FSD 55 - Post living allowance

Introduction

To assist employees at missions where the cost of living is higher than in Ottawa/Gatineau, the employer provides a non-accountable allowance to compensate for the higher costs of purchasing goods and services at post.

Directive 55

55.01 Subject to the transitional provisions of this directive, the deputy head shall authorize a Post living allowance (PLA) for each employee serving at a post for which the Post Index is greater than 100, where:

(a) employees shall be compensated for the actual % of salary spent at post, calculated on the basis of their nominal salary, and reflecting the Post Index adjustment, as shown in Appendix "A" to this directive;

(b) nominal salary is the mid-point of an employee's salary band, as shown in Appendix "A" to this directive; and

(c) the Post Index expresses the price differential between the post and Ottawa, as reported to the deputy head on a monthly basis by Statistics Canada.

Instructions

1. Effective June 1, 2001, the methodology for the determination of the Post Index has been revised to reflect only those expenditures actually incurred at post for the purchase of goods and services. Expenditures for which provision is made elsewhere in the Foreign Service Directives are specifically excluded, as are those expenses which are incurred in Canada.

2. Under the 1993 Foreign Service Directives, an employee's disposable income, that is, either 50% or 55% of salary, was adjusted in accordance with the Post Index methodology. Effective June 1, 2001, the revised methodology recognizes that employees at different salary levels spend differing percentages of salary for post-related expenses. For example, employees earning $30,000 spend 68% of salary at post, while employees earning $63,000 spend 44% of salary at post.

3. Appendix A to this directive is revised, from time to time, in accordance with the methodology agreed to in the National Joint Council Committee on Foreign Service Directives.

4. Post Indices, as determined by Statistics Canada on a monthly basis :

(a) are indicated in the monthly Schedules to Foreign Service Directives and Meal Rates, which are issued electronically by the Department of Foreign Affairs and International Trade; and

(b) are available at the Statistics Canada web site (http://www.collectionscanada.gc.ca/webarchives/20071116092240/http://www.statcan.ca/english/freepub/62F0082XIE/free.htm).

Transitional Provisions

55.02 In lieu of the provisions of FSD 55.01(a), employees, whose nominal salary is $41,950 and above, and who,

(a) are at post on June 1, 2001, or who

(b) arrive at post after June 1, 2001 and before April 1, 2002,

shall continue to receive a PLA calculated on either 50% or 55% of their nominal salary, as determined below, and reflecting the Post Index adjustment, as shown in Appendices "B" and "C" to this directive, where

(c) employees whose nominal salary is between $41,950 and $69,823 shall have their nominal salary adjusted by 55%; employees whose nominal salary is $69,824 and above shall have their nominal salary adjusted by 50%; and

(d) the percentage of nominal salary (50% or 55%) shall remain fixed for the duration of an employee's assignment, excluding extensions or cross-postings which are effective on or after April 1, 2002.

General

55.03 Except where otherwise provided, the PLA shall commence on the first compensation day following the employee's arrival at a post and shall cease on the first compensation day following the employee's final departure from that post. The percentage of nominal salary applicable on the commencement of an assignment shall remain fixed for the duration of that assignment, except that this percentage shall be adjusted to reflect a revision to Appendix A, in accordance with the methodology agreed to by the National Joint Council Committee on Foreign Service Directives..

Instructions

1. For purposes of Section 55.03, "the first compensation day following the employee's final departure from that post", means the first compensation day following the employee's last day on duty at that post.

2. The deputy head shall apply the Post Index communicated to the department on a monthly basis by Statistics Canada in accordance with the methodology agreed to in the National Joint Council Committee on Foreign Service Directives.

55.04 The PLA shall be adjusted to reflect any change in the employee's gross annual salary, including acting pay for the performance of regular duties or for the performance of duties in another position on a temporary basis during an assignment at a post, where such change results in movement to a higher salary band for the purpose of determining the employee's nominal salary, except that the percentage of nominal salary shall remain unchanged.

55.05 Where an "unaccompanied" employee is absent from the post on temporary duty, under emergency evacuation conditions or on leave with pay, for more than 25 compensation days, the PLA shall cease on the 26th compensation day and shall resume on the first compensation day following the employee's return to the post.

55.06 Where an "accompanied" employee is absent from the post on temporary duty, under emergency evacuation conditions or on leave with pay, for more than 25 compensation days, the PLA:

(a) shall continue to be paid as long as a dependant remains in the employee's residence at the post with the approval of the deputy head;

(b) shall terminate on the first compensation day following the date of departure of the last of the dependants from the employee's residence at the post, or on the 26th compensation day following the employee's departure, whichever is the later; and

(c) shall resume on the first compensation day following either the return of the employee or of a dependant, with deputy head approval, whichever return date is the earlier.

55.07 Where an employee is transferred from one post to another, the PLA calculated in accordance with Section 55.01 shall continue until the day of the employee's arrival at the new post except, where:

(a) that day is not a compensation day, in which case the PLA shall continue until the last compensation day immediately prior to the day of arrival at the new post; or

(b) 25 compensation days have elapsed since the employee departed the previous post, in which case continuation of the PLA shall be subject to Section 55.03 or 55.04 as applicable.

55.08

(a) A PLA shall be applied by the deputy head on the validity date determined on the basis of statistical information provided on a monthly basis by Statistics Canada.

(b) Changes to the Post Index shall be effective on validity dates as follows:

(i) in the case of changes resulting from a full-scale survey, on the first day of the month next following the month in which Statistics Canada has made its determination;

(ii) in the case of devaluation or revaluation of a currency, on the first day of the month next following such change;

(iii) in the case of revisions resulting from the monthly review of Post Indexes by Statistics Canada, on the first day of the month next following determination of the requirement for revision.

(c) International retail prices and costs surveys which are required to establish Post Indexes for the purpose of this directive are scheduled by Statistics Canada from time to time. Such surveys are to be completed in a timely manner, subject to operational requirements of the Post being surveyed.

