Performance Management Program
Criteria to Determine Eligibility for Performance Pay

Criteria Less likely to be eligible for performance pay More likely to be eligible for performance pay
Tenure of Appointment Appointed during good behaviour (or removable for cause) Appointed during pleasure
Mandate of the Organization Organization's mandate and processes resemble those of a court: providing advice/recommendations and decisions that may be subject to judicial review or may be appealable to the Federal court, applying legal rules to findings of fact, making decisions and recommendations that affect personal rights and liberties, determining rights between party litigants using rules of evidence, hearing testimonies that are given under oath, issuing subpoenas Organization's mandate and processes are administrative and do not resemble those of a court: providing advice/recommendations and decisions that are not subject to review or appeal, applying legal rules on the basis of policy or operational guidelines
Function of the Position Combination of managerial/quasi-judicial and decision-making functions (% of time spent doing each duty) Purely managerial (e.g.: financial management, human resources management, etc.)
Need for Independence Necessity to maintain arm's length relationship or independence from government in decision-making (the greater the level of institutional independence required, the more inappropriate it would be to provide performance pay as this could be seen to affect the institutional independence of the organization); Government could be one of the litigants in a dispute before the organization