Student rates of pay – Effective May 1, 2022

1. The rate of pay for secondary school students is established at the highest provincial/territorial minimum wage (currently Nunavut).
2. For assignments requiring secondary school education, managers may offer the assignment to post-secondary students and pay them the secondary school rate of pay only when secondary school students are not available.

Application of 2022 rates of pay for post-secondary students:

1. Rates of pay are determined at the initial appointment or reappointment stage and are based on the student's current academic level.
2. Organizations have delegated authority to offer students a salary within a salary range for a particular academic level. However, it is recommended that departments ensure uniformity in student rates of pay within the organization.
3. The rates of pay are designed to provide managers with a certain amount of flexibility, which means that managers can pay the students at any step above the minimum rate, under the following circumstances:
   • 3.1 When the students are re-employed (as defined by the Public Service Commission for the purpose of recruitment and referral of students);
   • 3.2 When the students have relevant previous work experience;
   • 3.3 When the students have completed more than one (1) year of study in their present academic program;
   • 3.4 When there is a shortage of students in the field of study required;
   • 3.5 When the students are undergoing a second college or university undergraduate degree; or
   • 3.6 When a university degree or year of study is required as a prerequisite for another program, such as a bachelor of law, education, medicine, pharmacy or veterinary sciences program.
4. Departments are encouraged to establish guidelines governing salary progression between assignments. Progression could be based on students developing knowledge and competence with experience. However, departments may identify positions where progression between assignments is not warranted, such as for procedural work where the work related to a position does not require significant development.
5. Managers must have a clear rationale for using the ultimate and penultimate job rates for university, college and CEGEP and pre-university students, such as labour shortages, specialized skills or another rationale established in departmental guidelines.
6. Movement of more than one incremental step should only occur in limited circumstances, where there is a clear rationale (see item five for examples).
7. Students enrolled at a university in a pre-university year are to be remunerated at the college/CEGEP level.
8. Students attending college who are participating in a recognized university degree program (such as a bachelor’s degree) may be remunerated at the appropriate university rate.
9. Students who:
   • have completed a university degree, and
   • continue their studies at a college in a related field of study
   are to be remunerated at the step in the salary range for university undergraduate studies, which is not less than the salary earned in the previous year.