55.09 Notwithstanding Section 107 of the Public Service Labour Relations Act, a revision to a Post Index (PI) and resultant change in the PLA shall not constitute a change in terms and conditions of employment for an employee subject to the Foreign Service Directives. (revised April 21, 2006)

55.10 At posts where exchange rate information may be deficient with respect to the application of Post Index methodology by Statistics Canada, as agreed to in the National Joint Council Committee on Foreign Service Directives, employees may be required to document the exchange rates received for their purchases of local currency on a monthly basis.

Form

TBC 330-35
Monthly Exchange Rate Report


Appendix A - Annual Post Living Allowance

Effective June 1, 2003 (not applicable to some employees - see grandfathering provisions)

Salary range Midpoint/nominal salary % adjustment

30,450

31,449

30,950

0.742

31,450

32,449

31,950

0.727

32,450

33,449

32,950

0.712

33,450

34,449

33,950

0.699

34,450

35,449

34,950

0.686

35,450

36,449

35,950

0.674

36,450

37,449

36,950

0.662

37,450

38,449

37,950

0.651

38,450

39,449

38,950

0.641

39,450

40,449

39,950

0.631

40,450

41,449

49,950

0.622

41,450

42,449

41,950

0.613

42,450

43,449

42,950

0.605

43,450

44,449

43,950

0.596

44,450

45,449

44,950

0.589

45,450

46,449

45,950

0.581

46,450

47,449

46,950

0.574

47,450

48,449

47,950

0.568

48,450

49,449

48,950

0.561

49,450

50,449

49,950

0.555

50,450

51,449

50,950

0.549

51,450

52,449

51,950

0.543

52,450

53,449

52,950

0.537

53,450

54,449

53,950

0.532

54,450

55,449

54,950

0.527

55,450

56,449

55,950

0.522

56,450

57,449

56,950

0.517

57,450

58,449

57,950

0.513

58,450

59,449

58,950

0.508

59,450

60,449

59,950

0.504

60,450

61,449

60,950

0.500

61,450

62,449

61,950

0.496

62,450

63,449

62,950

0.492

63,450

64,449

63,950

0.488

64,450

65,449

64,950

0.484

65,450

66,449

65,950

0.481

66,450

67,449

66,950

0.477

67,450

68,449

67,950

0.474

68,450

69,449

68,950

0.471

69,450

70,449

69,950

0.468

70,450

71,449*

70,950

0.464

71,450

72,449*

71,950

0.461

72,450

73,449*

72,950

0.459

73,450

74,449

73,950

0.456

74,450

75,449

74,950

0.453

75,450

76,449

75,950

0.450

76,450

77,449

76,950

0.448

77,450

78,449

77,950

0.445

78,450

79,449

78,950

0.443

79,450

80,449

79,950

0.440

80,450

81,449

80,950

0.438

81,450

82,449

81,950

0.436

82,450

83,449

82,950

0.433

83,450

84,449

83,950

0.431

84,450

85,449

84,950

0.429

85,450

86,449

85,950

0.427

86,450

87,449

86,950

0.425

87,450

88,449

87,950

0.423

88,450

89,449

88,950

0.421

89,450

90,449

89,950

0.419

90,450

91,449

90,950

0.417

91,450

92,449

91,950

0.415

92,450

93,449

92,950

0.414

93,450

94,449

93,950

0.412

94,450

95,449

94,950

0.410

95,450

96,449

95,950

0.409

96,450

97,449

96,950

0.407

97,450

98,449

97,950

0.405

98,450

99,449

98,950

0.404

99,450

100,449

99,950

0.402

100,000     0.401

Formula for Calculating Allowances

1. Select the salary range in which your annual salary falls.

2. Take the Midpoint/Nominal salary and multiply by the adjoining percentage.

3. Take the product and multiply by the Post Index, e.g. 130, then divide by 100.

4. Subtract the product of #2.from the result, and you will have your annual Post Living Allowance.

Example

  • A salary of $69,700 falls into the salary range of $69,450 to $70,449, of which the Mid-point/Nominal salary is $69,950.
  • Multiply $69,950 by 46.8%, which yields $32,737.
  • Multiply $32,737 by a Post Index of 130, then divide by 100.
  • The result is $42,557. Subtract $32,737 and the result is an annual Post Living Allowance of $9,821.

Appendix B - Annual Post Living Allowance (1993 policy)

Salary ranges below $69,824 - Effective April 1, 2001

Adjustment of 55%

Salary range

Midpoint/nominal salary

27,450

28,449

28,000

28,450

29,449

29,000

29,450

30,449

30,000

30,450

31,449

31,000

31,450

32,449

32,000

32,450

33,449

33,000

33,450

34,449

34,000

34,450

35,449

35,000

35,450

36,449

36,000

36,450

37,449

37,000

37,450

38,449

38,000

38,450

39,449

39,000

39,450

40,449

40,000

40,450

41,449

41,000

41,450

42,449

42,000

42,450

43,449

43,000

43,450

44,449

44,000

44,450

45,449

45,000

45,450

46,449

46,000

46,450

47,449

47,000

47,450

48,449

48,000

48,450

49,449

49,000

49,450

50,449

50,000

50,450

51,449

51,000

51,450

52,449

52,000

52,450

53,449

53,000

53,450

54,449

54,000

54,450

55,449

55,000

55,450

56,449

56,000

56,450

57,449

57,000

57,450

58,449

58,000

58,450

59,449

59,000

59,450

60,449

60,000

60,450

61,449

61,000

61,450

62,449

62,000

62,450

63,449

63,000

63,450

64,449

64,000

64,450

65,449

65,000

65,450

66,449

66,000

66,450

67,449

67,000

67,450

68,449

68,000

68,450

69,449

69,000

69,450

70,449

70,000

70,450

71,449*

71,000

71,450

72,449*

72,000

72,450

73,449*

73,000

* Indicates that this part of Appendix B only applies to employees whose salary would exceed $69,824 during the assignment (FSD 55.01 (d)).

Formula for Calculating Allowances

1. Select the salary range in which your annual salary falls.

2. Take the Midpoint/Nominal salary and multiply by 55%.

3. Take the product and multiply by the Post Index (e.g. 130), then divide by 100.

4. Subtract the product of #2.from the result, and you will have your annual Post Living Allowance.

Example

  • Salary of $48,850 falls into the salary range $48,450-$49,449, of which the Midpoint/Nominal salary is $49,000.
  • Multiply $49,000 by 55%, which yields 26,950.
  • Multiply 26,950 by a Post Index of 130, then divide by 100.
  • The result is 35,035. Subtract 26,950 and the result is an annual Post Living Allowance of $8,085.

