RRex Program Review and Recommendations

Publish date: Tuesday, November 17, 2020

LSL - Law Society Lawyers

Current Program

-Award categories –

$500 – Thriving
$1000 - $3000  Strong performers
$3000 – $10,000 Top performers

All permanent staff eligible for any of the above awards, regardless of role.

Potential issues with the current program

  • May be perceived as unfair, since the tendency is for only managers and more senior professionals to achieve the “Top Performer” awards, despite that the program says that all are eligible.   
  • Awards are not explicitly linked to performance management so employees may not understand why they received (or didn’t receive) an award, and why they received a certain amount.
  • Inconsistent distribution of awards across different departments, since managers may have different philosophies around awards.
  • The perception may be that employees have to compete against each other for the limited awards available.

Recommendations to address the issues

1) Clearly communicate the range of awards available to all employees, expressed as a percentage rather than set dollar amounts.  Employees would therefore know that they are eligible to earn up to a certain percentage of their own salary.

2) The percentage range for awards should be suitable to a not-for-profit regulatory body (i.e., reasonably modest).

3) Link the performance management process (including goal-setting) to performance awards. Describe clearly what different levels of performance look like, and what percentage can be earned by meeting the different levels of performance.

4) Managers must communicate (verbally) the award and the reason for the award to the employee, rather than (for example) leave the compensation letter on the employee’s chair or in their mail slot.

5) The percentage of salary award given should be directly linked to an employee’s level of performance. 

6) There should be a sufficient budget (overall) to reward employees according to their level of performance.

7) All employees (including permanent and term employees) are eligible to receive an award, provided they have passed their probationary period

In this section

The PEA was formed in 1974, by a group of professionals working in the public sector. The story goes that the founders of the union mortgaged their houses to fund negotiations of the union’s first collective agreement. 

Now, the PEA is BC’s union for professionals. We represent a wide range of professionals including lawyers, foresters, engineers, agrologists, teachers, veterinarians, fundraisers, physiotherapists, pharmacists, psychologists program managers, librarians and more.

Our union is led by the PEA Executive. They represent members from across the chapters of the PEA and set the overall vision and direction for our union.

Resources for our members

Navigating a union can sometime be a challenging process. Under this section of the website you will find resources to help you navigate the PEA. In the members section you'll find expense claim reimbursements, information on the PEA's scholarship and bursary program and our grants and donations program.

Collective bargaining and job action resources explain the process of collective bargaining and what to do in the unlikely event of job action. 

Local reps can also find resources to help them complete their job more effectively. This includes ways to welcome new members, how to take notes in investigation disciplinary meetings and more.

The heart of our union

The PEA is made up of nine chapters, or groups of members who either work for the same employer or are in the same field of work. Each chapter has an elected executive tasked with running the affairs of the chapter. Each chapter is entitled to representation at the PEA Executive, the governing body of the union. 

Our members work for a range of employers: the Province of BC, the University of Victoria, St. Margaret's School, the Family Maintenance Enforcement Program, the Oil and Gas Commission, the Law Society of BC, Legal Services Society, the Okangan Regional Library and health authorities across BC.

Professionals need unions now more then ever

Since the 1970’s, when the PEA was formed, our mission has been to ensure our members can work in safe, productive environments and receive fair and reasonable wages and benefits for the valuable work they do. We help individuals and groups of professional workers to understand the challenges they face in their workplaces and some of the solutions available to them. 

We work with potential members to become certified as a union and achieve the wages, benefits and respect they deserve. 

The Professional | Volume 46 Issue 1

The Professional is the PEA's award-winning, quarterly magazine for members.

The August-September 2020 issue includes a look into Animal Care Services at UVic.

Read the September-Ocotober 2020 issue

 

 

The PEA was formed in 1974 to represent licensed professionals in the BC Public Service. Since then the organization has grown to include a wide range of professionals from across BC. Find our more about our governance, staff and strategic direction.

Members Login

CAPTCHA
This question is for testing whether or not you are a human visitor and to prevent automated spam submissions.
3 + 0 =
Solve this simple math problem and enter the result. E.g. for 1+3, enter 4.