Under-implementation Salary

Certain positions are traditionally difficult to fill due to the lack of qualified applicants in or out of government. These could be positions where the only place to gain the training and/or experience are within government, or there has been a proven track record of posting with no successful applicants. In these circumstances an employee may be under-implemented in a position until they gain the experience, knowledge and skills needed to reach the full working level of a job.

In the BC Public Service there are two types of under-implementation: developmental positions and growth positions.

In both cases, a development or growth plan must be in place prior to the employee being under-implemented in a position.

Salary Administration for Developmental Positions 

If you are contemplating a developmental position, contact AskMyHR and we will help you determine the appropriate classification level. Also review the compensation guide on Salary Administration for Employees in Developmental Positions (PDF, 144KB). The progression from one level to the next is not considered a promotion and the provisions of BCGEU Article 27.5 do not apply.

Salary Administration for Growth Series Positions

The following growth series positions have been negotiated with the union:

  • Commercial transport inspector
  • Community program officer - employment assistance worker
  • Correctional officer
  • Paralegals
  • Social program officer
  • Training consultant

While the specific wage levels may differ from one growth series to the next, the administration of each growth series is typically the same:

  • The hiring ministry assesses the employee's qualifications and experience and then determines the employee's growth series starting level (typically Level 1)
  • The employee gains on-the-job experience and/or training, and progresses through a series of levels with corresponding higher salary levels until they reach the full working level for the job. Each level on the growth plan is equal to six months of full-time employment (or 913 hours)
  • Once placed in the growth plan, employees who meet ministry standards of performance will be eligible to move to the next level of the plan at the end of the shift during which 913 hours paid at the straight time rate are accumulated

Find the growth plans and levels of pay for these positions using the Salary Look-up Tool

Accumulation of Hours in a Growth Series

Each growth series position has several levels (similar to salary steps). Employees appointed to these positions typically start at the Level 1 and move up one level every six months (913 hours) until they reach the job’s full working level.

Accumulation of hours of experience includes

  • Vacation days
  • Compensatory time off (CTO)
  • Special leaves with pay

Accumulation of hours does not include

  • Short Term Illness or Injury Plan (STIIP)
  • WorkSafeBC
  • Leaves of absence without pay (maternity leave)