Appendix C - Annual Post Living Allowance (1993 policy)

Salary ranges above$69,824 - Effective April 1, 2001

Adjustment of 50%

Salary range

Midpoint/nominal salary

68,450

69,449

69,000

69,450

70,449

70,000

70,450

71,449

71,000

71,450

72,449

72,000

72,450

73,449

73,000

73,450

74,449

74,000

74,450

75,449

75,000

75,450

76,449

76,000

76,450

77,449

77,000

77,450

78,449

78,000

78,450

79,449

79,000

79,450

80,449

80,000

80,450

81,449

81,000

81,450

82,449

82,000

82,450

83,449

83,000

83,450

84,449

84,000

84,450

85,449

85,000

85,450

86,449

86,000

86,450

87,449

87,000

87,450

88,449

88,000

88,450

89,449

89,000

89,450

90,449

90,000

90,450

91,449

91,000

91,450

92,449

92,000

92,450

93,449

93,000

93,450

94,449

94,000

94,450

95,449

95,000

95,450

96,449

96,000

96,450

97,449

97,000

97,450

98,449

98,000

98,450

99,449

99,000

99,450

100,449

100,000

100,450

101,449

101,000

101,450

102,449

102,000

102,450

103,449

103,000

103,450

104,449

104,000

104,450

105,449

105,000

105,450

106,449

106,000

106,450

107,449

107,000

107,450

108,449

108,000

108,450

109,449

109,000

109,450

110,449

110,000

110,450

111,449

111,000

111,450

112,449

112,000

112,450

113,449

113,000

113,450

114,449

114,000

114,450

115,449

115,000

115,450

116,449

116,000

116,450

117,449

117,000

117,450

118,449

118,000

118,450

119,449

119,000

119,450

120,449

120,000

over 120,449

 

Use base amount

Formula for Calculating Allowances

1. Select the salary range in which your annual salary falls.

2. Take the Midpoint/Nominal salary and multiply by 50%.

3. Take the product and multiply by the Post Index (e.g. 130), then divide by 100.

4. Subtract the product of #2.from the result, and you will have your annual Post Living Allowance.

Example

  • Salary of $72,100 falls into the salary range $71,450-$72,449, of which the Midpoint/Nominal salary is $72,000.
  • Multiply $72,000 by 50%, which yields 36,000.
  • Multiply 36,000 by a Post Index of 130, then divide by 100.

The result is 46,800. Subtract 36,000 and the result is an annual Post Living Allowance of $10,800.

FSD 56 - Foreign service incentive allowances

Introduction

Foreign service incentive allowances consist of two tax-free allowances provided as incentives to foreign service. The foreign service premium is provided as an incentive to foreign service and as such recognizes that there are disutilities and disincentives, some of which may be financial, resulting from service outside Canada. The premium varies according to the employee's salary group, family status and service outside Canada and is payable to employees to whom the Foreign Service Directives apply in accordance with FSD 3 - Application. The post specific allowance is a non-accountable travel allowance designed to assist employees in travelling from post and reflects 80% of return full (Y) economy air fare between the employee's post and the headquarters city. This allowance is only available when an employee is not subject to the provisions of FSD 46 - Post leave/option.

Directive 56

56.01 Unless otherwise indicated, this directive applies to career foreign service employees and to foreign assignment employees.

Foreign Service Premium

56.02

(a) In accordance with this directive, the deputy head shall authorize the payment of a foreign service premium to an employee calculated in accordance with Appendix A to this directive, on the basis of the employee's salary group, family status and service outside Canada.

(b) Appendix A to this directive shall be updated on April 1st, 2002, and annually thereafter on April 1st, to adjust salary groups and rates of foreign service premium in accordance with the methodology agreed to in the National Joint Council Committee on Foreign Service Directives, and indicated in the Foreign Affairs and International Trades monthly Schedules to Foreign Service Directives and Meal Rates.

(c) An employee serving at a post shall not receive a lesser premium on April 1st than that which would have been payable on the basis of the applicable salary group in effect on the preceding March 31st.

Step Progression

56.03

(a) In determining the appropriate step of foreign service premium under Appendix A to this directive, an employee shall receive credit for service outside Canada and progression shall be based on points earned for such service.

(b) On initial assignment outside Canada, an employee shall receive the applicable Step I rate of foreign service premium.

(c) Subject to Section 56.05, an employee shall receive:

(i) the Step II rate of foreign service premium upon accumulation of 24 points;

(ii) the Step III rate of foreign service premium upon accumulation of 60 points;

(iii) the Step IV rate of foreign service premium upon accumulation of 96 points;

(iv) the Step V rate of foreign service premium upon accumulation of 132 points; and

(v) the Step VI rate of foreign service premium upon accumulation of 168 points.

Calculation of Points

56.04

(a) Points shall be calculated for service outside Canada:

(i) before July 1, 1975, for foreign assignment employees, at the rate of one point per month of service from October 1, 1972, or from January 1, 1973 for those employees subject to the Foreign Service Regulations on December 31, 1972,

(ii) before July 1, 1975, for career foreign service employees, at the rate of one point per month of service,

(iii) between July 1, 1975, and April 1, 1979, for all employees, at the rate of:

(A) 1 point per month of service at posts which were not listed in the Appendix to Directive 58 (1975),

(B) 1.25 points per month of service at posts which were rated at Levels I and II in the Appendix to Directive 58 (1975), and

(C) 1.5 points per month of service at posts which were rated at Levels III and IV in the Appendix to Directive 58 (1975),

(iv) effective April 1, 1979, for all employees, at the rate of one point per month of service.

(b) For the purpose of calculating points under this directive, an employee shall be deemed to have a completed month of service where there is an entitlement to ten compensation days of foreign service premium in a calendar month, including foreign service premium which is part of Maternity Leave Allowance as referred to in FSD 69.07, except that during a cross-posting an employee cannot accumulate credits on the basis of two periods of ten compensation days within the same calendar month.

