of the student, the provincial or territorial minimum wage rate is to be applied.
