Policy on Compensation

Effective Date: April 1, 2018
Responsibility: Vice-President, People and Culture


This policy applies to all CBC/Radio-Canada employees.

Policies, rules and procedures for unionized employees found in the applicable collective agreements supersede if they differ from this policy and its subsidiary instruments.


To outline CBC/Radio-Canada’s compensation structure that supports the Corporation’s ability to attract, motivate and retain the talent required to enable the delivery of the organization’s objectives.


Compensation: May include base salary, performance-based incentives, commission payments, additional remuneration, premiums and allowances.

Performance-based incentives: Variable or at-risk pay based on performance results as supported by metrics and thresholds.


4.1 Compensation Principles

People remain a priority at CBC/Radio-Canada and the Corporation recognizes the contribution and performance of its employees in achieving and supporting the organization’s mission. The compensation structure at CBC/Radio-Canada is designed to fairly compensate its employees for their individual contribution and performance, taking into consideration internal relativity and external market competitiveness.

The Corporation aims to position its compensation offering around the midpoint of comparable positions in the market while taking into account internal relativity and budget availability. Benchmark exercises are undertaken periodically to gauge market competitiveness.

The compensation principles are also designed to:

  • attract, motivate and retain top talent;
  • provide a job evaluation framework;
  • plan for and adapt to changes in the workplace and in the market;
  • comply with all federal laws and regulations.

In addition, the Corporation provides performance-based incentives for eligible unaffiliated employees that align all parts of the business around organizational objectives to promote a sense of shared accountability and values in the success of the Corporation.

CBC/Radio-Canada follows established procedures to review salaries on an annual basis and upon promotion, reclassification or transfer. There are also provisions to address unusual circumstances in which salary adjustments are warranted.

Furthermore, a governance structure by way of the Human Resources and Governance Committee of CBC/Radio-Canada’s Board of Directors reviews compensation strategies, taking into account factors such as competitiveness, affordability and fiscal responsibility.

4.2 Job Evaluation, Pay Bands and Salary Ranges

Job evaluation is a basis on which to build a fair and equitable pay structure. CBC/Radio-Canada’s job evaluation system establishes job value and relative worth in relation to other positions within the Corporation, reflecting the job’s importance to the organization, its responsibilities and contribution. Each position is tied to a pay band and a salary range with a minimum and maximum pay point. Each salary range, divided into three salary zones, represents both the internal value of the job as well as market comparables.

4.3 Other Compensation

CBC/Radio-Canada recognizes and rewards employees who accept significant additional duties and responsibilities over and above the employee’s regular role for a prolonged period of time. It also recognizes extraordinary contribution and significant delivery to the business under unique circumstances or takes into consideration the significant demands and scope of an assignment. The Corporation provides an annual allocation for executive perquisites to eligible employees in recognition of the sustained demands inherent to their position.

As well, the Corporation provides specific allowances and provisions to employees who work in isolated locations and in postings outside of Canada to help offset defined expenses incurred as a result of living in those locations.

The Corporation allows for overtime compensation to eligible employees for hours worked beyond the normal workday and workweek.

CBC/Radio-Canada offers recognition to those employees who have attained 25 and 35 years of service.


Rules and Procedures




This policy replaces Policy 2.2.4: Compensation (last updated January 2010)


All questions pertaining to the interpretation or application of this policy should be referred to your Human Resources representative or the Shared Services Centre.

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