(c) Subject to Section 56.05, points accumulated for service outside Canada are portable and non-lapsing. Consequently, progression from one step to the next higher step may occur in mid-tour.

(d) In determining the rate of foreign service premium under this directive, an employee shall receive credit for premium points earned under the Military Foreign Service Regulations (MFSR). This provision extends to public service employees with service under the MFSR and to members of the Canadian Forces where such service qualifies as continuous employment in the public service for leave and severance pay purposes.

Termination of Premium

56.05

(a) Notwithstanding Section 56.03, no premium is payable, without the approval of the deputy head, to an employee who has served seven consecutive years at the same post.

(b) Notwithstanding Section 56.04(a), where payment of the premium has been terminated in accordance with Section 56.05(a), the employee shall cease to accumulate points for service outside Canada during the period in which payment of the premium is not authorized.

Instruction

Where an exception is made to Section 56.05, a report shall be made to the Treasury Board Secretariat outlining the program-related circumstances which justify this exception.

Premium Rates

56.06 Subject to Sections 56.08 and 56.09, an employee shall be entitled to a foreign service premium:

(a) at the accompanied by one dependant rate, only if:

(i) one dependant resides with the employee at the post, or

(ii) the employee is a single parent and has a child who is a dependent student as defined in FSD 2.01(k);

(b) at the accompanied by two or more dependants rate, only if two or more dependants reside with the employee at the post and at least one of the dependants is a child;

where for purposes of this directive:

(c) single parent (parent célibataire) is the parent in a family unit comprising the employee and a child;

(d) child (enfant) refers to a dependant as defined in FSD 2.01(j)(ii); and

(e) reside with the employee at the post (partage la résidence du fonctionnaire à la mission) means that the dependant resides with the employee at the post for at least 8 months of any consecutive 12-month period;

Employee-couples

(f) each employee of an employee-couple shall receive the unaccompanied rate of foreign service premium except that, where a dependant resides with the employee-couple at the post, one employee shall be considered as unaccompanied and the other employee as accompanied by one dependant or accompanied by two or more dependants as appropriate.

Start and End of Premium

56.07 Except where otherwise provided, an employee's entitlement to a foreign service premium shall:

(a) commence on the first compensation day following the employee's arrival at the post; and

(b) cease on the first compensation day following the employee's last day on duty at the post,

unless an employee is cross-posted from one post to another post, in which case the foreign service premium shall continue without interruption.

Instruction

Unless an employee is cross-posted, "the first compensation day following the employee's final departure from the post", for purposes of Section 56.07(b), means the first compensation day following the employee's last day on duty at the post.

Change in Family Status

56.08 Where an employee is in receipt of a foreign service premium in accordance with Section 56.02, the premium shall be adjusted to reflect a change in family status where a dependant:

(a) takes up permanent residence with the employee at the post; or

(b) ceases to be a dependant or takes up a separate domicile; or

(c) departs the post permanently in advance of an employee;

in which case the change shall be effective on the first compensation day following the event except that, where a dependant has left the employee's post in advance of a cross-posting, such departure shall be considered as a temporary absence and the provisions of Section 56.09 shall apply.

Temporary absence of dependant

56.09 Where an employee receives an accompanied rate of foreign service premium in accordance with Section 56.06, the premium shall be adjusted to reflect a change in family status where a dependant is temporarily absent from the employee's post for more than 25 compensation days. The change will be effective on the 26th compensation day and shall resume on the first compensation day following the return of the dependant to the employee's residence, except that:

(a) this section shall not apply to an employee who is in receipt of the "accompanied by one dependant" rate of premium where the dependant is a child under Section 56.06(a)(ii); and

(b) in cases of absence of a dependant from the employee's post, the deputy head may authorize continued payment of the foreign service premium at the appropriate accompanied rate for a period of up to six months from the date of departure of the dependant, where, in the deputy head's opinion, such continuation will facilitate operational objectives. Such cases shall be reported to the appropriate foreign service interdepartmental co-ordinating committee.

Post Specific Allowance

56.10

(a) Subject to the provisions of Section 56.11, an employee is entitled to a non-accountable post specific allowance, payable on a monthly basis to reflect one-twelfth of the annual rate, in accordance with Appendix B to this directive.

(b) Appendix B to this directive shall be updated on June 01, 2003, and annually thereafter on June 1st, to reflect 80% of return full (Y ) economy air fare from the post to the employee's headquarters city. Where a Y fare is not available for a specific post, 100% of the Y2 fare shall be used for that post.

(c) The intent of this allowance is to assist an employee with miscellaneous travel requirements, which are a consequence of foreign service, formerly provided under FSD 45 - Foreign service travel of the 1993 and 1997 Foreign Service Directives. There is no requirement for employees to maintain or provide proof of travel.

Instruction

The Deputy Minister of Foreign Affairs has been authorized to revise Appendix B to this directive, on the recommendation of the appropriate foreign service interdepartmental co-ordinating committee, in accordance with the methodology agreed to in the National Joint Council Committee on Foreign Service Directives.

56.11

The post specific allowance becomes payable:

(a) on June 1, 2001, for employees on posting who have not elected for the provisions of FSD 46 - Post leave/option, and/or who are not subject to the transitional provisions of FSD 46.05;

(b) on or after June 1, 2001, as applicable, for employees who arrive at post on or after this date and who have not elected for the provisions of FSD 46 - Post leave/option; or

(c) on such date as may be determined by the deputy head, subsequent to June 1, 2001, for employees,

(i) who are on posting on June 1, 2001 and who are subject to the transitional provisions of FSD 46.05, or

(ii) who are on posting and who have been subject to the provisions of FSD 46 - Post leave/option, and who elect for the post specific allowance, in accordance with FSD 46.04(a)(ii), or

(iii) who are on posting and are subject to the provisions of FSD 46.03(b) of FSD 46 - Post leave/option, having accumulated 40 days of post leave credits,

except that,

(d) following receipt of a Posting Confirmation Form and prior to arrival at post, an employee may request an advance of one year's post specific allowance, for the purpose of a spousal job-hunting trip at the post, or for making arrangements at post for education of one or more accompanying dependants.

