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. 

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