Instructions

1. No post specific allowance is payable when an employee is subject to the provisions of FSD 46 - Post leave/option. Unless an employee makes an election for post leave (or is subject to the transitional provisions of FSD 46), the post specific allowance will automatically apply, and will continue to apply until the employee requests a change.

2. An employee may elect for post leave, in accordance with FSD 46 - Post leave/option, in lieu of the post specific allowance, at any time after the commencement of payment of the post specific allowance, by advising their FSD Advisor (HPM) by e-mail 2 months in advance of the desired change. Employees may change their election no more than once per year.

3. Where an advance has been authorized in accordance with Section 56.11(d), the employee will be required to provide evidence that the allowance was used for the purpose it was issued.


Appendix A - Foreign service premium (April 01, 2007)

UNACCOMPANIED

Salary ranges Steps
  I II III IV V VI

$

(0-
23)
(24-
59)
(60-
95)
(96-
131)
(132-
167)
(168+)

$0 to $47,726

5,164

7,742

10,325

11,355

12,388

13,421

$47,727 to $71,528

5,422

8,128

10,843

11,923

13,009

14,090

$71,529 to $95,368

5,680

8,518

11,355

12,489

13,626

14,771

$95,369 to $119,210

5,934

8,907

11,872

13,058

14,246

15,435

$119,211 and over

6,196

9,293

12,388

13,626

14,869

16,108

ACCOMPANIED BY ONE DEPENDANT
Salary ranges Steps
  I II III IV V VI

$

(0-
23)
(24-
59)
(60-
95)
(96-
131)
(132-
167)
(168+)

$0 to $47,726

7,102

10,649

14,194

15,612

17,035

18,451

$47,727 to $71,528

7,453

11,182

14,906

16,168

17,890

19,382

$71,529 to $95,368

7,807

11,714

15,612

16,939

18,742

20,306

$95,369 to $119,210

8,165

12,248

16,326

17,711

19,594

21,222

$119,211 and over

8,517

12,776

17,035

18,484

20,443

22,145

ACCOMPANIED BY TWO OR MORE DEPENDANTS
Salary range Steps
  I II III IV V VI

$

(0-
23)
(24-
59)
(60-
95)
(96-
131)
(132-
167)
(168+)

$0 to $47,726

8,710

13,071

17,425

19,166

20,899

22,646

$47,727 to $71,528

9,145

13,721

18,292

20,126

21,946

23,785

$71,529 to $95,368

9,584

14,372

19,166

21,084

22,995

24,913

$95,369 to $119,210

10,020

15,028

20,033

22,040

24,039

26,040

$119,211 and over

10,456

15,679

20,899

22,996

25,080

27,178


Appendix B - Post Specific Allowance (PSA)

Due to an oversight, these rates had not been previously posted. The Table below reflects the PSA rate effective June 1, 2005 and June 1, 2006.

Post
(alphabetical order)
PSA 2005 PSA 2006
Abidjan $3,769 $4,656
Abu Dhabi $3,349 $3,223
Abuja $2,896 $5,926
Accra $3,639 $4,181
Addis Ababa $3,455 $3,169
Algiers $6,913 $4,987
Almaty $8,590 $9,081
Amman $3,390 $4,516
Anchorage $3,506 $3,677
Ankara $5,743 $6,655
Athens $5,015 $4,054
Atlanta $1,851 $1,870
Auckland $6,145 $4,907
Baghdad $4,375 $5,548
Bamako $4,136 $3,637
Bandar Seri Begawan $6,241 $6,112
Bangkok $3,797 $4,727
Barcelona $4,911 $4,280
Beijing $4,985 $4,544
Beirut $4,123 $3,762
Belgrade $4,847 $4,240
Berlin $4,214 $3,767
Berne $5,201 $4,807
Bogota $2,290 $2,777
Boston $1,630 $1,878
Brasilia $2,602 $4,424
Bratislava $6,036 $5,599
Bridgetown $2,590 $2,484
Brussels $4,759 $4,161
Bucharest $5,722 $5,056
Budapest $3,986 $3,379
Buenos Aires $3,384 $3,135
Buffalo $2,092 $957
Cairo $2,189 $2,084
Canberra $7,659 $6,951
Capetown $4,861 $4,569
Caracas $1,519 $2,307
Chandigarh $4,405 $4,548
Chennia $4,342 $4,212
Chicago $2,152 $2,036
Chongqing $4,766 $3,633
Colombo $2,498 $2,420
Colorado Springs $2,242 $2,366
Conakary $5,224 -
Copenhagen $4,629 $4,035
Dakar $3,904 $3,561
Dallas $2,073 $2,091
Damascus $3,724 $3,484
Dar-es-Salaam $4,604 $4,137
Delhi $3,930 $4,359
Denver $1,906 $2,323
Detroit $1,769 $1,576
Dhaka $4,851 $4,384
Dubai $3,694 $3,136
Dublin $5,633 $3,812
Dusseldorf $5,451 $3,773
Fukuoka $5,042 $5,406
Geneva $5,179 $4,619
Georgetown $2,941 $2,616
Guadalajara $1,585 $1,357
Guangzhou $4,479 $4,543
Guatemala $1,986 $1,864
Hague $4,245 $3,916
Hamburg $4,211 $3,746
Hanoi $5,039 $4,728
Harare $4,857 $4,485
Havana $1,282 $1,214
Helsinki $4,996 $4,391
Ho Chi Minh $5,199 $4,728
Hong Kong $4,052 $3,731
Houston $2,197 $2,203
Islamabad $5,214 $3,664
Jakarta $5,724 $5,211
Johannesburg $4,577 $5,018
Kabul $4,450 $4,026
Kandahar $4,702 $4,650
Kathmandu $4,510 $6,049
Khartoum $4,916 $4,921
Kigali $4,457 $4,406
Kingston, Jamaca $1,741 $1,626
Kinshasa $5,327 $4,794
Kuala Lumpur $5,126 $4,398
Kuwait City $3,859 $3,654
Kyiv $4,339 $3,936
La Paz $2,475 $2,287
Lagos $2,927 $5,377
Libreville $4,068 $5,049
Lilongwe $4,824 $4,229
Lima $2,588 $2,334
Lisbon $4,782 $4,185
London $2,474 $2,299
Los Angeles $2,825 $2,790
Lusaka $5,059 $4,939
Madrid $4,744 $4,164
Managua $1,564 $1,566
Manila $3,488 $4,157
Maputo $4,535 $4,812
Mexico $1,226 $1,249
Miami $1,767 $1,766
Milan $3,969 $3,868
Minneapolis $2,564 $2,023
Monterrey $1,321 $1,171
Montevideo $3,501 $3,214
Moscow $4,187 $4,421
Mumbai $3,934 $4,354
Munich $4,172 $3,700
Nagoya $6,245 $5,182
Nairobi $4,111 $3,776
New York $1,381 $1,674
Niamey $3,658 $3,344
Osaka $5,074 $5,200
Oslo $4,593 $4,210
Ouagadougou $3,658 $3,343
Panama City $1,253 $1,445
Paris $4,792 $4,250
Philadelphia $1,215 $908
Phnom Penh $5,037 $4,739
Phoenix $2,535 $2,532
Port-au-Prince $1,902 $2,297
Port-of-Spain $2,756 $2,494
Prague $5,397 $5,160
Pretoria $4,797 $5,214
Princeton $1,514 $1,750
Pristina $5,363 $5,589
Quito $2,165 $1,675
Rabat $4,947 $4,319
Raleigh Durham $1,852 $1,764
Ramallah $5,796 $5,204
Reykjavik $3,956 $3,227
Riga $4,383 $3,891
Rio de Janeiro $2,024 $2,038
Riyadh $3,955 $3,708
Rome $3,912 $3,760
San Diego $2,372 $2,378
San Fransisco $3,065 $2,649
San Jose, Costa Rica $1,283 $1,264
San Jose, USA $2,540 $2,464
San Salvador $2,055 $1,862
Santiago $3,182 $3,083
Santo Domingo $2,617 $2,137
Sao Paulo $2,080 $2,014
Sarajevo $4,878 $4,338
Seattle $2,309 $2,237
Seoul $3,688 $3,714
Shanghai $4,362 $4,094
Singapore $6,307 $6,401
Stockholm $4,329 $3,749
St-Petersburg $4,188 $5,567
Sydney $7,362 $6,657
Taipei $4,453 $4,032
Tegucigalpa $2,523 $1,898
Tehran $4,649 $3,458
Tel Aviv $5,684 $5,093
Tokyo $5,964 $4,959
Tripoli $1,558 $1,512
Tucson $2,535 $3,153
Tunis $3,978 $3,414
Vatican $3,912 $3,760
Vienna $4,980 $4,735
Vilnius $4,914 $4,553
Warsaw $4,094 $4,049
Washington $1,798 $1,533
Wellington $7,110 $6,860
Yaounde $4,433 $3,989
Zagreb $5,415 $4,795

FSD 58 - Post differential allowance

Introduction

This allowance is payable in accordance with the Appendix to this directive in recognition of undesirable conditions existing at certain posts. The Deputy Minister of Foreign Affairs has been delegated authority to amend post rating levels, on the recommendation of the appropriate foreign service interdepartmental co-ordinating committee, as and when required.

Directive 58

58.01 The deputy head shall authorize payment of a post differential allowance at the applicable rate having regard for the post rating level and the employee's family configuration, as shown in the Appendix to this directive, where:

(a) the amounts of post differential allowance shall be revised on the first of April each year in accordance with the methodology agreed to in the National Joint Council Committee on Foreign Service Directives, and indicated in the Foreign Affairs and International Trade's monthly Schedules to Foreign Service Directives and Meal Rates; and

(b) the post rating levels shall be established and/or amended by the Deputy Minister of Foreign Affairs, on the recommendation of the appropriate foreign service interdepartmental co-ordinating committee, as and when required, and indicated in the Foreign Affairs and International Trade's monthly Schedules to Foreign Service Directives and Meal Rates; and

(c) the accompanied by one dependant rate shall be paid where one dependant is residing with the employee at the post for at least 8 months of any consecutive 12-month period; and

(d) the accompanied by two or more dependants rate shall be paid where two or more dependants are residing with the employee at the post for at least 8 months of any consecutive 12-month period provided one of the dependants is a dependent child.

(e) the unaccompanied rate shall be paid to each employee of an employee-couple except that where a dependant resides with the employee-couple at the post, one employee shall be considered as unaccompanied and the other employee as accompanied by one dependant or accompanied by two or more dependants as appropriate.

Instruction

The provisions of Section 58.01 also apply to employees on temporary duty in accordance with the provisions for short-term relocation outside Canada and the USA, which are contained in the Appendix to FSD 3 - Application, where the employee occupies self-contained accommodation.

58.02 Except where otherwise provided, an employee's post differential allowance shall commence at the appropriate rate on the first compensation day following the employee's/dependant's arrival at the post and shall cease on the first compensation day following the employee's/dependant's final departure from the post.

Instruction

For purposes of Section 58.02, "the first compensation day following the employee's/dependant's final departure from the post", means the first compensation day following the employee's last day on duty at that post. Where a dependant departs the post permanently in advance of an employee, the rate of post differential allowance shall be reduced accordingly.

58.03 Where an unaccompanied employee is absent from the post on temporary duty, under emergency evacuation conditions or leave with pay for a continuous period of more than 25 compensation days, the post differential allowance shall cease on the 26th compensation day and shall resume on the first compensation day following the employee's return to the post.

58.04 Where an employee is in receipt of a post differential allowance at the accompanied by one dependant rate, the rate of allowance shall be adjusted as follows:

(a) where both the employee and dependant are absent from the post for a period exceeding 25 compensation days because the employee is on temporary duty, under emergency evacuation conditions or on leave with pay, the allowance shall cease on the 26th compensation day following their departure and shall resume at either the unaccompanied or accompanied by one dependant rate as applicable on the first compensation day following the employee's and/or dependant's return to the post, and shall again be recalculated on the first compensation day following the employee's or dependant's return to the post, where one has preceded the other, to reflect the change in family configuration;

(b) where either,

(i) the employee is absent from the post on temporary duty or on leave with pay, or

(ii) the dependant is absent from the post for whatever reason,

for a period exceeding 25 compensation days, the allowance shall be reduced to the unaccompanied rate on the 26th compensation day of the employee's or dependant's absence and it shall resume at the accompanied by one dependant rate on the first compensation day following the employee's or dependant's return to the post.

58.05 Where an employee is in receipt of a post differential allowance at the accompanied by two or more dependants rate, the rate of allowance shall be adjusted as follows:

(a) where the employee and all dependants are absent from the post for a period exceeding 25 compensation days because the employee is on temporary duty, under emergency evacuation conditions or on leave with pay, the allowance shall cease on the 26th compensation day following their departure and shall resume at the unaccompanied, accompanied by one dependant or accompanied by two or more dependants rate as applicable on the first compensation day following the return of the employee and/or dependant(s) to the post and shall again be recalculated on the first compensation day following the employee's or dependant's return to the post to reflect the change in family configuration;

(b) where either,

(i) the employee is absent from the post on temporary duty or on leave with pay, or

(ii) the dependant(s) is/are absent from the post for whatever reason,

for a period exceeding 25 compensation days, the rate of allowance shall be recalculated on the 26th compensation day following the departure of the employee and/or dependant(s) to reflect the change in family configuration as applicable and shall again be recalculated on the first compensation day following the employee's or dependant's return to the post to reflect the change in family configuration.

58.06 Where an employee is absent from the post on temporary duty at a location for which a post differential allowance is payable, the post differential allowance applicable to the temporary place of duty shall become payable on the 26th and each succeeding compensation day of such temporary duty unless an employee's dependant continues to reside at the post during the employee's absence. In this case, the allowance payable is the sum of the post differential allowance payable at the post on the basis of the employee's family configuration less one and the post differential allowance payable at the temporary place of duty at the unaccompanied rate except that in no case shall the allowance exceed the post differential allowance which would be applicable were the employee and dependant(s) at the post with the higher post rating level.

58.07 Following completion of 24 consecutive months of service at one or more posts for which a post differential allowance is payable, the post differential allowance to which an employee is entitled, on the basis of family configuration and post rating level, shall be increased by 50%. This bonus payment shall continue until the employee's final departure from a post at which a post differential allowance is payable. The bonus may be payable at one or more posts listed in the Appendix to this directive, either as a result of an extended tour of duty at the same post or as a result of consecutive assignments at two or more such posts.

Instructions

1. The term "24 consecutive months of service" means 24 consecutive months during each month of which an employee is in receipt of a post differential allowance for at least ten compensation days.

2. The following situations do not constitute a break in service in the determination of a bonus payment, but, at the same time, cannot be counted as service to establish eligibility for a bonus payment:

(a) temporary absence from post or between posts:

(i) on paid leave,

(ii) under emergency evacuation conditions,

(iii) on temporary duty, or

(iv) on leave without pay (including leave without pay at post);

(b) assignments in Canada between postings, which do not exceed 24 consecutive months

except that,

(c) assignments in Canada between postings, which exceed 24 consecutive months shall not constitute a break in service in determining a bonus payment for assignments at hardship posts commencing prior to April 1, 2002.

3. Bonus payments authorized under this section shall not be taken into consideration in calculating an additional amount of post differential allowance or special payment under Section 58.09.

58.08 In the event of extraordinary conditions arising out of active hostilities at a post, the Deputy Minister of Foreign Affairs, on the recommendation of the appropriate foreign service interdepartmental co-ordinating committee, shall:

(a) establish a post rating level which recognizes extraordinary post conditions arising out of active hostilities, where there was no post differential allowance authorized for the post at the time of the outbreak of active hostilities; or

(b) revise the post rating level in effect at the time of the outbreak of active hostilities up to level V, to recognize extraordinary post conditions arising out of active hostilities; or

(c) establish a special payment of up to 50% of the basic level V post differential allowance to recognize extraordinary post conditions arising out of active hostilities, where a level V post rating was in effect at the time of the outbreak of hostilities; for the duration of such hostilities, except that, upon the cessation of active hostilities, the additional amounts or special payments shall continue to be payable for such period as extraordinary conditions arising out of active hostilities cannot be accommodated within the normal PDA rating scale.

(d) recommend to the President of the Treasury Board such additional assistance as may be considered necessary, where current provisions are inadequate, because of unusual situations.

58.09 Where a post rating level or special payment has been established in accordance with Section 58.08, the additional amount of post differential allowance which shall be payable over and above the post differential allowance which was payable prior to the outbreak of active hostilities shall be calculated as follows:

(a) where there was no post differential allowance authorized prior to the outbreak of active hostilities, the additional amount of post differential allowance is the amount established in the Appendix to this directive on the basis of the post rating level and the employee's family configuration at the post;

(b) where a level I, II, III or IV post differential allowance was authorized prior to the outbreak of active hostilities, the additional amount of post differential allowance is the difference between the basic amount of post differential allowance in effect prior to the outbreak of active hostilities and the basic amount of post differential allowance for up to level V as established in the Appendix to this directive on the basis of the employee's family configuration at the post;

(c) where a level V post differential allowance was authorized prior to the outbreak of active hostilities, the additional amount of post differential allowance is the amount established as a special payment in accordance with Section 58.08(c) on the basis of the employee's family configuration at the post;

(d) the additional amounts of post differential allowance or special payments calculated in accordance with Section 58.09(a), (b) and (c) shall be adjusted, where applicable, to reflect a change in the amount of basic post differential allowance on April 1st of each year;

(e) notwithstanding the provisions of Sections 58.03 and 58.04, the additional amounts of post differential allowance or special payments shall be payable during the period of active hostilities or extraordinary conditions arising out of active hostilities as determined by the Deputy Minister of Foreign Affairs in accordance with Section 58.08, except that payments shall be limited to the period during which an employee and/or dependant is/are exposed to active hostilities/extraordinary conditions and shall be adjusted to reflect the employee's family configuration at the post.

Instructions

1. While additional amounts of post differential allowance or special payments are adjusted or terminated as a result of an emergency evacuation, Sections 58.03 and 58.04 apply to post differential allowances in effect prior to the outbreak of active hostilities.

2. In applying the provisions of Section 58.09(a), (b) and (c), hardship rating points previously given for hostility and violence/personal safety shall be subtracted from the post's overall numerical hardship rating and the appropriate number of points for the outbreak of active hostilities, as determined in accordance with the agreed to methodology, shall then be added to the post's numerical hardship rating.

58.10 The provisions of Section 58.09 shall apply to all employees at a post during the period in which an additional amount of post differential allowance or special payment is established to recognize extraordinary conditions arising out of active hostilities, including an employee on temporary duty, notwithstanding that such employee may not be otherwise subject to this directive.

58.11 The special payment or additional post differential allowance paid pursuant to Section 58.09 are to be calculated on the basis of the basic post differential allowance and shall be paid in addition to the bonus payments generated pursuant to Section 58.07.

Instruction

A Post Rating Form, which was agreed to by the National Joint Council Committee on Foreign Service Directives is used to measure relative degrees of hardship at posts. On the basis of numerical ratings of relative degrees of hardship, employees are eligible for post differential allowances according to the Appendix to this directive. The Post Rating Form resulted from a detailed study and analysis of conditions at representative posts as well as compensation provided in recognition of hardship by other foreign governments. The form measures physical environment, local conditions and personal safety and was revised in 2003.


Appendix

Post Differential Allowance
Canadian Dollars Per Annum
April 1, 2007

Post Rating Unaccompanied Accompanied by One Dependant Accompanied by Two or More Dependants
  ($) ($) ($)
I 2,861 3,574 4,294
II 4,297 5,367 6,440
III 5,721 7,152 8,585
IV 8,585 10,728 12,873
V 11,445 14,308 17,167

POST RATINGS - May 01, 2003

POSTS LEVEL
Abidjan, Ivory Coast V
Abu Dhabi, United Arab Emirates II
Abuja, Nigeria V
Accra, Ghana V
Addis Ababa, Ethopia V
Algiers, Algeria V
Almaty, Kazakhstan V
Amman, Jordan III
Ankara, Turkey III
Antananarivo, Madagascar IV
Asuncion, Paraguay III
Badar Seri Begawab, Brunei II
Bamako, Mali V
Bangkok, Thailand III
Beijing, China IV
Beirut, Lebanon IV
Belgrade, Yugoslavia III
Belize City, Belize III
Bogota, Colombia IV
Brasilia, Brazil III
Bridgetown, Barbados II
Bucharest, Romania IV
Budapest, Hungary II
Buenos Aires, Argentina II
Cairo, Egypt III
Cameroon V
Capetown, South Africa II
Caracas, Venezuela III
Chongqing, China V
Columbo, Sri Lanka IV
Conkary, Guinea V
Dakar, Senegal III
Damascus, Syria III
Dar-es-Salaam, Tanzania V
Dhaka, Bangladesh V
Dubai, United Arab Emirates II
Gaborone, Botswana II
Georgetown, Guyana V
Grenada III
Guadalajara, Mexico I
Guangzhou, China V
Guatemala, Guatemala IV
Hanoi, Vietnam IV
Harare, Zimbabwe III
Havana, Cuba IV
Ho Chi Minh, Vietnam IV
Hong Kong, China II
Islamabad, Pakistan V
Jakarta, Indonesia V
Johannesburg, South Africa II
Kathmandu, Nepal V
Khartoum, Sudan V
Kiev, Ukraine IV
Kigali, Rwanda V
Kingston, Jamaica III
Kinshasa, Congo V
Kuala Lumpur, Malasie II
Kuwait, Kuwait III
La Paz, Bolivia IV
Lagos, Nigeria V
Libreville, Gabon IV
Lilongwe IV
Lima, Peru IV
Lusaka, Zambia IV
Managua, Nicaragua III
Manila, Philippines IV
Maputo, Mozambique V
Maseru, Lesotho II
Mexico, Mexico III
Monterrey, Mexico II
Montevideo, Uruguay I
Moscow, Russia IV
Mumbai, India V
Nairobi, Kenya V
New Delhi, India IV
Niamey, Niger V
Ouagadougou, Burkina Faso V
Panama, Panama II
Phnom Penh, Combodia V
Port au Prince, Haiti V
Port of Spain, Trinidad Toboga II
Prague, Czech Republic I
Pretoria, South Africa II
Pristina, Serbia V
Quito, Ecuador III
Rabat, Morocco II
Ramallah, Israel IV
Reykjavik, Iceland II
Riga, Latvia II
Rio de Janiero, Brazil III
Riyadh, Saudi Arabia IV
San Jose, Costa Rica III
San Juan, USA I
San Salvador, El Salvador IV
Santiago, Chile II
Santo Domingo, Dom. Republic III
Sao Paulo, Brazil III
Sarajevo, Bosnia & Herzegovina IV
Seoul, Korea III
Shanghai, China IV
Singapore, Singapore I
Skopje, Macedonia IV
St. Petersburg, Russia IV
Taipei, China III
Tegucigalpa, Honduras IV
Tehran, Iran V
Tel Aviv, Israel III
Tirana, Albania V
Tripoli, Libya V
Tsetang V
Tunis, Tunisia II
Warsaw, Poland III
Windhoek, Namibia I
Yaounde, Cameroon V
Zagreb, Croatia II

Notes:

1. The amount of post differential allowance shall be revised on the first of April each year in accordance with the methodology agreed to in the National Joint Council Committee on Foreign Service Directives, and indicated in the Foreign Affairs and International Trade's monthly Schedules to Foreign Service Directives and Meal Rates.

2. The post rating levels shall be amended by the Deputy Minister of Foreign Affairs, on the recommendation of the appropriate foreign service interdepartmental co-ordinating committee, as and when required, and indicated in the Foreign Affairs and International Trade's monthly Schedules to Foreign Service Directives and Meal Rates.

3. Notwithstanding Section 107 of the Public Service Labour Relations Act, revisions to this Appendix shall not constitute a change in terms and conditions of employement for employees subject to the Foreign Service Directives. (revised April 1, 2006)

4. All Level III post employees have the right, at the end of the first year of assignment, to opt out of the third year.